At DCI, we know that changes in state laws and new requirements can be difficult for employers to track. Our experts monitor these developments and the evolving landscape of bias audits, pay transparency, pay reporting, and state Affirmative Action Plan requirements. 

Disclaimer: This information is provided for general information purposes only and these materials are not intended to provide legal advice.

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Bias Audits of AI Tools

There has been a significant increase in the number of proposed regulations surrounding bias audits of automated employment decision tools (AEDTs). As these tools become more prevalent in employment processes, concerns about potential biases have emerged. State and local governments are recognizing the need to ensure equal employment opportunities. These laws aim to hold employers accountable for the use of AEDTs and often require them to conduct audits to identify any biases that may exist.   

State Affirmative Action Plans

The large number of affirmative action regulations in various states throughout the United States presents a challenge for employers with operations in multiple locations.  Often, the requirements and enforcement of these different regulations are unique and require specialized reporting and implementation that differs from federal regulations.

State Pay Transparency
Pay transparency regulations have been on the rise. Individual states have led the charge in a variety of ways, frequently requiring employers to publicly provide information on pay to applicants and employees.
State Pay Reporting
Two states, California and Illinois, have gone a step further than pay transparency and now require the submission of data on employee compensation to analyze and root out pay disparities.  

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