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#437466 How Future AI Could Recognize a Kangaroo ...
AI is continuously taking on new challenges, from detecting deepfakes (which, incidentally, are also made using AI) to winning at poker to giving synthetic biology experiments a boost. These impressive feats result partly from the huge datasets the systems are trained on. That training is costly and time-consuming, and it yields AIs that can really only do one thing well.
For example, to train an AI to differentiate between a picture of a dog and one of a cat, it’s fed thousands—if not millions—of labeled images of dogs and cats. A child, on the other hand, can see a dog or cat just once or twice and remember which is which. How can we make AIs learn more like children do?
A team at the University of Waterloo in Ontario has an answer: change the way AIs are trained.
Here’s the thing about the datasets normally used to train AI—besides being huge, they’re highly specific. A picture of a dog can only be a picture of a dog, right? But what about a really small dog with a long-ish tail? That sort of dog, while still being a dog, looks more like a cat than, say, a fully-grown Golden Retriever.
It’s this concept that the Waterloo team’s methodology is based on. They described their work in a paper published on the pre-print (or non-peer-reviewed) server arXiv last month. Teaching an AI system to identify a new class of objects using just one example is what they call “one-shot learning.” But they take it a step further, focusing on “less than one shot learning,” or LO-shot learning for short.
LO-shot learning consists of a system learning to classify various categories based on a number of examples that’s smaller than the number of categories. That’s not the most straightforward concept to wrap your head around, so let’s go back to the dogs and cats example. Say you want to teach an AI to identify dogs, cats, and kangaroos. How could that possibly be done without several clear examples of each animal?
The key, the Waterloo team says, is in what they call soft labels. Unlike hard labels, which label a data point as belonging to one specific class, soft labels tease out the relationship or degree of similarity between that data point and multiple classes. In the case of an AI trained on only dogs and cats, a third class of objects, say, kangaroos, might be described as 60 percent like a dog and 40 percent like a cat (I know—kangaroos probably aren’t the best animal to have thrown in as a third category).
“Soft labels can be used to represent training sets using fewer prototypes than there are classes, achieving large increases in sample efficiency over regular (hard-label) prototypes,” the paper says. Translation? Tell an AI a kangaroo is some fraction cat and some fraction dog—both of which it’s seen and knows well—and it’ll be able to identify a kangaroo without ever having seen one.
If the soft labels are nuanced enough, you could theoretically teach an AI to identify a large number of categories based on a much smaller number of training examples.
The paper’s authors use a simple machine learning algorithm called k-nearest neighbors (kNN) to explore this idea more in depth. The algorithm operates under the assumption that similar things are most likely to exist near each other; if you go to a dog park, there will be lots of dogs but no cats or kangaroos. Go to the Australian grasslands and there’ll be kangaroos but no cats or dogs. And so on.
To train a kNN algorithm to differentiate between categories, you choose specific features to represent each category (i.e. for animals you could use weight or size as a feature). With one feature on the x-axis and the other on the y-axis, the algorithm creates a graph where data points that are similar to each other are clustered near each other. A line down the center divides the categories, and it’s pretty straightforward for the algorithm to discern which side of the line new data points should fall on.
The Waterloo team kept it simple and used plots of color on a 2D graph. Using the colors and their locations on the graphs, the team created synthetic data sets and accompanying soft labels. One of the more simplistic graphs is pictured below, along with soft labels in the form of pie charts.
Image Credit: Ilia Sucholutsky & Matthias Schonlau
When the team had the algorithm plot the boundary lines of the different colors based on these soft labels, it was able to split the plot up into more colors than the number of data points it was given in the soft labels.
While the results are encouraging, the team acknowledges that they’re just the first step, and there’s much more exploration of this concept yet to be done. The kNN algorithm is one of the least complex models out there; what might happen when LO-shot learning is applied to a far more complex algorithm? Also, to apply it, you still need to distill a larger dataset down into soft labels.
One idea the team is already working on is having other algorithms generate the soft labels for the algorithm that’s going to be trained using LO-shot; manually designing soft labels won’t always be as easy as splitting up some pie charts into different colors.
LO-shot’s potential for reducing the amount of training data needed to yield working AI systems is promising. Besides reducing the cost and the time required to train new models, the method could also make AI more accessible to industries, companies, or individuals who don’t have access to large datasets—an important step for democratization of AI.
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#437373 Microsoft’s New Deepfake Detector Puts ...
The upcoming US presidential election seems set to be something of a mess—to put it lightly. Covid-19 will likely deter millions from voting in person, and mail-in voting isn’t shaping up to be much more promising. This all comes at a time when political tensions are running higher than they have in decades, issues that shouldn’t be political (like mask-wearing) have become highly politicized, and Americans are dramatically divided along party lines.
