The advertising industry is riding a wave of AI enthusiasm, spurred on by bold predictions like those from Amazon Web Services chief executive Matt Gorman, who suggests that in just two years "most developers may not be coding". While AI’s potential is undeniably transformative, it has also generated anxiety about its impact on careers. In response, agencies are scrambling to secure AI talent, often with a sense of urgency that risks overlooking critical diversity goals.
AI has long been a part of agency operations, but its application has often been siloed. Now, with platforms such as Midjourney and ChatGPT making generative AI more accessible, the need for the right talent to harness AI’s creative and productive power is more vital than ever. Yet, many agencies are approaching this challenge with a panicked mentality, leading to hiring practices that reinforce biases rather than promote inclusivity.
In this climate of urgency, there’s a troubling tendency to default to hiring familiar, "safe" candidates, often white men, under the assumption that they can mitigate risk while driving innovation. This approach is not only outdated but also counterproductive. Many of the roles being filled today didn’t exist a few years ago; they require new frameworks and a commitment to diversity at the core of hiring practices. The greatest risk lies in failing to use this pivotal moment to prioritise a diverse talent pool capable of realising AI’s full potential.
The creative industry has a unique opportunity to rewrite the narrative around AI talent acquisition. Historical oversights, like Apple’s failure to include a period tracker in its supposedly “comprehensive” health-monitoring system, highlight the dangers of a one-size-fits-all approach. As Caroline Criado Perez’s Invisible Women reveals, industries such as automotive design have traditionally neglected the needs of women, leading to safety equipment that is less effective for half the population. The statistics are stark: women are 47% more likely to be injured and 17% more likely to die in car accidents due to these biases.
This male-centric default is already influencing AI on a global scale. With 66% of ChatGPT’s 180.5 million users being men, the platform reflects and reinforces gender disparities. It is therefore more critical than ever to hire diverse talent in AI development. Machine-learning systems are shaped by the biases of their creators; only by prioritising inclusion can we ensure that the AI of tomorrow is not simply a reflection of the inequalities of today.
The current rush to acquire AI talent presents a once-in-a-generation opportunity to do things differently. The industry must ensure that this rush doesn’t crush the potential for a more inclusive future. Diverse talent will be key to creating AI systems that are free from bias and capable of serving all of humanity, not just a privileged few.
Women and minorities are underrepresented in technology, especially in AI, where they constitute just 22% of the workforce. The World Economic Forum’s Global Gender Gap Report 2023 revealed a troubling trend: while women made up 41.9% of the global workforce in 2023, their presence in senior leadership roles dropped to 32.2%.
If we are serious about addressing these disparities, we must commit to building a sustainable and diverse talent pipeline in AI nowAs we move forward, it’s crucial that we not let fear drive our decisions. Instead, we should focus on investing in the future leaders who will help level the AI playing field. Failing to do so will only perpetuate systems that overlook the needs and contributions of half the world’s population.