AI, Diversity and Inclusion

AI, Diversity and Inclusion


STEM initiatives

People are demanding for the right to free education in many disciplines including Science, Technology Engineering and Mathematics (STEM), unlimited access to wifi, and opportunities to learn how to code. The rapid progression of Artificial Intelligence (AI) by the wealthy corporations’ risks excluding the sectors of society that need it the most. Women communities are also under-represented  in the tech teams building AI. Effort is needed to promote diverse representation in the development of AI. Be it for humanitarian outreach, medical advantages or otherwise, effort should be reduce inequitable AI. Racial and gender biases are already evident in some AI, and the proportion of women entering in STEM education remains low worldwide.

There should be initiative to include a global learning programme to educate under-represented countries and sectors of society in STEM education. The aim should be to create equitable and safe AI that is developed by every person alive today — of every minority, every race, and every gender — as opposed to just a privileged and affluent few. The greatest risk in AI is if it is developed — without the wide inclusion and representation of everyone.

Lethal autonomous weapons are also a danger. AI used for military purposes raises questions and the urgency of including meaningful human control. These lines need to be drawn now before lethal weapons of mass destruction are developed without consideration for humanity. AI will be what we allow it to be. Medical breakthroughs using AI will become exponential. There will always be those that want to use tech for unethical or destructive purposes.

Unifying the goals of different actors across the world is difficult, but humans currently have control over how AI is developed. Collaboration, and open and transparent discussion are imperative. AI can positively contribute to humanity’s greatest challenges.

Academic or corporations are skewed to the male and chances for success for female professionals are hindered due to gender. Every girl and woman regardless of race or gender has the right to be educated, to be accepted as a person of value and credibility.  Success comes in all shapes, colors and flavors.  There should be efforts to see an equitable structure that empowers all. Some of the greatest pioneers have been female.  The world needs more prolific women to pursue careers in STEM.


An organization in hyper-competitive global economy is only as innovative and successful as the talent it attracts and energizes. Today’s institutions demand not only people with STEM (science, technology, engineering and math) skills, but also for people who have the innovative acumen to help differentiate themselves from competitors. Supporting institutional growth requires balancing skills requirements across disparate global labor markets with fast changing economic conditions. This accentuates the role of human resource executives, who are increasingly being called upon to serve as strategic partners to their businesses. To respond to these challenges, HR executives are looking to accelerate digitization to more electively attract and retain needed talent, as well as to manage services and requirements in a more streamlined way. There’s a significant self-service aspect to modern Human Capital as well, and for current and potential employees, the ability to manage their work lives through online services ensures higher levels of satisfaction and productivity. For business leaders who are also promoters of ICT, modern Human Capital, with its cloud-based tools, provides a more complete visual picture of the employment lifecycle and helps bring together formerly siloed knowledge and work practices of enterprises. Fully digital Human Capital will also help bring about a corporate culture that emphasizes talent Human Capital management that are agile and adapts to changing markets and opportunities for the business. Digital Human Capital Management is transforming HR, with all its many aspects. Digital Human Capital has a huge productivity impact, as it frees up HR managers’ and professionals’ time, enabling them to focus on activities that are of more strategic value to their businesses. Moving with the speed of the technology today allows people to be strategic and leverage data, and make strategic business decisions. Academic curriculum should be redesigned so that teachers focus on students on training of minds in computing way backed up by knowledge of Mathematics so that they learn to adopt with the digital world. Education ministry of Nepal has to play lead role in introducing AI in the school curriculum by developing an integrated curriculum, and AI as an elective subject implementing in classes 8-10. Guardians and concerned  stakeholders should be made aware of the new developments. To prepare the future workforce to live and thrive in a society where this piece of technology is so fundamentally ingrained, several schools are now offering age and level appropriate training in artificial intelligence, programs in innovation and integration of technology in education. AI has also grown out of disciplines such as Science, Mathematics, Philosophy, Sociology, Computing and others, and hence, it is the right thing for any school to recognize the importance of integrating AI readiness to maximize learning across disciplines.

