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Auditing for Discrimination in Algorithms Delivering Job Ads Basilar ImanaAleksandra KorolovaJohn HeidemannUniversity of Southern California Los Angeles, CA, University of Southern California Los
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01
Identify the purpose of the audit and what specific discrimination criteria you are assessing.
02
Collect relevant data such as employee records, complaints, and demographic information.
03
Review policies and procedures related to discrimination in the organization.
04
Conduct interviews with employees to gather firsthand accounts of any discriminatory practices.
05
Analyze the data collected to identify any patterns or trends of discrimination.
06
Prepare a report outlining the findings of the audit and make recommendations for improvement.

Who needs auditing for discrimination in?

01
Organizations seeking to ensure compliance with anti-discrimination laws and promote a fair and inclusive work environment.
02
Human resources departments looking to assess and address any potential issues of discrimination within the organization.
03
Companies undergoing legal proceedings related to discrimination claims.
04
Businesses aiming to improve diversity and inclusion initiatives within the workplace.
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Auditing for discrimination is in the workplace to ensure fair treatment of employees.
Employers are required to file auditing for discrimination in.
Auditing for discrimination can be filled out by providing information on policies, procedures, and incidents related to discrimination.
The purpose of auditing for discrimination is to identify and address any discriminatory practices in the workplace.
Information such as number of discrimination complaints, outcomes of investigations, and steps taken to address discrimination must be reported on auditing for discrimination.
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