Women in PM Leadership

Authors: Mei Lin, USA- North America; Aneta Wereszczak, Poland - Europe; Yohara Salinas, Panama- Latin America; Vrushali Bhagwat, India - Asia; Alice Hellen Owora - Africa; Alejandra Nazar Kafaty (Mentor), Honduras- Latin America. 

Abstract 

Image generated by AI ( Gemini) 

Original Article

This article explores diversity in Artificial Intelligence (AI) development, spanning continents and demographics. From gender empowerment initiatives to the inclusivity challenges faced by generations, differently-abled individuals worldwide, it underscores the need for comprehensive DE&I strategies. By advocating for gender equity, generational inclusivity, and accessibility enhancements, we can unlock AI's potential for positive societal change, fostering a future where everyone thrives. 

Introduction 

Imagine a world where machines not only think but also understand emotions, where computer programs not only solve problems but also empathize with people. Welcome to the cutting-edge of Artificial Intelligence (AI), where science fiction becomes reality, and big changes are on the horizon. 

In today's fast-changing tech world, AI is seen as a game-changer, ready to shake up industries, reshape societies, and change the way we live. But as we get excited about AI's potential, we can't ignore an important issue: making sure AI is fair and inclusive for everyone. 

As technology keeps moving forward, different parts of the world face their own unique challenges and chances to promote fairness and inclusion in AI. Our journey isn't just about tech skills; it's also about making sure everyone is treated fairly and has a voice.

Come along as we explore the world of diversity in AI, looking at real-life examples from different continents. Together, we'll find a way to make sure AI isn't just smart but also fair, inclusive, and celebrates the rich diversity of our global family. 

AI and Gender Diversity 

In Africa, the gender gap in the AI workforce remains stark, with women significantly underrepresented in STEM fields and AI-related industries. Reports from Research ICT Africa (RIA) and the Centre for Intellectual Property and Information Technology Law (CIPIT) shed light on this disparity, urging for greater representation and research on how AI impacts women. Lillian Barnard, President of Microsoft Africa, emphasizes the urgent need for more women in AI leadership roles to harness its potential for inclusive development. 

Across Asia and Europe, initiatives like AI4Women and the #SheHealth Initiative is empowering women to enter and thrive in the AI sector. However, challenges persist, including wage inequality and the lack of diversity among AI developers. European policies focus on promoting gender equality in STEM fields, while India's establishment of Centers of Excellence for AI aims to address gender disparities in critical application sectors. 

In North America, the underrepresentation of women in AI research and software development underscores the need for dynamic regulatory frameworks that prioritize diversity and inclusion. Ethical concerns surrounding bias mitigation and privacy protection are crucial for promoting gender-sensitive AI outcomes and fostering an inclusive AI ecosystem. 

AI and Generational Diversity 

The coexistence of digital natives and all generations poses both opportunities and challenges in AI adoption. 

Africa's young and growing population presents a unique opportunity for AI empowerment, yet challenges such as the digital divide between generations must be addressed to ensure equal access and participation in the digital economy. 

In Asia, the coexistence of digital natives and all generations highlights both opportunities and challenges in AI adoption. Initiatives aim to leverage diverse age groups' expertise and perspectives for inclusive AI initiatives and societal development. 

All continents recognize the importance of tailoring AI systems to be accessible and inclusive across all age groups, emphasizing the need to address the varying ways generational groups interact with and are impacted by AI. 

AI and Accessibility for Differently Abled Individuals 

Across continents, AI-based assistive technologies hold promise for enhancing accessibility and inclusion for differently-abled individuals.

In Africa, AI-based assistive technologies hold promise for enhancing accessibility and inclusion for differently-abled individuals. However, challenges such as inadequate data, funding, and policy support hinder their development and adoption. 

Across Asia and Latin America, successful AI initiatives like Project Mudra and AI for Everyone are improving accessibility and empowerment for differently-abled individuals across various sectors. Democratizing access to AI is crucial for ensuring that these benefits reach all individuals, regardless of their abilities or geographic location. 

In North America, ethical considerations in AI development are paramount for promoting inclusivity and accessibility for differently-abled individuals. Ensuring that AI systems enhance human well-being and respect individual privacy and rights is essential for building a more inclusive AI ecosystem. 

