Enterprise ATS

How to Audit AI Bias in Workday

Workday is the leading enterprise HR platform used by Fortune 500 companies. Its AI-powered candidate screening, skills matching, and job recommendation algorithms require rigorous bias auditing to comply with NYC Local Law 144 and the EU AI Act.

Bias Risks in Workday

  • Skills-matching algorithms may over-index on credentials from elite institutions
  • Predictive performance models trained on historically biased promotion data
  • Automated screening rules that inadvertently filter by ZIP code or commute distance
  • NLP resume parsing that penalizes non-traditional career paths

Step-by-Step Audit Guide

  1. 1Export candidate pipeline data from Workday Recruiting module
  2. 2Map demographic fields (race, gender, age) to selection stages
  3. 3Run 4/5ths rule analysis across screening, interview, and offer stages
  4. 4Perform statistical significance testing on each demographic group
  5. 5Analyze AI score distributions for disparate impact
  6. 6Generate compliance report with remediation recommendations

Data Export Instructions

  1. 1.Navigate to Workday Recruiting > Reports > Custom Reports
  2. 2.Create a report including: Candidate ID, Stage, Disposition, Demographics
  3. 3.Export as CSV with UTF-8 encoding
  4. 4.Upload the CSV to OnHirely for automated analysis

Compliance Notes

  • Workday customers in NYC must audit annually under Local Law 144
  • EU-based deployments fall under EU AI Act high-risk classification
  • California AB 331 applies to all CA employers using Workday AI features

Related Regulations

Nyc Local Law 144Eu Ai ActCalifornia Ab 331

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Audit Your Workday Hiring Pipeline

Upload your Workday candidate data and get a comprehensive bias audit report in minutes.

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