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As artificial intelligence continues to disrupt businesses, companies like Microsoft, Hexaware Technologies, Accenture, Tech Mahindra, and Capgemini are unleashing several measures to attract more women and tackle their underrepresentation in this fast-growing field.
Initiatives to build this pipeline include upskilling, mentorship programmes, gamification challenges, structured internships, as well as stronger campus engagement to build future female AI practitioners.
Companies who spoke to ET said given its massive scope and potential, any AI solution will lack depth and clarity if women are underrepresented. This can result in developing AI systems that are less effective, less fair, and less human.
Earlier this month, Microsoft chief executive Satya Nadella announced the expansion of the company’s ‘Code Without Barriers’ programme to India, aiming to train 75,000 women developers by 2024.
The technology firm is also focusing on empowering women from underserved communities to build careers in technology through initiatives like TechSaksham, CyberShikshaa, and the Microsoft Diversity Skilling Program (MDSP), collectively skilling more than 100,000 learners in AI fluency and literacy.
At Tech Mahindra, a substantial number of AI projects are being led by women, including the AI and Metaverse project delivery, and blockchain initiatives. The company is looking to significantly increase the number of women in AI roles in the coming years through targeted recruitment, mentorship programmes, and career development opportunities, said Richard Lobo, chief people officer at Tech Mahindra.
At Accenture, over 49% of the more than 300,000 people in India are women, performing key roles across the organisation including data and AI roles. This includes leadership positions in data and AI.“In fact, at a global level, our chief AI officer is a woman. Globally, we have identified 12 data and AI future-focused roles that encompass the work our people do from across our organisation now and into the future,” said Lakshmi C, managing director and lead – HR, Accenture in India. Each of these 12 roles has its own learning pathway and curriculum.
AI upskilling and reskilling
Currently, 27% of the people in AI roles at Hexaware are women, spanning domains such as coding, innovation, marketing, and research.
The company’s learning and development (L&D) programmes prioritise training women in machine learning, data science, and generative AI (Gen AI) while upskilling and reskilling them to take on AI roles and excel in them, said Nita Nambiar, chief people officer at Hexaware. About 4,400 women have completed the first level of certification, and the company’s mentorship programme also connects women with AI practitioners and experts.
Capgemini recently conducted a Gen AI Bullseye Challenge – a gamified approach – to build learning and adoption of Gen AI tools and methods. Out of the total number of employees who were certified in this challenge, nearly half of them were women professionals, said Aarti Srivastava, CHRO – India, Capgemini.
Starting women early
Technology firms are also engaging with campuses to build future female practitioners in AI.
Hexaware has rolled out learning interventions for women joining from campuses to upskill them on AI-related technologies before deployment. It is also setting up AI labs in some of the colleges it recruits students from.
Microsoft’s recently-launched ‘ADVANTA(I)GE INDIA’ programme intends to provide advanced AI technical skills training to 100,000 young women through 5,000 trainers at colleges in Tier 2/3 cities, said Rohini Srivathsa, chief technology officer – Microsoft India & South Asia.
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