Goal Orientation for Fair Machine Learning Algorithms
揭示了在组织选拔场景中，将机器学习任务误分类为选拔而非筛选会损害公平性，并通过概念分析和数学验证表明这种误分类可能导致少数群体内的选拔偏见。
A key challenge facing the use of machine learning (ML) in organizational selection settings (e.g., the processing of loan or job applications) is the potential bias against (racial and gender) minorities. To address this challenge, a rich literature of Fairness-Aware ML (FAML) algorithms has emerged, attempting to ameliorate biases while maintaining the predictive accuracy of ML algorithms. Almost all existing FAML algorithms define their optimization goals according to a selection task, meaning that ML outputs are assumed to be the final selection outcome. In practice, though, ML outputs are rarely used as-is. In personnel selection, for example, ML often serves a support role to human resource managers, allowing them to more easily exclude unqualified applicants. This effectively assigns to ML a screening rather than a selection task. It might be tempting to treat selection and screening as two variations of the same task that differ only quantitatively on the admission rate. This paper, however, reveals a qualitative difference between the two in terms of fairness. Specifically, we demonstrate through conceptual development and mathematical analysis that miscategorizing a screening task as a selection one could not only degrade final selection quality but also result in fairness problems such as selection biases within the minority group. After validating our findings with experimental studies on simulated and real-world data, we discuss several business and policy implications, highlighting the need for firms and policymakers to properly categorize the task assigned to ML in assessing and correcting algorithmic biases.