The use of automated decision tools in recruitment has received an increasing amount of attention. In November 2021, the New York City Council passed a legislation (Local Law 144) that mandates bias audits of Automated Employment Decision Tools. From 15th April 2023, companies that use automated tools for hiring or promoting employees are required to have these systems audited by an independent entity. Auditors are asked to compute bias metrics that compare outcomes for different groups, based on sex/gender and race/ethnicity categories at a minimum. Local Law 144 proposes novel bias metrics for regression tasks (scenarios where the automated system scores candidates with a continuous range of values). A previous version of the legislation proposed a bias metric that compared the mean scores of different groups. The new revised bias metric compares the proportion of candidates in each group that falls above the median. In this paper, we argue that both metrics fail to capture distributional differences over the whole domain, and therefore cannot reliably detect bias. We first introduce two metrics, as possible alternatives to the legislation metrics. We then compare these metrics over a range of theoretical examples, for which the legislation proposed metrics seem to underestimate bias. Finally, we study real data and show that the legislation metrics can similarly fail in a real-world recruitment application.

本文讨论了 Local Law 144 对于自动决策工具中的偏见检测指标不足的问题，并提出了可能的替代指标。通过对一些理论例子和实际数据的对比，我们发现新的指标更能准确地检测出偏见。

当地法律144号：回归度量的关键分析