Learning Behavioral Representations of Routines From Large-scale Unlabeled Wearable Time-series Data Streams using Hawkes Point Process

Continuously-worn wearable sensors enable researchers to collect copious amounts of rich bio-behavioral time series recordings of real-life activities of daily living, offering unprecedented opportunities to infer novel human behavior patterns during daily routines. Existing approaches to routine discovery through bio-behavioral data rely either on pre-defined notions of activities or use additional non-behavioral measurements as contexts, such as GPS location or localization within the home, presenting risks to user privacy. In this work, we propose a novel wearable time-series mining framework, Hawkes point process On Time series clusters for ROutine Discovery (HOT-ROD), for uncovering behavioral routines from completely unlabeled wearable recordings. We utilize a covariance-based method to generate time-series clusters and discover routines via the Hawkes point process learning algorithm. We empirically validate our approach for extracting routine behaviors using a completely unlabeled time-series collected continuously from over 100 individuals both in and outside of the workplace during a period of ten weeks. Furthermore, we demonstrate this approach intuitively captures daily transitional relationships between physical activity states without using prior knowledge. We also show that the learned behavioral patterns can assist in illuminating an individual's personality and affect.

Integrating Psychometrics and Computing Perspectives on Bias and Fairness in Affective Computing: A Case Study of Automated Video Interviews

We provide a psychometric-grounded exposition of bias and fairness as applied to a typical machine learning pipeline for affective computing. We expand on an interpersonal communication framework to elucidate how to identify sources of bias that may arise in the process of inferring human emotions and other psychological constructs from observed behavior. Various methods and metrics for measuring fairness and bias are discussed along with pertinent implications within the United States legal context. We illustrate how to measure some types of bias and fairness in a case study involving automatic personality and hireability inference from multimodal data collected in video interviews for mock job applications. We encourage affective computing researchers and practitioners to encapsulate bias and fairness in their research processes and products and to consider their role, agency, and responsibility in promoting equitable and just systems.