We suggest employers: 1. Talk to legal counsel about this bill. Based on those discussions, many employers may decide to retain the services of an independent auditor. 2. Consider the following points when undergoing a bias audit: Identify all AEDTs used by your organization that are covered by the bill Identify how each AEDT is used in your organization’s selection process(es) For each AEDT: Evaluate the purpose of the AEDT and how it was developed Identify the job characteristics and/or qualifications being measured by the AEDT as well as the data inputs (features) Evaluate job-relatedness (Validation) evidence of the AEDT considering professional and legal guidelines Comprehensively evaluate race, ethnicity, and gender adverse impact Research potential alternative assessment processes to be provided if requested by job candidates