Whereas using artificial intelligence (AI) to predict natural hazards is promising, applying a predictive policing algorithm (PPA) to predict human threats to others continues to be debated. Whereas PPAs were reported to be initially successful in Germany and Japan, the killing of Black Americans by police in the US has sparked a call to dismantle AI in law enforcement. However, although PPAs may statistically associate suspects with economically disadvantaged classes and ethnic minorities, the targeted groups they aim to protect are (...) often vulnerable populations as well (e.g., victims of human trafficking, kidnapping, domestic violence, or drug abuse). Thus, determining how to enhance the benefits of PPA while reducing bias through better management is important. In this paper, we propose a policy schema to address this issue. First, after clarifying relevant concepts, we examine major criticisms of PPAs and argue that some of them should be addressed. If banning AI or making it taboo is an unrealistic solution, we must learn from our errors to improve AI. We next identify additional challenges of PPAs and offer recommendations from a policy viewpoint. We conclude that the employment of PPAs should be merged into broader governance of the social safety net and audited publicly by parliament and civic society so that the unjust social structure that breeds bias can be revised. (shrink)

This article develops a conceptual framework for regulating Artificial Intelligence (AI) that encompasses all stages of modern public policy-making, from the basics to a sustainable governance. Based on a vast systematic review of the literature on Artificial Intelligence Regulation (AIR) published between 2010 and 2020, a dispersed body of knowledge loosely centred around the “framework” concept was organised, described, and pictured for better understanding. The resulting integrative framework encapsulates 21 prior depictions of the policy-making process, aiming to achieve gold-standard societal (...) values, such as fairness, freedom and long-term sustainability. This challenge of integrating the AIR literature was matched by the identification of a structural common ground among different approaches. The AIR framework results from an effort to identify and later analytically deduce synthetic, and generic tool for a country-specific, stakeholder-aware analysis of AIR matters. Theories and principles as diverse as Agile and Ethics were combined in the “AIR framework”, which provides a conceptual lens for societies to think collectively and make informed policy decisions related to what, when, and how the uses and applications of AI should be regulated. Moreover, the AIR framework serves as a theoretically sound starting point for endeavours related to AI regulation, from legislation to research and development. As we know, the (potential) impacts of AI on society are immense, and therefore the discourses, social negotiations, and applications of this technology should be guided by common grounds based on contemporary governance techniques, and social values legitimated via dialogue and scientific research. (shrink)

Should you be targeted by police for a crime that AI predicts you will commit? In this paper, we analyse when, and to what extent, the person-based predictive policing (PP) — using AI technology to identify and handle individuals who are likely to breach the law — could be justifiably employed. We first examine PP’s epistemological limits, and then argue that these defects by no means refrain from its usage; they are worse in humans. Next, based on major AI ethics (...) guidelines (IEEE, EU, and RIKEN, etc.), we refine three basic moral principles specific to person-based PP. We also derive further requirements from case studies, including debates in Chicago, New Orleans, San Francisco, Tokyo, and cities in China. Instead of rejecting PP programs, we analyse what necessary conditions should be met for using the tool to achieve social good. While acknowledging its risks, we conclude that the person-based PP could be beneficial in community policing, especially when merging into a larger governance framework of the social safety net. (shrink)

The article addresses the problem of identifying methods to develop the ability of artificial intelligence (AI) systems to provide explanations for their findings. This issue is not new, but, nowadays, the increasing complexity of AI systems is forcing scientists to intensify research in this direction. Modern neural networks contain hundreds of layers of neurons. The number of parameters of these networks reaches trillions, genetic algorithms generate thousands of generations of solutions, and the semantics of AI models become more complicated, going (...) to the quantum and non-local levels. The world’s leading companies are investing heavily in creating explainable AI (XAI). However, the result is still unsatisfactory: a person often cannot understand the “explanations” of AI because the latter makes decisions differently than a person, and perhaps because a good explanation is impossible within the framework of the classical AI paradigm. AI faced a similar problem 40 years ago when expert systems contained only a few hundred logical production rules. The problem was then solved by complicating the logic and building added knowledge bases to explain the conclusions given by AI. At present, other approaches are needed, primarily those that consider the external environment and the subjectivity of AI systems. This work focuses on solving this problem by immersing AI models in the social and economic environment, building ontologies of this environment, taking into account a user profile and creating conditions for purposeful convergence of AI solutions and conclusions to user-friendly goals. (shrink)