Promoting Ethical Diversity from Latin America 

Latin America contributes to the AI discourse by emphasizing the importance of ethical diversity in AI development. Initiatives such as AI for Good Latin America focus on harnessing AI for social good, promoting diversity, and ensuring ethical AI practices. By incorporating diverse perspectives from Latin America, AI initiatives can address region-specific challenges and foster inclusivity on a global scale. 

As we navigate the complexities of AI development and deployment, it's imperative to prioritize diversity, equity, and inclusion at every stage. By harnessing the full spectrum of talent, perspectives, and experiences, we can unlock the true potential of AI to drive positive social change and create a more equitable and inclusive future for all. 

Case studies and examples from diverse continents provide invaluable resources for understanding and promoting diversity, equity, and inclusion (DE&I) in the creation and use of Artificial Intelligence (AI). 

AI Watch: European Landscape on the Use of AI by the Public Sector 

The European Commission's Joint Research Centre (JRC) has conducted a study on the use of AI in public services, providing an overview of the status of AI implementation in Europe. The findings highlight that the use of AI by public administrations is growing, and the diffusion of AI remains unequal. The report suggests that policymakers should consider ensuring the right balance between public and private sector expertise and capacity, enhancing data governance, and risk mitigation to advance. 

Regulating AI in Europe: Four Problems and Four Solutions 

This paper, published by the Adalovelace Institute, critiques the European Union's AI Act and suggests solutions to its flaws. The paper highlights the need for a more nuanced approach to risk assessment, considering impacts on groups and society as a whole, and not just risks to individuals and their rights.

Conducting a DEI Assessment in Asia Pacific 

Zuellig Pharma is a healthcare solutions company covering 16 markets across Asia, with the mission of making healthcare more accessible to the communities it serves. The successful conclusion of the DEI assessment highlighted that Zuellig Pharma had a strong foundation for further developing its DEI program, and it helped the company understand the gaps and challenges. Through the DEI assessment, offices across 13 geographies were able to identify contextually and culturally specific priorities, and the internal regional assessment allowed teams from different countries to engage on similar goals related to DEI. 

The DE&I Landscape In India Inc: Bridging The Gap Between Rhetoric And Reality The report comprises details on how DE&I practices are maturing from nice-to-have social initiatives to strategic business imperatives that need to be embedded in the organizational culture & values and become an integral part of the day-to-day functioning of businesses. 

Shaping the Future: Indigenous Voices Reshaping Artificial Intelligence in Latin America | LinkedIn 

This article is based on the study “Inteligencia artificial centrada en los pueblos indígenas: perspectivas desde América Latina y el Caribe” - available in Spanish at the UNESCO digital library. This study addresses the potential of indigenous identities, the importance of bias and knowledge invalidation, and strategies to execute inclusive projects. 

What should we do to promote DE&I? 

As project manager leaders in the global community, navigating the AI era with a commitment to Diversity, Equity, Inclusion, and Belonging (DE&IBA) needs proactive and strategic actions. To foster an environment where future generations can thrive and ensure that the AI landscape is equitable and inclusive, the following call to action is proposed: 

1. Addressing Gender Bias in AI and Tech Fields: 

● Advocate for gender diversity in AI and tech fields through educational initiatives and equitable hiring practices. 

● Implement transparent salary policies and leadership programs targeted at women in tech to address wage gaps and career advancement barriers. 

● Encourage the creation of AI development teams with diverse members to mitigate AI bias and promote gender equity in AI design. 

● Leverage AI tools to analyze and rectify disparities within organizations, collaborating to develop comprehensive AI ethics guidelines that prioritize gender equity. 

2. Ensuring Generational Inclusivity in AI Design: 

● Involve all generations in the testing phase of AI products to ensure their needs are met and promote lifelong learning opportunities for all age groups. 

● Advocate for the inclusion of all age groups in AI development teams to bring their unique perspectives and experiences to the design process.

● Design AI-driven applications and services that cater to the usability preferences and requirements of all users, fostering a multigenerational tech community. 

● Encourage knowledge sharing and collaboration between different generations to advance inclusive AI solutions that address the needs of all individuals. 

