Graduate employment applicants navigate the effect of AI on gender equality
This contribution corresponds to Brooke Masters is the US financial editor of the FT and an associated editar. It leads the reporters team that cover financial services in the world’s financial capital and write a business column.
Other technological auges advanced careers from computer students, which were mainly male, but this could be developed differently
As this year’s graduates prepare to enter the workforce, many are anxious or terrified by the impact of artificial intelligence, particularly language models such as Chatgpt, in their careers.
According to a survey of the Bestcolleges website, six out of ten university students from the United States.
They care that the use of AI in their studies is decreasing the value of obtaining a title. Worse, more than half expect that the growing use of AI in the workplace even more devalue the value of their studies to the possible employers.
The fears are particularly unbridled that women, who are surreated in computer and science titles, are excluded from the labor market.
At this time, corporate technology departments are mostly men. Does that mean that gender balance will be inclined in other works, since AI extends to commercial marketing and central functions?
These concerns are valid if employers and hiring algorithms that help classify CV are convinced that technical titles are required to work with AI tools.
Programs like chatgpt can make it much easier to work with data
And make a simple program because they provide a more intuitive interface. That means that students who want to enter specialized jobs or data sciences will probably need to take more advanced courses to demonstrate that they have skills in those fields, instead of taking some courses as part of a liberal arts title.
But the impact of AI on employability can be quite different outside of computer programming, some employers say.
The emergence of AI is already creating new opportunities for students who have studied liberal arts
This is particularly true for intensive writing subjects, such as English and history, which attract more students than technology and require students to meet various sources of information.
This is because companies that are beginning to use AI to deal with customers are hiring writers to produce scripts and indications for chatbots to use it.
Once graduated, both genres also worry that AI can remodel the labor market for entry level work.
My greatest fear is that women will stay behind again
The first experiments in the financial and professional services industries suggest that the tools of AI will change the way in which marketing, investment banking and legal documents are created.
These changes could free Junior Heavy Work employees. But the more work is delivered to AI, the less jobs they will need.
And most of these works currently operate in a learning model, in which to do the grunt job offers young employees a ring seat for a more substantive job.
The high -ranking lawyers and bankers say that their businesses are barely beginning to deal with the impact of AI on their recruitment and training plans. They do not want to miss the hiring of the best talents, but they fear to assume more people of entry level than they need.
Some are also worried that the approach to technology will promote diversity efforts in the workplace.
That women do not stay behind again
«It is automation at a completely different level, so women are concerned … My greatest fear is that women stay back again,» says Roya Rahmani, president of Delphos International, which provides market advice services capitals
In the US, employers plan to hire 5.8 percent less new graduates this year, according to the National Association of Colleges and Employers. The largest reported falls were in financial services, manufacture of computer and electronics, and pharmaceutical products.
However, here too, fears can be exaggerated. Employers predict that the use of AI will begin to give some new graduates an advantage.
This generation of students will have a basic line knowledge and feel more comfortable [with ia] than people in the workforce now,» says Lisa Donahue, co -owner of the Americas and Asia in Alixpartners, a consulting firm global.
Students and new graduates must be prepared for the changes that AI will bring to the workplace. Most white collar works, and many others also require interaction with large language models, and there is likely to be a premium for workers who can do well.
As companies depend more on AI to recover, condense and synthesize information, there will be a greater need for people who can supervise that. The LLM of today are already infamous for «hallucinations», compensating answers. The great language models (LLM, Large Language Models) consist of advanced AI technology that focuses on understanding and analyzing text. They are more precise than traditional automatic learning algorithms, because they can understand the complexities of natural language.
It is likely that dealing with that problem creates a completely new workflow for humans. That, for example, employers should create opportunities for new graduates with good communication skills, an area where some women prosper.
While previous technology advanced the advanced races of computer graduates, which were disproportionately male, this could be developed quite differently.
«Now we are all machine operators,» says Michael Zeltkevic
Chief of Oliver Wyman Global Capabilities, a consulting firm. He argues that young graduates can prepare looking for courses and training focused on “how do people and bots handle? Like humans, bots are unpredictable, but that is the price of creativity. It is a new ability.
How emotional intelligence offers a path to gender equity
This contribution corresponds to Renelle Darr former member of the Forbes Council, global expert in emotional intelligence, conscious leadership and transformation of evolutionary culture
Gender equity is an important and recurring term in current business leadership discussions, either how many women have leadership positions or C-Suite, opportunities for women in the workforce or the complex issue of payment.
In my words, «gender equity» means that, regardless of their gender identification, there is the ability to be an authentic individual and have fair, fair and reasonable opportunities at work and life.
Achieving gender equity is a complex issue that cannot be summarized in a few lines
But research continues to show that an element that affects how these gender problems are played in the world is how the male and female internal emotional competences are interpreted and act. This correlates directly with its emotional intelligence.
Emotional intelligence or emotional quotient (EQ) is the ability of people to master their own emotions, understand and relate to others and monitor that awareness to manage themselves and their relationships.
I believe that one of the solutions on the road to gender equity is to master emotional intelligence.
The four emotional intelligence boxes
The global report of the «heart state» (registered required) shows that men and women actually have no important differences in their levels of «general equalization», but that the difference lies in each of its different skills and emotional attributes .
