NYC Local Law 144 Bias Audit Requirements: Complete Checklist

Introduction: Understanding NYC Local Law 144 Bias Audit Requirements

In the rapidly evolving landscape of artificial intelligence, ensuring fairness and transparency in automated decision-making tools is crucial. New York City's Local Law 144 addresses this need by mandating bias audits for Automated Employment Decision Tools (AEDTs). This law is pivotal for employers using AI-driven systems in hiring and employment decisions, ensuring these technologies do not perpetuate discrimination. Understanding and complying with NYC LL144 is essential for organizations to maintain ethical standards and avoid legal repercussions.

What NYC Local Law 144 Requires

NYC Local Law 144, effective from January 1, 2023, requires employers using AEDTs to conduct annual bias audits. The law defines AEDTs as any computational process derived from machine learning, statistical modeling, data analytics, or artificial intelligence that issues simplified output, including scores, classifications, or recommendations, used to substantially assist or replace discretionary decision-making for employment decisions.

Key requirements include:

• Annual Bias Audits: Employers must conduct an annual bias audit of their AEDTs to assess disparate impacts on individuals based on race, ethnicity, and sex.
• Audit Results Disclosure: Employers must publicly disclose the results of these audits on their websites.
• Candidate Notification: Employers must notify candidates within 10 business days of using an AEDT and provide an option for alternative selection processes or accommodations.

How to Comply: Step-by-Step Actionable Guide

1. Identify AEDTs: Determine which tools in your hiring and employment processes qualify as AEDTs under the law.

2. Select a Qualified Auditor: Engage a qualified third-party auditor who understands the technical and legal aspects of bias audits. This auditor should be independent and have expertise in AI and machine learning systems.

3. Conduct the Bias Audit:

   • Collect data on the AEDT's outputs, focusing on race, ethnicity, and sex.
   • Analyze the data to identify any disparate impacts.
   • Document the methodology, findings, and any corrective actions taken.

4. Disclose Audit Results: Publish the audit results on your company's website, ensuring transparency and accessibility.

5. Notify Candidates: Implement a system to notify candidates about the use of AEDTs and provide information on alternative processes.

6. Review and Update: Regularly review AEDTs and update them to mitigate identified biases, ensuring compliance with evolving legal standards.

How HAIEC Helps with NYC LL144 Compliance

HAIEC offers a suite of tools specifically designed to assist organizations in complying with NYC Local Law 144:

• NYC LL144 Bias Audit Engine: HAIEC's bias audit engine provides deterministic bias detection, ensuring thorough analysis of AEDTs for disparate impacts.
• Compliance Evidence Collector: This tool generates audit-ready compliance evidence with cryptographic timestamps, crucial for demonstrating adherence to legal requirements.
• CSM6 Compliance Maturity Scorer: Assess your organization's compliance maturity and identify areas for improvement to ensure ongoing adherence to NYC LL144.

By leveraging these tools, organizations can efficiently conduct bias audits and maintain compliance with NYC Local Law 144, mitigating risks associated with biased AI systems.

What to Do Next: Actionable Steps

1. Evaluate Your AEDTs: Start by identifying which tools in your organization qualify as AEDTs under NYC LL144.
2. Engage HAIEC's Tools: Utilize HAIEC's bias audit engine and compliance tools to conduct thorough audits and generate necessary compliance evidence.
3. Stay Informed: Regularly review updates to NYC Local Law 144 and related regulations to ensure ongoing compliance.

For more detailed guidance, explore HAIEC's resources on AI Security and Compliance Guides.

Related Resources

• Test AI App Security
• Runtime Engine
• Blog

Summary

Complying with NYC Local Law 144 is essential for organizations using AEDTs in employment decisions. By conducting annual bias audits and leveraging HAIEC's comprehensive tools, employers can ensure their AI systems are fair, transparent, and compliant with legal standards. For those seeking to enhance their compliance efforts, Test your AI app for security vulnerabilities with HAIEC's advanced solutions.