Short answer: an LL144 impact ratio compares a demographic category's applicable selection or scoring rate with the highest corresponding rate used as the comparator. The exact calculation path depends on the AEDT output type, and the resulting ratio is a required descriptive statistic—not an automatic legal finding of discrimination, bias or compliance.
Under 6 RCNY §5-300, impact ratio is the selection rate for a category divided by the selection rate of the most selected category, or the scoring rate for a category divided by the scoring rate of the highest scoring category. The rule does not convert that ratio into a simple LL144 pass/fail verdict.
Which impact-ratio formula applies?
| Output | Formula | Comparator |
|---|---|---|
| Selection/classification | category selection rate ÷ highest selection rate | Most selected category |
| Score | category scoring rate ÷ highest scoring rate | Highest scoring category |
Does an impact ratio prove discrimination or compliance?
An impact ratio is one required audit output. It does not by itself establish discrimination, validate the AEDT, or produce a statutory compliance verdict. Other employment-discrimination frameworks may be relevant, but they should not be misrepresented as the text of LL144.
How can you test the arithmetic?
Open the LL144 impact-ratio calculator to see the arithmetic without a pass/fail label.
Frequently asked questions
No. LL144 requires the prescribed rates and ratios; it does not establish a universal pass/fail threshold based solely on one impact-ratio value.
The comparator is determined within the relevant calculation set: the most selected or highest scoring category for that analysis.
An independent auditor may exclude a category representing less than 2% of the data from specified impact-ratio calculations, but the rule requires justification and reporting when that option is used.
What should happen after the ratio is calculated?
Use this page for general information only. For a specific workflow, review the LL144 scope framework or request an independent bias-audit scope review. Do not send candidate-level data through ordinary email.