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 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, 2024. The Company conducts bias audits on at least an annual basis, and the data for the most recently completed bias audit covers the time period from January 1, 2023 through December 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	8,613	74.04%	1.00
Female	3,876	70.38%	0.95

 

133 observations did not provide the sex category.

Race/Ethnicity Categories
	Number of Applicants	Scoring Rate	Impact Ratio
Hispanic or Latino	2,797	73.58%	0.90
White	510	76.47%	0.94
Black or African American	7,663	71.83%	0.88
Native Hawaiian or Other Pacific Islander	40	80.00%	0.98
Asian	424	81.37%	1.00
American Indian or Alaska Native	111	73.87%	0.91
Two or More Races	491	70.26%	0.86

 

586 observations did not provide the race/ethnicity category.

Intersectional Categories
			Number of Applicants	Scoring Rate	Impact Ratio
Hispanic or Latino	Male		2,084	74.52%	0.89
	Female		708	70.76%	0.85
Non/Hispanic or Latino	Male	White	432	75.23%	0.90
	Male	Black or African American	5,034	73.18%	0.88
	Male	Native Hawaiian or Other Pacific Islander	28	78.57%	0.94
	Male	Asian	381	81.63%	0.98
	Male	American Indian or Alaska Native	64	78.13%	0.94
	Male	Two or More Races	292	70.55%	0.85
	Female	White	76	82.89%	0.99
	Female	Black or African American	2,606	69.22%	0.83
	Female	Native Hawaiian or Other Pacific Islander	12	83.33%	1.00
	Female	Asian	42	80.95%	0.97
	Female	American Indian or Alaska Native	47	68.09%	0.81
	Female	Two or More Races	198	69.70%	0.84

 

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