Ranking algorithms are being widely employed in various online hiring platforms including LinkedIn, TaskRabbit, and Fiverr. Prior research has demonstrated that ranking algorithms employed by these platforms are prone to a variety of undesirable biases, leading to the proposal of fair ranking algorithms (e.g., Det-Greedy) which increase exposure of underrepresented candidates. However, there is little to no work that explores whether fair ranking algorithms actually improve real world outcomes (e.g., hiring decisions) for underrepresented groups. Furthermore, there is no clear understanding as to how other factors (e.g., job context, inherent biases of the employers) may impact the efficacy of fair ranking in practice. In this work, we analyze various sources of gender biases in online hiring platforms, including the job context and inherent biases of employers and establish how these factors interact with ranking algorithms to affect hiring decisions. To the best of our knowledge, this work makes the first attempt at studying the interplay between the aforementioned factors in the context of online hiring. We carry out a largescale user study simulating online hiring scenarios with data from TaskRabbit, a popular online freelancing site. Our results demonstrate that while fair ranking algorithms generally improve the selection rates of underrepresented minorities, their effectiveness relies heavily on the job contexts and candidate profiles.
University of Michigan（密歇根大学）；Western University（韦仕敦大学）
Existing efforts to formulate computational definitions of fairness have largely focused on distributional notions of equality, where equality is defined by the resources or decisions given to individuals in the system. Yet existing discrimination and injustice is often the result of unequal social relations, rather than an unequal distribution of resources. Here, we show how optimizing for existing computational and economic definitions of fairness and equality fail to prevent unequal social relations. To do this, we provide an example of a self-confirming equilibrium in a simple hiring marke…
Fairness and Outlier Detection (OD) are closely related, as it is exactly the goal of OD to spot rare, minority samples in a given population. However, when being a minority (as defined by protected variables, such as race/ethnicity/sex/age) does not reflect positive-class membership (such as criminal/fraud), OD produces unjust outcomes. Surprisingly, fairness-aware OD has been almost untouched in prior work, as fair machine learning literature mainly focuses on supervised settings. Our work aims to bridge this gap. Specifically, we develop desiderata capturing well-motivated fairness criteria…
L3S Research Center（L3S研究中心）；Leibniz University of Hannover（汉诺威莱布尼茨大学）
Fairness-aware mining of massive data streams is a growing and challenging concern in the contemporary domain of machine learning. Many stream learning algorithms are used to replace humans at critical decision-making points e.g., hiring staff, assessing credit risk, etc. This calls for handling massive incoming information with minimum response delay while ensuring fair and high quality decisions. Recent discrimination-aware learning methods are optimized based on overall accuracy. However, the overall accuracy is biased in favor of the majority class; therefore, state-of-the-art methods main…
Centre for Social Research and Methods（社会研究与方法中心）；Australian National University（澳大利亚国立大学）
Counterfactual fairness is an approach to AI fairness that tries to make decisions based on the outcomes that an individual with some kind of sensitive status would have had without this status. This paper proposes Double Machine Learning (DML) Fairness which analogises this problem of counterfactual fairness in regression problems to that of estimating counterfactual outcomes in causal inference under the Potential Outcomes framework. It uses arbitrary machine learning methods to partial out the effect of sensitive variables on nonsensitive variables and outcomes. Assuming that the effects of…
University of Michigan（密歇根大学）；IBM Research（IBM研究院）；MIT-IBM Watson AI Lab（麻省理工学院-IBM沃森人工智能实验室）
We develop an algorithm to train individually fair learning-to-rank (LTR) models. The proposed approach ensures items from minority groups appear alongside similar items from majority groups. This notion of fair ranking is based on the definition of individual fairness from supervised learning and is more nuanced than prior fair LTR approaches that simply ensure the ranking model provides underrepresented items with a basic level of exposure. The crux of our method is an optimal transport-based regularizer that enforces individual fairness and an efficient algorithm for optimizing the regulari…
The Ohio State University（俄亥俄州立大学）；Georgia Institute of Technology（佐治亚理工学院）
