Workforce, Diversity & AI

Creating diverse, inclusive & transparent workplaces with AI.

We believe that AI can help with two critical components within the evolution of workplace equality: transparency and accountability. Our DE&I programs propose novel approaches to measurement that can bring attention to practices and behaviours that harm women and minorities differentially more, and that are currently nearly impossible to detect.

The DE&I Scorecard:
Fighting workplace discrimination with AI

The DE&I scorecard will track and publish monthly updates for 1.3M+ organisations in the United States, showing progress towards even opportunities across the labour market, as well as within particular segments, occupations, and more.

Women, in particular mothers and minorities, have unequally born the economic weight of Covid-19, including higher unemployment rates than their male counterparts.

Even without a pandemic, minority employees are often held to different standards. There have been countless PSAs and calls to action on the issue but the truth is, bias is human and eradicating its negative effects is hard. That’s where AI and machine learning tools can help even the playing field.

Artificial Intelligence can reduce discrimination and increase equity by analyzing corporate hiring and promotion practices.

The DEI&I Scorecard provides a complement of infrastructure for organisations to take ownership of their DE&I efforts in an open and honest manner, allows consumers to decide whether a producer aligns with their values, and lets investors decide what kind of organisational structure they want to support with capital going forward.

AI for Good Foundation will be making the DE&I Scorecard live in 2022. Sign up for our newsletter to follow its development.

Meet Our Volunteers

Saumitra Sahi

Salesforce

Saumit is a data-driven problem solver. He leverages data science and designs AI processes to help drive strategy & growth initiatives for Salesforce’s Platform offering. Prior to Salesforce, he worked as an antitrust economic consultant at Charles River Associates in Chicago. Saumit holds an MBA and Masters in Computer Science from the University of Chicago and a BA in Economics from Princeton University.

» LinkedIn

Vyas Ramasubramani

NVIDIA

Vyas is a senior software engineer at NVIDIA working on the RAPIDS software stack for GPU-accelerated data analytics and machine learning. He joined NVIDIA after completing graduate research in the field of computational approaches to materials design. Vyas holds a PhD in Chemical Engineering and Scientific Computing from the University of Michigan as well as a BSE in Chemical Engineering from Princeton University.

» LinkedIn

Raeda Zleik

AI/ML Specialist

Raeda Zleik is a dedicated and highly motivated Information Technology analyst (Senior IT analyst) with 3+ years experience in system analyst and implementation and application support in not-for-profit settings.

» LinkedIn

Vivian Hendrikse

INNOPAY, Inclusify.inc

Vivian is a data innovation consultant specialised the strategic implications of data innovations, data sharing and AI for businesses and governments. Next to that, she is a strong advocate for gender equality topics and has the heart for connecting the power of AI to (workplace) equality.

» LinkedIn

“We have bias in socio-political structures everywhere. As you collect more information about a population, it is easier to implement systematic and regulated bias. When you think about racially biased algorithms, my perspective is two-fold: First, AI brings more transparency into pre-existing biased decision-making processes — i.e., we can make a formalized process and it will create consistent and reliable outcomes. Second, should we hold AI to a higher standard compared to current systems? The AI methodology is uncovering biases we didn’t even know existed in some situations and doing it equally well, if not better, than current approaches.”

– James Hodson, CEO

Research Paper

Artificial Intelligence, Firm Growth, and Industry Concentration

By Tania Babina, Anastassia Fedyk, Alex Xi He & James Hodson

Which firms invest in artificial intelligence (AI) technologies, and how do these investments affect individual firms and industries? The paper provides a comprehensive picture of the use of AI technologies and their impact among US firms over the last decade, using a unique combination of job postings and individual-level employment profiles. It also introduces a novel measure of investments in AI technologies based on human capital and document that larger firms with higher sales, markups, and cash holdings tend to invest more in AI.

Research Paper

Diversity and inclusiveness are necessary components of resilient international teams

By Igor Linkov, Benjamin Trump & Greg Kiker

The current SARS-CoV-2 pandemic has impactśed all forms of global international engagement, inclusive of long-standing and recently formed research teams. Most were formed to be efficient within budget, time, and personnel limits, without building an ability to recover from crises, i.e. inherent resilience. Diversity and Inclusiveness, a requirement for resilient ecological systems, has only been discussed in a normative sense for teams of humans, including research teams. Studying different configurations of international research teams will allow resilience-based tools and metrics to inform improved team design, implementation, and recovery to adverse events.