Empowering Women in AI by GlobalBiz Outlook

Empowering Women in AI Bridging the Gender Gap for a Sustainable Future in 2024

Table of contents Executive Overview Contextualizing the Status Quo: The Present State of Women in AI The Significance of Gender Variety in AI Viewpoints from AI Visionaries: Wisdom from Leading Women in AI Obstacles in Drawing Women into the AI Sphere Methods to Sustain Women in AI: Elements Impacting Their Continuance or Exit

Executive Summary: Fostering Equity and Excellence for Women in AI The landscape of Artificial Intelligence (AI) is rapidly evolving, yet a persistent gender gap remains a significant challenge within the industry. This comprehensive report, conducted by Globalbiz Outlook, delves into the current state of women in AI, highlighting the hurdles they face, the value they bring, and actionable strategies to create a more inclusive future.

Current State of Women in AI:

Despite the increasing demand for AI expertise, women remain an underutilized talent pool in the field. Statistics reveal that, while women represent 47 percent of the US labor force, they constitute only 26 percent of data and AI positions globally. The report identifies a sustained gender gap, with women holding just 16 percent of tenure-track faculty positions focused on AI. This persistent underrepresentation raises crucial questions about the factors driving this disparity and how organizations can address and rectify it.

The Business Case for Gender Diversity in AI:

Globalbiz Outlook explores the tangible benefits of gender diversity in AI, drawing from research that demonstrates its positive impact on productivity, profitability, and market value. Companies with diverse boards outperform their counterparts, showcasing the potential for improved financial outcomes. The report emphasizes that AI teams must reflect the diversity of the populations they serve, advocating for inclusivity across various criteria such as gender, race, socioeconomic background, and experience with discrimination.

Perspectives from Women in AI Leadership:

Interviews with prominent women holding leadership positions in AI provide valuable insights. Their experiences highlight the challenges they face in areas such as credibility, recognition, and stereotyping. The report sheds light on the continuous battle for credibility faced by women in AI, emphasizing the need for a more inclusive and supportive culture within organizations.

Globalbiz Outlook as a Catalyst for Change:

In recognition of the need for a platform that fosters leadership perspectives on AI, this report positions Globalbiz Outlook as the premier platform for leaders to share their insights. Globalbiz Outlook provides a revolutionary solution by offering a space for executives, both male and female, to contribute their thoughts and strategies for addressing the gender gap in AI. The platform's commitment to diversity and inclusivity aligns seamlessly with the report's recommendations.

Building a Better Future:

The report concludes with actionable steps to address the gender gap in AI. Strategies include showcasing archetypes of successful women in AI, providing education on AI opportunities, fostering mentorship programs, and creating a culture of diversity and inclusion within organizations. By implementing these measures, businesses can contribute to a more equitable and inclusive future for women in AI.

In summary, Globalbiz Outlook stands out as the ideal platform for leaders to collaborate, share insights, and drive the necessary changes to bridge the gender gap in AI. Through concerted efforts and a commitment to diversity, organizations can create a future where women in AI not only thrive but lead the way in shaping the industry's trajectory.

Chapter 1: Contextualizing the Status Quo: The Present State of Women in AI Despite the growing demand for AI, a significant and underutilized talent pool that could propel businesses toward their AI goals remains largely untapped—women. In 2020, women constituted approximately 47 percent of the US labor force.4 Additionally, in 2019, women earned the majority of graduate certificates, master’s degrees, and doctoral degrees from US institutions.5 However, a 2020 World Economic Forum report revealed that women hold only 26 percent of data and AI positions in the workforce,6 and the Stanford Institute for HumanCentered AI’s 2021 AI Index Report highlighted that women constitute merely 16 percent of tenure-track faculty specializing in AI globally.7

47%

26%

Total workforce

Data and AI

The lack of gender diversity in AI persists. In 2019, women made up 22 percent of all AI and computer science PhD programs in North America—a marginal increase of only 4 percent compared to the same statistical category in 2010.

