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Summary
Our project investigates gender bias in AI-driven resume screening using mechanistic interpretability techniques. By testing a language model's decision-making process on resumes differing only by gendered names, we uncovered a statistically significant bias favoring male-associated names in ambiguous cases. Using Goodfire’s Ember API, we analyzed model logits and performed rigorous statistical evaluations (t-tests, ANOVA, logistic regression).
Findings reveal that male names received more positive responses when skill matching was uncertain, highlighting potential discrimination risks in automated hiring systems. To address this, we propose mitigation strategies such as anonymization, fairness constraints, and continuous bias audits using interpretability tools. Our research underscores the importance of AI fairness and the need for transparent hiring practices in AI-powered recruitment.
This work contributes to AI safety by exposing and quantifying biases that could perpetuate systemic inequalities, urging the adoption of responsible AI development in hiring processes.
Cite this work:
@misc {
title={
AI Bias in Resume Screening
},
author={
Aliane Inès, Abidal Mauro
},
date={
3/10/25
},
organization={Apart Research},
note={Research submission to the research sprint hosted by Apart.},
howpublished={https://apartresearch.com}
}
