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Register a new userMeasuring Diversity in Heterogeneous Information Networks
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Added by
Pedro Ramaciotti Morales
Publication date
2020
fields
Informatics Engineering
and research's language is
English
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Diversity is a concept relevant to numerous domains of research varying from ecology, to information theory, and to economics, to cite a few. It is a notion that is steadily gaining attention in the information retrieval, network analysis, and artificial neural networks communities. While the use of diversity measures in network-structured data counts a growing number of applications, no clear and comprehensive description is available for the different ways in which diversities can be measured. In this article, we develop a formal framework for the application of a large family of diversity measures to heterogeneous information networks (HINs), a flexible, widely-used network data formalism. This extends the application of diversity measures, from systems of classifications and apportionments, to more complex relations that can be better modeled by networks. In doing so, we not only provide an effective organization of multiple practices from different domains, but also unearth new observables in systems modeled by heterogeneous information networks. We illustrate the pertinence of our approach by developing different applications related to various domains concerned by both diversity and networks. In particular, we illustrate the usefulness of these new proposed observables in the domains of recommender systems and social media studies, among other fields.
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Most Fairness in AI research focuses on exposing biases in AI systems. A broader lens on fairness reveals that AI can serve a greater aspiration: rooting out societal inequities from their source. Specifically, we focus on inequities in health information, and aim to reduce bias in that domain using AI. The AI algorithms under the hood of search engines and social media, many of which are based on recommender systems, have an outsized impact on the quality of medical and health information online. Therefore, embedding bias detection and reduction into these recommender systems serving up medical and health content online could have an outsized positive impact on patient outcomes and wellbeing. In this position paper, we offer the following contributions: (1) we propose a novel framework of Fairness via AI, inspired by insights from medical education, sociology and antiracism; (2) we define a new term, bisinformation, which is related to, but distinct from, misinformation, and encourage researchers to study it; (3) we propose using AI to study, detect and mitigate biased, harmful, and/or false health information that disproportionately hurts minority groups in society; and (4) we suggest several pillars and pose several open problems in order to seed inquiry in this new space. While part (3) of this work specifically focuses on the health domain, the fundamental computer science advances and contributions stemming from research efforts in bias reduction and Fairness via AI have broad implications in all areas of society.
Recently, much attention has been paid to the societal impact of AI, especially concerns regarding its fairness. A growing body of research has identified unfair AI systems and proposed methods to debias them, yet many challenges remain. Representation learning for Heterogeneous Information Networks (HINs), a fundamental building block used in complex network mining, has socially consequential applications such as automated career counseling, but there have been few attempts to ensure that it will not encode or amplify harmful biases, e.g. sexism in the job market. To address this gap, in this paper we propose a comprehensive set of de-biasing methods for fair HINs representation learning, including sampling-based, projection-based, and graph neural networks (GNNs)-based techniques. We systematically study the behavior of these algorithms, especially their capability in balancing the trade-off between fairness and prediction accuracy. We evaluate the performance of the proposed methods in an automated career counseling application where we mitigate gender bias in career recommendation. Based on the evaluation results on two datasets, we identify the most effective fair HINs representation learning techniques under different conditions.
Many real world systems need to operate on heterogeneous information networks that consist of numerous interacting components of different types. Examples include systems that perform data analysis on biological information networks; social networks; and information extraction systems processing unstructured data to convert raw text to knowledge graphs. Many previous works describe specialized approaches to perform specific types of analysis, mining and learning on such networks. In this work, we propose a unified framework consisting of a data model -a graph with a first order schema along with a declarative language for constructing, querying and manipulating such networks in ways that facilitate relational and structured machine learning. In particular, we provide an initial prototype for a relational and graph traversal query language where queries are directly used as relational features for structured machine learning models. Feature extraction is performed by making declarative graph traversal queries. Learning and inference models can directly operate on this relational representation and augment it with new data and knowledge that, in turn, is integrated seamlessly into the relational structure to support new predictions. We demonstrate this systems capabilities by showcasing tasks in natural language processing and computational biology domains.
Imagine a food recommender system -- how would we check if it is emph{causing} and fostering unhealthy eating habits or merely reflecting users interests? How much of a users experience over time with a recommender is caused by the recommender systems choices and biases, and how much is based on the users preferences and biases? Popularity bias and filter bubbles are two of the most well-studied recommender system biases, but most of the prior research has focused on understanding the system behavior in a single recommendation step. How do these biases interplay with user behavior, and what types of user experiences are created from repeated interactions? In this work, we offer a simulation framework for measuring the impact of a recommender system under different types of user behavior. Using this simulation framework, we can (a) isolate the effect of the recommender system from the user preferences, and (b) examine how the system performs not just on average for an average user but also the extreme experiences under atypical user behavior. As part of the simulation framework, we propose a set of evaluation metrics over the simulations to understand the recommender systems behavior. Finally, we present two empirical case studies -- one on traditional collaborative filtering in MovieLens and one on a large-scale production recommender system -- to understand how popularity bias manifests over time.
The interaction patterns of employees in social and professional networks play an important role in the success of employees and organizations as a whole. However, in many fields there is a severe under-representation of minority groups; moreover, minority individuals may be segregated from the rest of the network or isolated from one another. While the problem of increasing the representation of minority groups in various fields has been well-studied, diver- sification in terms of numbers alone may not be sufficient: social relationships should also be considered. In this work, we consider the problem of assigning a set of employment candidates to positions in a social network so that diversity and overall fitness are maximized, and propose Fair Employee Assignment (FairEA), a novel algorithm for finding such a matching. The output from FairEA can be used as a benchmark by organizations wishing to evaluate their hiring and assignment practices. On real and synthetic networks, we demonstrate that FairEA does well at finding high-fitness, high-diversity matchings.
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