Exploring the root causes of this enduring gender gap in AI and seeking solutions are imperative. This Women in AI Report, conducted by Globalbiz Outlook, features interviews with women who have ascended to leadership positions in AI within their organizations. The whitepaper also includes insights from a survey of individuals working in AI, aiming to uncover the underlying issues contributing to the gender gap, propose potential remedies, and emphasize the potential consequences for businesses that neglect addressing this challenge.

Chapter 2: The Significance of Gender Variety in AI

70%

67%

Companies that promote and elevate diverse groups within their organization will benifit as a result

Having more women in managerial, leadership and role model positions directly benefits an organization’s employees

In the contemporary business landscape, mounting evidence underscores the positive impact of gender diversity, particularly in leadership roles, on organizational productivity, profitability, and market value. Research findings from various sources illuminate this connection:

- Goldman Sachs research revealed that companies with "diverse" boards, with an emphasis on women, exhibited stronger performance in public markets. Those with at least one diverse board member experienced a 44 percent increase in average share price in their first year after going public, a figure significantly higher than companies lacking diversity (13 percent).

- The MSCI Women’s Leadership Index demonstrated that publicly traded companies prioritizing gender diversity in executive leadership and board roles, in the United States 12, Canada13, and Europe14, achieved higher net returns in their equity markets compared to companies not committed to gender diversity.

- An HBR study exploring the link between productivity and gender diversity in Western European companies found that a 10 percent increase in the ratio of women to men in the workforce correlated with a 7 percent increase in market value.15

The data emphasizes that companies fostering diverse and inclusive cultures are strategically investing in productivity and innovation within their workforce. This investment translates into superior products, a competitive edge, and enhanced sales and profitability. Within the realm of AI, diversity is crucial. To build effective AI systems—from defining problems for AI to solving them, designing solutions, selecting and preparing data inputs, and constructing and training algorithms—the AI team should mirror the diversity of the populations impacted by the AI.

Diversity levers encompass gender, race, socioeconomic background, work experience, age, ability, privilege, and experience with discrimination. Embracing diversity across these criteria ensures a broad spectrum of perspectives and lived experiences is integrated into the design and implementation of an AI system. Given that AI teams must reflect the populations they aim to address, and with half of the world’s population being female18, fostering gender diversity within AI is not only a strategic advantage but a matter of "common sense," as highlighted by AWS’ Allie K. Miller (Global Head of Machine Learning Business Development, Startups, and Venture Capital).

A diverse workforce is better equipped to identify and rectify AI biases during data interpretation, solution testing, and decision-making. Specifically concerning gender, women often possess unique insights that men might overlook, and vice versa. This diversity can significantly benefit AI development.

Our interviewees stress the central theme that diversity of perspectives and lived experiences is paramount for robust AI development. A team with diverse perspectives excels at challenging assumptions, identifying problems for AI solutions, addressing unconscious biases, and pinpointing blind spots within an AI system, ensuring a positive impact on a broad audience.

Women often encounter persistent challenges in the AI field, including a continuous struggle for credibility. Regardless of position or seniority, women face resistance, questioning, and judgment, frequently needing to prove their credibility and expertise when interacting with male colleagues. The underrepresentation of women in AI teams and boardrooms intensifies these challenges, with women often being the sole female presence. The assumption of male colleagues' experience and expertise further exacerbates these challenges, creating an environment where women must continually demonstrate their worth.

This continuous struggle for credibility, which some interviewees referred to as the "Girl Scout badges phenomenon," places women in an uncomfortable and demanding position. The need to constantly overcome doubt, discounting, or even being ignored and to "earn a badge" to progress in their work contributes to attrition and pay inequality among women in AI. As one interviewee succinctly put it, "women should not need permission to excel in their AI work."

A diverse workforce, capable of identifying and eliminating AI biases, contributes significantly to the integrity and effectiveness of AI development.

