In October 2017, we published an article on how legal Artificial Intelligence systems had turned out to be as biased as we are. One of the cases that had made headlines was the COMPAS system, which is risk assessment software that is used to predict the likelihood of somebody being repeat offender. It turned out the system had a double racial bias, one in favour of white defendants, and one against black defendants. To this day, the problems persist. By now, other cases have come to light.

A machine learning engineer (MLE) is a key part of a team working for a business that wants to benefit from machine learning and artificial intelligence functionality. In general, these professionals are the guardians of some of the most powerful technologies around. Let's look at more on what MLEs do from machine learning professionals in the tech field who spoke to us about what it means to fill one of these job roles. Join nearly 200,000 subscribers who receive actionable tech insights from Techopedia. At a very basic level, a machine learning engineers has to understand the nuts and bolts of how these projects get put together, and how they get shepherded toward completion.

This chapter covers different approaches to policy evaluation for assessing the causal effect of a treatment or intervention on an outcome of interest. As an introduction to causal inference, the discussion starts with the experimental evaluation of a randomized treatment. It then reviews evaluation methods based on selection on observables (assuming a quasi-random treatment given observed covariates), instrumental variables (inducing a quasi-random shift in the treatment), difference-in-differences and changes-in-changes (exploiting changes in outcomes over time), as well as regression discontinuities and kinks (using changes in the treatment assignment at some threshold of a running variable). The chapter discusses methods particularly suited for data with many observations for a flexible (i.e. semi- or nonparametric) modeling of treatment effects, and/or many (i.e. high dimensional) observed covariates by applying machine learning to select and control for covariates in a data-driven way. This is not only useful for tackling confounding by controlling for instance for factors jointly affecting the treatment and the outcome, but also for learning effect heterogeneities across subgroups defined upon observable covariates and optimally targeting those groups for which the treatment is most effective.

This week, the denizens of Twitter began posting photos of themselves with an odd array of labels. Some, like "face," were confusingly benign, while others appeared to verify harder truths: Your humble writer was declared a cipher, a nobody, "a person of no influence." But many of the labels were more troubling. There were rape suspects and debtors. A person would be labeled not just black, but "negro" and "negroid."

Vivienne Ming, a theoretical neuroscientist and cofounder of Socos Labs in Berkeley, California, defines artificial intelligence (AI) as "any autonomous and artificial system that can make a decision under uncertainty and make expert human judgements cheaper, faster, and increasingly, in some domains, better than a human can." AI has already been widely applied across business, social, and government sectors. But if it's not applied carefully, AI can lead to distorted results or decisions and potentially exclude historically marginalized or underrepresented populations. On a recent episode of the Urban Institute's podcast, Critical Value, Ming discusses three approaches to minimize the risk of AI supporting problematic or biased outcomes. If AI is trained on biased data and learns from biased samples, the system can reproduce bias that originated from discriminatory human decisions and practices.

In the era of social media and networking platforms, Twitter has been doomed for abuse and harassment toward users specifically women. Monitoring the contents including sexism and sexual harassment in traditional media is easier than monitoring on the online social media platforms like Twitter, because of the large amount of user generated content in these media. So, the research about the automated detection of content containing sexual or racist harassment is an important issue and could be the basis for removing that content or flagging it for human evaluation. Previous studies have been focused on collecting data about sexism and racism in very broad terms. However, there is not much study focusing on different types of online harassment alone attracting natural language processing techniques. In this work, we present an attention-based approach for the detection of harassment in tweets and the detection of different types of harassment as well. Our approach is based on the Recurrent Neural Networks and particularly we are using a deep, classification specific attention mechanism. Moreover, we present a comparison between different variations of this attention-based approach.

The ability to get and keep a job is a key aspect of participating in society and sustaining livelihoods. Yet the way decisions are made on who is eligible for jobs, and why, are rapidly changing with the advent and growth in uptake of automated hiring systems (AHSs) powered by data-driven tools. Key concerns about such AHSs include the lack of transparency and potential limitation of access to jobs for specific profiles. In relation to the latter, however, several of these AHSs claim to detect and mitigate discriminatory practices against protected groups and promote diversity and inclusion at work. Yet whilst these tools have a growing user-base around the world, such claims of bias mitigation are rarely scrutinised and evaluated, and when done so, have almost exclusively been from a US socio-legal perspective. In this paper, we introduce a perspective outside the US by critically examining how three prominent automated hiring systems (AHSs) in regular use in the UK, HireVue, Pymetrics and Applied, understand and attempt to mitigate bias and discrimination. Using publicly available documents, we describe how their tools are designed, validated and audited for bias, highlighting assumptions and limitations, before situating these in the socio-legal context of the UK. The UK has a very different legal background to the US in terms not only of hiring and equality law, but also in terms of data protection (DP) law. We argue that this might be important for addressing concerns about transparency and could mean a challenge to building bias mitigation into AHSs definitively capable of meeting EU legal standards. This is significant as these AHSs, especially those developed in the US, may obscure rather than improve systemic discrimination in the workplace.

We present Generative Adversarial rePresentations (GAP) as a data-driven framework for learning censored and/or fair representations. GAP leverages recent advancements in adversarial learning to allow a data holder to learn universal representations that decouple a set of sensitive attributes from the rest of the dataset. Under GAP, finding the optimal mechanism? {decorrelating encoder/decorrelator} is formulated as a constrained minimax game between a data encoder and an adversary. We show that for appropriately chosen adversarial loss functions, GAP provides {censoring} guarantees against strong information-theoretic adversaries and enforces demographic parity. We also evaluate the performance of GAP on multi-dimensional Gaussian mixture models and real datasets, and show how a designer can certify that representations learned under an adversary with a fixed architecture perform well against more complex adversaries.

In recent years, machine learning (ML) has become a key enabling technology for the sciences and industry. Especially through improvements in methodology, the availability of large databases and increased computational power, today's ML algorithms are able to achieve excellent performance (at times even exceeding the human level) on an increasing number of complex tasks. Deep learning models are at the forefront of this development. However, due to their nested non-linear structure, these powerful models have been generally considered "black boxes", not providing any information about what exactly makes them arrive at their predictions. Since in many applications, e.g., in the medical domain, such lack of transparency may be not acceptable, the development of methods for visualizing, explaining and interpreting deep learning models has recently attracted increasing attention. This introductory paper presents recent developments and applications in this field and makes a plea for a wider use of explainable learning algorithms in practice.

The AIBC is an Artificial Intelligence and blockchain technology based large-scale decentralized ecosystem that allows system-wide low-cost sharing of computing and storage resources. The AIBC consists of four layers: a fundamental layer, a resource layer, an application layer, and an ecosystem layer. The AIBC implements a two-consensus scheme to enforce upper-layer economic policies and achieve fundamental layer performance and robustness: the DPoEV incentive consensus on the application and resource layers, and the DABFT distributed consensus on the fundamental layer. The DABFT uses deep learning techniques to predict and select the most suitable BFT algorithm in order to achieve the best balance of performance, robustness, and security. The DPoEV uses the knowledge map algorithm to accurately assess the economic value of digital assets.