相关论文: The Effect of the Rooney Rule on Implicit Bias in …

Over the past two decades, the notion of implicit bias has come to serve as an important component in our understanding of discrimination in activities such as hiring, promotion, and school admissions. Research on implicit bias posits that…

Implicit bias is the unconscious attribution of particular qualities (or lack thereof) to a member from a particular social group (e.g., defined by gender or race). Studies on implicit bias have shown that these unconscious stereotypes can…

Quota-based fairness mechanisms like the so-called Rooney rule or four-fifths rule are used in selection problems such as hiring or college admission to reduce inequalities based on sensitive demographic attributes. These mechanisms are…

In selection processes such as hiring, promotion, and college admissions, implicit bias toward socially-salient attributes such as race, gender, or sexual orientation of candidates is known to produce persistent inequality and reduce…

Discrimination in selection problems such as hiring or college admission is often explained by implicit bias from the decision maker against disadvantaged demographic groups. In this paper, we consider a model where the decision maker…

While much of the rapidly growing literature on fair decision-making focuses on metrics for one-shot decisions, recent work has raised the intriguing possibility of designing sequential decision-making to positively impact long-term social…

Many important decisions in societies such as school admissions, hiring, or elections are based on the selection of top-ranking individuals from a larger pool of candidates. This process is often subject to biases, which typically manifest…

We study search, evaluation, and selection of candidates of unknown quality for a position. We examine the effects of "soft" affirmative action policies increasing the relative percentage of minority candidates in the candidate pool. We…

We study the problem of screening in decision-making processes under uncertainty, focusing on the impact of adding an additional screening stage, commonly known as a 'gatekeeper.' While our primary analysis is rooted in the context of job…

We study the selection of agents based on mutual nominations, a theoretical problem with many applications from committee selection to AI alignment. As agents both select and are selected, they may be incentivized to misrepresent their true…

Each year, selective American colleges sort through tens of thousands of applications to identify a first-year class that displays both academic merit and diversity. In the 2023-2024 admissions cycle, these colleges faced unprecedented…

Consider a population of agents who repeatedly compete for awards, as in the case of researchers annually applying for grants. Noise in the selection process may encourage entry of low quality proposals, forcing the principal to commit…

We analyze statistical discrimination in hiring markets using a multi-armed bandit model. Myopic firms face workers arriving with heterogeneous observable characteristics. The association between the worker's skill and characteristics is…

Traditionally, recommender systems operate by returning a user a set of items, ranked in order of estimated relevance to that user. In recent years, methods relying on stochastic ordering have been developed to create "fairer" rankings that…

In many situations people make sequences of similar, but unrelated decisions. Such decision sequences are prevalent in many important contexts including judicial judgments, loan approvals, college admissions, and athletic competitions. A…

We study the problem of selecting the top-k candidates from a pool of applicants, where each candidate is associated with a score indicating his/her aptitude. Depending on the specific scenario, such as job search or college admissions,…

Search and recommendation systems, such as search engines, recruiting tools, online marketplaces, news, and social media, output ranked lists of content, products, and sometimes, people. Credit ratings, standardized tests, risk assessments…

Ranking algorithms are being widely employed in various online hiring platforms including LinkedIn, TaskRabbit, and Fiverr. Prior research has demonstrated that ranking algorithms employed by these platforms are prone to a variety of…

Selective regression allows abstention from prediction if the confidence to make an accurate prediction is not sufficient. In general, by allowing a reject option, one expects the performance of a regression model to increase at the cost of…

Although systematic biases in decision-making are widely documented, the ways in which they emerge from different sources is less understood. We present a controlled experimental platform to study gender bias in hiring by decoupling the…