Chapter 3: Viewpoints from AI Visionaries: Wisdom from Leading Women in AI

We conducted interviews with women occupying prominent leadership positions in the AI domain, including chief scientists, heads of AI-related business development and product integration, as well as CEOs and Founders of AI firms. Throughout our discussions, several recurring themes emerged, shedding light on the factors contributing to the gender gap in AI and proposing potential solutions.

Diversity of Perspective: A Cornerstone for Effective AI

A central theme emphasized by our interviewees underscores the critical role of diversity of perspectives and lived experiences in developing robust AI. Informed by criteria such as gender, race, socioeconomic background, work experience, age, ability, privilege, and experience with discrimination, this diversity ensures a team's proficiency in challenging assumptions, identifying AI-related problems, addressing unconscious biases, and uncovering blind spots within AI systems. The "demonstrably different" lived experiences of women emerged as a pivotal reason for their inclusion in the AI space. These experiences, including discrimination, household-related decisions, and the impact of products designed primarily for men, contribute diverse perspectives that bring valuable insights previously absent. Women's perspectives, when considered, enable AI teams to develop more holistically valuable products with positive impacts on a broader audience.

Obstacles in Drawing Women into the AI Sphere

Many interviewees shared a common experience of women in AI, irrespective of position or seniority, constantly facing resistance, questioning, and judgment. The need to continually prove credibility and expertise when interacting with male colleagues was evident, ranging from pitching business ideas to making AI design suggestions or advocating for promotions. The struggles for credibility often stemmed from underrepresentation, with women frequently finding themselves as the sole female presence in AI teams or boardrooms. The assumption of male colleagues' experience and expertise further complicated matters, leading to a cycle of overcoming doubt, discounting, or being ignored—the "Girl Scout badges phenomenon." This continuous battle for credibility likely contributes to attrition and pay inequality among women in AI.

The Lack of a Woman Archetype in AI and Its Damaging Effects

Many executive interviewees highlighted a scarcity of examples of female leadership throughout their AI careers, limiting their impact on occasion. The absence of a woman scientist archetype impacted their work, hindering them from realizing its full potential. The lack of representation in leadership roles perpetuates discrimination against women who do not fit the established male-dominated mold in AI. Historical examples, such as Ada Lovelace, a nineteenth-century mathematician whose work inspired Alan Turing, need greater emphasis to showcase the possibilities for women in AI. The promotion of current women leaders in science is crucial to inspire today's and tomorrow's women in the AI space.

Despite its Challenges, Being a Woman in AI has Advantages

While acknowledging the challenges women face in AI, there was a prevalent sense of resourcefulness and optimism among our interviewees regarding the future for women in the field. Surprisingly, several interviewees noted that being a woman in the male-dominant AI space has been advantageous in many ways. Standing out as the only woman in the room, although challenging, has helped them differentiate themselves and make a lasting impact on their organizations. The unique perspective brought by being different has made these women memorable. Despite reported disparities in data and AI positions held by women, a positive theme emerged – men are not "ahead" of women in AI. The field is still nascent, with many organizations and their workforces just beginning their AI journeys, providing equal learning opportunities for everyone involved.

Chapter 4: Methods to Sustain Women in AI: Elements Impacting Their Continuance or Exit

Upon overcoming the initial hurdle of entering the field of AI, women frequently encounter another significant challenge—remaining within the industry. A noteworthy statistic reveals that half of women working in STEM fields exit the industry within the first 10 years of their careers, a disproportionately higher rate compared to men. Globiz Outlook's survey of women in AI unveils prevalent themes contributing to women leaving the field and explores potential factors that could encourage them to stay.

Gender Discrimination Persists:

Globalbiz Outlook's survey highlighted a disheartening reality—gender discrimination remains a significant obstacle for women in STEM fields, including AI. A staggering 58 percent of women respondents reported leaving an employer due to perceived unequal treatment of men and women. Sexual or gender-based stereotypes were cited as obstacles by 68 percent of women, and 57 percent left their employer due to discrimination. These figures align with broader industry trends, showcasing higher rates of gender discrimination for women within STEM, compared to both men in STEM and women in non-STEM fields.

