Validated certification of “proper use” or “no use” for Employers, Service Providers, and Software Companies
You are and Employer (or their agent) or a HR Technology Provider – and are subject to various laws or regulations related to assessment, wage parity, or human capital disclosures. Your team has to submit or disclose information to candidates, entities, or regulators otherwise you may face fines or backlash from the market.
Your team may be on this already – but you need an independent party to certify that you are doing is within compliance. We perform specialized investigations, certifications, and audits related to laws in the US, EU, and more. We deliver the paper you need to say you are doing the right things AND show our work. All the reports, data infrastructure, and testing is yours to have and use to operate and monitor.
Applicable to SEC annual disclosures
Get everything needed to submit Human Capital disclosures to the Securities and Exchange commission
Employers that are traded publicly on exchanges regulated by the Security and Exchange Commission (SEC) of the US government need to submit a Human Capital Analytics disclosure along with their annual report to inform the investment community of their progress and status regarding their workforce.
Aspen Analytics produces an independent audit of the human capital reporting for those organizations and will perform that work annually for the previous fiscal year in preparation for the disclosure. Organizations that are not regulated by the SEC are also eligible to have the audit performed for their own internal use and planning for performance.
Aspen has developed a method and process to design and report a group of measures that every employer should track in order to create human capital disclosures for the SEC and the investment community. These measures weave together to tell bespoke data stories on the workforce, and how the regulated business is advancing its workforce, and has differentiation or parity among its competitors.
We will employ all the human capital analytics as outlined in ISO 30414_2018 on Human Capital Reporting, execute employee and applicant surveys and their results, and also several descriptive measures that Aspen has gathered and outline in its AIHR training.
This audit requires access to all systems related to HR and finance data is available and an independent audit can be executed. It is assumed that corporate furnished equipment will be provided to Aspen for a period of time to conduct the audit. It is assumed that partnership with management consultants, recruiting, staffing, human resources, finance, legal, investor relations and/or other organizations will occur.
Our team will independently evaluate an employer’s human capital and financial data related to the listed measures in the audit. The audit may or may not include segmentation analysis by business unit, function, location, and/or supervision. This audit will require the furnishing of corporate equipment and access to data stores that showcase data of all positions that are eligible under the jurisdictions. A certified set of results will be produced, and secondary testimony or deposition will be executed in cooperation with legal counsel as needed.
Applicable for several US state laws and EU country laws
Meet requirements by local jurisdictions on the use of assessments that score and/or advance applicants during the recruiting process. These laws address the used of mandatory or voluntary assessments with automated scoring and/or matching to open jobs.
Employers that accept applicants in who will work in facilities located in certain local/country legal jurisdictions OR accept applicants from certain local/country jurisdictions AND are of a particular employee size need make sure that applicants in those jurisdictions are aware of the use of automation and/or artificial intelligence used during assessment related to scoring and advancement. Additionally, scoring, assessment results, and/or bias reporting or proof of non-bias may be required for an employer, their employment agents (staffing firms) and/or by the producer of the assessment being used.
Aspen Analytics produces an independent audit of systems, policies, software, assessments, and experiences of applicants. The results of the audit answer the question if an organization and/or its software is creating fair and unbiased decisions and advancements within employment.
Aspen will conduct the audit by evaluating the software and testing being used, the resulting advancement of candidates “through the funnel” who are exposed to such assessments. A determination if there are direct and/or adverse impacts due to the use of the assessments that are statistically significant to justify or warrant legal action by one or more groups of candidates subject to the assessment will be executed. Aspen will also execute surveys of those exposed to the assessment and understand their experience, disclosure, and feedback related to the assessment. This includes hiring managers, recruiters, human resources, new hires, and the candidates assessed and then dismissed from the employment process.
Our team will independently evaluate an employer’s (or their agent) or technology provider’s use of these assessments, understand if biases are being executed, and certify findings. This audit will require the furnishing of corporate equipment and access to data stores that showcase data of all positions that are eligible under the jurisdictions. A certified set of results will be produced, and secondary testimony or deposition will be executed in cooperation with legal counsel as needed.
Applicable to various localized (city/state/other) and country-wide jurisdictions
Local jurisdictions require that wages are clearly listed inside job openings and/or that wage parity is exposed publicly. Typically employers of a certain size are required to comply.
Employers that have workers that apply for positions in certain local/country legal jurisdictions OR accept applicants from certain local/country jurisdictions AND are of a particular size are regulated by localized legal entities need to make sure that applicants are informed of the reward and wages offered for employment when the position is available for application. In some jurisdictions, internal transparency related to employee pay is also required is part of standard regulatory controls.
Aspen Analytics produces an independent audit of job postings, internal compensation structures, and pay parity systems using the data systems and records management that are within the employers, as well as secondary survey and investigation techniques. The results of the audit answer the question if an organization is publicly announcing a transparent reward structure and if the internal pay structures are equitably distributed.
There are legal jurisdictions that require that jobs are posted with wages indicated in the announcement and/or advertisement and are available to the public and/or parties who would need to apply to the position. Our team will produce audits demonstrating that employers and their agents have made such information available to the proper audiences and in the jurisdictions required.
This audit will require the furnishing of corporate equipment and access to data stores that showcase data of all positions that are eligible under the jurisdictions. Aspen will perform an audit to show that positions include the needed information, that those applying are only from the eligible jurisdictions, and that those advanced / hired are also in those jurisdictions. A certified set of results will be produced, and secondary testimony or deposition will be executed in cooperation with legal counsel as needed.
Each audit can be done with advanced notice and with approved secure access. It is typical that audits are scheduled ahead, prepared, and then briefed to leadership.
Audits are delivered on the equipment furnished by the client, and are reviewed by several of our experts to have a rounded and impartial set of views.
Each audit is completed with documentation of its scientific methods, is formally published, and is certified by an authorizing official. Audits are delivered to comply with the client’s third-party regulators.
