arXiv subjects

L. Elisa Celis

Publications and source records attributed to L. Elisa Celis.

At least 19 recordsLinked to original sources

arXiv2026

Strategic Costs of Perceived Bias in Fair Selection

Meritocratic systems, from admissions to hiring, aim to impartially reward skill and effort. Yet persistent disparities across race, gender, and class challenge this ideal. Some attribute these gaps to structural inequality; others to individual choice. We develop a game-theoretic model in which candidates from different socioeconomic groups differ in their perceived post-selection value--shaped by social context and, increasingly, by AI-powered tools offering personalized career or salary guidance. Each candidate strategically chooses effort, balancing its cost against expected reward; effort translates into observable merit, and selection is based solely on merit. We characterize the unique Nash equilibrium in the large-agent limit and derive explicit formulas showing how valuation disparities and institutional selectivity jointly determine effort, representation, social welfare, and utility. We further propose a cost-sensitive optimization framework that quantifies how modifying selectivity or perceived value can reduce disparities without compromising institutional goals. Our analysis reveals a perception-driven bias: when perceptions of post-selection value differ across groups, these differences translate into rational differences in effort, propagating disparities backward through otherwise "fair" selection processes. While the model is static, it captures one stage of a broader feedback cycle linking perceptions, incentives, and outcome--bridging rational-choice and structural explanations of inequality by showing how techno-social environments shape individual incentives in meritocratic systems.

cs.GT↗

arXiv2025

A Mathematical Framework for AI-Human Integration in Work

The rapid rise of Generative AI (GenAI) tools has sparked debate over their role in complementing or replacing human workers across job contexts. We present a mathematical framework that models jobs, workers, and worker-job fit, introducing a novel decomposition of skills into decision-level and action-level subskills to reflect the complementary strengths of humans and GenAI. We analyze how changes in subskill abilities affect job success, identifying conditions for sharp transitions in success probability. We also establish sufficient conditions under which combining workers with complementary subskills significantly outperforms relying on a single worker. This explains phenomena such as productivity compression, where GenAI assistance yields larger gains for lower-skilled workers. We demonstrate the framework' s practicality using data from O*NET and Big-Bench Lite, aligning real-world data with our model via subskill-division methods. Our results highlight when and how GenAI complements human skills, rather than replacing them.

cs.AI↗

arXiv2024

Centralized Selection with Preferences in the Presence of Biases

This paper considers the scenario in which there are multiple institutions, each with a limited capacity for candidates, and candidates, each with preferences over the institutions. A central entity evaluates the utility of each candidate to the institutions, and the goal is to select candidates for each institution in a way that maximizes utility while also considering the candidates' preferences. The paper focuses on the setting in which candidates are divided into multiple groups and the observed utilities of candidates in some groups are biased--systematically lower than their true utilities. The first result is that, in these biased settings, prior algorithms can lead to selections with sub-optimal true utility and significant discrepancies in the fraction of candidates from each group that get their preferred choices. Subsequently, an algorithm is presented along with proof that it produces selections that achieve near-optimal group fairness with respect to preferences while also nearly maximizing the true utility under distributional assumptions. Further, extensive empirical validation of these results in real-world and synthetic settings, in which the distributional assumptions may not hold, are presented.

cs.DS↗

arXiv2024

Fair Classification with Partial Feedback: An Exploration-Based Data Collection Approach

In many predictive contexts (e.g., credit lending), true outcomes are only observed for samples that were positively classified in the past. These past observations, in turn, form training datasets for classifiers that make future predictions. However, such training datasets lack information about the outcomes of samples that were (incorrectly) negatively classified in the past and can lead to erroneous classifiers. We present an approach that trains a classifier using available data and comes with a family of exploration strategies to collect outcome data about subpopulations that otherwise would have been ignored. For any exploration strategy, the approach comes with guarantees that (1) all sub-populations are explored, (2) the fraction of false positives is bounded, and (3) the trained classifier converges to a ``desired'' classifier. The right exploration strategy is context-dependent; it can be chosen to improve learning guarantees and encode context-specific group fairness properties. Evaluation on real-world datasets shows that this approach consistently boosts the quality of collected outcome data and improves the fraction of true positives for all groups, with only a small reduction in predictive utility.

