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Our Equal Employment Opportunity / ADA Policy

Allied Universal® is an equal opportunity employer that is committed to hiring a diverse workforce and adheres to all federal, state, and local laws prohibiting discrimination in hiring and employment, including all laws and affirmative action mandates applicable to federal contractors. All qualified applicants will receive consideration for employment without regard to race, religion or religious creed, color, sex (including gender, sexual orientation, gender identity and gender expression), age, national origin, ancestry, disability (including AIDS, HIV, and any mental or physical disability), medical condition, marital status, registered domestic partner status, genetic characteristics or genetic information, pregnancy or childbirth, familial status, status with regard to public assistance, legally-protected political activities or affiliations, citizenship or immigration status (except as may be required by law), military or protected veteran status and/or relationship or association with a protected veteran, membership or activity in a Minnesota local human rights commission, or other factors protected by applicable law. Allied Universal further forbids any unlawful discrimination, retaliation, or harassment of employees in its workplace based on any of the above-listed protected statuses. Allied Universal will provide qualified individuals with reasonable accommodations pursuant to the Americans with Disabilities Act and/or any other enactments or laws.

If you have any questions regarding Equal Employment Opportunity, Affirmative Action, Diversity and Inclusion, have difficulty using the online system and require an alternate method to apply, or require an accommodation at any time during the recruitment and/or employment process, please contact our local Human Resources department. To find an office near you, please visit: www.aus.com/offices.

Federal, State, and Local Employment Law Posters

Allied Universal® is committed to the spirit and intent of all laws pertaining to the rights of our applicants and employees. Applicants and employees are provided below with notices of their rights under Executive Order 11246, the Vietnam Era Veterans’ Readjustment Assistance Act, Section 503 of the Rehabilitation Act, Title VII of the Civil Rights Act, the Equal Pay Act, the ADEA, the ADA, as amended, Sections 501 and 505 of the Rehabilitation Act, and GINA (the Genetic Information Nondiscrimination Act of 2008).

Click here to view your state’s required employment law poster: Employment Law Posters (opens in new window)

If any applicant or employee requires these notices to be provided in a different format due to any physical condition or disability (including disabled veteran status), Allied Universal will provide such notices in an accessible and understandable format upon request.

 

Use of AI in employment header

 

Use of Automated Employment Tool in New York City

An automated employment tool is used in connection with the assessment of candidates for employment (including promotions) who reside in New York City. Allied Universal began using the automated employment tool to assess candidates on February 10, 2020.

There are three stages involved in the automated employment tool used in video interviews, each of which involves a different system: (1) transcribing spoken words to text, (2) understanding what that text means, and (3) assessing/scoring the candidate’s answers following expert human rater evaluations of answers to the same competency-based question.

Importantly, the automated employment tool relies only on what is said by the candidate and does not use any video analysis or other audio characteristics (meaning that it does not assess a candidate’s facial expressions, body language, their background and surroundings, or tone-of-voice).

Use of the automated employment tool during the application process is voluntary. If an applicant does not wish to use the automated employment tool during the application process, the applicant can simply select that option during the online application process.

Information about the type of data collected for the automated tool, the source of such data, and the Company’s data retention policy are available upon request by an applicant for employment or a current employee. Such requests must be directed to the Company’s Director – Human Resources – Policy and Affirmative Action Programs, Melinda Bishop, by email to melinda.bishop@aus.com. Such information will not be disclosed where the disclosure would violate local, state, or federal law, or interfere with a law enforcement investigation.

An annual bias audit of the automated employment tool was conducted on June 22, 2023. Because the Company conducts bias audits on an annual basis, the data covers the time period from June 1, 2022 through May 31, 2023. The data was provided by the Company's automated employment tool vendor, HireVue.

A summary of the results of the bias audit is below:

Sex Categories

 

 

Number of Applicants

Scoring Rate

Impact Ratio

Male

4,568

74.80%

1.00

Female

2,497

70.36%

0.94

 

87 observations did not provide the sex category.

Race/Ethnicity Categories

 

 

Number of Applicants

Scoring Rate

Impact Ratio

Hispanic or Latino

1,419

73.78%

0.95

White

257

76.26%

0.98

Black or African American

4,561

72.88%

0.93

Native Hawaiian or Other Pacific Islander

22

72.73%

0.93

Asian

205

78.05%

1.00

American Indian or Alaska Native

53

62.26%

0.80

Two or More Races

286

68.88%

0.88

 

349 observations did not provide the race/ethnicity category.

Intersectional Categories

 

 

 

Number of Applicants

Scoring Rate

Impact Ratio

Hispanic or Latino

Male

995

74.27%

0.93

Female

417

72.42%

0.91

Non/Hispanic

or Latino

Male

White

222

77.93%

0.97

Male

Black or African American

2,773

74.97%

0.94

Male

Native Hawaiian or Other Pacific Islander

17

70.59%

0.88

Male

Asian

180

77.78%

0.97

Male

American Indian or Alaska Native

31

70.97%

0.89

Male

Two or More Races

151

66.89%

0.84

Female

White

34

64.71%

0.81

Female

Black or African American

1,773

69.60%

0.87

Female

Native Hawaiian or Other Pacific Islander

5

80.00%

1.00

Female

Asian

25

80.00%

1.00

Female

American Indian or Alaska Native

21

47.62%

0.60

Female

Two or More Races

130

71.54%

0.89

 

378 observations did not provide the race/ethnicity category and/or sex category.