intelligent

Amy Lynch , Head of DEI at Thoughtworks

IF NOT

DEVELOPED AND DEPLOYED RESPONSIBLY , AI CAN PERPETUATE

EXISTING SOCIETAL BIASES .

colleagues . Whilst we ’ re proud of what we ’ ve achieved , this is still much to do .

Further amplifying this challenge , new research by BT Group reveals a concerning gender gap in self-perception for tech careers among 11- to 17-year-olds in the UK . Nearly double the number of boys described themselves as ‘ very well suited ’ for tech compared to girls ( 25 % vs 13 %). This suggests that societal perceptions and self-belief starting at a young age can contribute to the underrepresentation of women in the tech workforce later .

Beyond headcount : building a culture of inclusion through actionable steps

Creating an inclusive environment goes far beyond numbers and celebratory awareness days . While increasing the number of women and underrepresented minorities in tech roles is crucial , it ’ s merely the first step . True inclusion requires fostering a culture that values diverse perspectives , experiences and backgrounds .

• Tackling unconscious bias : Unconscious biases , often stemming from societal norms and stereotypes , can creep into hiring and promotion practices , hindering diversity efforts . Equipping teams with the tools to identify and mitigate these biases is essential for creating a fair and equitable workplace .

• Expanding the hiring lens : Traditional interview panels often lack diversity of thought , limiting the candidate pool .

By including a wider range of voices in the hiring process ( e . g ., individuals with non-traditional backgrounds or from underrepresented groups ), companies can attract the best talent based on their skills , not their background . Additionally , considering candidates from broader hiring pools to attract more diverse talent ensures the hiring process is inclusive .

• Clear policies , clear path : Having clear and transparent guidelines for promotions , compensation and performance reviews ensures fairness in the workplace . Ambiguous policies can create opportunities for bias and hinder career progression for diverse employees . Having progressive inclusive policies that support colleagues throughout every part of their life , from gender inclusion and transitioning at work policy , fertility policy and enhanced parental leave is another vital addition to organisational policy strategy ,

Building trustworthy tech : ethical AI for a diverse workforce

The rise of AI has the potential to revolutionise the tech industry . However , concerns regarding bias in AI algorithms are valid . If not developed and deployed responsibly , AI can perpetuate existing societal biases , further marginalising underrepresented groups within the workforce . These concerns underscore the need for responsible AI development .

Thoughtworks ’ Consumer AI research data shows this is a shared concern . A significant portion of consumers ( 47 %) express anxieties about ‘ human societal bias ’ influencing AI . Additionally , according to a study conducted by Resume Genius , three in four said using AI in the recruitment process by employers should be forbidden by law .

The potential for bias in AI algorithms is especially concerning when applied to HR technologies . Imagine a resume screening tool that inadvertently prioritises resumes with certain keywords or phrasing , potentially filtering out qualified candidates from underrepresented groups . This can lead to discriminatory hiring practices and perpetuate existing inequalities within the tech workforce . This not only hinders diversity and inclusion efforts but also deprives companies of a broader talent