3. Enhancing Accessibility for Differently Abled Individuals: 

● Invest in the development of AI tools and accessible solutions for persons with disabilities, bridging the digital divide and promoting inclusivity. 

● Volunteer to equip all generations with digital literacy skills and ensure technology is accessible to all, promoting ethical diversity and inclusion in AI development. 

Conclusion 

By taking proactive steps to address gender, generational, and accessibility challenges in AI, we can pave the way for a more equitable and inclusive future. It's up to leaders, innovators, and advocates across industries and borders to champion these changes, ensuring that the AI era is marked by progress that benefits everyone, irrespective of gender, age, or ability. Together, let's harness the power of diversity in AI to drive positive social change and create a better world for all. 

Be Bold in embracing AI, not as a distant marvel but as a canvas for innovation within your grasp. This journey has shown us that the realm of AI is not reserved for the tech elite but is an open field where every curious mind can sow seeds of change. Whether you're a project manager, an educator, or a creative soul, the time is ripe to stake your claim in the AI revolution, to shape it with the contours of your vision and values. 

Be Respectful of the diversity that surrounds us, recognizing that the true strength of AI lies in its ability to mirror the rich tapestry of human experience. As we navigate the complex waters of DE&I biases, let us steer our AI endeavors with a compass calibrated to equity and inclusion. By infusing AI with a deep respect for all voices and perspectives, we transform it from mere technology into a beacon of progress that honors our collective humanity. 

Be Agile in your AI learning journey, embodying the spirit of exploration that has guided adventurers and innovators through the ages. In a landscape that evolves with the speed of thought, agility is your most trusted ally. Embrace the cycle of learning, experimenting, and sharing, for in the realm of AI, every mistake is a stepping stone and every achievement a beacon for others. 

Finally, embrace community connections to shape a more equitable AI future. Our values, "We PowerUP," "Being good enough is amazing," and "Together we rise," underscore the strength of

unity, the celebration of diversity, and the power of collaboration. Together, we can drive meaningful change in the AI landscape, ensuring opportunities for all, regardless of gender, generation, abilities or background. Let's embody these values as we promote diversity, equity, and inclusion, propelling us towards a future where everyone thrives.

About the Authors: ( L- R) 

Mei Lin, USA- North America 

Aneta Wereszczak, Poland - Europe 

Yohara Salinas, Panama- Latin America 

Vrushali Bhagwat, India - Asia 

Alice Hellen Owora - Africa 

Alejandra Nazar Kafaty ( Mentor) , Honduras- Latin America 

Reference 

● Addressing Gender Bias to Achieve Ethical AI | IPI Global Observatory (theglobalobservatory.org) ● 4 Ways to Address Gender Bias in AI (hbr.org) 

● Artificial Intelligence Has a Racial and Gender Bias Problem | TIME 

● Why we must act now to close the digital gender gap in AI | World Economic Forum (weforum.org) 

● The three challenges of AI regulation | Brookings 

● The state of AI in 2023: Generative AI’s breakout year | McKinsey 

● Challenges to U.S. National Security and Competitiveness Posed by AI | RAND ● 2021-10-04 US China AI Competition Factors.pdf (af.edu) 

● Researchers Identify 6 Challenges Humans Face with Artificial Intelligence | University of Central Florida News (ucf.edu) 

● The AI Generation Gap: Millennials Embrace AI, Boomers Are Skeptical | PCMag ● Gender biases in AI and emerging technologies | UNESCO 

● There’s More to AI Bias Than Biased Data, NIST Report Highlights | NIST 

● Research shows AI is often biased. Here's how to make algorithms work for all of us | World Economic Forum (weforum.org) 

● Bias Mitigation in Generative AI - Analytics Vidhya

● Addressing Gender Bias to Achieve Ethical AI | IPI Global Observatory 

(theglobalobservatory.org) 

● Influence 100 Insights 2023, AI, Future Challenges, Diversity & ESG (provokemedia.com) ● Researching Diversity, Equity, and Inclusion in the Field of AI - Partnership on AI ● How to Achieve Better DE&I in Staffing Using AI | The Staffing Stream 

● 8 DEI Challenges Leaders Face (and How to Solve Them) | Quantive 

● How HR Can Harness AI to Advance DE&I - Hunt Scanlon Media 

● Human cognitive biases present in Artificial Intelligence | Riev, International Journal on Basque Studies (eusko-ikaskuntza.eus) 