Diversity is the variation in backgrounds, attitudes, values, beliefs, experiences, behaviors, and lifestyle preferences with respect to gender, race, ethnicity, nationality, language, age, mental and physical abilities and characteristics, education, religion, socio-economic situation, marital status, social roles, personality traits, and ways of thinking.

Inclusion practices that provide an equitable and fair distribution of resources (jobs, income, opportunities, access to information, etc.). Such practices enable all members, including those from underrepresented groups, to be respected and appreciated for their unique contributions and be fully integrated into the informal networks of an organization.

Racial and gender biases are already evident in some AI, and the proportion of women entering in STEM education remains low worldwide.There should be initiative to include a global learning programme to educate under-represented countries and sectors of society in STEM education. The aim should be to create equitable and safe AI that is developed by every person alive today — of every minority, every race, and every gender — as opposed to just a privileged and affluent few.

The greatest risk in AI is if it is developed — without the wide inclusion and representation of everyone.

Lethal autonomous weapons are also a danger. AI used for military purposes raises questions and the urgency of including meaningful human control. These lines need to be drawn now before lethal weapons of mass destruction are developed without consideration for humanity. AI will be what we allow it to be. Medical breakthroughs using AI will become exponential. There will always be those that want to use tech for unethical or destructive purposes.

AI will be what we allow it to be. Unifying the goals of different actors across the world is difficult, but humans currently have control over how AI is developed. Collaboration, and open and transparent discussion are imperative. AI can positively contribute to humanity’s greatest challenges.

Academic or corporations are skewed to the male and chances for success for female professionals are hindered due to gender. Every girl and woman regardless of race or gender has the right to be educated, to be accepted as a person of value and credibility.  Success comes in all shapes, colors and flavors.  There should be efforts to see an equitable structure that empowers all. Science and technology is wonderful magic, and some of the greatest pioneers have been female.  The world needs more prolific women to pursue careers in STEM.



Students are being encouraged by faculty and staff to hone in on their critical thinking and problem-solving skills teaching students how to think more strategically. Encourage students to ask abundance of questions among different racial, gender, and ethnic groups are being represented and encourage to find their voice in the workplace.

In today’s environment – velocity of learning is very important and one needs to inculcate the discipline of learning new things and learning them fast --- that is possible when one knows the trick of selectively unlearning old, selectively retaining previous learning and applying those along with the new learnings. 

The focus of learning must shift from producing subject matter expert to an Agile learning expert and our education system globally must play a major role in making this happen.  We need cognitive experts who can look at things beyond what has always been taught – influence of newer dimensions (technology, social & cultural change etc) on the situation, selectively using the past experience but willing to learn and adopt newer solutions and doing it all rapidly. 

Technology has transformed how we learn and discover new content. With the pervasiveness of internet connectivity and mobile devices, and new tools such as Zoom and Google Docs, learning is far more flexible and interactive today. The innovative blend of physical and virtual learning is a game changer for education institutions and businesses alike as they prepare and welcome the next wave of fresh graduates into the workforce.

Youths today are empowered and encouraged to speak up and voice their thoughts, and this includes having a say in how they learn and work. When it comes to learning, the younger generation prioritizes human interaction and the ability to collaborate, discuss and opine. Though they are digitally adept and know that technology offers tools and resources for learning, they still prefer to learn through a value filter, or a respected source.

Creating additional opportunities to include face-to-face collaboration as well as supplementing it with training in other formats, such as online, will allow organizations to reap the benefits of a generation that is ready to engage.  Business cases, internships and rotation programmes can be integrated into school curriculums and lectures.

Learning new skills or upgrading one’s current skillset is a great opportunity and redesign learning systems to drive engagement for all at work, by ensuring that activities and tasks at the workplace provide opportunities for sustained learning. By transforming how learning takes place and ensuring that tasks are value-driven, we have observed that this allows employees to feel excitement in what they do and to take pride in their work. This therefore influences innovative change in the workplace, as well as spurring higher levels of employee engagement.


Guardians should network with concerned stakeholders and expose their siblings to diversity training which help employees understand how cultural differences can impact,  how people work and interact at work. It can cover anything from concepts of time and communication styles to self-identity and dealing with conflict. Diversity training that is offered as optional tends to be more effective than that which is made mandatory.

