Written by Jonnie Penn on The Economist.
“After the 2010 BP oil spill, for example, which killed 11 people and devastated the Gulf of Mexico, no one went to jail. The threat that Mr Runciman cautions against is that AI techniques, like playbooks for escaping corporate liability, will be used with impunity.
Today, pioneering researchers such as Julia Angwin, Virginia Eubanks and Cathy O’Neil reveal how various algorithmic systems calcify oppression, erode human dignity and undermine basic democratic mechanisms like accountability when engineered irresponsibly. Harm need not be deliberate; biased data-sets used to train predictive models also wreak havoc.
A central promise of AI is that it enables large-scale automated categorisation… This “promise” becomes a menace when directed at the complexities of everyday life. Careless labels can oppress and do harm when they assert false authority.”
Written by Emily Ackerman on City Lab.
“The advancement of robotics, AI, and other “futuristic” technologies has ushered in a new era in the ongoing struggle for representation of people with disabilities in large-scale decision-making settings.
We need to build a technological future that benefits disabled people without disadvantaging them along the way.
Accessible design should not depend on the ability of an able-bodied design team to understand someone else’s experience or foresee problems that they’ve never had. The burden of change should not rest on the user (or in my case, the bystander) and their ability to communicate their issues.
A solution that works for most at the expense of another is not enough.”
Written by Mark Purdy, John Zealley and Omaro Maseli on Harvard Business Review.
“Because of the subjective nature of emotions, emotional AI is especially prone to bias. For example, one study found that emotional analysis technology assigns more negative emotions to people of certain ethnicities than to others. Consider the ramifications in the workplace, where an algorithm consistently identifying an individual as exhibiting negative emotions might affect career progression.
In short, if left unaddressed, conscious or unconscious emotional bias can perpetuate stereotypes and assumptions at an unprecedented scale.”