New research shows that people recognize more of their biases in algorithms' decisions than they do in their own -- even when those decisions are the same. Algorithms were supposed to make our lives ...

New research by Questrom’s Carey Morewedge shows that people recognize more of their biases in algorithms’ decisions than they do in their own—even when those decisions are the same Algorithms were ...

Algorithms were supposed to make our lives easier and fairer: help us find the best job applicants, help judges impartially assess the risks of bail and bond decisions, and ensure that health care is ...

Algorithms are a staple of modern life. People rely on algorithmic recommendations to wade through deep catalogs and find the best movies, routes, information, products, people and investments.

For more than a decade, journalists and researchers have been writing about the dangers of relying on algorithms to make weighty decisions: who gets locked up, who gets a job, who gets a loan — even ...

In recent years, employers have tried a variety of technological fixes to combat algorithm bias — the tendency of hiring and recruiting algorithms to screen out job applicants by race or gender. They ...

Algorithms aren’t acting maliciously. They’re doing what they were built to do. That’s why algorithmic bias in marketing is ...

California Attorney General Rob Bonta is investigating hospitals' software algorithms to help identify potential racial biases in the systems. Listen to Health Affairs' Jessica Bylander and Rob Lott ...

Add Yahoo as a preferred source to see more of our stories on Google. AI is increasingly finding its way into healthcare decisions, from diagnostics to treatment decisions to robotic surgery. As I’ve ...

Health systems rely on commercial prediction algorithms to identify and help patients with complex health needs. We show that a widely used algorithm, typical of this industry-wide approach and ...

Despite some progress, gender discrimination in hiring remains a challenge. Women are judged more harshly than men, with a broad assumption of less competence. Only 15 percent of CEOs at Fortune 500 ...