Women in AI

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There is an imbalance between men and women when it comes to jobs and opportunities. Women are under-represented in the majority of fields. The tech industry has been dominated by men for a long time. Many tech companies are just hiring people for their experience, not their skills. Women are being turned away because they don’t have enough programming skills. Companies are going to hire guys because they don’t want to pay for female developers. In this post, we will see the current state of women in AI and how to improve gender diversity in AI.

What is the Current State of Women in AI?

Artificial intelligence bias is an issue that is getting a lot of attention. According to the Gartner research report, 85% of AI projects will deliver erroneous outcomes due to bias in data, algorithms, or teams responsible for managing AI models. While there is surging demand for AI, at least one talent pool that could help companies achieve their AI aspirations has remained largely untapped, i.e women in AI. 

It’s possible to address bias in AI by engaging diverse teams throughout the process. A variety of different perspectives from different ethnicities, genders, ages, skills, and experiences are involved in the development of artificial intelligence. With such diversity, AI teams can develop many products with positive impacts on a wider audience of users.

According to the 2020 World Economic Forum report on gender parity, women hold only 26% of data and artificial intelligence positions in the workplace. And in recent times, this has reduced to 22% of women professionals in the field of AI when compared to 78% of men. This accounts for a gender gap of approximately 72%. 

Why There is a Gender Diversity in AI

To begin with, you can do a quick Google search of “girls in AI” which brings up almost no results. This is because there are so few women who identify as AI. There are also fewer females than males who study AI.

Many people have been working on Artificial Intelligence for years, but there’s still a diversity of those working in programming the technology. A report from the AI Now Institute of New York University showed that more than 80 % of AI professors are men and women accounting for only 15% of AI researchers at Facebook and 10 percent of AI researchers at Google. It also reflects the larger issues facing the computer sciences. In 2018, fewer than 25% of PhDs were awarded to females and/or minorities.

Companies that are leading in the use of AI are also those that have gender diversity in their top leadership positions. This means that if you want to become a leader in AI, it is important to start from the beginning. Women are underrepresented in technology and the science field in general. This is also true in AI. It is also important to be aware that the perception of women in tech is still that of the stereotype. While this stereotype is slowly changing, there is still a long way to go until it disappears completely. We need to bring more women into leadership roles to create the diverse workforce necessary to compete in today’s dynamic marketplace.

  • Goldman Sachs researchers have found that companies with “diverse” boards perform better in public markets than companies with all-male or all-female boards. But Goldman didn’t define “diversity.” They believed that women should lead the board to improve overall growth. They also found that companies with at least one diverse board member increased their average share price by 44 percent in their first year after going public, and that’s a lot higher than companies with no diverse board members, which increased average share price by 13 percent.
  • Research conducted by MSCI ESG states that companies in the MSCI World Index that had strong female leadership generated higher net returns in their respective equity markets. Companies with executive leadership or board of directors that have committed to gender diversity have seen higher net returns in their equity markets than those that haven’t.
  • According to Harvard Business Review, when companies have a diverse workforce, they are more productive and have higher market value and revenue. Only when gender diversity is “normatively” accepted is this relationship observed.

    Some countries have very strong cultural support, but few legal structures are in place. While it’s true that regulatory support of working women correlates with normative acceptance, these two things are not the same.

How To Promote Gender Diversity

Gender diversity is something companies should do to promote. Here are some of the basic steps to promote it:

Promote STEM

The reason there are not more women in Artificial Intelligence has its roots in childhood. It started even before young women entered the workforce. 

Girls are often deterred from pursuing STEM careers for many reasons, but the most common ones are that they believe girls aren’t as in tune with mathematics and science as boys and that girls are not as good at it as boys.

By the time students reach college, many have already decided what they want to study and it’s becoming increasingly difficult to make a change. There’s only a handful of women in tech, but these women have been able to make great leaps forward.

Girl Scouts across the nation are participating in extra-curricular STEM education programs in an attempt to increase the interest, confidence, and competence of girls in STEM. This organization is preparing two and a half million young women for the future in science, technology, engineering, and maths (STEM). Also, they collaborate with tech giants to train more of the best and brightest of women.

Showcase female AI Innovators

It’s important to include both men and women in discussions about AI, regardless of gender. Women’s visibility in the field of AI and machine learning can inspire more girls to become interested in pursuing careers in these fields. By highlighting the achievements of other female scientists and leaders in the field, we can dispel the notion that only men are capable of excelling in this field. We need to attract and retain the next generation of women scientists.

Equal Opportunities for Men & Women

Many barriers exist to women entering and advancing in AI, including implicit biases in some companies’ recruiting processes. These biases can take many forms such as gendered language in job titles and descriptions and a lack of diversity in the hiring process. Apart from that, a lack of clarity and knowledge in the range of roles and industries where women can work in AI is also included.

Gone are the days when these barriers still exist. Women are well-positioned to succeed in AI and be in high-growth positions. Eliminating these barriers against women can help companies achieve a more inclusive culture.

Gender-Equal Reward System

Women should be paid equally where the work done by both men and women is the same. Because it is fair and it helps in keeping talented employees. Many women who have worked in technology for a decade have considered leaving their jobs because they feel that their work isn’t recognized by their company and that their careers aren’t progressing. In a recent study of the Gender Pay Gap in 2022, “women who have the same education and experience earn only 82 cents for every $1 earned by men.”Business organizations should be accountable and transparent in disclosing gender gaps in their AI workforce and how they plan to address those gaps. And, such good plans should have a reliable basis.

By eliminating pay gaps in artificial intelligence roles, the field becomes more viable for retaining women. Fortunately, a large number of American companies, including many technology giants and national hospitality companies, are taking steps toward paying women and people of color the same as men and whites.

The Future of Women in AI

Gender diversity is becoming increasingly important in the field of artificial intelligence. Many organizations are just beginning their AI journeys and are realizing that gender diversity can add value to AI. Many organizations and workforces are just beginning their AI journeys and are realizing the value gender diversity can offer in AI. They realize that if they hire more women in these positions, they will be in a better position to drive positive change. Increasing the number of women in the artificial intelligence team will help to increase gender equality and provide value to businesses and customers. There’s much more work to be done, but it’s evident that women are finally having an impact on Artificial Intelligence.

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