Breaking Barriers: Gender Inclusivity and AI Bias

In a candid conversation with Minu Sirsalewala, Executive Editor of Dataquest, Shreya Krishnan, Managing Director, AnitaB.org India, discusses the current landscape of gender inclusivity in India’s tech sector, highlighting both advancements and ongoing challenges. She delves into the persistent issue of gender bias in AI and machine learning, emphasizing the importance of diverse development teams and ethical AI practices. Krishnan also outlines the proactive steps AnitaB.org India is taking to promote diversity and equity, from mentorship programs to initiatives that address systemic barriers in the industry.

How do you perceive the current state of gender inclusivity in the Indian tech industry? Are there any significant changes or improvements you have observed over the past few years?

The Indian tech industry has made notable progress in gender inclusivity, but challenges persist. Over the past few years, there’s been a significant increase in companies committed to diversity, with more organizations adopting gender-neutral policies, enhancing the representation of women in leadership roles, and creating inclusive work environments. Organizations are a lot more intentional about who they are hiring. There is a more organised focus on ensuring that there is diversity in the hiring process. Initiatives such as mentorship programs and women-focused networks have played a crucial role in empowering women and nonbinary individuals.

Cultural biases and societal norms continue to be significant barriers, highlighting the need for sustained and focused efforts to ensure that gender inclusivity is more than just a policy.

Despite these advancements, the gender gap remains, particularly in senior and technical roles. Most organisations fail when it comes to implementing inclusion as a cultural advantage. Cultural biases and societal norms continue to be significant barriers, highlighting the need for sustained and focused efforts to ensure that gender inclusivity is more than just a policy—it’s a fundamental practice embedded within the industry.

In my vision, a sustainable, equitable, and safe world is one where empathy, kindness, and respect eliminate the conflicts we face today, whether they relate to climate change, discrimination, or other societal issues. A world where everyone has equal opportunities and is judged fairly within a system that prioritizes social justice. AnitaB.org aligns with these values, working towards creating a more inclusive and just tech industry and society.

Can you share some successful initiatives or programs that AnitaB.org India has implemented to promote gender inclusivity in workplaces?

AnitaB.org India is dedicated to promoting inclusivity and diversity within the tech industry, particularly for women and nonbinary individuals. Through a range of programs, events, and initiatives, AnitaB.org India empowers these individuals to thrive in technology. Our efforts include building a community that supports women and nonbinary technologists across India through workshops, mentorship programs, and networking sessions. Our Hopper Events, including the Hopper Roadshow, foster learning, networking, and community engagement to promote diversity and inclusion in tech.

Gender bias in AI and machine learning often arises from biased data and a lack of diverse perspectives in development teams.

Additionally, our Return to Work (RTW) and Apprenticeship Pathway Program (APP) bridge the gender gap by empowering women and nonbinary individuals in tech. The Advancing Inclusion Scholarship Program further supports students, faculty, and technologists by providing access to career and academic resources, networking opportunities, and the Grace Hopper Celebration India 2024. We also organise multi-city roundtables and sessions to discuss gender inclusivity and the importance of language aimed to explore how language shapes our understanding and treatment of gender.

In what ways do you think gender bias manifests in AI and machine learning algorithms? How can companies ensure their AI systems are fair and inclusive?

Gender bias in AI and machine learning often arises from biased data and a lack of diverse perspectives in development teams. One aspect could be the technology picking up the biases from the available training modules. But another completely manageable aspect is personal biases reflected in the technology while being developed. This can result in algorithms that reinforce stereotypes or marginalize certain groups.

Organizations that are more open to dialogue and communication and have more heterogeneous teams, will naturally have higher resilience to bias due to the diversity within their teams. In contrast, organizations with more homogeneous teams will have lower representation, leading to more biased products and services, as the lack of diversity and representation in the team affects the perspectives and considerations during development.

To ensure AI systems are fair and inclusive, companies must prioritize diverse representation in their AI development teams and rigorously audit their datasets for bias. Implementing transparent and explainable AI practices is also crucial, as it allows for the identification and correction of biases. Continuous monitoring and updating of AI systems, along with ethical guidelines, can further ensure that these technologies serve all genders equitably.

For example, a financial services company can regularly audit its AI systems, particularly those used for loan approval processes, to ensure they are not biased against certain genders or other factors.

What role does AnitaB.org India play in addressing and mitigating gender bias in AI and technology development?

The work that we do aims to represent women and non-binary communities in workplaces, ensuring that the technology and AI being developed are more inclusive. This inclusivity leads to reduced bias, resulting in fewer cycles of testing and pilots, and ultimately creating more robust products and services. AnitaB.org’s focus is to build and support partner organizations in creating a fair process from talent management to thriving workplaces, ensuring that these workplaces function as we envision.

What strategies or best practices do you recommend for companies looking to bridge the gender gap in their hiring and promotion processes?

To bridge the gender gap in hiring and promotion, companies should implement unbiased recruitment processes, such as blind resume reviews and structured interviews. Setting clear, measurable diversity goals and holding leadership accountable is crucial. Mentorship and sponsorship programs can support career advancement for women and nonbinary individuals. Regularly auditing pay equity and providing equal opportunities for leadership training are also essential. Creating a supportive and inclusive workplace culture, where diverse voices are valued, will help retain talent. Finally, promoting flexible work arrangements can help balance professional and personal responsibilities, making the workplace more accessible for all genders.

How can organizations create a more supportive and inclusive environment for women and nonbinary individuals in tech?