Although the relationship between prejudice and predictive coding has attracted more attention recently, many important issues remain to be investigated, such as why prejudice is so persistent and how to accommodate seemingly conflicting studies. In this paper, we offer an integrated framework to explain the functional-computational mechanism of prejudice. We argue that this framework better explains (i) why prejudice is somewhat immune to revision, (ii) how inconsistent processing (e.g. one’s moral belief and biased emotional reaction) may occur, (iii) the dispute (...) over the content of ‘alief’ (unconscious belief), and (iv) conflicting data reported in disinformation studies. Finally, we briefly review the main intervention strategies and offer recommendations. (shrink)

In this paper, we analyze two key claims offered by recruitment AI companies in relation to the development and deployment of AI-powered HR tools: (1) recruitment AI can objectively assess candidates by removing gender and race from their systems, and (2) this removal of gender and race will make recruitment fairer, help customers attain their DEI goals, and lay the foundations for a truly meritocratic culture to thrive within an organization. We argue that these claims are misleading for four reasons: (...) First, attempts to “strip” gender and race from AI systems often misunderstand what gender and race are, casting them as isolatable attributes rather than broader systems of power. Second, the attempted outsourcing of “diversity work” to AI-powered hiring tools may unintentionally entrench cultures of inequality and discrimination by failing to address the systemic problems within organizations. Third, AI hiring tools’ supposedly neutral assessment of candidates’ traits belie the power relationship between the observer and the observed. Specifically, the racialized history of character analysis and its associated processes of classification and categorization play into longer histories of taxonomical sorting and reflect the current demands and desires of the job market, even when not explicitly conducted along the lines of gender and race. Fourth, recruitment AI tools help produce the “ideal candidate” that they supposedly identify through by constructing associations between words and people’s bodies. From these four conclusions outlined above, we offer three key recommendations to AI HR firms, their customers, and policy makers going forward. (shrink)

Companies increasingly deploy artificial intelligence technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient. AI applications can be found in various stages of recruiting, such as writing job ads, screening of applicant resumes, and analyzing video interviews via face recognition software. As these new technologies significantly impact people’s lives and careers but often trigger ethical concerns, the ethicality of these AI applications needs to be comprehensively understood. However, given the novelty of AI (...) applications in recruiting practice, the subject is still an emerging topic in academic literature. To inform and strengthen the foundation for future research, this paper systematically reviews the extant literature on the ethicality of AI-enabled recruiting to date. We identify 51 articles dealing with the topic, which we synthesize by mapping the ethical opportunities, risks, and ambiguities, as well as the proposed ways to mitigate ethical risks in practice. Based on this review, we identify gaps in the extant literature and point out moral questions that call for deeper exploration in future research. (shrink)

The growing uses of algorithm-based decision-making in human resources management have drawn considerable attention from different stakeholders. While prior literature mainly focused on stakeholders directly related to HR decisions (e.g., employees), this paper pertained to a third-party observer perspective and investigated how consumers would respond to companies’ adoption of algorithm-based HR decision-making. Through five experimental studies, we showed that the adoption of algorithm-based (vs. human-based) HR decision-making could induce consumers’ unfavorable ethicality inferences of the company (study 1); because implementing a (...) calculative and data-driven approach (i.e. algorithm-based) to make employee-related decisions violates the deontological principles of respectful employee treatment (study 2). However, this effect was attenuated when consumers had high (vs. low) power distance beliefs (study 3); the algorithm served as assistance (vs. replacement) for human decisions (study 4); or the adoption was framed as employee-oriented (vs. company-oriented) motivated (study 5). Our findings suggested that consumers are aversive to algorithm-based HR decision-making because it is deontologically problematic regardless of its decision quality (i.e. accuracy). This paper contributes to the extant understanding of stakeholders’ responses to algorithm-based HR decision-making and consumers’ attitudes toward algorithm users. (shrink)

This paper conducted a preliminary study of reviewing and exploring bias strategies using a framework of a different discipline: change management. The hypothesis here is: If the major problem of implicit bias strategies is that they do not translate into actual changes in behaviors, then it could be helpful to learn from studies that have contributed to successful change interventions such as reward management, social neuroscience, health behavioral change, and cognitive behavioral therapy. The result of this integrated approach is: current (...) bias strategies can be improved and new ones can be developed with insight from adjunct study fields in change management; it could be more sustainable to invest in a holistic and proactive bias strategy approach that targets the social environment, eliminating the very condition under which biases arise; and while implicit biases are automatic, future studies should invest more on strategies that empower people as “change agents” who can act proactively to regulate the very environment that gives rise to their biased thoughts and behaviors. (shrink)