Comment by nonethewiser
5 hours ago
>Which means there's a good chance this is somehow correlated in one way or another to race/gender/other protected classes in the US, just by the math of everything being correlated to everything.
>Which means this is one good lawsuit away from being illegal in the US as well.
Uhh.. what? No that doesn't follow at all.
Screening resumes in a way that correlates to race, gender, etc. is not illegal. This is a fundamental distinction. The law is you cannot use those as filters. But the outcomes likely will be correlated. In fact to ensure they are not correlated you'd have to break the law and control for race, gender etc. Which is racism.
The models dont even get race as an input. If they did and they used it to select then yeah, that lawsuit sounds like it has merit. But a mere correlation in outcomes? In no way illegal what-so-ever.
The US has a notion of "disparate impact"[1] that means you can be liable for discriminating based on a protected characteristic on the basis of correlation. This is why HR departments are very hesitant to use things like IQ tests for screening candidates, for example.
[1]: https://www.congress.gov/crs-product/IF13057