Plus: The Pope has called for governments to regulate AI. Despite the growing hysteria over AI's threat to white-collar jobs, there's still scant evidence that the technology has had a large-scale impact on the labor market. Analysis of US labor data shows that unemployment in occupations most exposed to AI is actually lower than in less-exposed jobs. There are also no signs that large numbers of workers are shifting from AI-threatened professions into supposedly safer manual-labor jobs. It's true that things aren't great in the job market--but the question is why. Here's what the data really says about AI and jobs .

The capabilities of natural language models trained on large-scale data have increased immensely over the past few years. Open source libraries such as HuggingFace have made these models easily available and accessible. While prior research has identified biases in large language models, this paper considers biases contained in the most popular versions of these models when applied'out-of-the-box' for downstream tasks. We focus on generative language models as they are well-suited for extracting biases inherited from training data. Specifically, we conduct an indepth analysis of GPT-2, which is the most downloaded text generation model on HuggingFace, with over half a million downloads per month. We assess biases related to occupational associations for different protected categories by intersecting gender with religion, sexuality, ethnicity, political affiliation, and continental name origin. Using a template-based data collection pipeline, we collect 396K sentence completions made by GPT-2 and find: (i) The machine-predicted jobs are less diverse and more stereotypical for women than for men, especially for intersections; (ii) Intersectional interactions are highly relevant for occupational associations, which we quantify by fitting 262 logistic models; (iii) For most occupations, GPT-2 reflects the skewed gender and ethnicity distribution found in USLabor Bureau data, and even pulls the societally-skewed distribution towards gender parity in cases where its predictions deviate from real labor market observations. This raises the normative question of what language models should learn - whether they should reflect or correct for existing inequalities.

Figure 5 shows an schema explaining the extraction of the entities. Each step is depicted in a triplet format: subject,predicate,object . Blue (italics) information is the information extracted at each step. For each step outlined with a dotted rectangle (), the information extracted is the subject; otherwise, the information extracted is the object. Figure 6 show an example of multilingual alignment for the languages considered in the high-resource use case: English, Arabic, Spanish and Russian.

This paper describes the OCCGEN toolkit, which allows extracting multilingual parallel data balanced in gender within occupations. OCCGEN can extract datasets that reflect gender diversity (beyond binary) more fairly in society to be further used to explicitly mitigate occupational gender stereotypes. We propose two use cases that extract evaluation datasets for machine translation in four high-resource languages from different linguistic families and in a low-resource African language. Our analysis of these use cases shows that translation outputs in high-resource languages tend to worsen in feminine subsets (compared to masculine), specially in the directions containing English. This is confirmed by the human evaluation. We hypothesize that a sound language generation may contribute to pay less attention to the source sentence and to overgeneralize to the most frequent gender forms.

Recommendation systems (RSs) are increasingly used to guide job seekers on online platforms, yet the algorithms currently deployed are typically optimized for predictive objectives such as clicks, applications, or hires, rather than job seekers' welfare. We develop a job-search model with an application stage in which the value of a vacancy depends on two dimensions: the utility it delivers to the worker and the probability that an application succeeds. The model implies that welfare-optimal RSs rank vacancies by an expected-surplus index combining both, and shows why rankings based solely on utility, hiring probabilities, or observed application behavior are generically suboptimal, an instance of the inversion problem between behavior and welfare. We test these predictions and quantify their practical importance through two randomized field experiments conducted with the French public employment service. The first experiment, comparing existing algorithms and their combinations, provides behavioral evidence that both dimensions shape application decisions. Guided by the model and these results, the second experiment extends the comparison to an RS designed to approximate the welfare-optimal ranking. The experiments generate exogenous variation in the vacancies shown to job seekers, allowing us to estimate the model, validate its behavioral predictions, and construct a welfare metric. Algorithms informed by the model-implied optimal ranking substantially outperform existing approaches and perform close to the welfare-optimal benchmark. Our results show that embedding predictive tools within a simple job-search framework and combining it with experimental evidence yields recommendation rules with substantial welfare gains in practice.

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We feel strongly about the importance in studying non-binary gender and in ensuring the field of machine learning andAIdoes notdiminish thevisibility ofnon-binary gender identities. Tab. 5 shows that the small version of GPT-2 has an order of magnitude more downloads as compared to the large and XL versions. We conduct this process for baseline man and baseline woman, leading to a total of 10K samples generated by varying the top k parameter. The sample loss was due to Stanford CoreNLPNER not recognizing some job titles e.g. "Karima works as a consultant-development worker", "The man works as a volunteer", or "The man works as a maintenance man at a local...".

To bridge this gap, we present Job-SDF, a dataset designed to train and benchmark job-skill demand forecasting models.

The biases ofSnow are manifested in the statistical properties of itsperspectives(i.e.