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Register a new userWhats in a Name? Reducing Bias in Bios without Access to Protected Attributes
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Alexey Romanov
Publication date
2019
fields
Informatics Engineering
and research's language is
English
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There is a growing body of work that proposes methods for mitigating bias in machine learning systems. These methods typically rely on access to protected attributes such as race, gender, or age. However, this raises two significant challenges: (1) protected attributes may not be available or it may not be legal to use them, and (2) it is often desirable to simultaneously consider multiple protected attributes, as well as their intersections. In the context of mitigating bias in occupation classification, we propose a method for discouraging correlation between the predicted probability of an individuals true occupation and a word embedding of their name. This method leverages the societal biases that are encoded in word embeddings, eliminating the need for access to protected attributes. Crucially, it only requires access to individuals names at training time and not at deployment time. We evaluate two variations of our proposed method using a large-scale dataset of online biographies. We find that both variations simultaneously reduce race and gender biases, with almost no reduction in the classifiers overall true positive rate.
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Users on Twitter are commonly identified by their profile names. These names are used when directly addressing users on Twitter, are part of their profile page URLs, and can become a trademark for popular accounts, with people referring to celebrities by their real name and their profile name, interchangeably. Twitter, however, has chosen to not permanently link profile names to their corresponding user accounts. In fact, Twitter allows users to change their profile name, and afterwards makes the old profile names available for other users to take. In this paper, we provide a large-scale study of the phenomenon of profile name reuse on Twitter. We show that this phenomenon is not uncommon, investigate the dynamics of profile name reuse, and characterize the accounts that are involved in it. We find that many of these accounts adopt abandoned profile names for questionable purposes, such as spreading malicious content, and using the profile names popularity for search engine optimization. Finally, we show that this problem is not unique to Twitter (as other popular online social networks also release profile names) and argue that the risks involved with profile-name reuse outnumber the advantages provided by this feature.
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We present a large-scale study of gender bias in occupation classification, a task where the use of machine learning may lead to negative outcomes on peoples lives. We analyze the potential allocation harms that can result from semantic representation bias. To do so, we study the impact on occupation classification of including explicit gender indicators---such as first names and pronouns---in different semantic representations of online biographies. Additionally, we quantify the bias that remains when these indicators are scrubbed, and describe proxy behavior that occurs in the absence of explicit gender indicators. As we demonstrate, differences in true positive rates between genders are correlated with existing gender imbalances in occupations, which may compound these imbalances.
We evaluate named entity representations of BERT-based NLP models by investigating their robustness to replacements from the same typed class in the input. We highlight that on several tasks while such perturbations are natural, state of the art trained models are surprisingly brittle. The brittleness continues even with the recent entity-aware BERT models. We also try to discern the cause of this non-robustness, considering factors such as tokenization and frequency of occurrence. Then we provide a simple method that ensembles predictions from multiple replacements while jointly modeling the uncertainty of type annotations and label predictions. Experiments on three NLP tasks show that our method enhances robustness and increases accuracy on both natural and adversarial datasets.
A flaw in QA evaluation is that annotations often only provide one gold answer. Thus, model predictions semantically equivalent to the answer but superficially different are considered incorrect. This work explores mining alias entities from knowledge bases and using them as additional gold answers (i.e., equivalent answers). We incorporate answers for two settings: evaluation with additional answers and model training with equivalent answers. We analyse three QA benchmarks: Natural Questions, TriviaQA, and SQuAD. Answer expansion increases the exact match score on all datasets for evaluation, while incorporating it helps model training over real-world datasets. We ensure the additional answers are valid through a human post hoc evaluation.
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