Gemini’s madness is exactly what ‘bias-free’ AI is all about.

opinion

by the William A. Jacobson And By Kimberly.

Everyone is laughing at the Google Gemini AI rollout. But this is no joke.

The problem goes deeper than historically inaccurate images.

AI manipulation is just one aspect of the broader “algorithmic discrimination” being perpetrated in corporate America, and it can cost you jobs and more.

When Gemini was asked to produce portraits of white people, he refused, saying that he could not fulfill the request because it “contributes to harmful stereotypes about people based on their race and reinforces the generalization.”

But he had no trouble conjuring images of a female pope, non-white Vikings and a black George Washington.

Microsoft’s AI imaging tool has its own problems, producing sexually explicit and violent images.

Clearly AI imaging has gone off the rails.

While Google’s CEO admitted that Gemini’s results were “biased” and “unacceptable,” it’s not a bug, but a feature — as the “anti-racist” theory overtly undermines racial diversity, equality, and inclusion. gave rise to the methods of

As one of us (William) recently explained to The Post: “In the name of anti-bias, actual bias is being introduced into systems. Not just for search results, but for real-world applications. of concern where ‘unbiased’ algorithm testing is actually biasing the system by targeting quota final results.

Our Equal Protection Project (EqualProtect.org) sounded the alarm about a year ago, when we uncovered the use of algorithms in LinkedIn’s “Diversity in Recruiting” function to manipulate the pool of job applicants. Masked?

LinkedIn described the manipulation of racial and other identity groups as necessary to “ensure that people have equal access to employment opportunities,” but by “equal access” it actually meant preferential treatment. .

Such bias works in the shadows. Job candidates don’t see how algorithms affect their prospects.

Algorithms can be—and are—used to elevate some groups over others.

But it’s not just limited to LinkedIn.

The Biden administration has issued an executive order requiring bias-free algorithms, but under the progressive DEI rubric built into the policy, lack of bias is defined not on equal treatment, but on “equity.”

is a code word for equity quota.

In the world of “bias-free” algorithm testing, bias is built-in to achieve equity.

What happened to Gemini is an example of such programming.

It’s one thing to get a bad search result. Losing a job opportunity is another.

As attorney Stewart Baker, an expert on such deck-stacking, explained at an EPP event, “Preventing discrimination . . . is almost always coded for stealth quotas.”

“Unbiased” will increase the insidious reach of prejudice.

Discrimination by algorithms has the potential to change every major detail of our lives to achieve group outcomes and group quotas.

These algorithms are designed to take the scourge of DEI and covertly bring it into every aspect of life and economy.

people are On purpose “Teaching” AI that images of dark vikings are a fairer result than the truth.

Since Big Tech already knows so much about you, including your race and ethnicity, it’s not hard to imagine discrimination through algorithms that manipulate access to a host of goods and services.

Denied a job, loan, apartment, or college admission? There may be an “unbiased” algorithm at work.

But you’ll almost never be able to prove it, because the algorithms work out of sight and in secret, certified as “unbiased.” Because They create bias in the system to achieve quota.

You get the picture.

Algorithmic discrimination is a threat to equality and must be stopped.

William A. Jacobson is a clinical professor of law at Cornell and is the founder. Equal Protection Projectwhere Kimberly Kaye is Operations and Editorial Director.