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PurposeÌý

It is critical that gender equity, diversity, and inclusion (GEDI) are at the forefront of our minds to progress towards a fairer and more just society for all. The purpose of this framework is to provide guidance to AIML members on the importance of GEDI, and how to adopt practices that promote GEDI at AIML and across the University more broadly.ÌýÌý

Why is this framework needed?Ìý

• There are longstanding societal challenges arising from gender inequality, lack of diversity, and exclusion of marginalised individuals. These include the gender pay gap; under-representation of marginalised groups; perpetuation of stereotypes and bias; harassment and discrimination; and unequal access to opportunity.ÌýÌý
• Addressing these challenges requires concerted efforts from governments, organisations, communities, and individuals. Policies and initiatives that promote diversity and inclusion, educate about bias and discrimination, and provide support to marginalised groups, are essential for making progress towards a more equitable society.Ìý

How should the framework best be used?ÌýÌý

• The framework sets out how to recognise practices and behaviours that do not promote GEDI, either conscious or unconscious.Ìý
• The framework should be referenced regularly, specifically when undertaking recruitment, event planning, member support, and engagement activities.Ìý

This framework has been developed using our best endeavours, however we acknowledge that this document is not comprehensive; this is a living document that is open to feedback/ responses from our community to adapt to the ongoing maturing needs of AIML members.Ìý

Please note this document is not intended to compete with existing infrastructure (i.e. Athena Swan, SAGE program, ALLY network) but to highlight areas that AIML has identified as pressure points for our community, where we can make a positive impact. Ìý

OverviewÌý

By prioritising diversity at AIML, particularly in AI research and development, our members will actively seek to build inclusive technologies that benefit everyone, while mitigating the risks of perpetuating biases or exacerbating existing disparities.Ìý

Diversity in AI is essential for:Ìý

• uncovering hidden biases and challenging assumptions
• designing algorithms that are representative and fair
• addressing the needs and values of a diverse user baseÌý
• fostering innovation through collaboration and interdisciplinary approaches, andÌý
• creating AI systems that minimise societal inequalities and promote transparency.Ìý

Diversity is not just a gender issue. At AIML, we recognise the individuality of all members including (but not limited to):Ìý

Framework principalsÌý

1. Human resources:Ìý

1. Inclusivity will be part of all phases of recruitment (planning, advertising, interviewing etc).Ìý
2. An appropriate ratio of gender/ethnic diversity will be represented during the application review process.
3. Where possible, positions should be advertised as flexible regarding reduced hours and/or opportunities to work from home.Ìý
4. Recruitment statistics regarding GEDI (number of applications, interviews and offers) will be collated and reviewed by the recruitment team annually for awareness and training purposes.Ìý

2. Workshops, committees, and events:Ìý

1. Include an Acknowledgement of Country and statement of inclusivity during the opening statements.Ìý
2. Aim for appropriate ratio of diversity (gender, ethnicity etc) relative to the Institute’s membership.Ìý
3. Scheduling to be respectful of school holidays and dates of cultural significance for all members.ÌýÌý
4. Where possible and appropriate, video conferencing will be available.ÌýÌý
5. Where possible, core meetings and events will be scheduled across a variety of days and time slots to recognise different working hours.Ìý
6. Event organisers will be respectful of diversity and inclusivity needs when planning events.Ìý
7. AIML will only provide financial and/or in-kind sponsorship to conference and workshops where:Ìý
   1. GEDI is visible across the organising committee and speaker list.Ìý
   2. the organiser/host has a GEDI or equivalent statement or policy on their website and/or is available on request.Ìý

Members’ children:Ìý

Subject to University policies, Members’ children are welcome in the workplace, especially during school holidays. Ìý

Extended leave / personal leave / part time:Ìý

1. Extended periods of leave (ROPE) should be considered when considering contract extensions and/or renewals.ÌýÌý
2. Members are encouraged to take carer’s/mental health leave in line with University policies.Ìý

Working conditions:Ìý

Members are encouraged to negotiate directly with their supervisors regarding flexible work hours and/or working from home subject to University policy and procedures.Ìý

ÌýPersonal information:Ìý

Unless relevant, the disclosure of members’ personal information such as age, parental status, culture etc. is discouraged in communications such as reference letters, introductions, and news articles.Ìý