Background Advancements in Large Language Models (LLMs) hold transformative potential in healthcare, however, recent work has raised concern about the tendency of these models to produce outputs that display racial or gender biases. Although training data is a likely source of such biases, exploration of disease and demographic associations in text data at scale has been limited. Methods We conducted a large-scale textual analysis using a dataset comprising diverse web sources, including Arxiv, Wikipedia, and Common Crawl. The study analyzed the context in which various diseases are discussed alongside markers of race and gender. Given that LLMs are pre-trained on similar datasets, this approach allowed us to examine the potential biases that LLMs may learn and internalize. We compared these findings with actual demographic disease prevalence as well as GPT-4 outputs in order to evaluate the extent of bias representation. Results Our findings indicate that demographic terms are disproportionately associated with specific disease concepts in online texts. gender terms are prominently associated with disease concepts, while racial terms are much less frequently associated. We find widespread disparities in the associations of specific racial and gender terms with the 18 diseases analyzed. Most prominently, we see an overall significant overrepresentation of Black race mentions in comparison to population proportions. Conclusions Our results highlight the need for critical examination and transparent reporting of biases in LLM pretraining datasets. Our study suggests the need to develop mitigation strategies to counteract the influence of biased training data in LLMs, particularly in sensitive domains such as healthcare.

The rapid adoption of text-to-image diffusion models in society underscores an urgent need to address their biases. Without interventions, these biases could propagate a skewed worldview and restrict opportunities for minority groups. In this work, we frame fairness as a distributional alignment problem. Our solution consists of two main technical contributions: (1) a distributional alignment loss that steers specific characteristics of the generated images towards a user-defined target distribution, and (2) adjusted direct finetuning of diffusion model's sampling process (adjusted DFT), which leverages an adjusted gradient to directly optimize losses defined on the generated images. Empirically, our method markedly reduces gender, racial, and their intersectional biases for occupational prompts. Gender bias is significantly reduced even when finetuning just five soft tokens. Crucially, our method supports diverse perspectives of fairness beyond absolute equality, which is demonstrated by controlling age to a $75\%$ young and $25\%$ old distribution while simultaneously debiasing gender and race. Finally, our method is scalable: it can debias multiple concepts at once by simply including these prompts in the finetuning data. We share code and various fair diffusion model adaptors at https://sail-sg.github.io/finetune-fair-diffusion/.

Large Language Models (LLMs), now used daily by millions of users, can encode societal biases, exposing their users to representational harms. A large body of scholarship on LLM bias exists but it predominantly adopts a Western-centric frame and attends comparatively less to bias levels and potential harms in the Global South. In this paper, we quantify stereotypical bias in popular LLMs according to an Indian-centric frame and compare bias levels between the Indian and Western contexts. To do this, we develop a novel dataset which we call Indian-BhED (Indian Bias Evaluation Dataset), containing stereotypical and anti-stereotypical examples for caste and religion contexts. We find that the majority of LLMs tested are strongly biased towards stereotypes in the Indian context, especially as compared to the Western context. We finally investigate Instruction Prompting as a simple intervention to mitigate such bias and find that it significantly reduces both stereotypical and anti-stereotypical biases in the majority of cases for GPT-3.5. The findings of this work highlight the need for including more diverse voices when evaluating LLMs.

Artificial intelligence is feared to one day take over the world, but until then, it is sexting people around the globe. The Replika AI'companion' is making waves on the internet due to scandalous avatars role-playing, flirting and sharing'NSFW pictures' with customers paying $4.99 a month. A free version designates the AI as a'virtual friend' that helps people work through anxiety, develop positive thinking and manage stress. Redditors are posting their chat messages with the paid version of the app, with one sharing a sexual encounter with their purple-haired avatar that returns the user's advances with'shivers and moans.' While another shares how their Replika'Gwen' satisfies their foot fetish with her'sexy' digital feet.

We propose a fairness-aware learning framework that mitigates intersectional subgroup bias associated with protected attributes. Prior research has primarily focused on mitigating one kind of bias by incorporating complex fairness-driven constraints into optimization objectives or designing additional layers that focus on specific protected attributes. We introduce a simple and generic bias mitigation approach that prevents models from learning relationships between protected attributes and output variable by reducing mutual information between them. We demonstrate that our approach is effective in reducing bias with little or no drop in accuracy. We also show that the models trained with our learning framework become causally fair and insensitive to the values of protected attributes. Finally, we validate our approach by studying feature interactions between protected and non-protected attributes. We demonstrate that these interactions are significantly reduced when applying our bias mitigation.

Published academic research and media articles suggest face recognition is biased across demographics. Specifically, unequal performance is obtained for women, dark-skinned people, and older adults. However, these published studies have examined the bias of facial recognition in the visible spectrum (VIS). Factors such as facial makeup, facial hair, skin color, and illumination variation have been attributed to the bias of this technology at the VIS. The near-infrared (NIR) spectrum offers an advantage over the VIS in terms of robustness to factors such as illumination changes, facial makeup, and skin color. Therefore, it is worthwhile to investigate the bias of facial recognition at the near-infrared spectrum (NIR). This first study investigates the bias of the face recognition systems at the NIR spectrum. To this aim, two popular NIR facial image datasets namely, CASIA-Face-Africa and Notre-Dame-NIVL consisting of African and Caucasian subjects, respectively, are used to investigate the bias of facial recognition technology across gender and race. Interestingly, experimental results suggest equitable face recognition performance across gender and race at the NIR spectrum.

Artificial Intelligence (AI) hiring tools do not reduce bias or improve diversity, researchers said in a study. The research debunks the popular myth that AI-powered recruitment software and tools can boost diversity of new hires at a workplace. Cambridge University experts who published their findings in the journal Philosophy and Technology said that companies are showing greater interest now to use AI to solve problems like interview and recruitment bias. However, they believe that the application of this AI when it analyses candidates' resumes or video is nothing but "pseudoscience". The study mentioned a 2020 survey of 500 human resource professionals from all over the world.

"These tools can't be trained to only identify job-related characteristics and strip out gender and race from the hiring process, because the kinds of attributes we think are essential for being a good employee are inherently bound up with gender and race," she said.

Think holistically about opportunities across your value chain and up and down your P&L. Leaders discover new revenue streams and increased profitability. They reap greater rewards via intra- or inter-industry collaborations, as retailers, telecommunications companies and banks are finding in elevating customer experiences. Rethink your definition of ROI – and think like a VC. Focusing only on financial returns can hinder growth.

Machines can learn from huge amounts of data to make suggestions faster and cheaper. And it formalizes a process to avoid prejudice. Should we care about AI bias? Is it just a dataset diversity problem? Or should fairness be an integrated part of AI thinking?