AI EEOC Compliance Monitoring Agent

How Cassidy automates adverse impact monitoring and AEDT audit readiness using AI

Step 1: Trigger on new hiring data

The Workflow activates automatically when applicant flow data syncs from your ATS, HRIS, or assessment platforms—capturing stage outcomes, disposition codes, and candidate demographics in real time.

Step 2: Normalize and validate applicant flow logs

Cassidy standardizes data across requisitions, job families, and locations, applying quality controls for completeness, duplicate detection, and self-ID response rates to ensure defensible analysis.

Step 3: Compute adverse impact metrics

The Workflow calculates selection rates and impact ratios for each protected group at every hiring stage, applying the four-fifths rule and running statistical significance tests (Fisher's exact, two-proportion z) with small-N handling.

Step 4: Generate AEDT audit packages

For tools subject to NYC Local Law 144, Cassidy produces bias-audit-ready datasets with sex, race/ethnicity, and intersectional breakdowns—plus the public summary-of-results tables auditors require.

Step 5: Surface findings and route for action

Cassidy flags stages with potential adverse impact, routes findings to accountable owners (recruiting ops, legal, people analytics), and tracks remediation workflows including LDA evaluations and corrective actions.

Step 6: Deliver EEOC-ready reports

The Workflow generates bottom-line and component-level adverse impact reports, executive dashboards with trend lines and watchlists, and governance artifacts—ready for regulatory review or annual program attestation.