So the last thing we need right now is yet another wrench in the spokes of democracy, in the form of disinformation; we all saw how that played out in 2016, and it wasn’t pretty. For the record, disinformation purposely misleads people, while misinformation is simply inaccurate, but without malicious intent. While there’s not a ton tech can do to make people feel safe at crowded polling stations or up the Postal Service’s budget, tech can help with disinformation, and Microsoft is trying to do so.
On Tuesday the company released two new tools designed to combat disinformation, described in a blog post by VP of Customer Security and Trust Tom Burt and Chief Scientific Officer Eric Horvitz.
The first is Microsoft Video Authenticator, which is made to detect deepfakes. In case you’re not familiar with this wicked byproduct of AI progress, “deepfakes” refers to audio or visual files made using artificial intelligence that can manipulate peoples’ voices or likenesses to make it look like they said things they didn’t. Editing a video to string together words and form a sentence someone didn’t say doesn’t count as a deepfake; though there’s manipulation involved, you don’t need a neural network and you’re not generating any original content or footage.
The Authenticator analyzes videos or images and tells users the percentage chance that they’ve been artificially manipulated. For videos, the tool can even analyze individual frames in real time.
Deepfake videos are made by feeding hundreds of hours of video of someone into a neural network, “teaching” the network the minutiae of the person’s voice, pronunciation, mannerisms, gestures, etc. It’s like when you do an imitation of your annoying coworker from accounting, complete with mimicking the way he makes every sentence sound like a question and his eyes widen when he talks about complex spreadsheets. You’ve spent hours—no, months—in his presence and have his personality quirks down pat. An AI algorithm that produces deepfakes needs to learn those same quirks, and more, about whoever the creator’s target is.
Given enough real information and examples, the algorithm can then generate its own fake footage, with deepfake creators using computer graphics and manually tweaking the output to make it as realistic as possible.
The scariest part? To make a deepfake, you don’t need a fancy computer or even a ton of knowledge about software. There are open-source programs people can access for free online, and as far as finding video footage of famous people—well, we’ve got YouTube to thank for how easy that is.
Microsoft’s Video Authenticator can detect the blending boundary of a deepfake and subtle fading or greyscale elements that the human eye may not be able to see.
In the blog post, Burt and Horvitz point out that as time goes by, deepfakes are only going to get better and become harder to detect; after all, they’re generated by neural networks that are continuously learning from and improving themselves.
Microsoft’s counter-tactic is to come in from the opposite angle, that is, being able to confirm beyond doubt that a video, image, or piece of news is real (I mean, can McDonald’s fries cure baldness? Did a seal slap a kayaker in the face with an octopus? Never has it been so imperative that the world know the truth).
A tool built into Microsoft Azure, the company’s cloud computing service, lets content producers add digital hashes and certificates to their content, and a reader (which can be used as a browser extension) checks the certificates and matches the hashes to indicate the content is authentic.
Finally, Microsoft also launched an interactive “Spot the Deepfake” quiz it developed in collaboration with the University of Washington’s Center for an Informed Public, deepfake detection company Sensity, and USA Today. The quiz is intended to help people “learn about synthetic media, develop critical media literacy skills, and gain awareness of the impact of synthetic media on democracy.”
The impact Microsoft’s new tools will have remains to be seen—but hey, we’re glad they’re trying. And they’re not alone; Facebook, Twitter, and YouTube have all taken steps to ban and remove deepfakes from their sites. The AI Foundation’s Reality Defender uses synthetic media detection algorithms to identify fake content. There’s even a coalition of big tech companies teaming up to try to fight election interference.
One thing is for sure: between a global pandemic, widespread protests and riots, mass unemployment, a hobbled economy, and the disinformation that’s remained rife through it all, we’re going to need all the help we can get to make it through not just the election, but the rest of the conga-line-of-catastrophes year that is 2020.
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#437357 Algorithms Workers Can’t See Are ...
“I’m sorry, Dave. I’m afraid I can’t do that.” HAL’s cold, if polite, refusal to open the pod bay doors in 2001: A Space Odyssey has become a defining warning about putting too much trust in artificial intelligence, particularly if you work in space.
In the movies, when a machine decides to be the boss (or humans let it) things go wrong. Yet despite myriad dystopian warnings, control by machines is fast becoming our reality.
Algorithms—sets of instructions to solve a problem or complete a task—now drive everything from browser search results to better medical care.
