AI is more likely than humans to form biases when hiring
The models were even more likely to stereotype people by demographic group than the human participants in the original study. On the study’s segregation scale, where 2 means every group has been completely confined to its own job niche, human participants scored 0.84. The models scored roughly 65% higher, with OpenAI’s reasoning model o3 scoring 1.83, close to the maximum possible.
That’s because LLMs “really are eager to create generalizations from limited data,” says Ryan Liu, a PhD student at Princeton University and a coauthor of the study, which was published in a paper at ICML in Seoul in July. “That’s literally a lot of what they’re optimized for.”
Every decision-maker, human or machine, faces a trade-off between sticking with what worked before and trying something new that might work better—a phenomenon psychologists call the “exploration-exploitation dilemma.” It’s like choosing between a new restaurant and your reliable favorite.
Because LLMs are trained on math, coding, and science problems—tasks that reward generalizing from just a few examples—they can settle on a hunch too early. And the same instinct that helps LLMs crack logic puzzles also makes them quick to stereotype.
In the experiment, newer models with higher reasoning capabilities, such as OpenAI’s o3 and DeepSeek’s R1, showed even stronger biases. When LLMs rush to generalize in social settings, “that’s when things tend to go wrong,” says Liu. OpenAI and Anthropic did not respond to requests for comment.
The finding is especially relevant now that chatbots are gaining improved memory and personalization features, says Angelina Wang, a computer scientist at Cornell University who did not work on the study. When a chatbot draws on its previous conversation history, it can “over-index on the same kinds of behaviors it’s experienced before” and form biases, she says.
