While automated employment decision tools (AEDT) and artificial intelligence (AI) in selection systems are already subject to existing anti-discrimination laws and regulatory frameworks like the Uniform Guidelines on Employment Selection Procedures (UGESP), an increasing number of cities and states are implementing requirements specifically regarding these types of tools. New York City, California, Colorado, and Texas have passed laws affecting employers' use of AEDTs and AI-powered technology, with new regulations and requirements on the horizon. Many of these laws require or will require employers to conduct statistically-based bias audits to ensure fairness and non-discrimination.

DCI brings 25 years of experience conducting high-stakes adverse impact analyses of assessment results across various proactive and legal scenarios. Our expertise with both traditional assessments and tools powered by artificial intelligence enables DCI to guide your organization towards compliance with bias audit laws while providing the same white glove service for which our consultants are known. We take the time to properly structure your data, explain your results, and prioritize your next steps. Lawsuits, fines, and negative press all affect the bottom line. Partnering with us can save your organization money and protect its reputation - all while ensuring your selection practices are equitable and legally compliant.