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Big Data's Disparate Impact
Open accessAbstract
Advocates of algorithmic techniques like data mining argue that these techniques eliminate human biases from the decision-making process. But an algorithm is only as good as the data it works with. Data is frequently imperfect in ways that allow these algorithms to inherit the prejudices of prior decision makers. In other cases, data may simply reflect the widespread biases that persist in society at large. In still others, data mining can discover surprisingly useful regularities that are really just preexisting patterns of exclusion and inequality. Unthinking reliance on data mining can deny historically disadvantaged and vulnerable groups full participation in society. Worse still, because the resulting discrimination is almost always an unintentional emergent property of the algorithm’s use rather than a conscious choice by its programmers, it can be unusually hard to identify the source of the problem or to explain it to a court. This Essay examines these concerns through the lens of American antidiscrimination law — more particularly, through Title VII’s prohibition of discrimination in employment. In the absence of a demonstrable intent to discriminate, the best doctrinal hope for data mining’s victims would seem to lie in disparate impact doctrine. Case law and the Equal Employment Opportunity Commission’s Uniform Guidelines, though, hold that a practice can be justified as a business necessity when its outcomes are predictive of future employment outcomes, and data mining is specifically designed to find such statistical correlations. Unless there is a reasonably practical way to demonstrate that these discoveries are spurious, Title VII would appear to bless its use, even though the correlations it discovers will often reflect historic patterns of prejudice, others’ discrimination against members of protected groups, or flaws in the underlying data Addressing the sources of this unintentional discrimination and remedying the corresponding deficiencies in the law will be difficult technically, difficult legally, and difficult politically. There are a number of practical limits to what can be accomplished computationally. For example, when discrimination occurs because the data being mined is itself a result of past intentional discrimination, there is frequently no obvious method to adjust historical data to rid it of this taint. Corrective measures that alter the results of the data mining after it is complete would tread on legally and politically disputed terrain. These challenges for reform throw into stark relief the tension between the two major theories underlying antidiscrimination law: anticlassification and antisubordination. Finding a solution to big data’s disparate impact will require more than best efforts to stamp out prejudice and bias; it will require a wholesale reexamination of the meanings of “discrimination” and “fairness.”
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“Where ADM involves personal data, GDPR may help; an array of information should be provided to those whose personal data is being processed 26 , including, in some cases, the existence of ADM and information about the logic involved 27 (the socalled 'right to an explanation' 28 ).”
From Administrative law and the machines of government: judicial review of automated public-sector decision-making (2019) · cites this paper as [28]
In the citing paper
“Given that performance metrics are one of the most valueladen parts of the machine learning process [5, 14], it will be key to discuss them both with statistical rigour and with practical relevance.”
From Fairness and Accountability Design Needs for Algorithmic Support in High-Stakes Public Sector Decision-Making (2018) · cites this paper as [5]
In the citing paper
“Many AI audits focus on technical implementation of principles; are primarily quantitative in nature; and do not include relevant stakeholders or consider use context or socioeconomic impacts [7].”
From Who Audits the Auditors? Recommendations from a field scan of the algorithmic auditing ecosystem (2022) · cites this paper as [7]
In the citing paper
“Assumptions in the design of data processing pipelines can affect datasets, altering their content, structure, organization, or representation (Barocas and Selbst, 2016; Poirier, 2018).”
From Social Data: Biases, Methodological Pitfalls, and Ethical Boundaries (2019) · cites this paper as Barocas and Selbst, 2016
In the citing paper
“the selection criteria may include features held at a lower rate by members of certain groups (Barocas and Selbst, 2016), and it may over or under-emphasize certain categories of users such as those that are highly-active on a target topic (Cohen and Ruths, 2013)”
From Social Data: Biases, Methodological Pitfalls, and Ethical Boundaries (2019) · cites this paper as Barocas and Selbst, 2016
In the citing paper
“both scientists (Dwork and Mulligan, 2013; Barocas and Selbst, 2016) and journalists (Hill, 2014; Kirchner, 2015) have pressed for greater scrutiny of the use of social data against possible ethical pitfalls, such as breaching users privacy (Goroff, 2015), or enabling racial, socioeconomic or gender-based profiling (Barocas and Selbst, 2016).”
From Social Data: Biases, Methodological Pitfalls, and Ethical Boundaries (2019) · cites this paper as Barocas and Selbst, 2016
In the citing paper
“The reliance on automated decision making processes based on statistical methods, can inherit, propagate, or even amplify the biases and prejudice present in the training data with respect to various factors such as race, age, gender or socioeconomic groups (Crawford and Schultz, 2014; Barocas and Selbst, 2016).”
From Social Data: Biases, Methodological Pitfalls, and Ethical Boundaries (2019) · cites this paper as Barocas and Selbst, 2016
In the citing paper
“Privacy breaches can have harmful outcomes (Barocas and Selbst, 2016) like stalking, discrimination, black-mailing or identity theft (Gross and Acquisti, 2005).”
