Case studies, such as , 2015 have shown that in image summarization, such as with Google Image Search, the people in the results presented for occupations are more imbalanced with respect to sensitive attributes such as gender and ethnicity than the ground truth. Most of the existing approaches to correct for this problem in image summarization assume that the images are labelled and use the labels for training the model and correcting for biases. However, these labels may not always be present. Furthermore, it is often not possible (nor even desirable) to automatically classify images by sensitive attributes such as gender or race. Moreover, balancing according to the labels does not guarantee that the diversity will be visibly apparent - arguably the only metric that matters when selecting diverse images. We develop a novel approach that takes as input a visibly diverse control set of images and uses this set to produce images in response to a query which is similarly visibly diverse. We implement this approach using pre-trained and modified Convolutional Neural Networks like VGG-16, and evaluate our approach empirically on the Image dataset compiled and used by , 2015. We compare our results with the Google Image Search results from , 2015 and natural baselines and observe that our algorithm produces images that are accurate with respect to their similarity to the query images (on par with that of the Google Image Search results), but significantly outperforms with respect to visible diversity as measured by their similarity to our diverse control set.
The study by @cite_22 explored the effects of bias in image search results of occupations on the perception of people of that occupation. The major aim of the study was to understand whether the biased portrayal of minorities in image search results leads to stereotypes or not. Such a phenomenon has been observed in other forms of media like television @cite_20 . @cite_12 also showed that the annotated datasets of English and German, used for various NLP tasks and tools, are age-biased. Studies like these have brought to light the problem of bias in common ML algorithms and led to a surge of research in fair algorithms. In the field of computer vision, @cite_17 showed that the existing facial analysis datasets are biased with respect to gender and skin type. Summarization algorithms using such datasets can lead to biased results and hence a feedback loop . Correspondingly, it becomes important to develop summarization algorithms that ensure visible diversity'' even when using biased datasets.
@cite_12 @cite_22 @cite_20 @cite_17
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Information environments have the power to affect people's perceptions and behaviors. In this paper, we present the results of studies in which we characterize the gender bias present in image search results for a variety of occupations. We experimentally evaluate the effects of bias in image search results on the images people choose to represent those careers and on people's perceptions of the prevalence of men and women in each occupation. We find evidence for both stereotype exaggeration and systematic underrepresentation of women in search results. We also find that people rate search results higher when they are consistent with stereotypes for a career, and shifting the representation of gender in image search results can shift people's perceptions about real-world distributions. We also discuss tensions between desires for high-quality results and broader societ al goals for equality of representation in this space. When analysing human activities using data mining or machine learning techniques, it can be useful to infer properties such as the gender or age of the people involved. This paper focuses on the sub-problem of gender recognition, which has been studied extensively in the literature, with two main problems remaining unsolved: how to improve the accuracy on real-world face images, and how to generalise the models to perform well on new datasets. We address these problems by collecting five million weakly labelled face images, and performing three different experiments, investigating: the performance difference between convolutional neural networks (CNNs) of differing depths and a support vector machine approach using local binary pattern features on the same training data, the effect of contextual information on classification accuracy, and the ability of convolutional neural networks and large amounts of training data to generalise to cross-database classification. We report record-breaking results on both the Labeled Faces in the Wild (LFW) dataset, achieving an accuracy of 98.90 , and the Images of Groups (GROUPS) dataset, achieving an accuracy of 91.34 for cross-database gender classification. Algorithms and decision making based on Big Data have become pervasive in all aspects of our daily lives lives (offline and online), as they have become essential tools in personal finance, health care, hiring, housing, education, and policies. It is therefore of societ al and ethical importance to ask whether these algorithms can be discriminative on grounds such as gender, ethnicity, or health status. It turns out that the answer is positive: for instance, recent studies in the context of online advertising show that ads for high-income jobs are presented to men much more often than to women [, 2015]; and ads for arrest records are significantly more likely to show up on searches for distinctively black names [Sweeney, 2013]. This algorithmic bias exists even when there is no discrimination intention in the developer of the algorithm. Sometimes it may be inherent to the data sources used (software making decisions based on data can reflect, or even amplify, the results of historical discrimination), but even when the sensitive attributes have been suppressed from the input, a well trained machine learning algorithm may still discriminate on the basis of such sensitive attributes because of correlations existing in the data. These considerations call for the development of data mining systems which are discrimination-conscious by-design. This is a novel and challenging research area for the data mining community. The aim of this tutorial is to survey algorithmic bias, presenting its most common variants, with an emphasis on the algorithmic techniques and key ideas developed to derive efficient solutions. The tutorial covers two main complementary approaches: algorithms for discrimination discovery and discrimination prevention by means of fairness-aware data mining. We conclude by summarizing promising paths for future research. We introduce a new benchmark, WinoBias, for coreference resolution focused on gender bias. Our corpus contains Winograd-schema style sentences with entities corresponding to people referred by their occupation (e.g. the nurse, the doctor, the carpenter). We demonstrate that a rule-based, a feature-rich, and a neural coreference system all link gendered pronouns to pro-stereotypical entities with higher accuracy than anti-stereotypical entities, by an average difference of 21.1 in F1 score. Finally, we demonstrate a data-augmentation approach that, in combination with existing word-embedding debiasing techniques, removes the bias demonstrated by these systems in WinoBias without significantly affecting their performance on existing coreference benchmark datasets. Our dataset and code are available at this http URL