Candice Schumann

Hansa Srinivasan, Candice Schumann, Aradhana Sinha et al.

Capturing the diversity of people in images is challenging: recent literature tends to focus on diversifying one or two attributes, requiring expensive attribute labels or building classifiers. We introduce a diverse people image ranking method which more flexibly aligns with human notions of people diversity in a less prescriptive, label-free manner. The Perception-Aligned Text-derived Human representation Space (PATHS) aims to capture all or many relevant features of people-related diversity, and, when used as the representation space in the standard Maximal Marginal Relevance (MMR) ranking algorithm, is better able to surface a range of types of people-related diversity (e.g. disability, cultural attire). PATHS is created in two stages. First, a text-guided approach is used to extract a person-diversity representation from a pre-trained image-text model. Then this representation is fine-tuned on perception judgments from human annotators so that it captures the aspects of people-related similarity that humans find most salient. Empirical results show that the PATHS method achieves diversity better than baseline methods, according to side-by-side ratings from human annotators.

Candice Schumann, Gbolahan O. Olanubi, Auriel Wright et al.

Understanding different human attributes and how they affect model behavior may become a standard need for all model creation and usage, from traditional computer vision tasks to the newest multimodal generative AI systems. In computer vision specifically, we have relied on datasets augmented with perceived attribute signals (e.g., gender presentation, skin tone, and age) and benchmarks enabled by these datasets. Typically labels for these tasks come from human annotators. However, annotating attribute signals, especially skin tone, is a difficult and subjective task. Perceived skin tone is affected by technical factors, like lighting conditions, and social factors that shape an annotator's lived experience. This paper examines the subjectivity of skin tone annotation through a series of annotation experiments using the Monk Skin Tone (MST) scale, a small pool of professional photographers, and a much larger pool of trained crowdsourced annotators. Along with this study we release the Monk Skin Tone Examples (MST-E) dataset, containing 1515 images and 31 videos spread across the full MST scale. MST-E is designed to help train human annotators to annotate MST effectively. Our study shows that annotators can reliably annotate skin tone in a way that aligns with an expert in the MST scale, even under challenging environmental conditions. We also find evidence that annotators from different geographic regions rely on different mental models of MST categories resulting in annotations that systematically vary across regions. Given this, we advise practitioners to use a diverse set of annotators and a higher replication count for each image when annotating skin tone for fairness research.

Debjani Saha, Candice Schumann, Duncan C. McElfresh et al.

Bias in machine learning has manifested injustice in several areas, such as medicine, hiring, and criminal justice. In response, computer scientists have developed myriad definitions of fairness to correct this bias in fielded algorithms. While some definitions are based on established legal and ethical norms, others are largely mathematical. It is unclear whether the general public agrees with these fairness definitions, and perhaps more importantly, whether they understand these definitions. We take initial steps toward bridging this gap between ML researchers and the public, by addressing the question: does a lay audience understand a basic definition of ML fairness? We develop a metric to measure comprehension of three such definitions--demographic parity, equal opportunity, and equalized odds. We evaluate this metric using an online survey, and investigate the relationship between comprehension and sentiment, demographics, and the definition itself.

Candice Schumann, Zhi Lang, Nicholas Mattei et al.

We propose a novel formulation of group fairness with biased feedback in the contextual multi-armed bandit (CMAB) setting. In the CMAB setting, a sequential decision maker must, at each time step, choose an arm to pull from a finite set of arms after observing some context for each of the potential arm pulls. In our model, arms are partitioned into two or more sensitive groups based on some protected feature(s) (e.g., age, race, or socio-economic status). Initial rewards received from pulling an arm may be distorted due to some unknown societal or measurement bias. We assume that in reality these groups are equal despite the biased feedback received by the agent. To alleviate this, we learn a societal bias term which can be used to both find the source of bias and to potentially fix the problem outside of the algorithm. We provide a novel algorithm that can accommodate this notion of fairness for an arbitrary number of groups, and provide a theoretical bound on the regret for our algorithm. We validate our algorithm using synthetic data and two real-world datasets for intervention settings wherein we want to allocate resources fairly across groups.

Candice Schumann, Xuezhi Wang, Alex Beutel et al.

If our models are used in new or unexpected cases, do we know if they will make fair predictions? Previously, researchers developed ways to debias a model for a single problem domain. However, this is often not how models are trained and used in practice. For example, labels and demographics (sensitive attributes) are often hard to observe, resulting in auxiliary or synthetic data to be used for training, and proxies of the sensitive attribute to be used for evaluation of fairness. A model trained for one setting may be picked up and used in many others, particularly as is common with pre-training and cloud APIs. Despite the pervasiveness of these complexities, remarkably little work in the fairness literature has theoretically examined these issues. We frame all of these settings as domain adaptation problems: how can we use what we have learned in a source domain to debias in a new target domain, without directly debiasing on the target domain as if it is a completely new problem? We offer new theoretical guarantees of improving fairness across domains, and offer a modeling approach to transfer to data-sparse target domains. We give empirical results validating the theory and showing that these modeling approaches can improve fairness metrics with less data.

Candice Schumann, Zhi Lang, Jeffrey S. Foster et al.

Given a huge set of applicants, how should a firm allocate sequential resume screenings, phone interviews, and in-person site visits? In a tiered interview process, later stages (e.g., in-person visits) are more informative, but also more expensive than earlier stages (e.g., resume screenings). Using accepted hiring models and the concept of structured interviews, a best practice in human resources, we cast tiered hiring as a combinatorial pure exploration (CPE) problem in the stochastic multi-armed bandit setting. The goal is to select a subset of arms (in our case, applicants) with some combinatorial structure. We present new algorithms in both the probably approximately correct (PAC) and fixed-budget settings that select a near-optimal cohort with provable guarantees. We show via simulations on real data from one of the largest US-based computer science graduate programs that our algorithms make better hiring decisions or use less budget than the status quo.

Candice Schumann, Samsara N. Counts, Jeffrey S. Foster et al.

How should a firm allocate its limited interviewing resources to select the optimal cohort of new employees from a large set of job applicants? How should that firm allocate cheap but noisy resume screenings and expensive but in-depth in-person interviews? We view this problem through the lens of combinatorial pure exploration (CPE) in the multi-armed bandit setting, where a central learning agent performs costly exploration of a set of arms before selecting a final subset with some combinatorial structure. We generalize a recent CPE algorithm to the setting where arm pulls can have different costs and return different levels of information. We then prove theoretical upper bounds for a general class of arm-pulling strategies in this new setting. We apply our general algorithm to a real-world problem with combinatorial structure: incorporating diversity into university admissions. We take real data from admissions at one of the largest US-based computer science graduate programs and show that a simulation of our algorithm produces a cohort with hiring overall utility while spending comparable budget to the current admissions process at that university.