Most AI products today are the result of data collected from diverse users, which can inherently contain biases. This calls for the need to ramp up efforts to mitigate these biases rather than attempting to overfit the data to preconceived notions.
“We are trying to build products used by billions of users, [and] working on important technologies that will have a deep impact on society,” said Google head Sundar Pichai in an interview, addressing the dire need for inclusivity and diversity in the workplace.
“A diverse workforce will help the company develop better products, and more importantly, tackle problems in society better,” he added.
Sandeep Sharma, assistant manager, GlobalLogic India, and an openly queer individual, agrees. “Organisations can foster inclusivity by establishing ally network groups and providing platforms to drive LGBTQIA+ inclusion in the workplace. Additionally, sensitisation programs for employees can be transformative,” Sharma told AIM in a recent conversation.
For someone not comfortable discussing his sexuality and attending Pride events just as an ally, Sharma has come a long way.
He is now actively involved with GlobalLogic’s DEI accelerator team, striving to create an inclusive environment for his LGBTQIA+ colleagues. He has been facilitating SOGIE (sexual orientation, gender identity, and gender expression) sensitisation sessions to help others understand the lives, experiences, and challenges faced by the LGBTQIA+ community better.
Previously, we have spoken about how allyship in the workplace helps familiarise the concept of understanding the non-binary nature of gender. This is where gender sensitisation programs, employee resource groups and Pride networking groups come into the picture for corporations.
Big Tech’s Efforts
Big techs like Google, Apple, Microsoft, Meta, and NVIDIA, among others, recognised the importance of such programs long ago.
“Inclusive teams that propagate and advance inclusive principles will have the deepest impact in building products designed for everyone,” said Satya Nadella, the chief executive officer of Microsoft, in a previous interview.
For example, Apple’s Tim Cook, who is openly gay and has often spoken about the same, has had an LGBTQ-focused employee network called Pride@Apple since 1986.
Similarly, Google established its first LGBTQ employee group, Gayglers, over 20 years ago, which has had a massive impact on steering the company in a more LGBTQ-inclusive direction. So does Microsoft.
GlobalLogic is also one such company fostering D&I through several initiatives to support LGBTQIA+ employees, such as inclusive hiring practices, support groups, and awareness campaigns. According to Sharma, these initiatives have significantly impacted the work environment, creating a culture of acceptance and respect.
Originally from Delhi, Sharma, a computer science engineer, has worked as a tech product owner in various Indian cities over the past seven years.
AI to Solve Inclusivity?
“Contrary to the common belief of tokenism and corporate rainbow-washing, I believe we’re moving in the right direction. While many organisations and brands might currently leverage Pride as a strategy, this undeniably starts the conversation,” he added.
“This is especially crucial in countries where LGBTQIA+ community is still battling the fight against social stigma and basic rights. It is a long and demanding journey and while it may not be ideal today, progress has to begin somewhere.”
However, the ever-evolving AI and analytics landscape holds the potential to drive LGBTQIA+ inclusivity in the coming years. For example, AI-powered language models can be trained to use more inclusive and gender-neutral language, helping normalise diverse identities in digital communication.
“With AI increasingly integrated into our daily lives. It mustn’t replicate societal bias. Data models trained predominantly on heteronormative information may exhibit harmful prejudices. To combat this, we must dismantle institutional barriers.
“This includes the absence of gender-neutral or inclusive language, a lack of inclusive imagery, and the features that reflect LGBTQIA+ identities and experiences,” said Sharma.
Interestingly, according to a McKinsey & Company report, companies in the top quartile for gender diversity are 21% more likely to outperform on profitability. Additionally, organisations with more gender-diverse executive teams have a 27% likelihood of outperforming their peers on longer-term value creation.
Challenges Remain
The inclusion of transgenders in the workforce still remains a challenge. Sharma advocates for infrastructural changes like gender-neutral washrooms and policies accommodating preferred names and pronouns for creating environments that empower non-binary and gender minorities in the workforce.
On the other hand, AI-driven health applications could be developed to address the specific medical needs of transgender individuals, improving access to personalised care. Additionally, AI can assist in content moderation on social media platforms, more effectively identifying and removing hate speech or discriminatory content targeting the community.
“LGBTQIA+ isn’t just an abstract concept; it encompasses real people still fighting for social acceptance and basic rights” he added.
