Introduction
New York City has recently elaborated on the rules and regulations surrounding the use of Automated Employment Decision Tools (AEDT), also called as NYC AI law, in the hiring process. The purpose of this law is to address bias that may arise from using AI in employment decisions. Companies now need to take specific actions to comply with these regulations and ensure fairness and accountability in their AI-powered hiring processes.
You can read the latest copy here.
This article will help you understand that as a recruiter or hiring manager or HR leader, what does this law mean to me and what do I or my company needs to do? Don’t be overwhelmed, we have tried to break it down for you.
Disclaimer
It is important to remember that each organization’s technology, processes, and circumstances may vary. For accurate and specific compliance information, it is recommended to consult legal experts and AI professionals.
What does the NYC AEDT law states (Summary of the NYC AEDT Law)?
- Companies must perform bias audits of their AEDTs to assess their impact on selection rates and scoring rates across various categories.
- The results of the bias audits, along with other required information, must be made publicly available.
- Employers and employment agencies must provide notices to candidates and employees, informing them about the use of AEDTs and their rights.
- AEDTs must be audited annually, using historical or test data if necessary.
- HR professionals should implement responsible AI practices and continuously monitor and improve the use of AEDTs.
Compliance Checklist
To ensure compliance with the New York City AEDT law, you need to take the following actions:
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1. Review and Assessment
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2. Bias Audit
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3. Data Requirements
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4. Published Results
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5. Notice to Candidates and Employees
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6. Responsible AI Practices
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7. Ongoing Learning
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Conclusion
The New York City AEDT law aims to promote transparency and fairness in AI-powered hiring processes. HR professionals can ensure compliance by using the checklist provided and seeking expert guidance when needed. By taking appropriate actions, companies can mitigate bias and create a more inclusive and equitable hiring environment.
Read more about BarRaiser’s view on AI in hiring tools and if BarRaiser comes under the purview of the AEDT law.
[The article is intended to provide readers practical information about the law and expectations from them. This is not a legal advice and readers are advised to refer to a legal expert for accurate interpretation and compliance of the law]
