How AI Addresses Unconscious Bias in the Talent Economy


Announcement by Bob Schultz at IBM: “The talent economy is one of the great outcomes of the digital era — and the ability to attract and develop the right talent has become a competitive advantage in most industries. According to a recent IBM study, which surveyed over 2,100 Chief Human Resource Officers, 33 percent of CHROs believe AI will revolutionize the way they do business over the next few years. In that same study, 65 percent of CEOs expect that people skills will have a strong impact on their businesses over the next several years. At IBM, we see AI as a tremendous untapped opportunity to transform the way companies attract, develop, and build the workforce for the decades ahead.

Consider this: The average hiring manager has hundreds of applicants a day for key positions and spends approximately six seconds on each resume. The ability to make the right decision without analytics and AI’s predictive abilities is limited and has the potential to create unconscious bias in hiring.

That is why today, I am pleased to announce the rollout of IBM Watson Recruitment’s Adverse Impact Analysis capability, which identifies instances of bias related to age, gender, race, education, or previous employer by assessing an organization’s historical hiring data and highlighting potential unconscious biases. This capability empowers HR professionals to take action against potentially biased hiring trends — and in the future, choose the most promising candidate based on the merit of their skills and experience alone. This announcement is part of IBM’s largest ever AI toolset release, tailor made for nine industries and professions where AI will play a transformational role….(More)”.

The UK’s Gender Pay Gap Open Data Law Has Flaws, But Is A Positive Step Forward


Article by Michael McLaughlin: “Last year, the United Kingdom enacted a new regulation requiring companies to report information about their gender pay gap—a measure of the difference in average pay between men and women. The new rules are a good example of how open data can drive social change. However, the regulations have produced some misleading statistics, highlighting the importance of carefully crafting reporting requirements to ensure that they produce useful data.

In the UK, nearly 11,000 companies have filed gender pay gap reports, which include both the difference between the mean and median hourly pay rates for men and women as well the difference in bonuses. And the initial data reveals several interesting findings. Median pay for men is 11.8 percent higher than for women, on average, and nearly 87 percent of companies pay men more than women on average. In addition, over 1,000 firms had a median pay gap greater than 30 percent. The sectors with the highest pay gaps—construction, finance, and insurance—each pay men at least 20 percent more than women. A major reason for the gap is a lack of women in senior positions—UK women actually make more than men between the ages of 22-29. The total pay gap is also a result of more women holding part-time jobs.

However, as detractors note, the UK’s data can be misleading. For example, the data overstates the pay gap on bonuses because it does not adjust these figures for hours worked. More women work part-time than men, so it makes sense that women would receive less in bonus pay when they work less. The data also understates the pay gap because it excludes the high compensation of partners in organizations such as law firms, a group that includes few women. And it is important to note that—by definition—the pay gap data does not compare the wages of men and women working the same jobs, so the data says nothing about whether women receive equal pay for equal work.

Still, publication of the data has sparked an important national conversation. Google searches in the UK for the phrase “gender pay gap” experienced a 12-month high the week the regulations began enforcement, and major news sites like Financial Times have provided significant coverage of the issue by analyzing the reported data. While it is too soon to tell if the law will change employer behavior, such as businesses hiring more female executives, or employee behavior, such as women leaving companies or fields that pay less, countries with similar reporting requirements, such as Belgium, have seen the pay gap narrow following implementation of their rules.

Requiring companies to report this data to the government may be the only way to obtain gender pay gap data, because evidence suggests that the private sector will not produce this data on its own. Only 300 UK organizations joined a voluntary government program to report their gender pay gap in 2011, and as few as 11 actually published the data. Crowdsourced efforts, where women voluntary report their pay, have also suffered from incomplete data. And even complete data does not illuminate variables such as why women may work in a field that pays less….(More)”.

Biometric Mirror


University of Melbourne: “Biometric Mirror exposes the possibilities of artificial intelligence and facial analysis in public space. The aim is to investigate the attitudes that emerge as people are presented with different perspectives on their own, anonymised biometric data distinguished from a single photograph of their face. It sheds light on the specific data that people oppose and approve, the sentiments it evokes, and the underlying reasoning. Biometric Mirror also presents an opportunity to reflect on whether the plausible future of artificial intelligence is a future we want to see take shape.

