A 1021

As prefiled: - Prohibits an employer or employment agency from using an automated employment decision tool unless an independent bias audit has been conducted on the tool within the prior year. - Requires the bias audit to calculate selection rates and impact ratios across various protected categories, including race, sex, age, and specified intersectional categories. - Establishes independence standards for auditors, prohibiting them from having an employment or financial relationship with the employer or the tool's developer.