Although there is clearly still a lot of room for improvement for women and their role in STEM innovation, my optimism has not ceased in the slightest.
The metaverse, connectivity, new methods of digital security and the implementation of 5G are just some of the developments that are defining business roadmaps going forward. As demand in these areas continues to grow steadily, so does the demand for employment – this is where a more diverse workforce will be essential.
The UN’s 2030 Agenda for Sustainable Development emphasises education and training in STEM disciplines, with one of the aims being to promote careers in these fields equally between men and women. Our technological future must be unbiased, inclusive and innovative, and equal opportunities will make this a reality.
But how do we achieve this? In this piece, Mariona Campmany, Digital Identity and Innovation Lead for Southern Europe & Latam at Mitek, explores how to break down the bias for women in tech.
As Digital Identity and Innovation Lead, Mariona has plenty of experience in digital transformation in diverse fields, including corporate and commercial strategy, client orientation and product development. Mariona joined Mitek, the leading solutions provider for identity verification, after the acquisition of ICAR in 2017. She is passionate about problem-solving, designing strategies and solutions using her solid experience in identity fraud, KYC and identity verification to help organisations fully utilize DIDV technologies.
WHERE ARE THE FEMALE ROLE MODELS?
When young women start to make decisions that will affect their professional future, such as university degree and apprenticeship course choices, aspirational figures are a must. Choosing a career where there is a greater presence of women in leadership positions always gives the sense of more opportunities to grow and prosper, in a sector or organisation.
Unfortunately, the events of recent years may have stifled the growth of these aspirations. Jobs held by women during the pandemic were 1.8 times more vulnerable than those held by men, and moving towards a global recession this will continue to put the female workforce, and role models, at risk. However, there is a glimmer of hope – an estimated one in four leadership positions at large global technology firms are expected to be held by women by the end of 2022.
Let us ask ourselves: do girls have enough examples of women who contributed to the advancement of science and technology? Do we think of women as CEOs and men as secretaries or nurses? Better education and visibility of women who are developing professionally in science, mathematics, or technology is needed, to provide role models for next generations. As industry leaders, we must showcase female success and celebrate their accomplishments to inspire girls making their first steps into further education and careers.
For me, I am fortunate enough to work with great role models in the tech sector. I am part of a group of more than 200 people where we share news, opinions, and opportunities for women in STEM. It has been inspiring working alongside some of the group’s members including Cristina Aranda, an internationally renowned entrepreneur and expert in business digitalisation and innovation, and Cecilia Castaño, Professor of Applied Economics and researcher in social science.
DIVERSE TALENT SPARKS INNOVATION
The visibility of women in technical and managerial positions will help to build and accelerate a more equal and inclusive industry. Not only that, but women in technology can provide a more balanced view of the issues facing the sector and the female gender itself.
Think about it – when there is only one gender making the decisions, the issues that affect women remain largely ignored. In tech, problems can range from the development of artificial intelligence (AI) that must not fall foul of certain biases, to products or services that are not designed with the uniqueness of the female gender in mind. Digital transformation must go hand in hand with human transformation if it is to be effective.
Now, alongside the growing importance of diversity, equality and inclusion in the sector, leaders are looking to alternative sources for talent. 44% of tech professionals start their careers in non-tech occupations, highlighting the importance of a wider talent pool, and further increasing the variety of skillsets and mindsets. Tech leaders must build a more inclusive workforce to spark more diversity of thought, and with it, more innovation.
BUILDING UNBIASED FEMALE DIGITAL IDENTITY
A key part of this technological advancement and innovation is the creation of digital identities. However, there is much to be done in this space as biometric bias is a very present issue afflicting gender and race.
It is important to note that biometrics themselves are not biased by design. The bias comes from a lack of diverse demographic data, bugs, and inconsistencies in algorithms. If the training data prioritises one demographic, then the solution will follow suit, putting a disproportionate focus on the characteristics of that demographic. With the adoption of these technologies rising rapidly, it is vital that the industry prioritises access for everyone, including women, to shape future developments.
Building a diverse workforce and enabling inclusive access, whether geographic or biometric, means that we can create solutions free from bias and discrimination. Going even further, if these more inclusive industry leaders collaborate with governments and policymakers, they can make equal access a reality.
Diversity should be a given, not a nice-to-have. As technology has advanced, so has the role of women in society, yet there is still a clear disparity between the two. Tech leaders must commit to a more diverse workforce, not just to contribute to a more ethical, fair workplace, but a more inclusive and reliable technological future.
