Prasanna Parasurama

Prasanna Parasurama, Panos Ipeirotis

Algorithmic tools are increasingly used in hiring to improve fairness and diversity, often by enforcing constraints such as gender-balanced candidate shortlists. However, we show theoretically and empirically that enforcing equal representation at the shortlist stage does not necessarily translate into more diverse final hires, even when there is no gender bias in the hiring stage. We identify a crucial factor influencing this outcome: the correlation between the algorithm's screening criteria and the human hiring manager's evaluation criteria -- higher correlation leads to lower diversity in final hires. Using a large-scale empirical analysis of nearly 800,000 job applications across multiple technology firms, we find that enforcing equal shortlists yields limited improvements in hire diversity when the algorithmic screening closely mirrors the hiring manager's preferences. We propose a complementary algorithmic approach designed explicitly to diversify shortlists by selecting candidates likely to be overlooked by managers, yet still competitive according to their evaluation criteria. Empirical simulations show that this approach significantly enhances gender diversity in final hires without substantially compromising hire quality. These findings highlight the importance of algorithmic design choices in achieving organizational diversity goals and provide actionable guidance for practitioners implementing fairness-oriented hiring algorithms.

Prasanna Parasurama, João Sedoc

We investigate whether it is feasible to remove gendered information from resumes to mitigate potential bias in algorithmic resume screening. Using a corpus of 709k resumes from IT firms, we first train a series of models to classify the self-reported gender of the applicant, thereby measuring the extent and nature of gendered information encoded in resumes. We then conduct a series of gender obfuscation experiments, where we iteratively remove gendered information from resumes. Finally, we train a resume screening algorithm and investigate the trade-off between gender obfuscation and screening algorithm performance. Results show: (1) There is a significant amount of gendered information in resumes. (2) Lexicon-based gender obfuscation method (i.e. removing tokens that are predictive of gender) can reduce the amount of gendered information to a large extent. However, after a certain point, the performance of the resume screening algorithm starts suffering. (3) General-purpose gender debiasing methods for NLP models such as removing gender subspace from embeddings are not effective in obfuscating gender.

Prasanna Parasurama

This paper presents raceBERT -- a transformer-based model for predicting race and ethnicity from character sequences in names, and an accompanying python package. Using a transformer-based model trained on a U.S. Florida voter registration dataset, the model predicts the likelihood of a name belonging to 5 U.S. census race categories (White, Black, Hispanic, Asian & Pacific Islander, American Indian & Alaskan Native). I build on Sood and Laohaprapanon (2018) by replacing their LSTM model with transformer-based models (pre-trained BERT model, and a roBERTa model trained from scratch), and compare the results. To the best of my knowledge, raceBERT achieves state-of-the-art results in race prediction using names, with an average f1-score of 0.86 -- a 4.1% improvement over the previous state-of-the-art, and improvements between 15-17% for non-white names.