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Facebook 签署协议说, 它不会让住房广告商排除用户的种族

 

抽象
与华盛顿州的协议迫使 Facebook 做出全国性的改变

这篇文章来自theverge.com。原文网址是: https://www.theverge.com/2018/7/24/17609178/facebook-racial-dicrimination-ad-targeting-washington-state-attorney-general-agreement

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Facebook 与华盛顿签署了一项新的具有法律约束力的协议, 同意取消广告商在某些广告目标部门排除种族、宗教、性取向和其他受保护阶级的能力。华盛顿总检察长弗格森今天发表了这一声明, 他率先对社会网络进行了为期20月的调查, 该网首次在2016年和去年被解雇。

弗格森在一份声明中说: Facebook 的广告平台允许基于种族、性取向、残疾和宗教的非法歧视。"这是错误的, 非法的, 不公平的。Facebook 签署的协议给了它90天的时间来遵守所需的更改。华盛顿州检察长办公室表示, 这些变化将在全国范围内实施, 而该协议将在华盛顿的法律上具有约束力。

根据这笔交易的条款, 弗格森正在结束对 facebook 的广告目标工具是否违反了华盛顿的《消费者保护法》及其反歧视法的调查, 只要 facebook 遵守。Facebook 说, 它 从4月的排除工具中删除了其 "多文化亲和力" 类别, 但这项协议涉及采取进一步措施保护用户不受歧视做法的侵害。

Facebook 国家和地方政策副总裁 Castleberry 在一份声明中写道: "我们赞赏弗格森对这一重要问题的关注, 并高兴地与他的办公室达成协议。 的边缘."我们与他们密切合作, 以解决他们提出的问题。歧视性广告在我们的平台上没有任何位置, 我们将继续改进我们的广告产品, 使它们对每个人都是相关、有效和安全的。

Facebook 的广告目标工具首先在一个 非营利组织的调查报告 ProPublica 近两年前.报告发现, 尽管这显然违反了《联邦公平住房法》, 但从住房、信贷、就业和保险等广告中排除某些种族、语言、宗教派别和其他类别相对容易。(例如, 对于电影、食品和服装等其他类型的广告, 这类目标是允许的, 而且在电视广告中相当普遍.)

Facebook 最初试图通过声称其平台不按这些特征对用户进行分类来规避不法行为的指控, 而是让用户自我认同 "亲和力", 这是公司对种族、族裔的选择委婉语, 以及其他标识符。尽管如此, Facebook 承诺更主动地对广告平台进行报警 并使用自动化软件和人的适度混合, 消除歧视性广告。

一年后, 一 第二 ProPublica 调查 发现 Facebook 对于积极清理其广告平台或在住房和其他联邦受保护的类别中实施其新的目标规则没有做什么。调查发现, 在几分钟内获得批准的广告还是很容易的, 排除了非裔美国人、犹太人和西班牙人在住房和就业方面的发言。

Facebook 似乎唯一能看到的变化就是将目标工具的措辞从 "种族亲和力" 转变为 "多文化亲和力", 并将其重新归类为一种行为, 而不是人口统计学。针对第二次报告, Facebook 表示将暂时禁用 广告客户有能力使用有关的目标工具。 Facebook 从此删除了 能够根据其跨文化的亲和力群体在整个董事会上针对广告用户。它现在包括一个关于歧视性做法的警告, 当使用它的广告平台上的排除目标工具, 并与它的指南链接。


图片: 脸谱网

“Throughout these reports, Ferguson’s office continued to investigate Facebook’s targeting options because changes made to its advertising platform were only temporary and limited in scope,” reads a press release from the Washington State AG’s office. “Investigators for the Attorney General’s Office discovered that advertisers could still exclude people based on several other protected classes, such as sexual orientation, religious affiliation and veteran status. Investigators also found that the problem extended beyond advertisements for housing, employment and credit to those for public accommodations and insurance.”

Now, after having already removed multicultural affinities from its exclusion tool, it sounds like Facebook will remove a number of other identifiers — including veteran and military status, disability status, national origin, and sexual orientation. The changes will impact advertising for employment, housing, credit, and insurance, as per the Washington AG office’s guidelines.

“According to the assurance of discontinuance, Facebook will fix its advertising platform to remove the unlawful targeting options within 90 days,” reads the press release. “The social network service also will pay the Washington State Attorney General’s Office $90,000 in costs and fees.” Facebook is still facing a lawsuit from civil rights groups alleging the social network enabled housing discrimination.

While Facebook has pledged to make these changes, there are still other aspects of its ad platform that critics take issue with. Peter Romer-Friedman, a lawyer with Outten & Golden LLP and the lead attorney on two age and racial discrimination lawsuits filed against Facebook in the Northern District of California, says the agreement today does nothing to address age discrimination or gender discrimination on Facebook.

Romer-Friedman noted how it’s still easy to discriminate against older users when targeting employment ads. He also noted how advertisers on Facebook can still engage in racial discrimination by doing what’s known as redlining, which, in the context of Facebook, involves excluding certain races and ethnic groups in ads by targeting those ads to distinct ZIP codes.

“Facebook is not doing much more than it already had pledged to do last fall,” he said in an interview. “I think it’s a step in the right direction that the Washington AG got Facebook to commit to do these things and make it legally binding, but this is a very small step and a lot more work has to be done to make Facebook truly non-discriminatory.”

Update 7/24, 5:05PM ET: Added additional information and interview details.

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