Auditing

The Audit Catalogue

Our admissible documents that are independent, human driven, and scientific

AI Usage and Bias

Disclosure of AI use (or not), use of automated employment decision tools, and assessment bias

Your Pause

Employers, HR Technology companies, and Staffing companies are subject to regulation regarding automation and/or artificial intelligence during employment. Many of these laws and regulations address bias against underserved and/or marginalized demographic groups in localized jurisdictions, seeking proof and excellence in diverse, equitable, and inclusive employment practices.

Our Play

The Audit reviews systems, policies, software, assessments, and experiences that applicants and employees would be subject to. The Audit validate unbiased decisions are being made when assessments, automation, and/or artificial intelligence is engaged. Outputs include statistical proof that adverse or explicit impact is not present, an execution of 4/5ths rule, and validation that public notice is met. The Audit also serves as evidence if a client is NOT using automation / AI technologies that would be subject to regulations.

Wages and Pay Equity

Documented adherence to city/state/country regulations regarding pay equity, transparency, and history

Your Pause

You have positions located in legal jurisdictions OR accept individuals who reside in certain jurisdictions that are subject to wage and benefits transparency laws. Applicants and internal employees are informed of wages within job postings, at offer of employment, or as solicited. Wage parity in the EU, US, and more are also required. Separately, venues for employees and applicants to solicit wage and benefit information or report grievance is a requirement. Lastly, inquiry and disclosure related to salary history and wages are very complex.

Our Play

This landscape is ever changing. It is very difficult to keep up with the legislation and the training, processes, and technology required to stay in compliance to avoid fines and/or legal actions.

We audit job postings, internal pay structures, and recruitment behaviors. We produce an audit that reveals compliant, non-compliant, or inconclusive behaviors in each jurisdiction. Our audit involves access to your internal data (without filtering or manual uploads by your team), extracting text from job postings daily and using natural language processing to validate their transparency, and listening to feedback from your teams and applicants.

Regarding wage solicitation, we first listen. We offer “Listening Loops” to take environmental scans of solicitation behaviors. This includes storing complaints and compliments for remediation and evidence. We then log, offering employers the ability to respond to applicants and employees as required.

Human Capital Disclosure

Using ISO 30414, a full disclosure on how HR enables the workforce. Intended for investors, equity partners, and/or or financial regulators.

Your Pause

Employers regulated by the Security and Exchange Commission (SEC) and / or the Corporate Sustainability Reporting Directive (CSRD) are required to submit human capital metrics annually based on ISO standards.

Our Play

Impartial and Unfettered
Data is collected on a schedule hidden to the customer. The Audit is authored based on the current regulatory and competitive landscape using our standards. A full review is performed, and regulations are identified as applicable or not applicable.
Secured and Validated
The Audit is performed using client furnished equipment. Analysis complies with client security protocols and is performed behind a firewall OR within a secure analysis platform. Analysts, industrial organizational psychologists, and/or data scientists validate each Audit.
Legal and Compliant Ready
The Audit is completed with documentation of its scientific methods, is formally published, and is certified by our Auditor General. Audits are documented and proper public notices are included. The Audit is not legal counsel or advice but can be shared with legal representation as needed.