Organizations can create a more supportive and inclusive environment for women and nonbinary individuals in tech by fostering a culture of respect and belonging. This begins with leadership commitment to diversity and inclusion, reflected in policies that promote equal opportunities. Providing mentorship and sponsorship programs helps in career growth, while flexible work arrangements accommodate diverse needs. Offering regular training on unconscious bias and ensuring safe channels for reporting discrimination are essential. Additionally, celebrating diversity through events and networks reinforces inclusion. Organizations must also prioritize transparency in promotions and pay to build trust and equity for all employees.

What are the biggest challenges women and nonbinary individuals face in the tech industry today, and how can these be addressed effectively?

Women and nonbinary individuals in tech face challenges like gender bias, underrepresentation, and limited access to leadership roles, discrimination and harassment being primary. There’s a significant issue regarding how women pay a much heavier price in leadership roles. According to a recent survey by Aon of more than 24000 working women from over 560 companies, 40% faced bias or potential bias, and a similar percentage experienced insensitive behaviour. About 6% reported sexual harassment, with less than half formally reporting it.

According to a recent survey by Aon of more than 24000 working women from over 560 companies, 40% faced bias or potential bias, and a similar percentage experienced insensitive behaviour.

This indicates that even organizations assumed to be safe are not, as they reflect the same societal biases. These biases are carried into the workplace, and unless systemic changes are applied across the board—including public policy advocacy, government actions, and education—intervention must be all-pervasive. Only then will we see a marked change; otherwise, these issues will continue to perpetuate.

Cultural stereotypes and a lack of mentorship further hinder their progress. To address these issues, organizations must actively work to eliminate biases in hiring, evaluation, and promotion processes. Implementing mentorship and sponsorship programs can provide the guidance and support needed for career advancement. Companies should also invest in leadership development programs tailored for women and nonbinary individuals, ensuring they have equal opportunities to succeed and lead in the tech industry.

Can you provide examples of companies or sectors within tech that have excelled in gender inclusivity, and what can we learn from their approach?

In India, organizations investing in DEI can be categorized into three different sizes, scales, and stages in their journey.

The first category includes those that recognize the connection between ESG and DEI and leverage this connection to implement better practices in hiring and production processes.

The second category comprises organizations that acknowledge the need for DEI but are still on the journey toward understanding and implementing these needs. They are working on translating their needs into action, creating process tools, and investing in a more inclusive culture.

The third category consists of organizations just beginning to understand the value of DEI. They are trying to leverage the connection between DEI and profitability but are still grappling with what this truly means. These organizations do not have DEI on a standing charter, and their efforts may be more about ticking a box than challenging the status quo.

Some of the large tech brands in the country seem to value DEI and have practices aligned with creating safe and equitable spaces. These organizations already invest in parity and gender representation. However, others are still figuring out their stance on DEI. In the current global political scenario, the backlash against DEI is significant. This negative attention could potentially set back the progress made since movements like #MeToo and other incidents that have brought these issues to the forefront.

What are your vision and goals for AnitaB.org India in the next five years concerning gender diversity and inclusion?

AnitaB.Org India is back together after a hiatus and the goal this year is to rebuild our partner relations and refocus on our organisational goals to foster inclusion and gender equity not just at the top level but from a grass root level. We want to be able to make a marked impact on the number of women that are being hired into mid-level and senior roles, women representations on the board level and advisory board level positions investing deeply in STEM learning. Along with this, we will focus on education for younger girl children for higher representation, building access to safer workplaces and pay equity as a measure to ensure equality, building awareness and action on various problems that surround the current landscape of DEI, ensuring that we invest our efforts in building safety.

In the next five years, our idea is to ensure that we increase the numbers of women in STEM roles, women in mid-career in STEM roles and women in STEM roles in senior leadership, and to actively build a pipeline for younger talent to get access to STEM education, for nonbinary communities to have safer more equitable access to workplaces and building conscious awareness on bias and how that interplay functions.

While we currently have a global community of 106000 members, in India, we have 6000 members and we plan to increase that number by the end of five years to be enough to create a Movement that will help forge a path for future generations to come. We also plan to introduce an advisory committee in India in future that helps build this path through impactful guidance and successfully applied frameworks.

How do you see the role of events like the Grace Hopper Celebration India evolving to further support and empower women in technology?

Just to create and build and sustain a platform like the Grace Hopper Celebration is in itself an investment of time, energy, resources and effort. Platforms like these help with agency advocacy, access and opportunities to not just learn and network, but also truly be represented.

The Grace Hopper Celebration (GHC) was first established in 1994 by Dr. Anita Borg and Dr. Telle Whitney. Building on the success of GHC, the Grace Hopper Celebration India (GHCI) was launched in 2010 by AnitaB.org India to provide similar opportunities for women and nonbinary technologists in India.

GHCI is more than an event; it’s a movement empowering women and nonbinary in tech. Making its return after a 5-year long hiatus, GHCI promises to be a spectacular event with opportunities to network, learn and be inspired by the stories of individuals who have defied expectations and paved the way for a more inclusive future. GHCI 2024 aims to bring together changemakers and thought leaders to shape the future of tech

This year GHCI is held from November 20-22, 2024, at BIEC, Bangalore, India. The theme for GHCI 24 is “me+we”, which celebrates the collective power of women and nonbinary technologists, highlighting individual contributions and ambitions. GHCI 24 is a force driving change in tech, ensuring those who create technology reflect the diversity of society. We exist as extensions of our communities, collectively as a voice, it’s a lot more stronger when a community picks up, versus lone voices trying to find platforms to speak their truth.

Shreya Krishnan

Managing Director, AnitaB.org India

By Minu Sirsalewala

minus@cybermedia.co.in