The development of unbiased large language models is widely recognized as crucial, yet existing benchmarks fall short in detecting biases due to limited scope, contamination, and lack of a fairness baseline. SAGED(bias) is the first holistic benchmarking pipeline to address these problems. The pipeline encompasses five core stages: scraping materials, assembling benchmarks, generating responses, extracting numeric features, and diagnosing with disparity metrics. SAGED includes metrics for max disparity, such as impact ratio, and bias concentration, such as Max Z-scores. Noticing that metric tool bias and contextual bias in prompts can distort evaluation, SAGED implements counterfactual branching and baseline calibration for mitigation. For demonstration, we use SAGED on G20 Countries with popular 8b-level models including Gemma2, Llama3.1, Mistral, and Qwen2. With sentiment analysis, we find that while Mistral and Qwen2 show lower max disparity and higher bias concentration than Gemma2 and Llama3.1, all models are notably biased against countries like Russia and (except for Qwen2) China. With further experiments to have models role-playing U.S. presidents, we see bias amplifies and shifts in heterogeneous directions. Moreover, we see Qwen2 and Mistral not engage in role-playing, while Llama3.1 and Gemma2 role-play Trump notably more intensively than Biden and Harris, indicating role-playing performance bias in these models.

The manipulation of the personality traits of large language models (LLMs) has emerged as a key area of research. Methods like prompt-based In-Context Knowledge Editing (IKE) and gradient-based Model Editor Networks (MEND) have been explored but show irregularity and variability; IKE depends on the prompt, leading to variability and sensitivity, while MEND yields inconsistent and gibberish outputs. To address this, we employed Opinion QA Based Parameter-Efficient Fine-Tuning (PEFT), specifically Quantized Low-Rank Adaptation (QLoRA), to manipulate the Big Five personality traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. After PEFT, models such as Mistral-7B-Instruct and LLaMA-2-7B-chat showed a latent behaviour by generating emojis for certain traits, despite no emojis being present in the PEFT data. For instance, LLaMA-2-7B-chat generated emojis in 99.5% of extraversion-related test instances, while Mistral-7B-Instruct did so in 92.5% of openness-related test instances. ICL Explainability analysis indicated that the LLMs used emojis intentionally to express these traits. Mechanistic Interpretability analysis showed that this latent behaviour of LLMs could be traced to specific neurons that became activated or amplified after PEFT. This paper provides a number of novel contributions. First, introducing an Opinion QA dataset for PEFT-driven personality manipulation; second, developing metric models to benchmark LLM personality traits; third, demonstrating PEFT’s superiority over IKE in personality manipulation; and finally, analysing and validating emoji usage through explainability methods such as Mechanistic Interpretability and In-context learning Explainability methods.

Large Language Models (LLMs) face limitations in AI legal and policy applications due to outdated knowledge, hallucinations, and poor reasoning in complex contexts. Retrieval-Augmented Generation (RAG) systems address these issues by incorporating external knowledge, but suffer from retrieval errors, ineffective context integration, and high operational costs. This paper presents the Hybrid Parameter-Adaptive RAG (HyPA-RAG) system, designed for the AI legal domain, with NYC Local Law 144 (LL144) as the test case. HyPA-RAG integrates a query complexity classifier for adaptive parameter tuning, a hybrid retrieval approach combining dense, sparse, and knowledge graph methods, and a comprehensive evaluation framework with tailored question types and metrics. Testing on LL144 demonstrates that HyPA-RAG enhances retrieval accuracy, response fidelity, and contextual precision, offering a robust and adaptable solution for high-stakes legal and policy applications.

While Large Language Models (LLMs) excel in text generation and question-answering, their effectiveness in AI legal and policy applications is limited by outdated knowledge, hallucinations, and inadequate reasoning in complex contexts. Retrieval-Augmented Generation (RAG) systems improve response accuracy by integrating external knowledge but struggle with retrieval errors, poor context integration, and high costs, particularly in interpreting AI legal texts. This paper introduces a Hybrid Parameter-Adaptive RAG (HyPA-RAG) system tailored for AI legal and policy, exemplified by NYC Local Law 144 (LL144). HyPA-RAG uses a query complexity classifier for adaptive parameter tuning, a hybrid retrieval strategy combining dense, sparse, and knowledge graph methods, and an evaluation framework with specific question types and metrics. By dynamically adjusting parameters, HyPA-RAG significantly improves retrieval accuracy and response fidelity. Testing on LL144 shows enhanced correctness, faithfulness, and contextual precision, addressing the need for adaptable NLP systems in complex, high-stakes AI legal and policy applications.

The use of Large Language Models (LLMs) in hiring has led to legislative actions to protect vulnerable demographic groups. This paper presents a novel framework for benchmarking hierarchical gender hiring bias in Large Language Models (LLMs) for resume scoring, revealing significant issues of reverse gender hiring bias and overdebiasing. Our contributions are fourfold: Firstly, we introduce a new construct grounded in labour economics, legal principles, and critiques of current bias benchmarks: hiring bias can be categorized into two types: Level bias (difference in the average outcomes between demographic counterfactual groups) and Spread bias (difference in the variance of outcomes between demographic counterfactual groups); Level bias can be further subdivided into statistical bias (i.e. changing with non-demographic content) and taste-based bias (i.e. consistent regardless of non-demographic content). Secondly, the framework includes rigorous statistical and computational hiring bias metrics, such as Rank After Scoring (RAS), Rank-based Impact Ratio, Permutation Test, and Fixed Effects Model. Thirdly, we analyze gender hiring biases in ten state-of-the-art LLMs. Seven out of ten LLMs show significant biases against males in at least one industry. An industry-effect regression reveals that the healthcare industry is the most biased against males. Moreover, we found that the bias performance remains invariant with resume content for eight out of ten LLMs. This indicates that the bias performance measured in this paper might apply to other resume datasets with different resume qualities. Fourthly, we provide a user-friendly demo and resume dataset to support the adoption and practical use of the framework, which can be generalized to other social traits and tasks.