To move the needle on gender equity, companies need to embrace the tools of the Fourth Industrial Revolution. With advanced technology like machine learning and cloud computing, organizations can ensure that human capital decisions across the entire employee lifecycle are both equitable and in the company’s financial best interest. Here’s an example to instantiate my techno-optimism. The average Fortune 500 company, which has approximately 60,000 employees, has 180,000 opportunities to move closer to gender equity each year. By removing bias from these 180,000+ talent decisions, AI can drive smarter, more equitable outcomes for all. Companies know they must pivot from informal, subjective criteria to equitable, data-driven recommendations as the basis for their decision-making. People decisions are no different.