They are helping design buildings. They are speeding up trading on financial markets, making and losing fortunes in micro-seconds. They are calculating the most efficient routes for delivery drivers.
In the workplace, self-learning algorithmic computer systems are being introduced by companies to assist in areas such as hiring, setting tasks, measuring productivity, evaluating performance, and even terminating employment: “I’m sorry, Dave. I’m afraid you are being made redundant.”
Giving self‐learning algorithms the responsibility to make and execute decisions affecting workers is called “algorithmic management.” It carries a host of risks in depersonalizing management systems and entrenching pre-existing biases.
At an even deeper level, perhaps, algorithmic management entrenches a power imbalance between management and worker. Algorithms are closely guarded secrets. Their decision-making processes are hidden. It’s a black-box: perhaps you have some understanding of the data that went in, and you see the result that comes out, but you have no idea of what goes on in between.
Algorithms at Work
Here are a few examples of algorithms already at work.
At Amazon’s fulfillment center in south-east Melbourne, they set the pace for “pickers,” who have timers on their scanners showing how long they have to find the next item. As soon as they scan that item, the timer resets for the next. All at a “not quite walking, not quite running” speed.
Or how about AI determining your success in a job interview? More than 700 companies have trialed such technology. US developer HireVue says its software speeds up the hiring process by 90 percent by having applicants answer identical questions and then scoring them according to language, tone, and facial expressions.
Granted, human assessments during job interviews are notoriously flawed. Algorithms,however, can also be biased. The classic example is the COMPAS software used by US judges, probation, and parole officers to rate a person’s risk of re-offending. In 2016 a ProPublica investigation showed the algorithm was heavily discriminatory, incorrectly classifying black subjects as higher risk 45 percent of the time, compared with 23 percent for white subjects.
How Gig Workers Cope
Algorithms do what their code tells them to do. The problem is this code is rarely available. This makes them difficult to scrutinize, or even understand.
Nowhere is this more evident than in the gig economy. Uber, Lyft, Deliveroo, and other platforms could not exist without algorithms allocating, monitoring, evaluating, and rewarding work.
Over the past year Uber Eats’ bicycle couriers and drivers, for instance, have blamed unexplained changes to the algorithm for slashing their jobs, and incomes.
Rider’s can’t be 100 percent sure it was all down to the algorithm. But that’s part of the problem. The fact those who depend on the algorithm don’t know one way or the other has a powerful influence on them.
This is a key result from our interviews with 58 food-delivery couriers. Most knew their jobs were allocated by an algorithm (via an app). They knew the app collected data. What they didn’t know was how data was used to award them work.
In response, they developed a range of strategies (or guessed how) to “win” more jobs, such as accepting gigs as quickly as possible and waiting in “magic” locations. Ironically, these attempts to please the algorithm often meant losing the very flexibility that was one of the attractions of gig work.
The information asymmetry created by algorithmic management has two profound effects. First, it threatens to entrench systemic biases, the type of discrimination hidden within the COMPAS algorithm for years. Second, it compounds the power imbalance between management and worker.
Our data also confirmed others’ findings that it is almost impossible to complain about the decisions of the algorithm. Workers often do not know the exact basis of those decisions, and there’s no one to complain to anyway. When Uber Eats bicycle couriers asked for reasons about their plummeting income, for example, responses from the company advised them “we have no manual control over how many deliveries you receive.”
Broader Lessons
When algorithmic management operates as a “black box” one of the consequences is that it is can become an indirect control mechanism. Thus far under-appreciated by Australian regulators, this control mechanism has enabled platforms to mobilize a reliable and scalable workforce while avoiding employer responsibilities.
“The absence of concrete evidence about how the algorithms operate”, the Victorian government’s inquiry into the “on-demand” workforce notes in its report, “makes it hard for a driver or rider to complain if they feel disadvantaged by one.”
The report, published in June, also found it is “hard to confirm if concern over algorithm transparency is real.”
But it is precisely the fact it is hard to confirm that’s the problem. How can we start to even identify, let alone resolve, issues like algorithmic management?
Fair conduct standards to ensure transparency and accountability are a start. One example is the Fair Work initiative, led by the Oxford Internet Institute. The initiative is bringing together researchers with platforms, workers, unions, and regulators to develop global principles for work in the platform economy. This includes “fair management,” which focuses on how transparent the results and outcomes of algorithms are for workers.
Understandings about impact of algorithms on all forms of work is still in its infancy. It demands greater scrutiny and research. Without human oversight based on agreed principles we risk inviting HAL into our workplaces.
This article is republished from The Conversation under a Creative Commons license. Read the original article.
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