cs.LG↗

arXiv2023

Bias in Evaluation Processes: An Optimization-Based Model

Biases with respect to socially-salient attributes of individuals have been well documented in evaluation processes used in settings such as admissions and hiring. We view such an evaluation process as a transformation of a distribution of the true utility of an individual for a task to an observed distribution and model it as a solution to a loss minimization problem subject to an information constraint. Our model has two parameters that have been identified as factors leading to biases: the resource-information trade-off parameter in the information constraint and the risk-averseness parameter in the loss function. We characterize the distributions that arise from our model and study the effect of the parameters on the observed distribution. The outputs of our model enrich the class of distributions that can be used to capture variation across groups in the observed evaluations. We empirically validate our model by fitting real-world datasets and use it to study the effect of interventions in a downstream selection task. These results contribute to an understanding of the emergence of bias in evaluation processes and provide tools to guide the deployment of interventions to mitigate biases.

cs.CY↗

arXiv2023

Addressing Strategic Manipulation Disparities in Fair Classification

In real-world classification settings, such as loan application evaluation or content moderation on online platforms, individuals respond to classifier predictions by strategically updating their features to increase their likelihood of receiving a particular (positive) decision (at a certain cost). Yet, when different demographic groups have different feature distributions or pay different update costs, prior work has shown that individuals from minority groups often pay a higher cost to update their features. Fair classification aims to address such classifier performance disparities by constraining the classifiers to satisfy statistical fairness properties. However, we show that standard fairness constraints do not guarantee that the constrained classifier reduces the disparity in strategic manipulation cost. To address such biases in strategic settings and provide equal opportunities for strategic manipulation, we propose a constrained optimization framework that constructs classifiers that lower the strategic manipulation cost for minority groups. We develop our framework by studying theoretical connections between group-specific strategic cost disparity and standard selection rate fairness metrics (e.g., statistical rate and true positive rate). Empirically, we show the efficacy of this approach over multiple real-world datasets.

cs.CY↗

arXiv2023

Subset Selection Based On Multiple Rankings in the Presence of Bias: Effectiveness of Fairness Constraints for Multiwinner Voting Score Functions

We consider the problem of subset selection where one is given multiple rankings of items and the goal is to select the highest ``quality'' subset. Score functions from the multiwinner voting literature have been used to aggregate rankings into quality scores for subsets. We study this setting of subset selection problems when, in addition, rankings may contain systemic or unconscious biases toward a group of items. For a general model of input rankings and biases, we show that requiring the selected subset to satisfy group fairness constraints can improve the quality of the selection with respect to unbiased rankings. Importantly, we show that for fairness constraints to be effective, different multiwinner score functions may require a drastically different number of rankings: While for some functions, fairness constraints need an exponential number of rankings to recover a close-to-optimal solution, for others, this dependency is only polynomial. This result relies on a novel notion of ``smoothness'' of submodular functions in this setting that quantifies how well a function can ``correctly'' assess the quality of items in the presence of bias. The results in this paper can be used to guide the choice of multiwinner score functions for the subset selection setting considered here; we additionally provide a tool to empirically enable this.

cs.CY↗

arXiv2023

Designing Closed-Loop Models for Task Allocation

Automatically assigning tasks to people is challenging because human performance can vary across tasks for many reasons. This challenge is further compounded in real-life settings in which no oracle exists to assess the quality of human decisions and task assignments made. Instead, we find ourselves in a "closed" decision-making loop in which the same fallible human decisions we rely on in practice must also be used to guide task allocation. How can imperfect and potentially biased human decisions train an accurate allocation model? Our key insight is to exploit weak prior information on human-task similarity to bootstrap model training. We show that the use of such a weak prior can improve task allocation accuracy, even when human decision-makers are fallible and biased. We present both theoretical analysis and empirical evaluation over synthetic data and a social media toxicity detection task. Results demonstrate the efficacy of our approach.

