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New York City’s Local Law 144 requires independent bias audits for automated employment decision tools (AEDT) used to substantially assist or replace decisions in hiring or promotion. Despite the law coming into effect on Jan 1, 2023, several aspects of the bias audit have still to be clarified.

In our second weekly mini-webinar series, BABL AI’s CEO Shea Brown discusses what an algorithmic bias audit is, including:

1. Bias audit basics
2. Differences between employer and vendor audits
3. Open Q&A session

00:00 – Intro
01:10 – Outline
01:58 – Bias Audit basics
03:27 – Quick primer on "algorithm" and "bias"
06:31 – Bias vs. disparate impact
09:46 – Employer vs. vendor
10:22 – Review of "bias audit" in NYC law
11:46 – Employer workflow
14:55 – Employer example in the amendments
16:56 – What about vendors?
18:46 – Vendor workflow: Risk Assessment
25:19 – Vendor example in the amendments
26:35 – Risky caveats for vendors
30:55 – How BABL approaches NYC bias audit
32:57 – Q: How can vendors conduct the bias audit without having employer data?
35:08 – Q: How much data should employers give vendors to facilitate bias audits?
37:42 – Closing thoughts

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