Existing benchmarks are becoming saturated and struggle to separate model performances due to factors like data contamination and advancing LLM capabilities. This paper introduces EMDM (Enhanced Model Differentiation Metric), a novel weighted metric that revitalizes benchmarks by enhancing model separation. EMDM integrates final answer and Chain-of-Thought (CoT) reasoning correctness, assigning weights based on the complexity and reasoning depth required to solve a given sample in the evaluation data. Using a baseline LLM in two setups-Unguided, where the model has no prior exposure to test samples, and Guided, where the model has prior knowledge of the desired answer-EMDM distinguishes instances of varying difficulty. The CoT and answer correctness from these setups inform an optimization objective for weight assignment, resulting in a more nuanced evaluation of model performance. Compared to the exact match (EM) metric, which achieves 17% separation on ARC-Challenge, EMDM achieves 46%, demonstrating its effectiveness in differentiating models based on reasoning and knowledge requirements.

Benjamin Valdez, a rideshare driver with Uber and Lyft in the Los Angeles area, used to drive seven days a week when the gig was more lucrative--but he says he makes far less per ride these days. When Valdez started driving, around nine years ago, he told me that he could earn anywhere from 60 to 85 to drive from West Hollywood to downtown Los Angeles at peak surge, a roughly 6-to-10-mile trip depending on the specific route. Now, if "the stars align," he can earn between 25 and 35 for the same trip. "It's gotten harder and harder to make money," he said. In recent years, rideshare drivers like Valdez have experienced shrinking incomes as the companies continue to increase their cut from each ride.

In 2017, the National Bureau of Economic Research conducted a large study about age discrimination in hiring that confirms the prevalence of gendered ageism. "Based on evidence from over 40,000 job applications, we find robust evidence of age discrimination in hiring against older women, especially those near retirement age." The call back rate for older women compared to their younger female counterparts was significantly lower despite the fact that the only difference in the resumes was their age. The evaluation of resumes like many other processes in business today is managed by technology, specifically artificial intelligence. Artificial intelligence (AI) is the simulation of human intelligence processes by machines, especially computer systems.

A federal appeals court on Friday struck down a California law that barred internet sites from disclosing the ages of screen actors. The 2017 law, which the Screen Actors Guild had sought as a means to reduce age discrimination, violates the 1st Amendment, a three-judge panel of the U.S. 9th Circuit Court of Appeals decided unanimously. The law was challenged by the Internet Movie Database -- IMDb.com -- a free website that provides information about movies, television shows and video games and offers encyclopedic profiles of actors. In addition to its publicly available site, IMDb has a subscription-based service for the entertainment industry, known as IMDbPro, which the court described as "Hollywood's version of LinkedIn." Actors, writers, set designers, makeup artists and others create resumes by uploading head shots, prior jobs and biographical information to the site.

As an HR tech analyst, author and brand strategist, Meghan is sought after for her ideas about the future of work, is a regularly featured speaker at global business conferences, and serves on boards for leading HR and technology brands.

Just when we thought it was safe to go back in the water, a new threat has emerged to equal employment opportunity as employers base hiring decisions on artificial intelligence powered video and game-based "pre-employment" assessments of job candidates. The Electronic Privacy Information Center, a public interest research center based in Washington, D.C., recently asked the Federal Trade Commission to investigate HireVue, a recruiting company based in Utah that purports to evaluate a job applicant's job qualifications through online "video interview" and/or "game-based challenge." According to its web site, HireVue has more than 700 customers worldwide including over one-third of the Fortune 100 and such leading brands such as Unilever, Hilton, JP Morgan Chase, Delta Air Lines, Vodafone, Carnival Cruise Line, and Goldman Sachs. The company states it has hosted more than ten million on-demand interviews and one million assessments. The EPIC complaint follows a wave of lawsuits in recent years charging that employers are using software algorithms to discriminate against older workers by targeting internet job advertisements exclusively to younger workers.