It’s not only at the top of business that women are under-represented. Just as worrying, says Oxford University professor and CEO of DiffBlue, Daniel Kroening, is their lack of presence in academic fields crucial to digital innovation, such as artificial intelligence. At the University of Oxford, female PhD Computer Science candidates represent just over a quarter (26%) of applications. The data for artificial intelligence PhDs is even worse: just 10% of applications come from women.
“This is concerning for not just universities but for the wider technology industry, which is increasingly hungry for AI engineers” says Kroening. “High-paying AI roles may end up being dominated by men, and the risks of algorithmic-bias have been well-publicized. There’s clearly a need for companies to champion their female AI computer scientists as role models for the next generation, which should help plug the talent shortages that are plaguing the industry.”
Against the backdrop of female scarcity in digital business and technology, I was surprised to read in a new survey from QA that 80% of women in the industry report they had been discouraged from starting a career in tech. Conceivably, the sample was weighted with mature workers, who were mavericks at the time, But if it includes new entrants, who have been through a school system mandated to encourage participation, then something clearly is going wrong.
The report’s conclusions include:
- 50% of women in tech were actively discouraged from entering into a technology career by people close to them.
- 76% did not view technology as an attractive career path at school, but almost 100% of them have enjoyed an exciting career in tech.
- 80% of women say that they think that there need to be more role models in tech.
- Post-Brexit faces a chronic digital skills shortage. Lack of gender diversity will contribute to this issue.
To be an effective force within leadership and entire digital organizations that delivers their full potential, women’s inclusion has to go beyond gender diversity box ticking. I suspect more prolific female role models in the sector and an embedded form of mentoring will play a bigger part than quotas systems.
Share your views and opinions on this via our LinkedIn Group.