The theory of discrete-time online learning has been successfully applied in many problems that involve sequential decision-making under uncertainty. However, in many applications including contractual hiring in online freelancing platforms and server allocation in cloud computing systems, the outcome of each action is observed only after a random and action-dependent time. Furthermore, as a consequence of certain ethical and economic concerns, the controller may impose deadlines on the completion of each task, and require fairness across different groups in the allocation of total time budget…
We present a framework for quantifying and mitigating algorithmic bias in mechanisms designed for ranking individuals, typically used as part of web-scale search and recommendation systems. We first propose complementary measures to quantify bias with respect to protected attributes such as gender and age. We then present algorithms for computing fairness-aware re-ranking of results. For a given search or recommendation task, our algorithms seek to achieve a desired distribution of top ranked results with respect to one or more protected attributes. We show that such a framework can be tailore…
Combining the preferences of many rankers into one single consensus ranking is critical for consequential applications from hiring and admissions to lending. While group fairness has been extensively studied for classification, group fairness in rankings and in particular rank aggregation remains in its infancy. Recent work introduced the concept of fair rank aggregation for combining rankings but restricted to the case when candidates have a single binary protected attribute, i.e., they fall into two groups only. Yet it remains an open problem how to create a consensus ranking that represents…
Karlsruhe Institute of Technology（卡尔斯鲁厄理工学院）；Saarland University（萨尔大学）
Algorithmic decision systems are increasingly used in areas such as hiring, school admission, or loan approval. Typically, these systems rely on labeled data for training a classification model. However, in many scenarios, ground-truth labels are unavailable, and instead we have only access to imperfect labels as the result of (potentially biased) human-made decisions. Despite being imperfect, historical decisions often contain some useful information on the unobserved true labels. In this paper, we focus on scenarios where only imperfect labels are available and propose a new fair ranking-bas…
Virginia Commonwealth University（弗吉尼亚联邦大学）；University of Notre Dame（圣母大学）
Machine learning (ML) is playing an increasingly important role in rendering decisions that affect a broad range of groups in society. ML models inform decisions in criminal justice, the extension of credit in banking, and the hiring practices of corporations. This posits the requirement of model fairness, which holds that automated decisions should be equitable with respect to protected features (e.g., gender, race, or age) that are often under-represented in the data. We postulate that this problem of under-representation has a corollary to the problem of imbalanced data learning. This class…
University of Southern California（南加利福尼亚大学）；USC Information Sciences Institute（南加利福尼亚大学信息科学研究所）
Explicit and implicit bias clouds human judgement, leading to discriminatory treatment of minority groups. A fundamental goal of algorithmic fairness is to avoid the pitfalls in human judgement by learning policies that improve the overall outcomes while providing fair treatment to protected classes. In this paper, we propose a causal framework that learns optimal intervention policies from data subject to fairness constraints. We define two measures of treatment bias and infer best treatment assignment that minimizes the bias while optimizing overall outcome. We demonstrate that there is a di…
Machine learning models are increasingly being used in important decision-making software such as approving bank loans, recommending criminal sentencing, hiring employees, and so on. It is important to ensure the fairness of these models so that no discrimination is made based on protected attribute (e.g., race, sex, age) while decision making. Algorithms have been developed to measure unfairness and mitigate them to a certain extent. In this paper, we have focused on the empirical evaluation of fairness and mitigations on real-world machine learning models. We have created a benchmark of 40 t…
The increasing impact of algorithmic decisions on people's lives compels us to scrutinize their fairness and, in particular, the disparate impacts that ostensibly-color-blind algorithms can have on different groups. Examples include credit decisioning, hiring, advertising, criminal justice, personalized medicine, and targeted policymaking, where in some cases legislative or regulatory frameworks for fairness exist and define specific protected classes. In this paper we study a fundamental challenge to assessing disparate impacts in practice: protected class membership is often not observed in …
FAIRPLAI: A Human-in-the-Loop Approach to Fair and Private Machine Learning
Dept. of Computer Science, The University of Texas at El Paso（得克萨斯大学埃尔帕索分校计算机科学系）；Dept. of Mathematics, Mountain View High School（山景高中数学系）；Dept. of Mathematics, El Paso Independent School District（埃尔帕索独立学区数学系）