In international and local scenarios companies are focusing on training that’s relevant to their specific organization and employees, and that aligns with their broader diversity, equity, and inclusion initiatives and identified challenges. In addition to using internal resources, partnering with a consultant can help leaders build customized training programs for both the organization as a whole, as well as those that are function-specific.

It’s critical that leaders are clearly communicating why training is taking place, problems people are trying to solve, and what comes next. This will help keep people motivated and also help them understand how the learnings tie back to broader company goals.


 D&I Enterprise software that provides insights or alters processes or practices, at the individual or organizational level, in support of organizations’ efforts to become more diverse and inclusive



Employers will also need to assess areas of the business in which discrimination can exist. Company policies and interpersonal interactions – such as the way an internal issue is handled – plays a key role in perpetuating existing problems. Bilal explains that a main reason why employees leave an organization is a result of poor interpersonal interactions.


The ability to work from home was largely considered as a perk synonymous with flexibility. But after several months of remote working in crisis mode and with rapidly changing conditions, the new definition of workplace flexibility, and the policies that support it, were due for an overhaul. And they still are today, especially with regard to diversity, equity, and inclusion.

True workplace flexibility should provide every employee with the opportunity to work fairly and equitably, whether they’re on-site, in the office, or working at home. Flexibility for all employees, helps to establish a more equitable and inclusive culture across the organization.



Human Capital formation

One of the emerging development strategies to exploit technology is to develop the country’s human capital to be of high caliber with goodness, ethics and morals, discipline, and a positive attitude toward society. New emerging trend is to focus on the most essential issues is education for human capital building. Empowered people with capability of exploitation of emerging technologies will become the work force that drives a sustainable developed country. Old historical scientific evidenced based facts should be the approach backed by Buddhist concepts for teaching and learning. The holistic view of the world in which everything is interrelated, the discipline, and the interpersonal relations. The western concept emphasizes the development of knowledge, skills, and behavior whereas the Buddhist approach polishes inside, or develops people’s minds and souls.

Buddhism, though primarily misperceived as merely a religion, can be regarded as an integrated source of ideas and insightful learning for so many disciplines and branches of human knowledge, which we are even unaware of till the date. Buddhist values are found incorruptibly alert and alarmed to highlight the profound principles of organizational work ethics, business values, rules and regulations, theory, doctrine, precepts, moral conduct and behavior of the people which are few of critical discussions that modern management practice urges to gauge the success of any institutions. Highlights on the relationship between Buddhist values and work. ethics on human resource management (HRM) practices and organizational performance are important.

Historical evidences of Human Capital in Nepal

Those who don't know history won't be able to improve the present and plan for future generations. Current generation will be able to describe a way that a past historical event could inform their understanding of the recent event. The Cultural Capital, Human Capital and Social Capital were high in Nepal in earlier days, however, youth should find out how such best practices spread from the land of Gautam Buddha into several other countries boosting economy and the same practices deteriorated in our own country. In West Indies countries schools’ children are taught about Nepal as a living museum of the world while teaching about original skills on craft and heritage of Nepal. The emperor of China handed over the daughter from the royal family to Arniko, an artist and Architect of Nepal because of the magnificent skill he possessed then. Many Nepalese people are introduced by Japanese experts to people in Japan and world  as people coming from the great nation where best management practices originated in ancient days and they quote the valuable contents written in old ancient carved stone slabs called Shilapatra known as stone documents in the Archeology department and Museums in Nepal. There is a serious need to analyze these trends in Nepal, offering a comprehensive agenda to exploit the opportunities offered by converging technologies while minimizing the risks to vulnerable populations. Researchers should study and propose the ancient Human capital system and draw strategies for building public sector capacity and promoting data and technology governance frameworks in a rapidly evolving technology landscape.

The countries which practiced Pancha Sheel have adopted good governing system in the world. The focus was also on Human Capital Development. Nepal has to explore retrieving stone documented rich information of the past. The knowledge gained from this region of the world was implemented in Korea, Japan, China,  Tibet, Laos , Vietnam,  Thailand  etc. United Nation has reported that countries who adopted these practices (Buddhist econmy) have flourished. The country, the birth place of Gautam Buddha, remained poor. In the past the local citizens had to flee for being attacked by rulers who replaced such best Human Development practices by convincing innocent citizens to believe more into focusing on  blind faith based on illusionary theory by  engaging them more on superstitious unproductive rituals. They succeeded in filling contents of those innocent brains with fear related belief system erasing the  Human Capital development policies of the past.

