A Nutritional Label for Rankings

Algorithmic decisions often result in scoring and ranking individuals to determine credit worthiness, qualifications for college admissions and employment, and compatibility as dating partners. While automatic and seemingly objective, ranking algorithms can discriminate against individuals and protected groups, and exhibit low diversity. Furthermore, ranked results are often unstable --- small changes in the input data or in the ranking methodology may lead to drastic changes in the output, making the result uninformative and easy to manipulate. Similar concerns apply in cases where items other than individuals are ranked, including colleges, academic departments, or products. In this demonstration we present Ranking Facts, a Web-based application that generates a "nutritional label" for rankings. Ranking Facts is made up of a collection of visual widgets that implement our latest research results on fairness, stability, and transparency for rankings, and that communicate details of the ranking methodology, or of the output, to the end user. We will showcase Ranking Facts on real datasets from different domains, including college rankings, criminal risk assessment, and financial services.Comment: 4 pages, SIGMOD demo, 3 figuress, ACM SIGMOD 201

Fairness-Aware Ranking in Search & Recommendation Systems with Application to LinkedIn Talent Search

We present a framework for quantifying and mitigating algorithmic bias in mechanisms designed for ranking individuals, typically used as part of web-scale search and recommendation systems. We first propose complementary measures to quantify bias with respect to protected attributes such as gender and age. We then present algorithms for computing fairness-aware re-ranking of results. For a given search or recommendation task, our algorithms seek to achieve a desired distribution of top ranked results with respect to one or more protected attributes. We show that such a framework can be tailored to achieve fairness criteria such as equality of opportunity and demographic parity depending on the choice of the desired distribution. We evaluate the proposed algorithms via extensive simulations over different parameter choices, and study the effect of fairness-aware ranking on both bias and utility measures. We finally present the online A/B testing results from applying our framework towards representative ranking in LinkedIn Talent Search, and discuss the lessons learned in practice. Our approach resulted in tremendous improvement in the fairness metrics (nearly three fold increase in the number of search queries with representative results) without affecting the business metrics, which paved the way for deployment to 100% of LinkedIn Recruiter users worldwide. Ours is the first large-scale deployed framework for ensuring fairness in the hiring domain, with the potential positive impact for more than 630M LinkedIn members.Comment: This paper has been accepted for publication at ACM KDD 201

Equity of Attention: Amortizing Individual Fairness in Rankings

Rankings of people and items are at the heart of selection-making, match-making, and recommender systems, ranging from employment sites to sharing economy platforms. As ranking positions influence the amount of attention the ranked subjects receive, biases in rankings can lead to unfair distribution of opportunities and resources, such as jobs or income. This paper proposes new measures and mechanisms to quantify and mitigate unfairness from a bias inherent to all rankings, namely, the position bias, which leads to disproportionately less attention being paid to low-ranked subjects. Our approach differs from recent fair ranking approaches in two important ways. First, existing works measure unfairness at the level of subject groups while our measures capture unfairness at the level of individual subjects, and as such subsume group unfairness. Second, as no single ranking can achieve individual attention fairness, we propose a novel mechanism that achieves amortized fairness, where attention accumulated across a series of rankings is proportional to accumulated relevance. We formulate the challenge of achieving amortized individual fairness subject to constraints on ranking quality as an online optimization problem and show that it can be solved as an integer linear program. Our experimental evaluation reveals that unfair attention distribution in rankings can be substantial, and demonstrates that our method can improve individual fairness while retaining high ranking quality.Comment: Accepted to SIGIR 201

On Measuring Bias in Online Information

Bias in online information has recently become a pressing issue, with search engines, social networks and recommendation services being accused of exhibiting some form of bias. In this vision paper, we make the case for a systematic approach towards measuring bias. To this end, we discuss formal measures for quantifying the various types of bias, we outline the system components necessary for realizing them, and we highlight the related research challenges and open problems.Comment: 6 pages, 1 figur

Designing Fair Ranking Schemes

Items from a database are often ranked based on a combination of multiple criteria. A user may have the flexibility to accept combinations that weigh these criteria differently, within limits. On the other hand, this choice of weights can greatly affect the fairness of the produced ranking. In this paper, we develop a system that helps users choose criterion weights that lead to greater fairness. We consider ranking functions that compute the score of each item as a weighted sum of (numeric) attribute values, and then sort items on their score. Each ranking function can be expressed as a vector of weights, or as a point in a multi-dimensional space. For a broad range of fairness criteria, we show how to efficiently identify regions in this space that satisfy these criteria. Using this identification method, our system is able to tell users whether their proposed ranking function satisfies the desired fairness criteria and, if it does not, to suggest the smallest modification that does. We develop user-controllable approximation that and indexing techniques that are applied during preprocessing, and support sub-second response times during the online phase. Our extensive experiments on real datasets demonstrate that our methods are able to find solutions that satisfy fairness criteria effectively and efficiently

iFair: Learning Individually Fair Data Representations for Algorithmic Decision Making

People are rated and ranked, towards algorithmic decision making in an increasing number of applications, typically based on machine learning. Research on how to incorporate fairness into such tasks has prevalently pursued the paradigm of group fairness: giving adequate success rates to specifically protected groups. In contrast, the alternative paradigm of individual fairness has received relatively little attention, and this paper advances this less explored direction. The paper introduces a method for probabilistically mapping user records into a low-rank representation that reconciles individual fairness and the utility of classifiers and rankings in downstream applications. Our notion of individual fairness requires that users who are similar in all task-relevant attributes such as job qualification, and disregarding all potentially discriminating attributes such as gender, should have similar outcomes. We demonstrate the versatility of our method by applying it to classification and learning-to-rank tasks on a variety of real-world datasets. Our experiments show substantial improvements over the best prior work for this setting.Comment: Accepted at ICDE 2019. Please cite the ICDE 2019 proceedings versio