Big data and artificial intelligence are some of today’s most popular buzzwords. Both are promised to help deliver insights that were previously too complex for computer systems to calculate. With examples ranging from personalised recommendation systems to automatic facial analyses, user-generated data is now analysed by algorithms to identify patterns and predict outcomes. And the common view is that these developments will have a positive impact on society.

Within the realm of artificial intelligence (AI), facial analysis gains popularity. Today, CCTV cameras and advertising screens increasingly link with analysis systems that are able to detect emotions, age, gender and demographic information of people passing by. It has proven to increase advertising effectiveness in retail environments, since campaigns can now be tailored to specific audience profiles and situations. But facial analysis models are also being developed to predict your aggression levelsexual preferencelife expectancy and likeliness of being a terrorist (or an academic) by simply monitoring surveillance camera footage or analysing a single photograph. Some of these developments have gained widespread media coverage for their innovative nature, but often the ethical and social impact is only a side thought.

Current technological developments approach ethical boundaries of the artificial intelligence age. Facial recognition and analysis in public space raise concerns as people are photographed without prior consent, and their photos disappear into a commercial operator’s infrastructure. It remains unclear how the data is processed, how the data is tailored for specific purposes and how the data is retained or disposed of. People also do not have the opportunity to review or amend their facial recognition data. Perhaps most worryingly, artificial intelligence systems may make decisions or deliver feedback based on the data, regardless of its accuracy or completeness. While facial recognition and analysis may be harmless for tailored advertising in retail environments or to unlock your phone, it quickly pushes ethical boundaries when the general purpose is to more closely monitor society… (More).

The Diversity Dashboard


Engaging Local Government Leaders:  “The Diversity Dashboard is a crowd-funded data collection effort managed by ELGL and hosted on the OpenGovplatform. The data collection includes the self reported gender, race, age, and veteran status of Chief Administrative Officers and Assistant Chief Administrative Officers in local governments of all sizes and forms.

This link includes background information about the Diversity Dashboard, and access to the “Stories” module where we highlight some key findings.

From there, you can drill down into the data, looking at pre-formatted reports and creating your own reports using the submitted data.

The more local government leaders who take the survey, the bigger the dataset, the better our understanding of what the local government leadership landscape looks like. If your local government hasn’t yet completed the survey, please take the survey!…(More)”.

Is Open Data Working for Women in Africa?


Web Foundation: “Open data has the potential to change politics, economies and societies for the better by giving people more opportunities to engage in the decisions that affect their lives. But to reach the full potential of open data, it must be available to and used by all. Yet, across the globe — and in Africa in particular — there is a significant data gap.

This report — Is open data working for women in Africa — maps the current state of open data for women across Africa, with insights from country-specific research in Nigeria, Cameroon, Uganda and South Africa with additional data from a survey of experts in 12 countries across the continent.

Our findings show that, despite the potential for open data to empower people, it has so far changed little for women living in Africa.

Key findings

  • There is a closed data culture in Africa — Most countries lack an open culture and have legislation and processes that are not gender-responsive. Institutional resistance to disclosing data means few countries have open data policies and initiatives at the national level. In addition, gender equality legislation and policies are incomplete and failing to reduce gender inequalities. And overall, Africa lacks the cross-organisational collaboration needed to strengthen the open data movement.
  • There are barriers preventing women from using the data that is available — Cultural and social realities create additional challenges for women to engage with data and participate in the technology sector. 1GB of mobile data in Africa costs, on average, 10% of average monthly income. This high cost keeps women, who generally earn less than men, offline. Moreover, time poverty, the gender pay gap and unpaid labour create economic obstacles for women to engage with digital technology.
  • Key datasets to support the advocacy objectives of women’s groups are missing — Data on budget, health and crime are largely absent as open data. Nearly all datasets in sub-Saharan Africa (373 out of 375) are closed, and sex-disaggregated data, when available online, is often not published as open data. There are few open data policies to support opening up of key datasets and even when they do exist, they largely remain in draft form. With little investment in open data initiatives, good data management practices or for implementing Right To Information (RTI) reforms, improvement is unlikely.
  • There is no strong base of research on women’s access and use of open data — There is lack of funding, little collaboration and few open data champions. Women’s groups, digital rights groups and gender experts rarely collaborate on open data and gender issues. To overcome this barrier, multi-stakeholder collaborations are essential to develop effective solutions….(More)”.

