Algorithmic Decision-Making in the Workplace (NYC): Ensuring Compliance and Enhancing Inclusiveness & Diversity in 2023

For years, employers have been exploring the possibility of how automated tools (ranging from basic computer screening methods to advanced AI systems) may be able to improve and simplify the hiring process and other employment-related evaluation processes. And now, with NYC Local Law 144 going into effect in 2023, the new frontier of algorithmic decision-making in the workplace – and regulation of the same – is upon us.

NYC Local Law 144 is the most robust law regulating “automated employment decision tools” (AEDTs) to date, and it prohibits employers from using AI in employment decision-making processes unless they take a number of affirmative steps prior to doing so, including a bias audit of the tool. A key aspect of this bias audit is that it can also serve to enhance an employer’s attainment of its diversity, equity, and inclusion goals by ensuring that the use of AEDTs does not foster unintended bias or create unintended workforce disparities.

How should employers consider using AI-based decision tools to ensure compliance with applicable law and in a way that advances workplace equity objectives?

Join Mintz and ACC New York City for an interactive, forward-thinking conversation with in-house peers at Storico as we discuss:

• How workplaces are adapting to the new law
• Any challenges they have faced – including best practices learned so far – in ensuring compliance
• The impact this law is (or isn’t) having on fostering a diverse workforce
• How these changes impact the legal regulation of the employment relationship
• Trends beyond NYC