1. Job-relevant use
Customers should configure workflows around documented, legitimate and job-relevant requirements. Criteria should be reviewed by qualified people and should not act as hidden proxies for protected characteristics.
2. Prohibited use
Tymivo must not be used to unlawfully discriminate, infer protected characteristics, conceal discriminatory criteria, target vulnerable groups, or automatically hire, reject or advance candidates without required human oversight.
3. Accessibility and accommodation
Recruiting organisations should provide accessible communications and practical routes to request reasonable adjustments or alternative participation methods. Automated workflow convenience must not prevent an individual from reaching a person.
4. Monitoring and review
Customers should monitor configurations and outcomes, investigate unexpected disparities, review source data and summaries, document material changes and suspend workflows that may create unlawful or unfair effects.
5. Raising concerns
Candidates should contact the recruiting organisation about a specific process. Concerns about misuse of Tymivo may also be reported to [email protected].