How the built-in bias audit works: self-identified demographic response rates, adverse impact ratios, and CSV exports for compliance reporting such as NYC Local Law 144.
Every Company Dashboard's Analytics tab includes a built-in bias audit section, giving hiring teams visibility into whether their screening process disproportionately affects candidates by self-identified demographic group.
Open Company Dashboard, switch to the Analytics tab, and optionally select a specific job posting to scope the report to that role - or leave it unselected for an org-wide view.
Total Candidates: How many candidates are included in the current report scope.
Self-Identified: How many of those candidates voluntarily disclosed demographic information. Disclosure is always optional for candidates, so this is typically lower than Total Candidates.
Response Rate: Self-Identified as a percentage of Total Candidates - a low response rate means the ratios below are based on a smaller sample.
Lowest Impact Ratio: The lowest selection-rate ratio found across demographic groups. A ratio below 0.8 (the standard four-fifths/80% threshold used in EEOC and NYC Local Law 144 adverse-impact analysis) is flagged, since it suggests one group is being selected at a meaningfully lower rate than others.
Click the CSV export control in this section to download the full breakdown - this is the same underlying report used to support NYC Local Law 144-style compliance documentation. Note this is the only place in the product with a CSV export for candidate data; bulk CV processing (see CV Database) does not have its own export.
This tool surfaces the data; it does not constitute legal compliance advice. Confirm your organization's specific reporting obligations with legal counsel.