cs.HC↗

arXiv2022

Diverse Representation via Computational Participatory Elections -- Lessons from a Case Study

Elections are the central institution of democratic processes, and often the elected body -- in either public or private governance -- is a committee of individuals. To ensure the legitimacy of elected bodies, the electoral processes should guarantee that diverse groups are represented, in particular members of groups that are marginalized due to gender, ethnicity, or other socially salient attributes. To address this challenge of representation, we have designed a novel participatory electoral process coined the Representation Pact, implemented with the support of a computational system. That process explicitly enables voters to flexibly decide on representation criteria in a first round, and then lets them vote for candidates in a second round. After the two rounds, a counting method is applied, which selects the committee of candidates that maximizes the number of votes received in the second round, conditioned on satisfying the criteria provided in the first round. With the help of a detailed use case that applied this process in a primary election of 96 representatives in Switzerland, we explain how this method contributes to fairness in political elections by achieving a better "descriptive representation". Further, based on this use case, we identify lessons learnt that are applicable to participatory computational systems used in societal or political contexts. Good practices are identified and presented.

cs.CY↗

arXiv2021

Fair Classification with Adversarial Perturbations

We study fair classification in the presence of an omniscient adversary that, given an $η$, is allowed to choose an arbitrary $η$-fraction of the training samples and arbitrarily perturb their protected attributes. The motivation comes from settings in which protected attributes can be incorrect due to strategic misreporting, malicious actors, or errors in imputation; and prior approaches that make stochastic or independence assumptions on errors may not satisfy their guarantees in this adversarial setting. Our main contribution is an optimization framework to learn fair classifiers in this adversarial setting that comes with provable guarantees on accuracy and fairness. Our framework works with multiple and non-binary protected attributes, is designed for the large class of linear-fractional fairness metrics, and can also handle perturbations besides protected attributes. We prove near-tightness of our framework's guarantees for natural hypothesis classes: no algorithm can have significantly better accuracy and any algorithm with better fairness must have lower accuracy. Empirically, we evaluate the classifiers produced by our framework for statistical rate on real-world and synthetic datasets for a family of adversaries.

cs.LG↗

arXiv2021

Auditing for Diversity using Representative Examples

Assessing the diversity of a dataset of information associated with people is crucial before using such data for downstream applications. For a given dataset, this often involves computing the imbalance or disparity in the empirical marginal distribution of a protected attribute (e.g. gender, dialect, etc.). However, real-world datasets, such as images from Google Search or collections of Twitter posts, often do not have protected attributes labeled. Consequently, to derive disparity measures for such datasets, the elements need to hand-labeled or crowd-annotated, which are expensive processes. We propose a cost-effective approach to approximate the disparity of a given unlabeled dataset, with respect to a protected attribute, using a control set of labeled representative examples. Our proposed algorithm uses the pairwise similarity between elements in the dataset and elements in the control set to effectively bootstrap an approximation to the disparity of the dataset. Importantly, we show that using a control set whose size is much smaller than the size of the dataset is sufficient to achieve a small approximation error. Further, based on our theoretical framework, we also provide an algorithm to construct adaptive control sets that achieve smaller approximation errors than randomly chosen control sets. Simulations on two image datasets and one Twitter dataset demonstrate the efficacy of our approach (using random and adaptive control sets) in auditing the diversity of a wide variety of datasets.

