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Equal Employment Opportunity Statement

Our Commitment

Connovo is committed to the principles of equal employment opportunity. Our platform is designed to help K-12 school districts identify and hire the best educators based solely on job-relevant qualifications, skills, and competencies — without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, genetic information, veteran status, or any other characteristic protected by federal, state, or local law.

AI Fairness in Hiring

We recognize that AI-assisted hiring tools carry a responsibility to be fair, transparent, and accountable. Connovo takes the following measures to ensure our AI interview system does not create or perpetuate bias:

Bias Monitoring

  • Four-Fifths Rule Analysis: We continuously monitor advancement rates across demographic groups. If any group's selection rate falls below 80% of the highest group's rate, the system flags this for review by district administrators.
  • Score Distribution Analysis: We monitor AI evaluation scores across demographic groups to detect disparities in scoring patterns.
  • Regular Audits: We conduct periodic audits of our AI models and scoring rubrics to identify and mitigate potential sources of bias.

Human Oversight

  • AI evaluations are advisory only — all hiring decisions are made by human administrators.
  • Districts are encouraged to use AI scores as one data point among many, including live interviews, reference checks, and credential verification.
  • Our collaborative scoring system ensures multiple evaluators review candidates, reducing individual bias.

Voluntary Demographic Data Collection

During the application process, candidates may voluntarily provide demographic information including race/ethnicity, gender, veteran status, and disability status. This information:

  • Is collected solely for EEO compliance monitoring and reporting purposes.
  • Is never included in interview evaluation data or visible to AI scoring models.
  • Is never shared with individual hiring managers or evaluators.
  • Is analyzed only in aggregate to monitor for adverse impact.
  • Providing this information is entirely voluntary and will not affect your application.

ADA Compliance & Accommodations

Connovo is committed to providing an accessible hiring experience for all candidates, in compliance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act.

Platform Accessibility

  • Our platform is designed to meet WCAG 2.1 Level AA accessibility standards.
  • All interactive elements include proper ARIA labels and keyboard navigation support.
  • Color contrast ratios meet or exceed recommended thresholds.
  • Screen reader compatibility is maintained across all core workflows.

Interview Accommodations

Before beginning an AI interview, candidates can request accommodations including:

  • Extended time: Additional time to compose and review responses.
  • Text-only mode: Simplified interface without multimedia elements.
  • Alternative format: Alternative interview methods as needed.
  • Language support: Interview available in English and Spanish.

Candidates who require accommodations beyond what the platform offers may contact the hiring district directly to arrange a human-conducted alternative interview.

Reporting Concerns

If you believe you have experienced discrimination or bias through the Connovo platform, or if you have concerns about the fairness of the AI evaluation process, please contact us:

You also have the right to file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC) or your state's fair employment agency.

Applicable Laws

Connovo's practices are designed to comply with, among others:

  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Genetic Information Nondiscrimination Act (GINA)
  • Section 504 of the Rehabilitation Act
  • Executive Order 11246 (for federal contractors)
  • Applicable state and local fair employment laws
  • NYC Local Law 144 (Automated Employment Decision Tools) where applicable
  • Illinois AI Video Interview Act (AIVI) where applicable