adding ref for misconception

02c-Avoiding_Harm-idare_and_ai.Rmd

@@ -60,7 +60,7 @@ Those developing or augmenting models should also evaluate the training data and
 
 # Be extremely careful using AI for decisions
 
-There is a common misconception that AI tools might make better decisions for humans because they are believed to not be biased like humans. However since they are built by humans and trained on human data, they are also baised. It is possible that in the future AI systems specifically trained to avoid bias, to be inclusive, to be anti-racist,  for specific contexts may be helpful to enable a more neutral party, but that is not currently possible.
+There is a common misconception that AI tools might make better decisions for humans because they are believed to not be biased like humans (@pethig_biased_2023). However since they are built by humans and trained on human data, they are also biased. It is possible that in the future AI systems specifically trained to avoid bias, to be inclusive, to be anti-racist,  for specific contexts may be helpful to enable a more neutral party, but that is not currently possible.
 
 AI should never be used to make or help make employment decisions about applicants or employees. This includes recruitment, hiring, retention, promotions, transfers, performance monitoring, discipline, demotion, terminations, or other decisions. Furthermore, it is vital that teams hired for the development, auditing or testing of AI tools be as inclusive as possible and should follow the current standards for DEI in hiring other Fred Hutch positions. This will help to ensure that different perspectives and concerns are considered.