cs.CY↗

arXiv2021

Dialect Diversity in Text Summarization on Twitter

Discussions on Twitter involve participation from different communities with different dialects and it is often necessary to summarize a large number of posts into a representative sample to provide a synopsis. Yet, any such representative sample should sufficiently portray the underlying dialect diversity to present the voices of different participating communities representing the dialects. Extractive summarization algorithms perform the task of constructing subsets that succinctly capture the topic of any given set of posts. However, we observe that there is dialect bias in the summaries generated by common summarization approaches, i.e., they often return summaries that under-represent certain dialects. The vast majority of existing "fair" summarization approaches require socially salient attribute labels (in this case, dialect) to ensure that the generated summary is fair with respect to the socially salient attribute. Nevertheless, in many applications, these labels do not exist. Furthermore, due to the ever-evolving nature of dialects in social media, it is unreasonable to label or accurately infer the dialect of every social media post. To correct for the dialect bias, we employ a framework that takes an existing text summarization algorithm as a blackbox and, using a small set of dialect-diverse sentences, returns a summary that is relatively more dialect-diverse. Crucially, this approach does not need the posts being summarized to have dialect labels, ensuring that the diversification process is independent of dialect classification/identification models. We show the efficacy of our approach on Twitter datasets containing posts written in dialects used by different social groups defined by race or gender; in all cases, our approach leads to improved dialect diversity compared to standard text summarization approaches.

cs.CY↗

arXiv2021

Mitigating Bias in Set Selection with Noisy Protected Attributes

Subset selection algorithms are ubiquitous in AI-driven applications, including, online recruiting portals and image search engines, so it is imperative that these tools are not discriminatory on the basis of protected attributes such as gender or race. Currently, fair subset selection algorithms assume that the protected attributes are known as part of the dataset. However, protected attributes may be noisy due to errors during data collection or if they are imputed (as is often the case in real-world settings). While a wide body of work addresses the effect of noise on the performance of machine learning algorithms, its effect on fairness remains largely unexamined. We find that in the presence of noisy protected attributes, in attempting to increase fairness without considering noise, one can, in fact, decrease the fairness of the result! Towards addressing this, we consider an existing noise model in which there is probabilistic information about the protected attributes (e.g., [58, 34, 20, 46]), and ask is fair selection possible under noisy conditions? We formulate a ``denoised'' selection problem which functions for a large class of fairness metrics; given the desired fairness goal, the solution to the denoised problem violates the goal by at most a small multiplicative amount with high probability. Although this denoised problem turns out to be NP-hard, we give a linear-programming based approximation algorithm for it. We evaluate this approach on both synthetic and real-world datasets. Our empirical results show that this approach can produce subsets which significantly improve the fairness metrics despite the presence of noisy protected attributes, and, compared to prior noise-oblivious approaches, has better Pareto-tradeoffs between utility and fairness.

cs.CY↗

arXiv2021

Fair Classification with Noisy Protected Attributes: A Framework with Provable Guarantees

We present an optimization framework for learning a fair classifier in the presence of noisy perturbations in the protected attributes. Compared to prior work, our framework can be employed with a very general class of linear and linear-fractional fairness constraints, can handle multiple, non-binary protected attributes, and outputs a classifier that comes with provable guarantees on both accuracy and fairness. Empirically, we show that our framework can be used to attain either statistical rate or false positive rate fairness guarantees with a minimal loss in accuracy, even when the noise is large, in two real-world datasets.

cs.LG↗

arXiv2020

The Effect of the Rooney Rule on Implicit Bias in the Long Term

A robust body of evidence demonstrates the adverse effects of implicit bias in various contexts--from hiring to health care. The Rooney Rule is an intervention developed to counter implicit bias and has been implemented in the private and public sectors. The Rooney Rule requires that a selection panel include at least one candidate from an underrepresented group in their shortlist of candidates. Recently, Kleinberg and Raghavan proposed a model of implicit bias and studied the effectiveness of the Rooney Rule when applied to a single selection decision. However, selection decisions often occur repeatedly over time. Further, it has been observed that, given consistent counterstereotypical feedback, implicit biases against underrepresented candidates can change. We consider a model of how a selection panel's implicit bias changes over time given their hiring decisions either with or without the Rooney Rule in place. Our main result is that, when the panel is constrained by the Rooney Rule, their implicit bias roughly reduces at a rate that is the inverse of the size of the shortlist--independent of the number of candidates, whereas without the Rooney Rule, the rate is inversely proportional to the number of candidates. Thus, when the number of candidates is much larger than the size of the shortlist, the Rooney Rule enables a faster reduction in implicit bias, providing an additional reason in favor of using it as a strategy to mitigate implicit bias. Towards empirically evaluating the long-term effect of the Rooney Rule in repeated selection decisions, we conduct an iterative candidate selection experiment on Amazon MTurk. We observe that, indeed, decision-makers subject to the Rooney Rule select more minority candidates in addition to those required by the rule itself than they would if no rule is in effect, and do so without considerably decreasing the utility of candidates selected.

