“If women are behind on a metric, it’s recorded as inequality. If men are behind, it’s recorded as parity. You read that correctly: The index is explicitly designed so that men cannot be seen as disadvantaged, no matter how far behind they fall.”

1. Artificial Intelligence: Automating Bias You might not think that an AI would care whether a job applicant is a man or a woman. Unlike us biased humans, it would focus only on what matters: the skills and other attributes of the individual applicant.

Well, it turns out you’d be wrong. Recent research by David Rozado shows that AIs evaluating résumés consistently favor applicants with female names over those with male ones, even when the résumés are otherwise identical. Seems our AI overlords have picked up some of our bad habits (see here and here for human examples of the pro-female bias in hiring).