Abdulla AlKetbi

h-index2
2papers

2 Papers

CLSep 17, 2024
Enriching Datasets with Demographics through Large Language Models: What's in a Name?

Khaled AlNuaimi, Gautier Marti, Mathieu Ravaut et al.

Enriching datasets with demographic information, such as gender, race, and age from names, is a critical task in fields like healthcare, public policy, and social sciences. Such demographic insights allow for more precise and effective engagement with target populations. Despite previous efforts employing hidden Markov models and recurrent neural networks to predict demographics from names, significant limitations persist: the lack of large-scale, well-curated, unbiased, publicly available datasets, and the lack of an approach robust across datasets. This scarcity has hindered the development of traditional supervised learning approaches. In this paper, we demonstrate that the zero-shot capabilities of Large Language Models (LLMs) can perform as well as, if not better than, bespoke models trained on specialized data. We apply these LLMs to a variety of datasets, including a real-life, unlabelled dataset of licensed financial professionals in Hong Kong, and critically assess the inherent demographic biases in these models. Our work not only advances the state-of-the-art in demographic enrichment but also opens avenues for future research in mitigating biases in LLMs.

SISep 7, 2025
Network Contagion in Financial Labor Markets: Predicting Turnover in Hong Kong

Abdulla AlKetbi, Patrick Yam, Gautier Marti et al.

Employee turnover is a critical challenge in financial markets, yet little is known about the role of professional networks in shaping career moves. Using the Hong Kong Securities and Futures Commission (SFC) public register (2007-2024), we construct temporal networks of 121,883 professionals and 4,979 firms to analyze and predict employee departures. We introduce a graph-based feature propagation framework that captures peer influence and organizational stability. Our analysis shows a contagion effect: professionals are 23% more likely to leave when over 30% of their peers depart within six months. Embedding these network signals into machine learning models improves turnover prediction by 30% over baselines. These results highlight the predictive power of temporal network effects in workforce dynamics, and demonstrate how network-based analytics can inform regulatory monitoring, talent management, and systemic risk assessment.