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The Algorithmic Auditing Trap

#artificialintelligence

This op-ed was written by Mona Sloane, a sociologist and senior research scientist at the NYU Center for Responsible A.I. and a fellow at the NYU Institute for Public Knowledge. Her work focuses on design and inequality in the context of algorithms and artificial intelligence. We have a new A.I. race on our hands: the race to define and steer what it means to audit algorithms. Governing bodies know that they must come up with solutions to the disproportionate harm algorithms can inflict. This technology has disproportionate impacts on racial minorities, the economically disadvantaged, womxn, and people with disabilities, with applications ranging from health care to welfare, hiring, and education.


AI Hiring Tools Can Discriminate Based on Race and Gender. A New NYC Bill Would Fight That

TIME - Tech

Job candidates rarely know when hidden artificial intelligence tools are rejecting their resumes or analyzing their video interviews. But New York City residents could soon get more say over the computers making behind-the-scenes decisions about their careers. A bill passed by the city council in early November would ban employers from using automated hiring tools unless a yearly bias audit can show they won't discriminate based on an applicant's race or gender. It would also force makers of those AI tools to disclose more about their opaque workings and give candidates the option of choosing an alternative process -- such as a human -- to review their application. Proponents liken it to another pioneering New York City rule that became a national standard-bearer earlier this century -- one that required chain restaurants to slap a calorie count on their menu items.


New York City bill could ban AI-powered hiring tools that discriminate against applicants

Daily Mail - Science & tech

A bill passed by the New York City council early this month aims to ban companies from using artificial intelligent-powered hiring tools that discriminate based on an applicant's gender or race. If signed into law, the legislation will require providers the technology to systems evaluated each year by an audit service and provide the results to companies using those systems. Employers using systems that do not meet requirements could be fined up to $1,500 per violation, but the law states it will be left up to the vendors to conduct the audits and show employers that their tools meet the city's requirements. If the bill is pushed to law, it would go into affect January 2023 and make New York City the first place in the US to rein in AI hiring tools. A bill passed by the New York City council early this month aims to ban companies from using artificial intelligent-powered hiring tools that discriminate based on an applicant's gender or race However, Alexandra Givens, president of the Center for Democracy & Technology, notes that this legislation does not protect against disabilities or age.


To make AI fair, here's what we must learn to do

#artificialintelligence

Beginning in 2013, the Dutch government used an algorithm to wreak havoc in the lives of 25,000 parents. The software was meant to predict which people were most likely to commit childcare-benefit fraud, but the government did not wait for proof before penalizing families and demanding that they pay back years of allowances. Families were flagged on the basis of'risk factors' such as having a low income or dual nationality. As a result, tens of thousands were needlessly impoverished, and more than 1,000 children were placed in foster care. From New York City to California and the European Union, many artificial intelligence (AI) regulations are in the works.


Pymetrics raises $40 million for AI-powered job recruitment

#artificialintelligence

Pymetrics today announced it has raised $40 million to expand its work using a combination of neuroscience and artificial intelligence to help companies recruit the right job candidates. The funding will allow Pymetrics to continue its product development and expansion in markets outside the United States. More than 60 companies use Pymetrics in their hiring practices today, including Unilever, Hyatt, and Accenture. In some instances, companies using Pymetrics have seen a 20 percent increase in the diversity of hires and a 65 percent increase in retention rates. The $40 million funding round was led by General Atlantic, with participation from Salesforce Ventures and Workday Ventures, as well as existing investors Jazz Venture Partners and Khosla Ventures.