Prohibits algorithmic discrimination under New Jersey's Law Against Discrimination (LAD) by covered entities. Holds entities liable for discriminatory outcomes from automated tools. Addresses disparate treatment, disparate impact, and failure to provide reasonable accommodations related to AI use.
Analysis summaries, actor details, and coverage mappings were LLM-classified and may contain errors.
This is binding legal guidance interpreting an existing statute (New Jersey Law Against Discrimination) with enforcement mechanisms and mandatory compliance obligations for covered entities.
The document has good coverage of approximately 3-4 subdomains, with strong focus on unfair discrimination and misrepresentation (1.1), unequal performance across groups (1.3), and lack of transparency (7.4). Coverage is concentrated in discrimination and toxicity domains, with some attention to AI system limitations.
The document governs AI use across multiple sectors including employment (Professional and Technical Services, all sectors with employers), housing (Real Estate), retail and services (Trade, Accommodation and Food Services), finance (Finance and Insurance), and public services. The guidance applies broadly to any sector where covered entities operate under the LAD.
The document addresses multiple lifecycle stages with primary focus on deployment and operation/monitoring. It emphasizes the need for careful evaluation during design and testing phases, and ongoing analysis after deployment to prevent discriminatory outcomes.
The document uses the term 'automated decision-making tools' throughout and explicitly mentions AI. It does not distinguish between different types of AI systems, models, or technical specifications such as compute thresholds. The focus is on the functional use of automated tools in decision-making contexts.
New Jersey Office of the Attorney General; Division on Civil Rights (DCR)
The document is issued jointly by the New Jersey Office of the Attorney General and the Division on Civil Rights to provide interpretive guidance on how the LAD applies to algorithmic discrimination.
Division on Civil Rights (DCR)
The Division on Civil Rights is identified as the enforcement body that receives and processes discrimination complaints under the LAD.
Division on Civil Rights (DCR)
The Division on Civil Rights monitors compliance through its complaint intake process and ongoing oversight of LAD compliance, though specific monitoring mechanisms are not detailed in this guidance document.
employers; housing providers; places of public accommodation; credit providers; contractors
The guidance explicitly applies to covered entities under the LAD, which include employers, housing providers, places of public accommodation, credit providers, and contractors who use automated decision-making tools.
4 subdomains (2 Good, 2 Minimal)