● (1) DE&I and Generative AI Bias | LinkedIn 

● responsible-ai-idc.pdf (awsstatic.com) 

● Empowering responsible AI practices | Microsoft AI 

● Google AI Principles – Google AI 

● Mckinsey Podcast on achieving gender parity in Asia 

● Paper on semi-systematic literature review of the guidelines regarding DEI in AI ● IndiaAI 2023: Expert Group Report – First Edition 

● AI Implications for Diversity, Equity and Inclusion (DEI) - Article by Rohini Anand PhD Strategic DEI Advisor 

● how AI is already transforming DEI - BY AMIRA BARGER 

● Article on AI Brings Opportunities And Risks To Workplace DEI Efforts by Rebekah Bastian ● UNESCO: How generative AI is reshaping education in Asia-Pacific 

● 5 ways Asia-Pacific economies can operationalize AI to unlock economic opportunity ● Racing toward the future: artificial intelligence in Southeast Asia 

● Artificial intelligence and gender equality: key findings of UNESCO's Global Dialogue ● Governing AI in Africa: Policy frameworks for a new frontier - Microsoft On the Issues ● https://cipit.strathmore.edu/wp-content/uploads/2021/03/Artificial-Intelligence-Labour-Gender-Gap -copy-1-1.pdf

Why me? – The Impostor Syndrome

Last week, my friend, Engineer Iris Gastañaga received a phone call announcing that she had been selected to receive an award for her outstanding participation in the information technology industry.

The first thing that came to her mind was: "Why me?"

Iris is an Information Systems Engineer and studied for a master's degree in the same area, in addition, she has several other important credentials, such as PMP-Project Management Professional.

She is a full professor of the Master's Degree in Information Systems at the Universidad Tecnológica Nacional (UTN), Córdoba Regional Faculty, with a seniority of almost 30 years and prepared with a master's degree in university teaching.

In the professional field, Iris Gastañaga also has a 30-year career in the Software industry, and since 2008 she is Partner, Director and President of the company Kinetic Delivering Value, an organization dedicated to consulting and training professionals and companies on topics related to Quality and Processes, Project Management and Software Engineering, assisting important local and regional clients, leading a structure of more than 160 people.

Iris Gastañaga represents a role model for entrepreneurship and project management, founder and first President of the PMI Córdoba, Argentina Chapter and parto of board of directors in a couple of professional organizations. She is an international speaker, author of numerous articles, and has received multiple awards and distinctions.

And I could go on listing her important achievements, but I don't want to be tedious.

However, with all the above, Iris wonders "Why me?" when they announce her award.

And why not?

Why do women not value our achievements?

Why we feel as "imposters" when we are recognized?

Known as "imposter syndrome" is a psychological phenomenon by which successful people, especially women, are unable to assimilate their achievements and tend to minimize or underestimate their success, probably due to perfectionism.

The worst thing about this syndrome is that many women miss opportunities for development and professional growth because they don’t feel ready to the responsibility, capable, qualified, prepared. They feel like a fraud. They cannot recognize their achievements, even with great experience and preparation, they remain convinced that they are a fraud and that they do not deserve the success they achieved.

The question we should ask ourselves is:

What strategies can women develop to minimize the effects of this self-trap that limits them?

Alejandra Marcote in her very interesting book called “How to transform the impostor syndrome into your ally” (Marcote, 2022) recommends some actions to put into practice to defeat the negative effects of this disorder:

• The first thing we should do is to be aware we are not the only ones to go through this situation. Sharing it, just as Iris shared her feeling with us, helps to see it from another dimension.
• Review our achievements and competencies as if they were someone else's. What would you think if you see your professional career headed with the name of another person? Would you feel that person is not capable?
• And in the case of mistakes and failures, which we all have, validate the learning obtained!
• Visualize the future we want to reach, design the journey we want to travel, take actions to feel safe in the challenges we set for ourselves and rely on colleagues, mentors, and friends (women and men) who can help us flourish!

Finally, last Monday September 26^th, Iris Gastañaga received the recognition for her career in the software industry!

Posted by Cecilia Boggi on: October 11, 2022 10:07 AM | Permalink | Comments (9)