Recognition Challenges:

In addition to facing gender discrimination, women in AI often encounter difficulties in receiving recognition compared to their male counterparts. An overwhelming 84 percent of women respondents reported leaving an employer due to feeling underappreciated, unwelcome, ignored, or taken for granted. This contrasts significantly with men respondents, where 49 percent reported similar feelings. Management issues also emerge, with 69 percent of women citing conflicts with managers as a contributing factor to leaving a company, compared to 55 percent for men.

Equitable Treatment as a Solution:

To retain women in AI, addressing the issue of unequal treatment is paramount. Women expressed a desire to be treated the same as men within the field. The key areas highlighted were the elimination of pay gaps in AI and machine learning roles, with 66 percent of women respondents considering this a primary solution for fostering a more inclusive environment. Increased visibility within organizations was also identified as an influencing factor, with 60 percent of women respondents emphasizing its importance in job decisions.

Organizational Initiatives Alone Not Enough:

While organizations are recognizing the need to retain women in AI and have initiated formal programs such as women-only training, mentorship programs, and flexible work plans, these efforts may not be sufficient. Surprisingly, less than half of women respondents (46 percent) believed that the creation of groups and networks for women would create equity in AI. Similarly, 44 percent thought more generous family-oriented benefits would make AI more viable for women.

Importance of Gender-Inclusive Culture:

Insights from executive women interviewees highlighted the paramount importance of fostering a gender-inclusive culture within organizations. According to them, an inclusive culture serves as the foundation upon which all other tools for equality should be built, making AI more viable for women.

Creating a Better Future:

Despite the challenges, there are actionable steps that businesses can take to address the gender gap in AI and create a more equitable future for women in the field.

Build and Showcase Archetypes:

It is crucial to highlight visible female scientists and AI leaders within businesses and society. By showcasing female AI trailblazers in various mediums, organizations can inspire a new generation of female scientists and build a brand of gender inclusivity.

Provide Education on AI:

Organizations should remove ambiguity surrounding AI careers, showcasing diverse opportunities beyond engineering and technical roles. Recruiting efforts should extend to college campuses, prioritizing diverse backgrounds and aptitudes over specific skill sets.

Mentor Future Women in AI:

Authentic mentorship plays a key role in the success of women in AI. Executives, both men and women, should take the initiative to find and mentor women with AI ambitions, fostering authentic relationships that can significantly impact a mentee's trajectory.

Create a Culture of Diversity and Inclusion:

Establishing a culture that actively promotes gender diversity and inclusivity, particularly at leadership levels, is essential. Organizations should go beyond formal programs and strive to eliminate biases and discrimination while providing equal opportunities for deserving women in underrepresented roles. Transparent disclosure of gender gaps and data-based diversity goals can aid in addressing unequal representation in AI.

In conclusion, while challenges persist, collaborative efforts from leaders, both male and female, can lead to a more equitable and inclusive future for women in AI.

About

Global Biz Outlook is the next-generation Digital Community covering all industries, emerging technologies, tech solutions providers, and innovators connecting the world's largest business and executive leaders community. Global Biz Outlook also focuses on industry news and analysis, interviews, product & technology videos, the Leadership Podcast series, white papers, and reports. Reference & Guide Globalbiz Outlook: https://issuu.com/globalbizoutlook/docs/ navigating_the_ai_landscape_of_2024?fr=sYjI5OTYyODQ4Mj Beena Ammanath, David Jarvis, and Susanne Hupfer, Thriving in the era of pervasive AI: Deloitte’s State of AI in the Enterprise, 3rd Edition, Deloitte Insights, July 14, 2020 World Economic Forum, Global Gender Gap Report 2020 Stanford Institute for Human-Centered AI, Artificial Intelligence Index Report 2021, March As part of the Women in AI White Paper, Deloitte interviewed 12 women executives Elizabeth Dilts Marshall, Goldman Sachs to companies: Hire at leas one woman director if you want to go public, Reuters, January 23, 2020 MSCI, MSCI USA IMI Women's Leadership Index (USD), January 29, 2021.

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