Why Big Data Can Lead to Bigger Problems

The video discusses the impact of algorithms on hiring practices, highlighting concerns about bias and discrimination. Kathy O'Neill, author of 'Weapons of Math Destruction', explains how algorithms can unfairly filter out qualified candidates, particularly affecting women, minorities, and the poor. She provides examples, such as personality tests that violate the ADA. The video contrasts the transparency of data usage in sports with the opacity in corporate settings. It also explores cultural differences in the perception of algorithms, noting a general fear and lack of skepticism in the US compared to other countries.

What concerns does Kathy O'Neill express regarding the impact of big data on job candidate screening?

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How do filtering systems potentially affect qualified candidates during the hiring process?

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What example does Kathy O'Neill provide to illustrate the issues with personality tests in hiring?

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In what way does the personality test mentioned in the text violate the Americans with Disabilities Act?

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What is the difference between how pro sports teams and corporate HR departments use data?

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Why do people in the US seem to be more fearful of mathematics and algorithms compared to other countries?

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What does Kathy O'Neill suggest about the nature of algorithms and the opinions embedded within them?

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