According to the report, there are «eight learning, measurable and scientifically validated competencies that serve men and women.» As an example, men generally obtain higher scores in achievement and assertiveness, while women get a greater amount of empathy and emotional skills. Another example: research suggests that to achieve success, women generally sacrifice physical health, while men sacrifice emotional health.
Therefore, the problem lies in our awareness of these internal skills
Our relationship with them and how they develop in our public relations and interactions. Let’s start with emotional intelligence regarding leadership in the workplace. With respect to the EQ, I like to adapt and interpret the base quadrants of the Emotional Competition inventory, which offers strong examples of the internal and external elements of emotional intelligence.
The four elements of the table are:
Self -consciousness: detect your own internal personal feelings and sensations
Social Consciousness: Being present and empathic with others in the workplace
Self -management: Center and administer our internal emotions. This is important to help not only with stress and overwhelming, but also to stay balanced in our workplace and our leadership.
Relationship management: inspire, develop and influence others in a healthy way. This is where visionary leaders live, where people build bridges and make changes in the workplace and the world.
As leaders, when we can embody and master the first three quadrants, we can really relate to the fourth quadrant. This is where we handle, influence and inspire others.
For example, our first steps would be to access and be aware of our internal strengths and weaknesses, such as how assertive or liabilities we are (self -consciousness).
Then it would be to be aware and present with the employees and leaders that surround us and understand how their skills develop in the workplace (social consciousness). Then, we can handle our emotions so that we can say the right things and have energy to take correct measures (self -management). A simple example of self -management is how they will stop, breathe and sit in silence to focus before a race.
Finally, this process evolves towards positively administered relationships that take into account people’s emotional and external states (relationship management).
Moving from self -awareness and self -management to social awareness and relationship management can help provide a productive, positive and inspiring work space.
How can gender equality affect?
Now that we have a basis for what emotional intelligence is in the workplace, how can gender equality directly affect?
Gender equality is connected to how we feel internally (our conscious opinions, internal skills and subconscious biases towards ourselves and others) and how it is played with gender roles in the world. It is present in how we manage, how we hire and how we drive in the workplace.
When we develop our emotional intelligence at a high level, we are more aware, more authentic and more connective to others.
According to the «Heart State» report, if women have greater identification with attributes such as community, balance and well -being, and men have greater identification with achievements, decisions and influence, these are attributes that can be identified and then used/adjusted for equity. The opposite is to let these internal attributes continue to function unconsciously in the world, without identification or control, which can lead to lack of communication, judgment and continuous inequality.
Identify the self and others
We can refer to these four quadrants of emotional intelligence to identify what is in the self and what is in others and then manage how these skills develop in the workplace in relation to gender.
When we understand and embody both pieces of emotional intelligence (the «masculine» and the «female»), we can move the needle better towards equity.
The future of equality
I believe that gender equality is necessary because the diversity of thought, experience and opinion offers more innovation, acceptance and, ultimately, benefit from the world.
We cannot feel equitable and be in relation to others until we are really in relation to ourselves.
We cannot achieve equality until we understand our own emotions, we have the ability to focus or manage these emotions and, in turn, be completely present and empathic with others that may think differently to us.
The goal is to maintain more perspectives for us to be more inclusive
To increase our ability to be more equitable and fair.
Because then we are in the same position. Then there is a true element of equity. Then there is a change in mentality and a change in the result of business, leadership and beyond.
Emotional intelligence, leadership and gender equality in the workplace
This contribution corresponds to the Choice portal that is defined as follows: “We believe that in business, as in life, it all begins with elections. And it is making such decisions that make sense of business. As leaders, they can define the world in which we live. ”
A conversation about emotional intelligence with Odile Bocande Koffi who is an executive coach
Why do we often associate emotional intelligence with female leadership? And the renewed approach today is today in this «soft skill» finally tilting the balance in favor of women when it comes to professional management and progress?
We talked to the expert and coach of emotional intelligence (IE) Odile Boconde-Koffi, who shared his thoughts about emotional intelligence, gender and workplace.
Thank you for sharing your experience, Odile! To start, how would you define emotional intelligence?
Odile Bocande-Koffi: First, there is a standard definition of emotional intelligence. The ability to understand our own emotions and those of others, and use this information to adapt our behavior and our thinking, so that we can react properly. More widely, IE consists of fifteen skills, which can be associated with 5 main competences, the first is: understand who you are, expressing your thoughts properly, interacting with others in a healthy way, making decisions with confidence and managing stress .
How do you put this into practice with your customers and the people you work with share any common feature?
Odile: Self -assessment is very important. I take most of my workshops face to face with a single participant and we always begin to use the results of an equalization test that shows the three strengths and areas of client progression in terms of leadership skills of emotional intelligence.
During the coaching sessions we work on strategies to meet the necessary criteria, the necessary levels of empathy, self -expression, etc., to be an effective leader.
When we work with groups, we often use roles game activities, keeping confidential the results of each participants inventory (test).
Obviously, my clients are very different, but they share a common interest in better understanding who they are, which is very positive! At the executive level, 70% of my clients are men, many of whom are highly performance -oriented. At first they can experience some difficulty in evaluating the practical benefits of EQ reinforcement, but soon begin to see results.
Different ways of expressing ourselves
We all have different ways of expressing ourselves, somehow they are healthy, others are less healthy, but we all experience the same emotions.
There have been a series of anecdotal and research cases