From Social Data: Biases, Methodological Pitfalls, and Ethical Boundaries (2019) · cites this paper as Barocas and Selbst, 2016
In the citing paper
“In fact, an attribute may implicitly encode a protected factor, as occurs with postal code in credit rating [392].”
From Explainable Artificial Intelligence (XAI): Concepts, taxonomies, opportunities and challenges toward responsible AI (2020) · cites this paper as [392]
In the citing paper
“Second, it is by now well-known that 'objective' big data analyses are likely to reproduce the biases in the data they learn from (thus violating the right to non-discrimination) [62].”
From AI for the Common Good?! Pitfalls, challenges, and ethics pen-testing (2019) · cites this paper as [62]
In the citing paper
“The prescribed audit is more accurately described as a 'disparate impact' audit[3, 4, 20], as it measures a specific form of algorithmic bias [31].”
From Auditing Work: Exploring the New York City algorithmic bias audit regime (2024) · cites this paper as [4]
In the citing paper
“Taken together, this literature establishes two claims the remainder of the paper relies on: that algorithmic bias in hiring is real and largely traceable to data and design rather than malice, and that fixing it cannot be left to the technology alone.”
From Rejected by Code: Algorithmic Bias in AI-Driven Recruitment and the Case for HR-IT Governance Frameworks (2026) · cites this paper as [2]
In the citing paper
“Removing the protected attribute from the model therefore does not remove the bias; the model reconstructs the attribute from its correlates [2] [3].”
From Rejected by Code: Algorithmic Bias in AI-Driven Recruitment and the Case for HR-IT Governance Frameworks (2026) · cites this paper as [2]
In the citing paper
“Antidiscrimination law generally holds that an employer cannot escape liability by outsourcing a discriminatory practice; if a selection procedure produces a disparate impact, the employer remains responsible even when an outside vendor designed it [2].”
From Rejected by Code: Algorithmic Bias in AI-Driven Recruitment and the Case for HR-IT Governance Frameworks (2026) · cites this paper as [2]
In the citing paper
“Yet a substantial body of scholarship shows that such systems can reproduce and even intensify historical discrimination, because models trained on past hiring data learn the patterns embedded in that data, including patterns that track protected characteristics through seemingly neutral proxy variables [2] [3].”
From Rejected by Code: Algorithmic Bias in AI-Driven Recruitment and the Case for HR-IT Governance Frameworks (2026) · cites this paper as [2]
In the citing paper
“fairness and the legal standard of disparate impact are not purely statistical concepts, and involve ethical, political and constitutional concerns15.”
From Predictably unequal: understanding and addressing concerns that algorithmic clinical prediction may increase health disparities (2020) · cites this paper as [15]
In the citing paper
“There is widespread agreement on the need for algorithmic fairness, particularly to mitigate the risks of direct and indirect discrimination (under US law, 'disparate treatment' and 'disparate impact', respectively) due to algorithmic decisions (Barocas and Selbst 2016;Grgić-Hlača et al. 2018;Green and Chen 2019).”
From The ethics of algorithms: key problems and solutions (2022) · cites this paper as Barocas and Selbst 2016
In the citing paper
“For instance, when sourcing, specific groups have been found excluded from viewing job ads based on age [10] or gender [12].”
From What does it mean to 'solve' the problem of discrimination in hiring?: social, technical and legal perspectives from the UK on automated hiring systems (2020) · cites this paper as [12]
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- Insurance offers the most obvious example of this: the rate that a person pays for car insurance, for 201. See supra text accompanying notes 106-07. 202. See supra Part I
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Metadata
- Authors
- Barocas, S., & Selbst, A. D.
- Affiliations
- Cornell University (US)
- University of California, Los Angeles (US)
- Corresponding author
- Barocas, Solon
- Venue
- SSRN Electronic Journal
- Publisher
- Elsevier BV
- Published
- 2014
- Volume
- 104
- Issue
- 3
- Pages
- 671
- ISSN
- 1556-5068 (ISSN-L)
- OpenAlex
- W3123374861
- Cited by
- 3,048
- References
- 20
- Citations by year
- 2026: 258 · 2025: 362 · 2024: 391 · 2023: 370 · 2022: 318 · 2021: 372 · 2020: 389 · 2019: 278 · 2018: 143 · 2017: 100 · 2016: 47 · 2015: 12 · 2014: 5
- Type
- posted content
- Language
- en
- Open access
- green
- doi.org
- Locations
- SSRN Electronic Journal (acceptedVersion)
- bepress Legal Repository (submittedVersion)
- California Law Review
- UC Berkeley
- Topics
- Physical Sciences › Computer Science › Artificial Intelligence › Ethics and Social Impacts of AI
- Social Sciences › Law › Discrimination and Equality Law
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Keywords
- big data, algorithmic discrimination, indirect discrimination, data mining, Title VII, employment discrimination, anti-subordination, anti-discrimination law, predictive analytics
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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