Library

@article{ajunwa_paradox_2019,

title = {The Paradox of Automation as Anti-Bias Intervention},

author = {Ifeoma Ajunwa},

url = {https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2746078},

year  = {2019},

date = {2019-01-01},

urldate = {2024-10-08},

journal = {Cardozo Law Review},

volume = {41},

number = {5},

pages = {1671–1742},

abstract = {A received wisdom is that automated decision-making serves as an anti-bias intervention. The conceit is that removing humans from the decision-making process will also eliminate human bias. The paradox, however, is that in some instances, automated decision-making has served to replicate and amplify bias. With a case study of the algorithmic capture of hiring as heuristic device, this Article provides a taxonomy of problematic features associated with algorithmic decision-making as anti-bias intervention and argues that those features are at odds with the fundamental principle of equal opportunity in employment. To examine these problematic features within the context of algorithmic hiring and to explore potential legal approaches to rectifying them, the Article brings together two streams of legal scholarship: law and technology studies and employment & labor law. 

Counterintuitively, the Article contends that the framing of algorithmic bias as a technical problem is misguided. Rather, the Article’s central claim is that bias is introduced in the hiring process, in large part, due to an American legal tradition of deference to employers, especially allowing for such nebulous hiring criterion as “cultural fit.” The Article observes the lack of legal frameworks that take into account the emerging technological capabilities of hiring tools which make it difficult to detect disparate impact. The Article thus argues for a re-thinking of legal frameworks that take into account both the liability of employers and those of the makers of algorithmic hiring systems who, as brokers, owe a fiduciary duty of care. Particularly related to Title VII, the Article proposes that in legal reasoning corollary to extant tort doctrines, an employer’s failure to audit and correct its automated hiring platforms for disparate impact could serve as prima facie evidence of discriminatory intent, leading to the development of the doctrine of discrimination per se. The article also considers other approaches separate from employment law such as establishing consumer legal protections for job applicants that would mandate their access to the dossier of information consulted by automated hiring systems in making the employment decision.},

keywords = {AI and Employment, AI Race Law},

pubstate = {published},

tppubtype = {article}

}

@article{mayson_bias_2018,

title = {Bias in, Bias out},

author = {Sandra G. Mayson},

url = {https://www.yalelawjournal.org/article/bias-in-bias-out},

year  = {2018},

date = {2018-01-01},

urldate = {2024-10-08},

journal = {Yale Law Journal},

volume = {128},

number = {8},

pages = {2218–2301},

abstract = {Police, prosecutors, judges, and other criminal justice actors increasingly use algorithmic risk assessment to estimate the likelihood that a person will commit future crime. As many scholars have noted, these algorithms tend to have disparate racial impact. In response, critics advocate three strategies of resistance: (1) the exclusion of input factors that correlate closely with race, (2) adjustments to algorithmic design to equalize predictions across racial lines, and (3) rejection of algorithmic methods altogether. 

This Article’s central claim is that these strategies are at best superficial and at worst counterproductive, because the source of racial inequality in risk assessment lies neither in the input data, nor in a particular algorithm, nor in algorithmic methodology. The deep problem is the nature of prediction itself. All prediction looks to the past to make guesses about future events. In a racially stratified world, any method of prediction will project the inequalities of the past into the future. This is as true of the subjective prediction that has long pervaded criminal justice as of the algorithmic tools now replacing it. What algorithmic risk assessment has done is reveal the inequality inherent in all prediction, forcing us to confront a much larger problem than the challenges of a new technology. Algorithms shed new light on an old problem. 

Ultimately, the Article contends, redressing racial disparity in prediction will require more fundamental changes in the way the criminal justice system conceives of and responds to risk. The Article argues that criminal law and policy should, first, more clearly delineate the risks that matter, and, second, acknowledge that some kinds of risk may be beyond our ability to measure without racial distortion—in which case they cannot justify state coercion. To the extent that we can reliably assess risk, on the other hand, criminal system actors should strive to respond to risk with support rather than restraint whenever possible. Counterintuitively, algorithmic risk assessment could be a valuable tool in a system that targets the risky for support.},

keywords = {AI and Criminal Justice, AI Race Law},

pubstate = {published},

tppubtype = {article}

}

@article{barocas_big_2016,

title = {Big Data's Disparate Impact},

author = {Solon Barocas and Andrew D. Selbst},

url = {https://heinonline.org/HOL/P?h=hein.journals/calr104&i=695},

year  = {2016},

date = {2016-01-01},

urldate = {2024-10-22},

journal = {California Law Review},

volume = {104},

number = {3},

pages = {671–732},

abstract = {Advocates of algorithmic techniques like data mining argue that these techniques eliminate human biases from the decision-making process. But an algorithm is only as good as the data it works with. Data is frequently imperfect in ways that allow these algorithms to inherit the prejudices of prior decision makers. In other cases, data may simply reflect the widespread biases that persist in society at large. In still others, data mining can discover surprisingly useful regularities that are really just preexisting patterns of exclusion and inequality. Unthinking reliance on data mining can deny historically disadvantaged and vulnerable groups full participation in society. Worse still, because the resulting discrimination is almost always an unintentional emergent property of the algorithm’s use rather than a conscious choice by its programmers, it can be unusually hard to identify the source of the problem or to explain it to a court. 

This Essay examines these concerns through the lens of American antidiscrimination law — more particularly, through Title VII’s prohibition of discrimination in employment. In the absence of a demonstrable intent to discriminate, the best doctrinal hope for data mining’s victims would seem to lie in disparate impact doctrine. Case law and the Equal Employment Opportunity Commission’s Uniform Guidelines, though, hold that a practice can be justified as a business necessity when its outcomes are predictive of future employment outcomes, and data mining is specifically designed to find such statistical correlations. Unless there is a reasonably practical way to demonstrate that these discoveries are spurious, Title VII would appear to bless its use, even though the correlations it discovers will often reflect historic patterns of prejudice, others’ discrimination against members of protected groups, or flaws in the underlying data 

Addressing the sources of this unintentional discrimination and remedying the corresponding deficiencies in the law will be difficult technically, difficult legally, and difficult politically. There are a number of practical limits to what can be accomplished computationally. For example, when discrimination occurs because the data being mined is itself a result of past intentional discrimination, there is frequently no obvious method to adjust historical data to rid it of this taint. Corrective measures that alter the results of the data mining after it is complete would tread on legally and politically disputed terrain. These challenges for reform throw into stark relief the tension between the two major theories underlying antidiscrimination law: anticlassification and antisubordination. Finding a solution to big data’s disparate impact will require more than best efforts to stamp out prejudice and bias; it will require a wholesale reexamination of the meanings of “discrimination” and “fairness.”},

keywords = {AI Race Law},

pubstate = {published},

tppubtype = {article}

}