The automated compliance monitoring system that HRIS systems lack. Detect bias patterns, ensure legal compliance, and protect your organization from $2M+ lawsuits—before they happen.
Over the past decade, women of color averaged just 7.2% at Director level, 5.5% at VP, 4.5% at Senior VP, and 3.6% in C-Suite roles. The "broken rung" starts at the FIRST promotion and compounds at every level.
September 2025: The EEOC closed all disparate impact investigations—the PRIMARY tool for detecting systemic bias. Without federal oversight, the crisis accelerates unchecked.
AI hiring tools show disparate impact ratios as low as 0.61x (legal threshold is 0.80). California now REQUIRES audits. Most companies have zero visibility into their bias patterns.
We stay ahead of the regulatory curve to help you every step of the way. From real-time bias detection to audit-ready reporting, EquityGuard: Intersect™ becomes an extension of your HR compliance team.
Track applicant flow from application to hire across demographic groups. Identify discriminatory barriers at resume screening, interviews, and offer stages.
Compare advancement velocity across race, gender, and intersectional identities. Expose the "broken rung" that blocks women of color from leadership positions.
Automated Four-Fifths Rule calculations with instant alerts when any demographic group falls below the 80% threshold—before it becomes a lawsuit.
3-layer comparison framework: All groups vs White Male parity, Women of color vs White Female parity, and Gender gap baseline analysis.
Side-by-side visualization of promotion rates against disparity ratios to identify systemic patterns across your organization.
Track representation from entry-level to C-suite. See exactly where diverse talent exits your organization at each career level.
Compensation comparison across all demographic groups with statistical significance testing. Identify pay gaps before they become EPA violations.
The most granular analysis available—examining how race + gender + career level compound to create unique barriers for each demographic group.
From foundational research to full automation—we meet you where you are.
Contact us for custom pricing, dedicated consultants, litigation support, and custom bias pattern development.
compliance@ehrmanagement.comNo. DEI tools track representation. EquityGuard monitors legal compliance—specifically Title VII, EPA, ADEA, and ADA violations. It detects disparate impact before it becomes a $2M lawsuit. This is risk management, not virtue signaling.
Your HRIS manages employee data. EquityGuard ensures you're not violating federal law with that data. It runs statistical tests (Four-Fifths Rule, ANOVA, regression) that HRIS systems don't perform.
Our platform offers plug-and-play integration with your HRIS/ATS. Our team handles technical setup. Most clients are live within 30 days.
Basic HR data: hire dates, promotion dates, compensation, performance ratings, and demographic information (which you already collect for EEO-1 reporting). We integrate directly with your systems.
The opposite. Courts favor organizations that proactively monitor for discrimination. EquityGuard creates documentation showing you took "prompt remedial action"—a key legal defense.
One discrimination lawsuit averages $2M-$10M. One EEOC settlement averages $750K. If EquityGuard prevents just ONE lawsuit, it pays for itself 50x over.
Organizations that implement equity monitoring NOW will dominate talent markets. Those that wait will pay—in lawsuits, talent loss, and reputation damage.