The AI industry has had a bad press, and like tech, has a low percentage of women in the workforce. Reflecting on my own experiences, I've seen firsthand how diverse teams bring fresh perspectives that fuel creativity and problem-solving. In AI, where the risks of bias and unintended consequences are high, building inclusive teams is not just a strategy but a necessity.
Before I share my top tips on building diverse and inclusive AI teams, here are four of the many compelling reasons why this should be a priority:
Avoiding Bias
Diverse teams help prevent bias by offering a range of perspectives on data and algorithms. In areas like healthcare or criminal justice, this reduces the risk of unintended harm and ensures fairer AI systems.
Fostering Innovation
Inclusive teams drive creativity by combining different viewpoints, leading to more innovative and breakthrough solutions, giving companies a competitive edge.
Building Trust
AI products built by diverse teams are more likely to reflect the global population, earning greater trust from users and boosting your company’s reputation.
Expanding Market Reach
Diverse teams understand and address cultural, linguistic, and societal factors, creating AI solutions that resonate with wider, global audiences, expanding market reach.
How to Build Diverse and Inclusive Teams
Building diverse and inclusive teams takes more than just hiring practices—it requires thoughtful strategies and deliberate action. Here’s how you can make it happen:
Referrals Are Important, But Don’t Rely on Them Solely
While referrals can bring in trusted talent, relying too heavily on them can result in homogenous teams. People tend to recommend candidates from similar backgrounds or networks, which can limit the diversity of thought and experience within your team. This is especially concerning in AI, where blind spots in the team can lead to biased algorithms or incomplete solutions. To avoid this, consider diversifying your recruitment sources. While referrals can still play a role, ensure they’re complemented by other recruitment methods that open the door to a broader and more diverse set of candidates. Head hunters will look at all of the market and have access to talent pools you don’t. A retained search partner will run a structured hiring process and use techniques to attract more diverse applicants while ensuring transparent assessment.
Understand the Talent Pool, Not Just the Talent You See
Many organizations fall into the trap of focusing only on the most visible or well-known candidates, which often leads to overlooking less traditional but equally capable talent. By taking the time to explore a wider talent pool, you’ll uncover candidates who may not fit the usual mould but have the skills and experience needed
Work with a Headhunter Who Has a Track Record in This Space
Sometimes, finding the right talent requires the help of specialists. Working with a headhunter who has experience in promoting diversity in AI can significantly improve your recruitment efforts. These experts understand how to find diverse candidates and ensure that your talent search has included them alongside others so you can be confident you’re securing the best. A good headhunter can introduce you to a more varied talent pool while still matching your requirements, helping you build a team that is not only highly skilled but also rich in diverse perspectives.
Ensure Your Process is Fair and Consistent
Have a clear scorecard for each role, use gender-neutral language in job adverts and implement structured interviews where each candidate is asked the same set of questions. Consistent assessment criteria will help eliminate unconscious bias from the decision-making process, ensuring a level playing field for all candidates. Structured interviewing not only helps to ensure fairness but also gives you better data to compare candidates objectively, leading to more effective hiring decisions.
Debrief Effectively
After interviews, gather feedback from all stakeholders in a structured way. Rather than asking for vague impressions, provide specific questions such as, “What support does this person need to succeed?” or “What strengths do they bring to the team?” Structured feedback like this helps reduce bias and ensures that decisions are based on assessment and relevant criteria rather than subjective opinions.
Next Steps
Building diverse and inclusive AI teams isn’t just a trend—it’s a necessity for driving innovation, building trust, and expanding market reach. If you're ready to take the next step in creating more inclusive teams, let’s connect.
Reach out to Rebecca Hastings for personalized strategies tailored to your organization’s needs. Rebecca has deep expertise in talent acquisition for AI teams, and her insights can help you move forward with confidence. Be sure to check out the Lucent Perspective Podcast, where Rebecca and other industry leaders discuss the latest trends and strategies for leadership, AI, and diversity.
Book a meeting with Rebecca on LinkedIn or explore more resources in our Knowledge Centre for insights on building teams that lead in both innovation and inclusion.
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