Evidence based local language

One has to explore India and neighboring countries on regional history from the perspective of language. Prakrit as older than Sanskrit, while the general perception is that Sanskrit is the oldest language and the mother of many other languages. Buddhism is not the name of a religion but that of a civilization. Researchers are now claiming that Vedic religion had flourished in the north-western region of the Indian sub-continent while Buddhism rose in the east.  Had Buddhism been a reaction to the Vedic religion, it would have risen in the western part of the country instead of in Keekat Pradesh (Magadha), which was untouched by the Aryans.  

Researchers are now referring to Ashokan inscriptions and the statements and the travelogues of foreigners who travelled to India.  Buddhist stream is older than the Vedic stream. They are also claiming that the Indus Valley Civilization was also a Buddhist Civilization. The way Buddha is shown draping a shawl and his idols bear striking resemblance to an idol excavated from the Indus valley. They are also saying that Sanskrit is the language of foreigners and Vedic civilization too is foreign. This is reason why foreign rulers like Shakas and Iranis were the first to get the inscriptions written in this language.

The researchers investigated 383 stone inscriptions of Shri Lanka filled with value adding information to the general public. The impression management strategies used by Ceylonese kings to communicate with their subjects are consistent with those used by more modern charismatic leaders. However, the way strategies were implemented differed. This study contributes to the literature on the motivations and impression management techniques used by charismatic leaders and it adds to the limited knowledge on ancient Sri Lanka. Examining how charismatic leaders in the form of Ceylonese kings used inscriptions may provide insights into how modern-day chief executive officers or partners of major accounting practices use narrative components of annual reports and other forms of corporate communications to portray their leadership. Prakrit is the older language. Sanskrit came later. 

Chronicling history, historians made additions, alterations and used facts selectively. This history is just the history of those in power. In the words of Chinua Achebe “Until the lions have their own historians, the history of the hunt will glorify the hunter.” That is why, our regional culture is prominent, original culture is deformed and the history of the original inhabitants is patchy. Information system based on true evidences has become a true reality with the availability of growing archeological data, Data Sciences, sophisticated Statistical tools and modern AI based tools.


The Buddhist Economy is revolutionary in the fact that work is meant to be meaningful and creative, not stressful. This system is successful when it is able to focus on the health and spiritual wellbeing of the individual as well as the economic goals being fulfilled.

The economics of Buddhism brings to the fore a conundrum with which Buddhists have had to contend since the time of the Buddha: how should Buddhists engage in economic activity in order to provide for their individual lifestyles and the Buddhist monasteries that support Buddhism? The widespread image of a monk or nun sitting deep in meditation in a cave may exemplify a religion that values nonattachment to materiality and disengagement with economic action. However, when looking more closely at how Buddhist monastics maintain these austere lifestyles, one sees a complex Buddhist economic engagement throughout the history of Buddhism. The economics of Buddhism examines how Buddhists must necessarily engage in economic relations not only to support their lifestyles, but also to establish and expand Buddhist institutions across the world.

A large part of Buddhist economic engagement involves an economy of merit. Buddhists have been dependent on dāna, a system of donation and sponsorship, that has aided the building and expansion of Buddhism since the time of the Buddha. This merit-based economy involves a system of exchange in which virtuous actions such as generosity are rewarded with an accumulation of merit (puñña), leading to beneficial circumstances in this life or the next life to come. Based on this system of exchange, monks and nuns receive remuneration from the lay community for their services. It is due to this merit economy that monks and nuns have been able to pursue a monastic lifestyle and monasteries have been built, some of which have become economic epicenters for the surrounding community. Historically, large monasteries across Asia have acquired large plots of land, accumulated large storehouses of grains and goods, and engaged in various other economic endeavors, such as lending money, running businesses, hiring laborers, and so forth. In order to maintain these at times very large Buddhist institutions that have supported monks and nuns, and in essence the survival of Buddhism, this system of exchange—money for merit—has been a crucial aspect of Buddhism.

