In the age of Big Data, companies and governments are increasingly using algorithms to inform hiring decisions, employee management, policing, credit scoring, insurance pricing, and many more aspects of our lives. Artificial intelligence systems can help us make evidence-driven, efficient decisions, but can also confront us with unjustified, discriminatory decisions wrongly assumed to be accurate because they are made automatically and quantitatively. It is becoming evident that these technological developments are consequential to people’s fundamental human rights. Despite increasing attention to (...) these urgent challenges in recent years, technical solutions to these complex socio-ethical problems are often developed without empirical study of societal context and the critical input of societal stakeholders who are impacted by the technology. On the other hand, calls for more ethically and socially aware AI often fail to provide answers for how to proceed beyond stressing the importance of transparency, explainability, and fairness. Bridging these socio-technical gaps and the deep divide between abstract value language and design requirements is essential to facilitate nuanced, context-dependent design choices that will support moral and social values. In this paper, we bridge this divide through the framework of Design for Values, drawing on methodologies of Value Sensitive Design and Participatory Design to present a roadmap for proactively engaging societal stakeholders to translate fundamental human rights into context-dependent design requirements through a structured, inclusive, and transparent process. (shrink)

In this paper, we examine the epistemological and ontological assumptions algorithmic hiring assessments make about job seekers’ attributes (e.g., competencies, skills, abilities) and the ethical implications of these assumptions. Given that both traditional psychometric hiring assessments and algorithmic assessments share a common set of underlying assumptions from the psychometric paradigm, we turn to literature that has examined the merits and limitations of these assumptions, gathering insights across multiple disciplines and several decades. Our exploration leads us to conclude that algorithmic hiring (...) assessments are incompatible with attributes whose meanings are context-dependent and socially constructed. Such attributes call instead for assessment paradigms that offer space for negotiation of meanings between the job seeker and the employer. We argue that in addition to questioning the validity of algorithmic hiring assessments, this raises an often overlooked ethical impact on job seekers’ autonomy over self-representation: their ability to directly represent their identity, lived experiences, and aspirations. Infringement on this autonomy constitutes an infringement on job seekers’ dignity. We suggest beginning to address these issues through epistemological and ethical reflection regarding the choice of assessment paradigm, the means to implement it, and the ethical impacts of these choices. This entails a transdisciplinary effort that would involve job seekers, hiring managers, recruiters, and other professionals and researchers. Combined with a socio-technical design perspective, this may help generate new ideas regarding appropriate roles for human-to-human and human–technology interactions in the hiring process. (shrink)

In this paper we are interested sharing contributions related to the field of intercultural health in relation to border migrant groups living in Argentina. We bring discussions around interculturality, medical pluralism, therapeutic itineraries together with intersectionality and memory in order to contribute to the analysis on interculturality and migrant health. In particular, we seek to discuss these categories in light of the case of Andean migrant women in Argentina, field of study where we have been reflecting in the field of (...) health, interculturality and gender. (shrink)