Steven Vethman

Ajaya Adhikari, Steven Vethman, Daan Vos et al.

Skills-based matching promises mobility of workers between different sectors and occupations in the labor market. In this case, job seekers can look for jobs they do not yet have experience in, but for which they do have relevant skills. Currently, there are multiple occupations with a skewed gender distribution. For skills-based matching, it is unclear if and how a shift in the gender distribution, which we call gender mobility, between occupations will be effected. It is expected that the skills-based matching approach will likely be data-driven, including computational language models and supervised learning methods. This work, first, shows the presence of gender segregation in language model-based skills representation of occupations. Second, we assess the use of these representations in a potential application based on simulated data, and show that the gender segregation is propagated by various data-driven skills-based matching models.These models are based on different language representations (bag of words, word2vec, and BERT), and distance metrics (static and machine learning-based). Accordingly, we show how skills-based matching approaches can be evaluated and compared on matching performance as well as on the risk of gender segregation. Making the gender segregation bias of models more explicit can help in generating healthy trust in the use of these models in practice.

S. Vethman, A. Adhikari, M. H. T. de Boer et al.

Discriminatory job vacancies are disapproved worldwide, but remain persistent. Discrimination in job vacancies can be explicit by directly referring to demographic memberships of candidates. More implicit forms of discrimination are also present that may not always be illegal but still influence the diversity of applicants. Explicit written discrimination is still present in numerous job vacancies, as was recently observed in the Netherlands. Current efforts for the detection of explicit discrimination concern the identification of job vacancies containing potentially discriminating terms such as "young" or "male". However, automatic detection is inefficient due to low precision: e.g. "we are a young company" or "working with mostly male patients" are phrases that contain explicit terms, while the context shows that these do not reflect discriminatory content. In this paper, we show how machine learning based computational language models can raise precision in the detection of explicit discrimination by identifying when the potentially discriminating terms are used in a discriminatory context. We focus on gender discrimination, which indeed suffers from low precision when filtering explicit terms. First, we created a data set for gender discrimination in job vacancies. Second, we investigated a variety of computational language models for discriminatory context detection. Third, we evaluated the capability of these models to detect unforeseen discriminating terms in context. The results show that machine learning based methods can detect explicit gender discrimination with high precision and help in finding new forms of discrimination. Accordingly, the proposed methods can substantially increase the effectiveness of detecting job vacancies which are highly suspected to be discriminatory. In turn, this may lower the discrimination experienced at the start of the recruitment process.