Since the time of the Buddha, the spread and survival of Buddhism has been reliant on economic exchanges and the economic environment of the time. This is very much the case in the early 21st century, with the spread of global capitalism affecting how Buddhist images, goods, and services have been adopted and altered in new environments. For example, with changing economic conditions and the rise of the consumer society, Buddhist monasteries have found new sources of income, such as through tourism. Global sentiments regarding Buddhism as primarily positive, furthermore, have led to the proliferation of Buddhist-inspired objects for sale in the mass consumer society. Instead of seeing Buddhist economic engagement as a paradox, or hypocrisy even, when looking closely at how Buddhism and economic relations are necessarily entwined, one sees a complex relationship that provides the basis for the survival and spread of Buddhism worldwide




Education initiatives

In the last two decades, the world has witnessed an exponential increase in the number of educational institutes to meet the increasing demand for education. This has resulted in an unprecedented shortage of good teachers across schools, colleges and universities for aspiring students.

Recruiting quality teachers has become the biggest challenge for all successful and aspiring to be successful education systems as the success of any education system depends significantly on the quality of teaching professionals. Keeping this challenge in view, Global Placements introduced innovative processes in line with the best practices followed in teachers selection globally. Nepal has to improve this sector.


Education disruption post pandemic


Also clear from the results and role those digital technologies played in overcoming the challenges of the pandemic, government needs to scale up education technology using mobile phones to support school reopening, with long and short-term applications. Remote and e-learning can still play an important role, especially for those with irregular attendance and academically weaker students to offer customized learning paths, even after schools reopen.

Learning using mobile phones is the most well-received approach for e-learning according to our survey, and it covers the majority of the population. Hence, enabling teaching through mobile phones and providing free data packages will be effective in helping students for self-paced learning, augmented by regular monitoring and mentoring.

Low- tech and “no-tech” solutions that have proven effective in other countries (e.g., short message service and phone- based tutoring, solar powered radio, workbooks, and other distance-learning packages) may also be considered. School lockdowns have provoked significant problems, and point to a slow learning recovery amid possible high dropout rates and low attendance after schools reopen. The existing interventions for primary education are therefore unlikely to address these massive impacts. Instead, holistic new interventions are necessary to restore Nepal’s human capital growth to its impressive pre-pandemic track. Global Mobility is a great advantage available to companies to strengthen their operations by drawing on a diverse pool of talents required to succeed in today's business environment.


International talents and business sense

When you look for talent all over the world, you increase the possibility of finding the best talent from global markets. In Sweden there is currently a shortage of skills in certain occupations. One solution is to recruit from other countries.

International recruiters find Strengths in  ‘Diversity’ is regarded very favorably as it brings benefits on several levels such as access to alternative ways of thinking.

They see new recruits, with their experience of other countries and business climates, are able to see an operation in new ways and use different approaches to solve problems and develop products. The language skills and market knowledge a recruit from another country possesses provides a company with new ways to enter potential markets. If a company is considering a new export market, there is much to be gained by getting hold of local knowledge about customers and competitors, especially when it comes to the spoken and unspoken rules of business life.


There are also purely human aspects – a job in another country means new experiences, new knowledge and a chance to grow. What's more, whether the person is from a neighboring country or the other side of the world, bridges are built between cultures and people. It arouses curiosity and broadens horizons.



Trends of recruiters


Recruiting is being mission critical in business today. If a organizations don’t have the talents in the world where it is about intellectual property, cyber security and talents to produce great innovative ideas, if it is not at the top of the priority list, industry leaders will face high risk in today’s world. The first thing is capacity planning of people. Industry leaders need to understand what your productivity and output looks like. If things are mission critical for industry leaders, they need to be able to step forward and educate expectations around.

