# National Origin Discrimination in Deep-learning-powered Automated Resume Screening

arXiv: https://arxiv.org/abs/2307.08624 · HTML: https://mlsanity.com/paper/2307.08624/

## Key facts

- Cited by 2 papers in the map (data through 14 Oct 2026).
- Builds on 11 of its 27 references that are in the map.
- First posted on arXiv 13 Jul 2023.

## Builds on (most cited first, 11 of 11)

- [Efficient Estimation of Word Representations in Vector Space](https://mlsanity.com/paper/1301.3781/) (2013)
- [A Survey on Bias and Fairness in Machine Learning](https://mlsanity.com/paper/1908.09635/) (2019)
- [Man is to Computer Programmer as Woman is to Homemaker? Debiasing Word Embeddings](https://mlsanity.com/paper/1607.06520/) (2016)
- [Fair prediction with disparate impact: A study of bias in recidivism prediction instruments](https://mlsanity.com/paper/1610.07524/) (2016)
- [Gender Bias in Coreference Resolution](https://mlsanity.com/paper/1804.09301/) (2018)
- [On Measuring Social Biases in Sentence Encoders](https://mlsanity.com/paper/1903.10561/) (2019)
- [Identifying and Reducing Gender Bias in Word-Level Language Models](https://mlsanity.com/paper/1904.03035/) (2019)
- [Mitigating Bias in Algorithmic Hiring: Evaluating Claims and Practices](https://mlsanity.com/paper/1906.09208/) (2019)
- [Assessing Gender Bias in Machine Translation -- A Case Study with Google Translate](https://mlsanity.com/paper/1809.02208/) (2018)
- [Equalizing Gender Biases in Neural Machine Translation with Word Embeddings Techniques](https://mlsanity.com/paper/1901.03116/) (2019)
- [Man is to Person as Woman is to Location: Measuring Gender Bias in Named Entity Recognition](https://mlsanity.com/paper/1910.10872/) (2019)

## Built on by (most cited first, 2 of 2)

- [Cultural Fidelity in Large-Language Models: An Evaluation of Online Language Resources as a Driver of Model Performance in Value Representation](https://mlsanity.com/paper/2410.10489/) (2024)
- [International Trade Flow Prediction with Bilateral Trade Provisions](https://mlsanity.com/paper/2407.13698/) (2024)

## Abstract (arXiv)

Many companies and organizations have started to use some form of AIenabled auto mated tools to assist in their hiring process, e.g. screening resumes, interviewing candi dates, performance evaluation. While those AI tools have greatly improved human re source operations efficiency and provided conveniences to job seekers as well, there are increasing concerns on unfair treatment to candidates, caused by underlying bias in AI systems. Laws around equal opportunity and fairness, like GDPR, CCPA, are introduced or under development, in attempt to regulate AI. However, it is difficult to implement AI regulations in practice, as technologies are constantly advancing and the risk perti nent to their applications can fail to be recognized. This study examined deep learning methods, a recent technology breakthrough, with focus on their application to automated resume screening. One impressive performance of deep learning methods is the represen tation of individual words as lowdimensional numerical vectors, called word embedding, which are learned from aggregated global wordword cooccurrence statistics from a cor pus, like Wikipedia or Google news. The resulting word representations possess interest ing linear substructures of the word vector space and have been widely used in down stream tasks, like resume screening. However, word embedding inherits and reinforces the stereotyping from the training corpus, as deep learning models essentially learn a probability distribution of words and their relations from history data. Our study finds out that if we rely on such deeplearningpowered automated resume screening tools, it may lead to decisions favoring or disfavoring certain demographic groups and raise eth ical, even legal, concerns. To address the issue, we developed bias mitigation method. Extensive experiments on real candidate resumes are conducted to validate our study