A recent roundtable hosted by Women’s Agenda and Salesforce brought together a group of influential women to discuss the potential, ethics and impact of artificial intelligence (AI) and what the technology means for empowerment economic status of women today and in the years to come.
The discussion focused on the future of AI and its impact on women, covering a wide range of topics including entrepreneurship, workplace training, trust, transparency and accountability. Our discussions highlighted the need for a holistic approach that prioritizes diversity, ethical considerations, stakeholder interests, and ongoing education and collaboration.
Here are the key takeaways from the conversation with representatives from Atlassian, Deloitte, KPMG, Commonwealth Bank, Canva, UNSW and more.
The gender confidence gap
We kicked off our discussion with a poll to determine whether AI is seen as a positive opportunity or a risk. Most participants responded by saying it was an opportunity. However, it was also highlighted that a recent Salesforce study highlighted a gender trust gap in generative AI, with only 43% of women, compared to 70% of men, trusting AI .
AI and the gender gap
Some women have expressed skepticism towards AI due to historical bias, highlighting the lack of women’s involvement in its development. Concerns have been raised about how women, who are more likely to handle manual administrative tasks, could be disproportionately affected by AI disruptions in the workforce.
Women have also historically been victims of malicious AI-generated online content, such as deep fakes.
Impact on professional roles
As mentioned, AI adoption could also have a disproportionate impact on professional roles traditionally held by women. As a result, women may feel the need to exert more control over AI systems to guard against potential exploitation – at least more so than men, who tend to benefit more from AI.
One participant noted that some women feel like using AI is a form of “cutting the line” or “taking a shortcut.” Many women, she said, think they have to do things manually, overseeing a process themselves to ensure optimal results. “Women seem to be more focused on the process, while men tend to be more focused on the results,” she said. Many agreed. “Women are judged on how they do their job, men on the results. »
There’s also a control issue, another participant suggested, with women potentially more reluctant to give up control of technology. But what is the solution? Encouraging women to participate in these discussions to change the culture around AI and how it can help us, rather than hinder progress.
Cultural changes and norms
Cultural changes were discussed, particularly in promoting a culture of transparency, accountability and ethical decision-making within organizations. Participants highlighted the need to challenge traditional norms and biases that could perpetuate inequalities in the adoption and use of AI.
AI adoption and training
Many women have expressed concern about the lack of access to AI training within companies, expressing that employers should invest in training programs that are inclusive of women and people from diverse backgrounds.
There was discussion about employers’ obligations to provide AI training to their employees and address any concerns regarding job security.
“Employers have an obligation to pay for and provide this training,” said one participant, referring to a research paper that found an overwhelming majority of workers reported not having access to training. “It was one of the things that caused a lot of anxiety among the workers. »
Empowerment through AI education
The Salesforce study also found that 81% of workers reported not receiving training or education on the beneficial uses of AI.
Education and training have been identified as key elements in enabling employees to use AI technologies effectively and ethically. Participants highlighted the need for organizations to invest in skills development and provide employees with the tools needed to understand and harness AI responsibly. Some women also expressed the need for employers to implement training and education earlier in the process.
“There needs to be sustained and organized education,” said one participant. “We should get people on the same page, and we should all have a basic understanding of the risks and benefits of AI as new things come along.” »
Transparency and accountability
Participants highlighted the importance of transparency in AI decision-making processes to build trust between users and employees. AI ethical principles and governance guidance were mentioned as mechanisms to ensure accountability and mitigate bias. Many women said they wish more companies would prioritize ethical practices and accountability in the development and deployment of AI.
The concept of stakeholder capitalism was also highlighted, a concept that encourages companies to take into account the interests of different stakeholders, not just shareholders. “It’s not just about your customer or your shareholder,” one participant reminded. “They are also your employees, and the community is the environment. This is the public sector.
Legislative and policy considerations
There have been calls for legislative action to hold companies accountable for unethical AI practices, particularly in areas such as content moderation. The importance of complying with regulations and policies, as well as the role of media monitoring, were also highlighted.
Industry Leadership and Collaboration
Businesses were urged to take a leading role in promoting ethical AI practices and collaborate with industry peers to establish standards and best practices. The role of government and regulators in developing AI policies and guidelines was highlighted as key to fostering trust and ensuring accountability.
The panel discussion addressed critical questions regarding AI adoption, trust, transparency and accountability. The future of AI is full of excitement and potential. This could give voice to those who are traditionally marginalized – all we need to ensure is that everyone is passionate and deliberate about our intentions.
A more detailed report of these discussions will be published next month.
Thank you to all participants of this round table:
Rowena Westphalen, senior vice president of customers, innovation and AI at Salesforce; Renata Bertram, Marketing Director ANZ at Salesforce; Alice Young, Head of Diversity, Equity and Inclusion, Atlassian; Maggie Liuzzi, product manager at Canva; Tahlia Burgoyne-Thorek, Head of Data and AI KPMG Australia | Dunhutti | People and change | Inclusion and diversity; Flora Salim, Professor and Cisco Chair in Digital Transportation and AI at UNSW; Professor Didar Zowghi, Head of Diversity and Inclusion in Artificial Intelligence: CSIRO Data61; Abigail Holman, partner at Deloitte Consulting | Data and AI; Laura Morelli, Media Director of the Third Hemisphere; Fiona McAuley, director of Commbank Women in Focus; Olivia Sanoubane, Risk Manager | Fintech at Monoover; Megan Fleming, Commercial Director – ESG Consulting at Prime Financial Group; Sarah Moran, co-founder of Girl Geek Academy and the PatientNotes app; Nadia Lee, CEO of ThatsMyFace; Sze Ding, BrightSpark and Sugi Health; Angela Shi, co-founder and CEO of Empathetic AI; Roanne Monte, CEO and Chief Product Officer at Armatec Global; Angela Priestley, co-founder and editor of Women’s Agenda; Tarla Lambert, co-founder and editor-in-chief of Women’s Agenda.
