Microsoft Warns of Bias Risk in AI Due to Lack of Female Representation
New Delhi: The underrepresentation of women in the field of artificial intelligence (AI) poses a significant risk of embedding existing societal biases into future technologies, according to a top Microsoft executive. Himani Agrawal, Chief Partner Officer, Microsoft India and South Asia, emphasized the shared responsibility for inclusion, stating that without diverse perspectives, the biases of today could become “hardwired” into tomorrow’s technology.
“This isn’t just a number’s problem; it’s about the future we’re building. If AI is shaping the world, then the people shaping AI need to reflect the world’s diversity,” Agrawal said in a conversation with PTI. “Otherwise, the biases of today risk becoming hardwired into the technology of tomorrow.”
Agrawal advocated for a proactive approach, including cultivating early interest in young girls, strengthening mentorship networks, and ensuring that women have the skills and leadership opportunities to advance AI. She noted that this holistic approach is critical to address the “leaky pipeline,” where women can face challenges entering and remaining in the workforce.
This concern is particularly relevant as AI increasingly impacts various aspects of life such as healthcare, finance, education, and employment. An AI system trained largely on data mirroring existing societal imbalances could sustain those very imbalances, creating a feedback loop of bias.
Agrawal mentioned that women constitute 31.6% of Microsoft’s core workforce, and the company is actively working to improve this. The need for greater female involvement is especially significant in emerging fields like cybersecurity, where demand is high but women remain underrepresented.
“The real challenge and opportunity lies in ensuring that women don’t just enter the workforce but thrive in it,” Agrawal explained. “Technology has the power to be an equaliser, offering flexible careers, diverse roles, and limitless possibilities. Yet, the crucial transition from mid-level to leadership remains a hurdle for many women. That’s where an inclusive culture makes all the difference.”
Inclusion means fostering a workplace where women don’t have to choose between career ambition and work-life balance, where mentorship and support systems empower them as they navigate key career moments with confidence. The aim is to create environments where women feel empowered by mentorship, equal access, and a culture that appreciates their contributions.
“True inclusion is about more than representation; it’s about reimagining the way work fits into women’s lives,” Agrawal said. “When we get the formula right — when technology, policies, and workplace culture work in harmony — we unlock limitless potential.”
Agrawal also emphasized the need to ensure that digital access is a right, not a privilege. Expanding broadband infrastructure, integrating AI-powered learning platforms in schools, and promoting digital literacy from an early age could transform limitations into opportunities. With the right digital tools and skills, women who previously faced barriers to employment can start businesses, access new markets, and build sustainable careers without leaving their communities.
She further championed the creation of an equitable workplace where men are active allies in promoting inclusion by challenging bias and fostering inclusive spaces.