They have to make sure that they focus on telling company story telling. If story telling is weak they can’t articulate your company’s vision, values, roadmaps is, culture is, they are not going to get attention. If they have to prioritize story telling making sure they have mind blowing story to tell. Recruiter should be less like sales people more like business people as you move on to future. How they communicate in business term is critical using data and insights. Workforce planning needs to be agile. How they respond when business changes. How they react work collaboratively to be successful is important,


The future of recruiting Talents


After the Covid-19 pandemic led to a temporary hiring freeze in many industries, things are now brightening up. Entirely new recruiting trends have emerged that were not at the top of HR managers' agendas a year ago.  Customizing recruitment and job offers to be more individualistic and candidate-centered. Acknowledging and removing the biases of recruiting teams in order to cement DEI into your organization. Optimizing the inclusion of data, automation and AI in the recruitment process. HR departments need to have the freedom to design products and services for human being behind the employee, and that’s the future. Not only is it now fundamental to offer hybrid ways of working, HR departments need to have the responsibility and freedom to develop products and services that cater to the human being. Companies need to reestablish new and contemporary boundaries between home life and work life, if they want to stay ahead and win the war for talent. People from other countries and parents with young children are in a better position to participate in the labor market than they were before. We now have a global market, that means less excuses to be hiring only male leaders, now is the time to tap into hidden talents, such as career mums or talents who don’t want to relocate. Make the process as data driven as possible so that’s how you get diverse talents in the door, but how do you retain them. Organizations need to focus on short term goals and offer employees a perspective for the next year or two rather than focusing on the wide and long term job perspective. Make the path to growth transparent and ensure opportunities are handed out equally among both genders. Some of the next goals for recruiting include offering more work place policies that are appealing for diverse candidates, such as flexible location and hours as well as offering more part time opportunities, including increasing the number of shared leadership models. Data, automation and ai

When we consider how we can remove biases from recruitment process, we think of making it automated. AI software can’t be biased. AI can learn human biases, depending on who is developing AI itself. AI can learn human biases, depending on who is developing the AI itself. The key to avoiding the replication biases is to ensure a diverse team builds the technology in the first place. It is also important to not only use right data, but also clean it of biases otherwise it can run the risk of enhancing and replicating human biases. Using the right data can significantly reduce time and cost per hire and produce a better employer - employee match.  The future contains an combination of AI and people for this people centered business. We need team of Think Tanks wo will handle female factor for global career and leadership community on a mission to close the leadership gap by enabling the nest generation of female leaders to get a seat at the table.



Education and labor market gap in Nepal


Bridging the gap between students’ transition from academic to work is critical for realizing education’s potential in reducing poverty. Academia and industry program needs improvement in Nepal,  If return on investment in education is measured by labor market outcomes, then this link is clearly missing in the case of Nepal. The national goal of education is to contribute to workforce development and poverty reduction, but in practice, the focus is on achieving only basic levels of education. Basic education does not guarantee a job, the main source of income and pathway out of poverty. There is very little emphasis on Technical and vocational education and training (TVET), an important dimension for workforce development and poverty reduction. International and local organizations are hiring talents. More young people are also entering the labor market, most of whom are girls who dropped out of school with no specific work skills. Nepal requires policy to help strengthen the connection between education and the labor market.

Despite steady progress in increasing access to primary school, retention, especially among girls, is a persistent challenge. The school-to-work transition gap is bigger for girls, which then increases their vulnerability to early and forced marriage, domestic slavery, and trafficking. This is a serios issue in Nepal and concerned stakeholders should work on it.

There are more opportunities for high school graduates, such as pursuing higher education or seeking entry-level positions in the formal sector. Entry requirements limit the choices and opportunities for those who do not complete high school. Alternative ways of learning, such as TVET programs that prepare young people for the world of work, are limited or almost absent. The informal sector, which comes with higher likelihood of exposure to abuse and exploitation, seems like the only option for employment. Most of the females are in the informal sector, and they are girls ages 15-25. Further, more than one in three girls in this age group are neither employed nor receiving education or training, indicating a higher risk of exploitation.

