Bias Audit Report (Impact Ratio)

How to use this document

• Use it to document a bias audit of an automated tool used in hiring, promotion or people management decisions: data used, method, selection or scoring rates, impact ratios by sex, race or ethnicity and their intersection, findings, measures and a publishable summary.
• Where a law requires the audit to be performed by an independent auditor (for example, in New York City), this document is a reference structure for that auditor's report and for the prior internal review. It does not replace the independent audit.
• Give it a clear owner: usually HR or internal audit, with data science for the calculations, legal for interpretation and the tool vendor for the data.
• Before adopting it, the organization should decide who performs the audit (internal team or independent auditor), where demographic data comes from, which alert threshold it uses for the impact ratio and who approves the measures.
• Complete one audit per tool and, if the tool is used differently across roles or stages, consider whether each use needs a separate analysis.
• Use section 9 or sections 6 to 8 depending on whether the tool classifies (selects or rejects) or scores people. Delete the one that does not apply.
• If the tool is used in credit or insurance, also complete the section 18 annex [OPTIONAL]; otherwise delete it.
• Keep only the country variants that apply and delete the rest. In the United States several may apply at once (city, state and federal rules).
• Fields marked [COMPLETE] include points to confirm with your advisor, such as the definition of a covered tool, auditor independence requirements, the threshold for excluding small categories and retention periods.
• Before publishing the summary in section 16, have it reviewed by in-house legal or an external advisor.

Bias Audit Report (Impact Ratio)

Field	Content
Organization using the tool	[LEGAL ENTITY NAME] ([ORGANIZATION NAME])
Tool audited	[AI SYSTEM]
Vendor and version	[VENDOR] / [COMPLETE]
Decisions it is used for	Hiring / Promotion / Other: [COMPLETE]
Roles or processes covered	[COMPLETE]
Jurisdictions of use	[COUNTRY]
Auditor	[COMPLETE: name and organization]
Type of audit	Independent / Prior internal / Follow-up
Audit date	[DATE]
Period of data analyzed	[DATE] to [DATE]
Date the tool was first used	[DATE]
Internal owner	[OWNER]
Contact	[AI GOVERNANCE EMAIL]

1. Purpose and scope

1.1 This report documents the bias audit of the tool identified above, carried out to check whether its outputs affect people unequally by sex, race or ethnicity and the combination of both, and to decide the appropriate measures.

1.2 The analysis covers the tool's outputs at the stage of the process where it is used. It does not assess the tool's validity for predicting job performance, unless stated in section 11.

1.3 For tools used in credit or insurance, the section 18 annex is also completed. For other consumer uses, replace the categories and decisions with those relevant to that use.

2. Auditor independence

2.1 When the audit is presented as independent, the auditor declares:

Criterion	Yes / No	Comment
Has not been involved in developing, distributing or using the tool
Has no employment relationship, and has had none during the audit, with the organization or the vendor
Has no direct financial interest or material indirect interest in the organization or the vendor
Compensation does not depend on the audit outcome

2.2 [COMPLETE: confirm with your advisor the independence criteria required by the applicable law.]