Yang Xu

Chongyu Sun, Yang Xu, Zebin Wu et al.

This paper proposes a Rotation-equivariant Attention Feature Fusion Pyramid Networks for Aerial Object Detection named ReAFFPN. ReAFFPN aims at improving the effect of rotation-equivariant features fusion between adjacent layers which suffers from the semantic and scale discontinuity. Due to the particularity of rotational equivariant convolution, general methods are unable to achieve their original effect while ensuring rotation equivariance of the network. To solve this problem, we design a new Rotation-equivariant Channel Attention which has the ability to both generate channel attention and keep rotation equivariance. Then we embed a new channel attention function into Iterative Attentional Feature Fusion (iAFF) module to realize Rotation-equivariant Attention Feature Fusion. Experimental results demonstrate that ReAFFPN achieves a better rotation-equivariant feature fusion ability and significantly improve the accuracy of the Rotation-equivariant Convolutional Networks.

Jian Zhu, He Wang, Yang Xu et al.

Hyperspectral and multispectral image (HSI-MSI) fusion involves combining a low-resolution hyperspectral image (LR-HSI) with a high-resolution multispectral image (HR-MSI) to generate a high-resolution hyperspectral image (HR-HSI). Most deep learning-based methods for HSI-MSI fusion rely on large amounts of hyperspectral data for supervised training, which is often scarce in practical applications. In this paper, we propose a self-learning Adaptive Residual Guided Subspace Diffusion Model (ARGS-Diff), which only utilizes the observed images without any extra training data. Specifically, as the LR-HSI contains spectral information and the HR-MSI contains spatial information, we design two lightweight spectral and spatial diffusion models to separately learn the spectral and spatial distributions from them. Then, we use these two models to reconstruct HR-HSI from two low-dimensional components, i.e, the spectral basis and the reduced coefficient, during the reverse diffusion process. Furthermore, we introduce an Adaptive Residual Guided Module (ARGM), which refines the two components through a residual guided function at each sampling step, thereby stabilizing the sampling process. Extensive experimental results demonstrate that ARGS-Diff outperforms existing state-of-the-art methods in terms of both performance and computational efficiency in the field of HSI-MSI fusion. Code is available at https://github.com/Zhu1116/ARGS-Diff.

Xi Chen, Yang Xu, MingKe You et al.

This study evaluates whether large language models (LLMs) exhibit biases towards medical professionals. Fictitious candidate resumes were created to control for identity factors while maintaining consistent qualifications. Three LLMs (GPT-4, Claude-3-haiku, and Mistral-Large) were tested using a standardized prompt to evaluate resumes for specific residency programs. Explicit bias was tested by changing gender and race information, while implicit bias was tested by changing names while hiding race and gender. Physician data from the Association of American Medical Colleges was used to compare with real-world demographics. 900,000 resumes were evaluated. All LLMs exhibited significant gender and racial biases across medical specialties. Gender preferences varied, favoring male candidates in surgery and orthopedics, while preferring females in dermatology, family medicine, obstetrics and gynecology, pediatrics, and psychiatry. Claude-3 and Mistral-Large generally favored Asian candidates, while GPT-4 preferred Black and Hispanic candidates in several specialties. Tests revealed strong preferences towards Hispanic females and Asian males in various specialties. Compared to real-world data, LLMs consistently chose higher proportions of female and underrepresented racial candidates than their actual representation in the medical workforce. GPT-4, Claude-3, and Mistral-Large showed significant gender and racial biases when evaluating medical professionals for residency selection. These findings highlight the potential for LLMs to perpetuate biases and compromise healthcare workforce diversity if used without proper bias mitigation strategies.