Reference health
Mitigating Bias in Algorithmic Employment Screening: Evaluating Claims and Practices
34/34 checkable references clean · checked 2026-08-27
Every reference with a DOI in the deposited reference list resolved to a known work in Crossref or DataCite at the dated check, and none carried a retraction, withdrawal, or removal notice.
61 without a DOI — not checked. A reference deposited without a DOI is never matched by title or guessed at; it stays outside the checked set, and this line discloses that.
The 34 checked references that resolve
resolves10.1177/1529100619832930
Emotional Expressions Reconsidered: Challenges to Inferring Emotion From Human Facial Movements
resolves10.1111/j.1540-4560.2012.01747.x
Developing the Research Basis for Controlling Bias in Hiring
resolves10.1257/0002828042002561
Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination
resolves10.2139/ssrn.3263878
Artificial Intelligence in Human Resources Management: Challenges and a Path Forward
resolves10.1145/3292500.3330691
Fairness-Aware Ranking in Search & Recommendation Systems with Application to LinkedIn Talent Search
resolves10.1111/j.1754-9434.2011.01382.x
The <i>Uniform Guidelines</i> Are a Detriment to the Field of Personnel Selection
resolves10.1073/pnas.1706255114
Meta-analysis of field experiments shows no change in racial discrimination in hiring over time
resolves10.1111/j.1744-6570.1968.tb02284.x
RACIAL DIFFERENCES ON SELECTION INSTRUMENTS RELATED TO SUBSEQUENT JOB PERFORMANCE
resolves10.1145/3351095.3372849
What does it mean to 'solve' the problem of discrimination in hiring?
The 61 references without a DOI — listed, not checked
no DOI — not checkedThe paradox of automation as anti-bias intervention
no DOI — not checkedref2
no DOI — not checkedref5
no DOI — not checkedIs algorithmic affirmative action legal?
no DOI — not checkedref13
no DOI — not checkedref14
no DOI — not checkedGender shades: Intersectional accuracy disparities in commercial gender classification
no DOI — not checkedRanking with fairness constraints
no DOI — not checkedref19
no DOI — not checkedShould companies use AI to assess job candidates?
no DOI — not checkedOn the use of statistics in employment discrimination cases
no DOI — not checkedStatistical laws and the use of statistics in law: A rejoinder to Professor Shoben
no DOI — not checkedEqual Employment Opportunity Commission, Civil Service Commission, et al. Uniform guidelines on employee selection procedures
no DOI — not checkedref28
no DOI — not checkedref30
no DOI — not checkedref31
no DOI — not checkedref32
no DOI — not checkedref33
no DOI — not checkedCensoring representations with an adversary
no DOI — not checkedOrganizational Psychology (US), and American Psychological Association. Division of Industrial-Organizational Psychology. Principles for the validation and use of personnel selection procedures
no DOI — not checkedThe elements of statistical learning
no DOI — not checkedref38
no DOI — not checkedref39
no DOI — not checkedScientific selection of employees
no DOI — not checkedref42
no DOI — not checkedToward fairness in ai for people with disabilities: A research roadmap
no DOI — not checkedEmployment tests and employment discrimination: A dissenting psychological opinion
no DOI — not checkedref46
no DOI — not checkedref47
no DOI — not checkedCan AI solve the diversity problem in the tech industry? mitigating noise and bias in employment decision-making
no DOI — not checkedref51
no DOI — not checkedIf there's only one woman in your candidate pool, there's statistically no chance she'll be hired
no DOI — not checkedref53
no DOI — not checkedData-driven discrimination at work
no DOI — not checkedAuditing algorithms for discrimination
no DOI — not checkedBig data and artificial intelligence: New challenges for workplace equality
no DOI — not checkedManipulating opportunity
no DOI — not checkedref61
no DOI — not checkedref62
no DOI — not checkedDoes mitigating ml's impact disparity require treatment disparity?
no DOI — not checkedref64
no DOI — not checkedLearning adversarially fair and transferable representations
no DOI — not checkedref66
no DOI — not checkedPsychology and industrial efficiency
no DOI — not checkedToward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings
no DOI — not checkedMitigating bias in AI models
no DOI — not checkedActionable auditing: Investigating the impact of publicly naming biased performance results of commercial AI products
no DOI — not checkedBots, bias and big data: Artificial intelligence, algorithmic bias and disparate impact liability in hiring practices
no DOI — not checkedref78
no DOI — not checkedref79
no DOI — not checkedref80
no DOI — not checkedMeta-analysis of coefficient alpha
no DOI — not checkedref83
no DOI — not checkedref85
no DOI — not checkedDifferential pass-fail rates in employment testing: Statistical proof under Title VII
no DOI — not checkedIn defense of disparate impact analysis under Title VII: A reply to Dr
no DOI — not checkedref90
no DOI — not checkedref92
no DOI — not checkedFairness Constraints: Mechanisms for Fair Classification
no DOI — not checkedLearning fair representations
no DOI — not checkedTackling mental health by integrating unobtrusive multimodal sensing
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