We investigate whether it is feasible to remove gendered information from resumes to mitigate potential bias in algorithmic resume screening. Using a corpus of 709k resumes from IT firms, we first train a series of models to classify the self-reported gender of the applicant, thereby measuring the extent and nature of gendered information encoded in resumes. We then conduct a series of gender obfuscation experiments, where we iteratively remove gendered information from resumes. Finally, we train a resume screening algorithm and investigate the trade-off between gender obfuscation and screening algorithm performance. Results show: (1) There is a significant amount of gendered information in resumes. (2) Lexicon-based gender obfuscation method (i.e. removing tokens that are predictive of gender) can reduce the amount of gendered information to a large extent. However, after a certain point, the performance of the resume screening algorithm starts suffering. (3) General-purpose gender debiasing methods for NLP models such as removing gender subspace from embeddings are not effective in obfuscating gender.

Language representations are known to carry stereotypical biases and, as a result, lead to biased predictions in downstream tasks. While existing methods are effective at mitigating biases by linear projection, such methods are too aggressive: they not only remove bias, but also erase valuable information from word embeddings. We develop new measures for evaluating specific information retention that demonstrate the tradeoff between bias removal and information retention. To address this challenge, we propose OSCaR (Orthogonal Subspace Correction and Rectification), a bias-mitigating method that focuses on disentangling biased associations between concepts instead of removing concepts wholesale. Our experiments on gender biases show that OSCaR is a well-balanced approach that ensures that semantic information is retained in the embeddings and bias is also effectively mitigated.