DE&I

The 9 Dimensions of Diversity

Age
Gender

Religion
Sexual Orientation
Race
Ethnicity
Class
Disability
Nationality
DEI & Compliance
With New York City implementing a new “AI Bias Law,” locations across the globe are following suit by creating new laws that prevent artificial intelligence from increasing bias within the hiring and talent mobility process. By auditing your hiring tools for bias and following legal obligations like the Four-Fifths Rule, you’ll be complying with these upcoming laws. Learn more about the NYC AI Bias Law here.


Benefits of Diversity
Blind-Screening
Unconscious bias begins with your first glance of a resume. Stop reading between resume lines to find the right fit and assess candidates on anonymous, objective data by blind-screening them.
Blind-screening involves hiding personal identifiable information within the hiring process that does not relate to a role. This might include gender, race, age, name, or even education level. We provide a blind and equitable screening process so you can focus on finding capable talent while improving upon diversity.

Anonymized Shortlist
Bryq ranks candidates based on their skills and what they are capable of – not by their resumes or personally identifiable information such as location, age, race, or gender. We create shortlists based on skill and personality alone. Whether you have 10 or 10,000 candidates, you’ll know exactly which candidates should make the cut based on their skill sets.
Interview Guides
Traditional interviews are unstructured and are proven to be biased and ineffective. Bryq’s detailed candidate reports paired with custom interview guides catered to each candidate help you understand every single one of their strengths and weaknesses.
