A pre-audit scan presents compliant and non-compliant activity for enacted and pending regulations
You want to assess with parity and fairness, yet blind spots and/or enacted or pending compliance risks remain. Transparency, accommodation, and appropriate governance / actions is the intent yet methods to execute are hard to track and create significant business risk financially and socially.
We developed environmental scanning to “actively listen” and enable clients to understand protected group experiences and human capital disclosures to regulators. External data from postings, statements, financial statements activity, and feedback create all the awareness a Client needs to find its vulnerability and start the discussion on how to address and then act.
Employers, HR tech companies, and staffing companies want those protected by current and pending regulations to have transparency. Many accommodation, salary history, AI based employment advancement, and pay equity regulations require disclosures and the ability to respond to very specific asks.
“Listening Loops” provide anonymous or non-anonymous feedback and inquiry access to candidates, applicants, and employees. Aspen provides insight on pay equity, wage transparency and solicitation, use of automation and AI, and finally fairness in assessment.
The pending, active, and enacted regulations and guidance related to these topics are vast and ever changing. Understanding risk and vulnerability based on location is really difficult to maintain. Additionally, an understanding of the workforce, its changes, and predictions on the impact of remote, hybrid, and return to work complicates analysis more.
We track the patterns of what is happening within multiple legal jurisdictions so staffing companies and direct employers can train and be proactive to avoid non-compliance later. The various government investigation committees are tracked to see what is coming long term. The short term view includes released guidance, drafted legislation, regulations at vote or comment, and those that are pending or enacted.
An an employer or staffing organization, you are not sure if what you are saying to the market aligns to the current or pending regulations. Demand for hires, transfers, promotions, and workforce performance continues yet open disclosure on practices and information could be in violation which produces fines by transaction, as a percent of annual revenue, or even civil actions exposure.
We download all your jobs that were posted for the last few months and even years. We also review all your public disclosures. Our analysts grab that information and review for wage transparency, where salary history actions apply, where pay equity recording is needed, where human capital and corporate responsibility disclosures are needed, and what your geographic footprint looks like. It’s cross referenced with our regulatory scan to understand vulnerability across all topics.
Clients when vulnerabilities are evaluated. The environmental scanning provides a current snapshot of risk. A one-time snap produces a different value than regularly scheduled events.
Listening to individuals in the market or in the workforce is anonymized as appropriate. Employers, HR Tech providers, and Staffing companies will not have IP address information or personally identifiable information provided. Aspen is an impartial broker during listening activities.
For employers, reported violations of non-compliance can be captured e.g. if an applicant perceives AI creates bias against them or that wage history protection is violated it is reported and recorded. Aspen opens a ticket for investigation and as needed remediation.
Vulnerability scans are also included in the Audit and are cross validated with any internal data. Lack of standards, disclosures, or exposed risk is included in the scan while remediation of those potential or actual risks are shown as under remediation inside the Audit.
