Under New York City Local Law 144, Suited’s technology is considered an automated employment decision tool (“AEDT”) if it is used to substantially assist or replace discretionary decision making for making employment decisions that impact natural persons. In those situations, as of July 5, 2023, New York City Local Law 144 requires an independent auditor to conduct a “bias audit” on an AEDT no more than one year before its use. The New York City law also requires an employer or employment agency that uses the AEDT to make publicly available a summary of the bias audit results. This page includes the summary results. Based on the examined data, the independent auditor concluded there is no such evidence of bias on both the standalone and intersectional analysis of gender and ethnicity. You can learn more about Suited at its website.

Model**:** Law Assessment - Predictor 6

Third Party Auditor: Holistic AI

Date of Audit: March 11, 2024

Distribution Date: May 1, 2024

System Description: The Suited Law Assessment helps our clients’ recruiters and hiring managers make more accurate and less biased hiring decisions. Through the use of our industrial-organizational psychology based assessments, we are able to provide new and different data to our clients to leverage in the hiring process, enabling them to expand their consideration of individual candidates beyond traditional hiring metrics such as the rank of their law school and GPA, as well as the more subjective views of individual interviewers. The assessment data is used to determine how likely a candidate is to succeed at a particular firm based on customized scoring models built specific to each firm. Importantly, the Suited Assessment provides additional data to be used in combination with other data evaluated in a firm’s recruiting process, and is not a single determinative factor. For more information on the Suited Law Assessment please click here.

Source of Data Used to Conduct the Bias Audit: The data used in this audit was collected between December 2020 and February 2024 from actual candidates who completed the Suited Law assessment as part of their application for summer or entry-level positions across all of the law firms using the Suited platform. The data contains the calculated score for each applicant, along with their self-reported demographic data.

Summary of Findings by Auditor: Auditor found no evidence of disparate impact on either a standalone or intersectional basis. ****

Audit Result Tables:

The below tables summarize the audit results. Per the definitions laid out in New York City Local Law 144 (”NYC LL 144”):

• Scoring rate: is calculated as the rate at which individuals in a category receive a score above the sample’s median score.
• Impact ratio: is calculated as the scoring rate for a category divided by the scoring rate for the highest scoring category.
• Small sample size: is defined as a category that makes up less than 2% of the data being used for the bias audit, which included candidates pooled from all of Suited’s partner law firms. Small sample size categories are noted with an asterisk in the below tables.

While not specifically defined in NYC LL 144, for context, under the Equal Employment Opportunity Commission’s Uniform guidelines, adverse impact (bias) is said to be occurring when the selection rate of one subgroup is less than four-fifths (80%) of the group with the highest selection rate. As such, this was used by the independent auditor as a support flag to conduct the bias audit.