Only 39% of data and AI talent are women. With GenAI poised to shake up society, we need diverse crews crafting ethical AI—yesterday’s not soon enough
As we celebrate International Women’s Day, I’m reflecting on the transformative journey our team is on and the important role that all of us need to play in driving meaningful change and accelerating progress.
Both personally and professionally, I’ve learned firsthand how both commitment and resilience are critical factors in shaping an inclusive culture—one that fosters remarkable team growth and innovation.
Competing in endurance sports is a passion of mine, and it has taught me that the pursuit of diversity, equity, and inclusion (DEI) is not a one-day sprint. It’s so much more than that. For me, DEI is a long-term goal, much like training for a triathlon. It’s also a goal that requires the belief and commitment of everyone on the team and the power to create a profound and lasting impact.
With research showing women making up only 39% of the workforce in data, analytics and AI and 77% of executives predicting that GenAI will significantly impact society, the stakes are high. It’s crucial to attract and retain diverse talent, not just to fill roles but to ensure that the systems we build are fair, inclusive, and reflect the diversity of the world they’re designed to serve.
The Power of Potential-Based Hiring and Mentorship
Within our business, success isn’t solely measured by bottom-line growth. It’s also about creating an environment where everyone, regardless of background, can thrive and reach their full potential. If you get this right, the bottom-line results usually follow.
I tend to hire and promote based on potential rather than just experience and qualifications, resulting in a more diverse team of skills and perspectives. I’m proud that my team consists of those with varied backgrounds and viewpoints to achieve the diversity of thought needed to deliver outstanding results in an industry that’s evolving at an exponential rate.
Through personalised mentorship and potential-based hiring, I’ve watched women and other underrepresented talent on my team blossom into confident, capable leaders. Two of them have since been selected for prestigious leadership programmes – a testament to the impact of investing in diverse talent.
The Journey to the Finish Line
There is no one-size-fits-all approach to DEI. Each company and industry is unique. While we still have a long way to reach the finish line, it’s crucial to recognise the progress we’ve made and continue building on that momentum. Every step forward brings us closer to creating a more equitable workplace.
True progress occurs when leaders are willing to challenge the status quo, empower others, and set new standards for what’s possible. When we invest in women, we elevate the entire team, reminding us that together, we all rise.
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