Migration Data using Social Media


European Commission JRC Technical Report: “Migration is a top political priority for the European Union (EU). Data on international migrant stocks and flows are essential for effective migration management. In this report, we estimated the number of expatriates in 17 EU countries based on the number of Facebook Network users who are classified by Facebook as “expats”. To this end, we proposed a method for correcting the over- or under-representativeness of Facebook Network users compared to countries’ actual population.

This method uses Facebook penetration rates by age group and gender in the country of previous residence and country of destination of a Facebook expat. The purpose of Facebook Network expat estimations is not to reproduce migration statistics, but rather to generate separate estimates of expatriates, since migration statistics and Facebook Network expats estimates do not measure the same quantities of interest.

Estimates of social media application users who are classified as expats can be a timely, low-cost, and almost globally available source of information for estimating stocks of international migrants. Our methodology allowed for the timely capture of the increase of Venezuelan migrants in Spain. However, there are important methodological and data integrity issues with using social media data sources for studying migration-related phenomena. For example, our methodology led us to significantly overestimate the number of expats from Philippines in Spain and in Italy and there is no evidence that this overestimation may be valid. While research on the use of big data sources for migration is in its infancy, and the diffusion of internet technologies in less developed countries is still limited, the use of big data sources can unveil useful insights on quantitative and qualitative characteristics of migration….(More)”.

We Need to Save Ignorance From AI


Christina Leuker and Wouter van den Bos in Nautilus:  “After the fall of the Berlin Wall, East German citizens were offered the chance to read the files kept on them by the Stasi, the much-feared Communist-era secret police service. To date, it is estimated that only 10 percent have taken the opportunity.

In 2007, James Watson, the co-discoverer of the structure of DNA, asked that he not be given any information about his APOE gene, one allele of which is a known risk factor for Alzheimer’s disease.

Most people tell pollsters that, given the choice, they would prefer not to know the date of their own death—or even the future dates of happy events.

Each of these is an example of willful ignorance. Socrates may have made the case that the unexamined life is not worth living, and Hobbes may have argued that curiosity is mankind’s primary passion, but many of our oldest stories actually describe the dangers of knowing too much. From Adam and Eve and the tree of knowledge to Prometheus stealing the secret of fire, they teach us that real-life decisions need to strike a delicate balance between choosing to know, and choosing not to.

But what if a technology came along that shifted this balance unpredictably, complicating how we make decisions about when to remain ignorant? That technology is here: It’s called artificial intelligence.

AI can find patterns and make inferences using relatively little data. Only a handful of Facebook likes are necessary to predict your personality, race, and gender, for example. Another computer algorithm claims it can distinguish between homosexual and heterosexual men with 81 percent accuracy, and homosexual and heterosexual women with 71 percent accuracy, based on their picture alone. An algorithm named COMPAS (Correctional Offender Management Profiling for Alternative Sanctions) can predict criminal recidivism from data like juvenile arrests, criminal records in the family, education, social isolation, and leisure activities with 65 percent accuracy….

Recently, though, the psychologist Ralph Hertwig and legal scholar Christoph Engel have published an extensive taxonomy of motives for deliberate ignorance. They identified two sets of motives, in particular, that have a particular relevance to the need for ignorance in the face of AI.

The first set of motives revolves around impartiality and fairness. Simply put, knowledge can sometimes corrupt judgment, and we often choose to remain deliberately ignorant in response. For example, peer reviews of academic papers are usually anonymous. Insurance companies in most countries are not permitted to know all the details of their client’s health before they enroll; they only know general risk factors. This type of consideration is particularly relevant to AI, because AI can produce highly prejudicial information….(More)”.

Can crowdsourcing scale fact-checking up, up, up? Probably not, and here’s why


Mevan Babakar at NiemanLab: “We foolishly thought that harnessing the crowd was going to require fewer human resources, when in fact it required, at least at the micro level, more.”….There’s no end to the need for fact-checking, but fact-checking teams are usually small and struggle to keep up with the demand. In recent months, organizations like WikiTribune have suggested crowdsourcing as an attractive, low-cost way that fact-checking could scale.

As the head of automated fact-checking at the U.K.’s independent fact-checking organization Full Fact, I’ve had a lot of time to think about these suggestions, and I don’t believe that crowdsourcing can solve the fact-checking bottleneck. It might even make it worse. But — as two notable attempts, TruthSquad and FactcheckEU, have shown — even if crowdsourcing can’t help scale the core business of fact checking, it could help streamline activities that take place around it.

