As Generative AI rises in adoption, its use has expanded to include domains such as hiring and recruiting. However, without examining the potential of bias, this may negatively impact marginalized populations, including people with disabilities. To address this important concern, we present a resume audit study, in which we ask ChatGPT (specifically, GPT-4) to rank a resume against the same resume enhanced with an additional leadership award, scholarship, panel presentation, and membership that are disability related. We find that GPT-4 exhibits prejudice towards these enhanced CVs. Further, we show that this prejudice can be quantifiably reduced by training a custom GPTs on principles of DEI and disability justice. Our study also includes a unique qualitative analysis of the types of direct and indirect ableism GPT-4 uses to justify its biased decisions and suggest directions for additional bias mitigation work. Additionally, since these justifications are presumably drawn from training data containing real-world biased statements made by humans, our analysis suggests additional avenues for understanding and addressing human bias.

翻译：随着生成式人工智能的采用日益广泛，其应用已扩展到招聘与人才选拔等领域。然而，若不审视其潜在的偏见，可能会对包括残障人士在内的边缘化群体产生负面影响。为应对这一重要关切，我们开展了一项简历审计研究，要求ChatGPT（具体为GPT-4）对一份简历与同一份简历进行排名比较，后者额外添加了与残障相关的领导力奖项、奖学金、专题报告会发言及组织成员身份。研究发现，GPT-4对这些增强版简历表现出偏见。进一步研究表明，通过在多元化、公平、包容及残障公正原则基础上训练定制化GPT模型，可量化地降低此类偏见。本研究还包含一项独特的质性分析，剖析了GPT-4用于合理化其偏见决策的直接与间接健全中心主义表述类型，并为后续偏见缓解工作提出方向。此外，由于这些合理化论述很可能源自包含现实世界人类偏见言论的训练数据，我们的分析也为理解和解决人类偏见提供了新的研究路径。