'...if all the machine is doing is learning from the hiring decisions of an old manager, or thousands of old managers, then they're just going to make those same decisions, but faster.'
like race and gender in hiring, pay practices, policing, education admissions and consumer finance.
Penn State said the research involved analysis of data, including salary, demographic and employment-related information, for about 50,000 people. While developing the AI, researchers saw gender bias reflected in the pay-related information in this dataset. For example, the odds of a woman earning more than $50,000 a year was one-third that of a man's, researchers said.Vasant Honavar, one of the tool's developers, told Penn State News.
"To avoid discrimination on the basis of race, gender or other attributes you need effective tools for detecting discrimination."Penn State and Columbia developed their AI tool to detect discrimination, but machine learning algorithms can discriminate, too. Algorithms used by HR and talent professionals have the potential to perpetuate human biases if the data used to create those tools is reflective of those biases, experts have told HR Dive.
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