From $5 per employee/month🇨🇦🇺🇸
Canadian DEI platform combining artificial intelligence, data analytics and expert guidance to measure workplace inclusion.
Diversity & inclusion in the United States
3 tools for diversity & inclusion are among the strongest in the United States: home market, a large share of customers or revenue, local data centers or many named customers. 1 more are available there.
All diversity & inclusion tools · All AI tools for HR in the United States
How results are ranked: How we review
Strong in the United States (3)
Strong means the markets where a tool is strongest: home market, customer or revenue share, market leadership, local data centers or many local customers. It is not a statement about data protection. How we review
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US pay equity platform with its own Syndi AI, which checks pay decisions against market data and policy before approval.
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US PayParity platform for pay equity analysis with the ROSA remediation engine, the vendor's own AI feature described as forthcoming.
Available internationally (1)
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Swiss compensation platform based in Nyon, with an AI compensation assistant and the PayAnalytics pay equity brand it acquired.
What HR teams in the United States should know
- No federal employee privacy law, a state patchwork instead. The United States has no single federal law covering employee personal data. California is the only state whose comprehensive privacy law, the CCPA as expanded by the CPRA, covers employees and job applicants the same way it covers consumers, a rule in force since January 1, 2023. California's privacy regulator opened rulemaking specific to employee data in April 2026. California Privacy Protection Agency, National Law Review · as of September 2026
- NYC requires bias audits for AI hiring tools. New York City's Local Law 144 has required, since July 2023, that employers using an automated employment decision tool for hiring or promotion get an independent bias audit done within the past year and publish a summary of the results. A December 2025 audit by the New York State Comptroller found enforcement weak, and law firms expect tighter enforcement through 2026. Local Law 144, NYC Department of Consumer and Worker Protection · as of September 2026
- Illinois bans discriminatory AI in employment decisions. Illinois HB 3773, in effect since January 1, 2026, amends the Human Rights Act to ban employer use of AI that discriminates based on a protected class, including indirect discrimination through proxies like zip codes, regardless of intent. Illinois separately requires notice and consent before using AI to analyze video job interviews. Illinois HB 3773, Seyfarth Shaw · as of September 2026
- Colorado replaced its AI Act, new rules from January 2027. Colorado passed the first broad US state AI law in 2024, aimed partly at AI in hiring, then postponed it twice. SB26-189, signed May 14, 2026, repeals and reenacts those rules: from January 1, 2027, employers must give notice when automated decision tools materially influence employment decisions, explain adverse outcomes and allow meaningful human review, but no longer run impact assessments. Colorado General Assembly, SB26-189 · as of September 2026
General information with sources, not legal advice.