Think of crowdsourced fact-checking as including three components: speed (how quickly the task can be done), complexity (how difficult the task is to perform; how much oversight it needs), and coverage (the number of topics or areas that can be covered). You can optimize for (at most) two of these at a time; the third has to be sacrificed.

High-profile examples of crowdsourcing like Wikipedia, Quora, and Stack Overflow harness and gather collective knowledge, and have proven that large crowds can be used in meaningful ways for complex tasks across many topics. But the tradeoff is speed.

Projects like Gender Balance (which asks users to identify the gender of politicians) and Democracy Club Candidates (which crowdsources information about election candidates) have shown that small crowds can have a big effect when it comes to simple tasks, done quickly. But the tradeoff is broad coverage.

At Full Fact, during the 2015 U.K. general election, we had 120 volunteers aid our media monitoring operation. They looked through the entire media output every day and extracted the claims being made. The tradeoff here was that the task wasn’t very complex (it didn’t need oversight, and we only had to do a few spot checks).

But we do have two examples of projects that have operated at both high levels of complexity, within short timeframes, and across broad areas: TruthSquad and FactCheckEU….(More)”.

NZ to perform urgent algorithm ‘stocktake’ fearing data misuse within government


Asha McLean at ZDNet: “The New Zealand government has announced it will be assessing how government agencies are using algorithms to analyse data, hoping to ensure transparency and fairness in decisions that affect citizens.

A joint statement from Minister for Government Digital Services Clare Curran and Minister of Statistics James Shaw said the algorithm “stocktake” will be conducted with urgency, but cites only the growing interest in data analytics as the reason for the probe.

“The government is acutely aware of the need to ensure transparency and accountability as interest grows regarding the challenges and opportunities associated with emerging technology such as artificial intelligence,” Curran said.

It was revealed in April that Immigration New Zealand may have been using citizen data for less than desirable purposes, with claims that data collected through the country’s visa application process that was being used to determine those in breach of their visa conditions was in fact filtering people based on their age, gender, and ethnicity.

Rejecting the idea the data-collection project was racial profiling, Immigration Minister Iain Lees-Galloway told Radio New Zealand that Immigration looks at a range of issues, including at those who have made — and have had rejected — multiple visa applications.

“It looks at people who place the greatest burden on the health system, people who place the greatest burden on the criminal justice system, and uses that data to prioritise those people,” he said.

“It is important that we protect the integrity of our immigration system and that we use the resources that immigration has as effectively as we can — I do support them using good data to make good decisions about where best to deploy their resources.”

In the statement on Wednesday, Shaw pointed to two further data-modelling projects the government had embarked on, with one from the Ministry of Health looking into the probability of five-year post-transplant survival in New Zealand.

“Using existing data to help model possible outcomes is an important part of modern government decision-making,” Shaw said….(More)”.

Using Collaborative Crowdsourcing to Give Voice to Diverse Communities


Dennis Di Lorenzo at Campus Technology: “Universities face many critical challenges — student retention, campus safety, curriculum development priorities, alumni engagement and fundraising, and inclusion of diverse populations. In my role as dean of the New York University School of Professional Studies (NYUSPS) for the past four years, and in my prior 20 years of employment in senior-level positions within the school and at NYU, I have become intimately familiar with the complexities and the nuances of such multifaceted challenges.

For the past two years, one of our top priorities at NYUSPS has been striving to address sensitive issues regarding diversity and inclusion….

To identify and address the issues we saw arising from the shifting dynamics we were encountering in our classrooms, my team initially set about gathering feedback from NYUSPS faculty members and students through roundtable discussions. Though many individuals participated in these, we sensed that some were anxious and unwilling to fully share their experiences. We were able to initiate some productive conversations; however, we found they weren’t getting to the heart of the matter. To provide a sense of anonymity that would allow members of the NYUSPS community to express their concerns more freely, we identified a collaboration tool called POPin and utilized it to conduct a series of crowdsourcing campaigns that commenced with faculty members and then proceeded on to students.

Fostering Vital Conversations

Using POPin’s online discussion tool, we were able to scale an intimate and sensitive conversation up to include more than 4,500 students and 2,100 faculty members from a wide variety of countries, cultural and religious backgrounds, gender and sexual identities, economic classes and life stages. Because the tool’s feedback mechanism is both anonymous and interactive, the scope and quality of the conversations increased dramatically….(More)”.