New Jersey — Law Against Discrimination rules on automated employment decision tools
What it asks of employers
- Don't use an automated tool that has a disparate impact, unless it's job-related and necessary. You may not use an automated employment decision tool that produces a disparate impact on a protected class unless it's job-related and necessary for a legitimate business interest and no less-discriminatory alternative would serve; review Amp's bias-test and audit evidence before you start and while you use it.
What Amp does
- Amp bias-tests scoring and applies it consistently across candidates. Amp regularly tests candidate scoring across demographic groups and uses the same job-related scoring for every candidate, giving you up-to-date evidence of whether the tool produces an unequal effect on those groups.
- Evidence package documenting the tool and its bias tests. Amp can produce a tamper-evident package documenting the scoring method, the results by group, and the job-related criteria in use, which you can use to show the tool is job-related and necessary for your business.