Women’s agenda

Women, during Covid-19 pandemic, faced some of its most severe and unforeseen impacts. The pandemic exposed deep, structural inequalities that exist within social and economic systems.  The pandemic posed a threat not only to livelihoods from inadequate social protection systems, but also to women’s security as violence against women has increased in the country. As endorsed by the adoption of the UN Security Council Resolution 1325 on ‘Women, Peace and Security’, women play an essential role in peace and security activities, including in accelerating economic revitalization in the aftermath of conflict and emergency situations such as the Covid-19 pandemic. Economic empowerment of women not only contributes to more peaceful and resilient societies but also protects women from issues such as domestic violence. Applying a ‘Women, Peace and Security’ lens to response, therefore, provides valuable guidance on the fundamental need for women’s rights and women’s leadership to be at the forefront of recovery. Government should speed up training to support women to start their own businesses, through training ranging from technology adoption in financial literacy to business planning to ensure that women and girls in Nepal are economically empowered and resilient in the face of crises, now and in the future. The Covid-19 pandemic has widened gender and other inequalities in employment, with women (and industries dominated by women) experiencing the largest job losses. And men currently earn most degrees and hold most jobs in these future-proof areas. This pandemic has taught the world a lot of lessons.

Do the senior elderly citizens of Nepal have sufficient knowledge and skills to record the learning lessons in order to generate and achieve their correct narratives for future generations? Girls especially should take interest in capturing and recording the valuable contents of past experiences of elderly citizens before they fade away.  These meaningful contents add value to current and future generations. Women seemed to have a different risk perception and desire for protective action than the men in their lives. Researchers found that there are many barriers that disadvantage women in the event of a disaster, leaving them behind when it comes to decision-making and potentially slowing down their recovery. Eliminating the male head-of-household model is crucial for speeding overall household recovery.

Opening education, free and inclusive access to all through a global open education could be a strong mechanism to empower not just women but any individual in the world. AI plays a major role in this by understanding the complex system of materials, competences, infrastructure and the needs of particular individual.

The role of AI education for women empowerment and the skills of the 21st century would be based on four Cs of Collaboration, Communication, Creativity and Critical thinking. Focus on increasing knowledge in mathematics and software programming for development of AI, but miss the fact that AI is now mature enough that it needs not only developers but also people trained in skills to use it across different fields.

AI systems often perpetuate gender biases and stereotypes that are harmful to women and individuals with diverse gender identities and sexual orientations. Biases requires greater vigilance, technical solutions possibly through defining new research challenges for women empowerment and dimensions of fairness, accountability and transparency.

With an eye toward the 2030 deadline to achieve the Sustainable Development Goals, it details how women will catalyze urgent and sustained action to achieve gender equality and the empowerment of all women and girls.

Over the past years, Artificial Intelligence (AI) and its participation in decision-making frameworks had exponential growth financially and academically in organizations among diverse industries. Modern society demands to automate tasks, processes, and systems. However, even with the significant growth in AI and consequently in the workforce needed to fulfill current demands, the gender gap is still a problem to be solved as in other STEM fields.

Nonetheless, even with these disappointing statistics about women’s inclusion in AI teams, there is a large spectrum of actions that multiple organizations are applying to close this gender gap. These strategies are only applicable and helpful when women themselves are seeking to achieve gender equality by becoming leaders and valuable team players in areas like Data Science, Machine Learning, AI research, MLOps, among other AI sub-areas. Women around the world are gathering knowledge and strategies to build communities in AI and boost the current and future generations of female leaders. Strategic Plan should be worked out based on key findings from an extensive consultative process, drawing on lessons and recommendations from evaluations, audits, and other assessments.


Example: Women in Data science

Neuro AI is a good area for women which involves promoting a mental health awareness. It is an interface of neuroscience and data science. Women should bring together neuro scientists and data scientists under one roof so that they can collaborate and bring lots of solutions to mental health problems in the country to revolutionize mental health problem. There is skewness in women in Data science or Tech world. We are living in an era of  Data science. Data is the new oil. Everything is revolutionized and controlled by AI. AI has penetrated in every walk of our live. Government is making decisions using Data, Deep learning algorithms, AI, satellite imageries etc. Lot of predictive analysis are being done in government, corporate  governance backed by data. 50% of the population are women. Data is controlling our lives. Women bring unique perspectives to the table. They are good in problem solving. They are good in making inferences. These are all proven by global research. We don’t have diversity in Data science. Data science is too important to be left to men and more women have to come to this field.