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Responsible AI in the Enterprise

Responsible AI in the Enterprise

By : Adnan Masood, Dawe
5 (8)
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Responsible AI in the Enterprise

Responsible AI in the Enterprise

5 (8)
By: Adnan Masood, Dawe

Overview of this book

Responsible AI in the Enterprise is a comprehensive guide to implementing ethical, transparent, and compliant AI systems in an organization. With a focus on understanding key concepts of machine learning models, this book equips you with techniques and algorithms to tackle complex issues such as bias, fairness, and model governance. Throughout the book, you’ll gain an understanding of FairLearn and InterpretML, along with Google What-If Tool, ML Fairness Gym, IBM AI 360 Fairness tool, and Aequitas. You’ll uncover various aspects of responsible AI, including model interpretability, monitoring and management of model drift, and compliance recommendations. You’ll gain practical insights into using AI governance tools to ensure fairness, bias mitigation, explainability, privacy compliance, and privacy in an enterprise setting. Additionally, you’ll explore interpretability toolkits and fairness measures offered by major cloud AI providers like IBM, Amazon, Google, and Microsoft, while discovering how to use FairLearn for fairness assessment and bias mitigation. You’ll also learn to build explainable models using global and local feature summary, local surrogate model, Shapley values, anchors, and counterfactual explanations. By the end of this book, you’ll be well-equipped with tools and techniques to create transparent and accountable machine learning models.
Table of Contents (16 chapters)
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1
Part 1: Bigot in the Machine – A Primer
4
Part 2: Enterprise Risk Observability Model Governance
9
Part 3: Explainable AI in Action

AI in hiring and recruitment

AI and machine learning have great potential to make the hiring process efficient, objective, and fair, taking away human biases. However, from the talent acquisition perspective, AI and machine learning are faced with a dilemma. There is mounting evidence and case studies that show that these systems end up amplifying existing human biases. The technology has the potential to transform the recruitment industry and help organizations that are lagging behind since they end up losing top talent in competition. However, due to the inherent algorithmic bias, executives now must consider AI as an effective solution to a higher attrition rate, but also be ready for the risk of lawsuits. The American Bar Association (ABA) warns that AI hiring systems are highly risky. The group highlights the possibility of disparate impact arising from algorithm-based methods. Disparate impact can still exist even if there is no “explicit intent to discriminate.”...

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