cs.CY↗

arXiv2020

Implicit Diversity in Image Summarization

Studies have shown that the people depicted in image search results tend to be of majority groups with respect to socially salient attributes. This skew goes beyond that which already exists in the world - e.g., Kay et al. showed that although 28% of CEOs in US are women, only 10% of the top 100 results for CEO in Google Image Search are women. Most existing approaches to correct for this kind of bias assume that the images of people include socially salient attribute labels. However, such labels are often unknown. Further, using automated techniques to infer these labels may often not be possible within acceptable accuracy ranges, and may not be desirable due to the additional biases this process could incur. We develop a novel approach that takes as input a visibly diverse control set of images and uses this set to select a set of images of people in response to a query. The goal is to have a resulting set that is more visibly diverse in a manner that emulates the diversity depicted in the control set. Importantly, this approach does not require images to be labelled at any point; effectively, it gives a way to implicitly diversify the set of images selected. We provide two variants of our approach: the first is a modification of the MMR algorithm to incorporate the diversity scores, and second is a more efficient variant that does not consider within-list redundancy. We evaluate these approaches empirically on two datasets 1) a new dataset containing top Google image results for 96 occupations, for which we evaluate gender and skin-tone diversity with respect to occupations and 2) the CelebA dataset for which we evaluate gender diversity with respect to facial features. Our approaches produce image sets that significantly improve the visible diversity of the results, compared to current Google search and other diverse image summarization algorithms, at a minimal cost to accuracy.

cs.LG↗

arXiv2020

Data preprocessing to mitigate bias: A maximum entropy based approach

Data containing human or social attributes may over- or under-represent groups with respect to salient social attributes such as gender or race, which can lead to biases in downstream applications. This paper presents an algorithmic framework that can be used as a data preprocessing method towards mitigating such bias. Unlike prior work, it can efficiently learn distributions over large domains, controllably adjust the representation rates of protected groups and achieve target fairness metrics such as statistical parity, yet remains close to the empirical distribution induced by the given dataset. Our approach leverages the principle of maximum entropy - amongst all distributions satisfying a given set of constraints, we should choose the one closest in KL-divergence to a given prior. While maximum entropy distributions can succinctly encode distributions over large domains, they can be difficult to compute. Our main contribution is an instantiation of this framework for our set of constraints and priors, which encode our bias mitigation goals, and that runs in time polynomial in the dimension of the data. Empirically, we observe that samples from the learned distribution have desired representation rates and statistical rates, and when used for training a classifier incurs only a slight loss in accuracy while maintaining fairness properties.

cs.LG↗

arXiv2020

Classification with Fairness Constraints: A Meta-Algorithm with Provable Guarantees

Developing classification algorithms that are fair with respect to sensitive attributes of the data has become an important problem due to the growing deployment of classification algorithms in various social contexts. Several recent works have focused on fairness with respect to a specific metric, modeled the corresponding fair classification problem as a constrained optimization problem, and developed tailored algorithms to solve them. Despite this, there still remain important metrics for which we do not have fair classifiers and many of the aforementioned algorithms do not come with theoretical guarantees; perhaps because the resulting optimization problem is non-convex. The main contribution of this paper is a new meta-algorithm for classification that takes as input a large class of fairness constraints, with respect to multiple non-disjoint sensitive attributes, and which comes with provable guarantees. This is achieved by first developing a meta-algorithm for a large family of classification problems with convex constraints, and then showing that classification problems with general types of fairness constraints can be reduced to those in this family. We present empirical results that show that our algorithm can achieve near-perfect fairness with respect to various fairness metrics, and that the loss in accuracy due to the imposed fairness constraints is often small. Overall, this work unifies several prior works on fair classification, presents a practical algorithm with theoretical guarantees, and can handle fairness metrics that were previously not possible.

cs.LG↗