How Do Startups Ensure Diversity and Inclusion in AI Development?

In the rapidly evolving world of artificial intelligence, startups face the critical challenge of fostering diversity and inclusion. We’ve gathered insights from CMOs, CEOs, and other key leaders to share their strategies. From setting diversity goals to integrating DEI principles from the start, explore the eight impactful ways these experts ensure diversity is at the heart of AI development and deployment.

Set Diversity Goals and Accountability
Involve Underrepresented Groups in Design
Collaborate with Diversity Advocacy Groups
Offer Internships to Local Communities
Assemble Diverse AI Development Teams
Conduct Proactive Ethical Risk Assessments
Implement Regular Audits from External Experts
Integrate DEI Principles from Start

Set Diversity Goals and Accountability

In my experience, ensuring diversity and inclusion in the development and deployment of AI technologies requires a proactive and intentional approach. Startups can achieve this by prioritizing diversity in hiring, fostering an inclusive company culture, and incorporating ethical considerations into AI development processes.

One effective strategy is to establish diversity and inclusion goals and hold leadership accountable for meeting them. Actively seeking out diverse talent pools and implementing blind recruitment processes can help mitigate biases in hiring decisions. Additionally, creating a supportive and inclusive work environment where individuals from diverse backgrounds feel valued and empowered to voice their perspectives is crucial.

For AI development, startups should involve a diverse team in all stages of the process, from data collection to model training and testing. This diversity can lead to more robust and ethical AI solutions that consider a wide range of perspectives and potential biases.

Example: At my startup, we made it a priority to recruit from diverse talent pools and implemented unconscious-bias training for all employees involved in the AI development process. This approach not only enhanced the diversity of our team but also led to more innovative and inclusive AI technologies that better served our diverse customer base.

Noel Griffith, CMO, SupplyGem

Involve Underrepresented Groups in Design

Startups can ensure diversity and inclusion in AI development by actively involving under-represented groups in both the design and testing phases of their technologies. For instance, at Uncover Mental Health Counseling, we incorporate feedback from diverse community members to shape our services. This approach was evident when we developed a mental health app aimed at supporting individuals from various cultural backgrounds.

By conducting focus groups with people of color and LGBTQ+ individuals, we gained insights that shaped features tailored to their unique needs. This not only enhances product relevance but also builds trust and a sense of belonging among users, ultimately driving better outcomes.

Kristie Tse, Founder & Therapist, Uncover Mental Health Counseling

Collaborate with Diversity Advocacy Groups

Working with community groups and organizations focused on diversity is a great way to ensure inclusivity in AI development and deployment. By partnering with advocacy groups, non-profits, and other organizations that represent underrepresented communities, startups can gain valuable insights into the needs, concerns, and challenges those groups face. This collaboration helps to uncover biases that might be missed by a less diverse team.

For example, a startup building AI-driven education tools could work closely with educators, parents, and community leaders from diverse backgrounds to get feedback and ensure the technology serves all students equally. This partnership helps the startup build AI that is not only effective but also fair and inclusive, addressing the specific needs of marginalized groups and not perpetuating existing inequalities. These partnerships are key to building AI for everyone, not just the few.

Mark McShane, Founder, Cupid PR

Offer Internships to Local Communities

We’ve made diversity and inclusion core to our AI development. We started by actively recruiting a diverse team, ensuring varied perspectives.

One strategy involved partnering with community organizations to offer internships to under-represented groups. This not only enriched our team’s creativity but led to a 20% increase in unique problem-solving approaches. Diversity isn’t just a goal; it’s a key driver of innovation in AI development.

Joshua Odmark, CIO and Founder, Local Data Exchange

Assemble Diverse AI Development Teams

Ensuring diversity and inclusion in the development and deployment of AI technologies within startups is crucial to prevent biases that can lead to unfair outcomes. One effective strategy that startups can adopt is to establish diverse development teams. By assembling a team with members from varied backgrounds, experiences, and perspectives, startups can mitigate the risk of unconscious bias in AI algorithms and foster more inclusive technology development.

For instance, a startup I worked with actively recruited AI developers and data scientists from different ethnicities, genders, and educational backgrounds. They also included individuals with different abilities and from various socio-economic statuses. This diverse team collaborated on all stages of AI development, from initial design to final deployment, ensuring that diverse viewpoints were considered. This approach helped in identifying and addressing potential biases in training data and algorithm design, which could otherwise have led to skewed AI outputs.

Moreover, the startup implemented regular bias audits and inclusive testing practices to evaluate their AI systems with diverse user groups. This ongoing process allowed the team to refine their algorithms continuously, enhancing fairness and inclusivity.

For startups looking to implement similar strategies, my advice is to prioritize diversity early in the hiring process. It’s also beneficial to establish partnerships with organizations and educational institutions that advocate for underrepresented groups in tech, ensuring a steady pipeline of diverse talent.

Steven Mostyn, Chief Human Resources Officer, Management.org

Conduct Proactive Ethical Risk Assessments

Ensuring diversity and inclusion in AI development and deployment requires a proactive, intentional approach. It’s not something that happens naturally—you have to make it a priority from day one.

First, build diverse teams. Hire people from different backgrounds, experiences, and perspectives. Set diversity hiring goals, expand your candidate pools, and remove biased language from job postings. Onboarding and company culture should promote belonging for all.

Second, think about inclusiveness and potential bias throughout the full product lifecycle. Conduct ethical risk assessments on datasets and algorithms. Monitor for disparate impact on different user groups during testing. Design transparent, accountable AI systems that people can understand and contest.

Third, engage with impacted communities. Form advisory boards, host forums, and survey users. Make sure you understand their needs and identify unintended consequences. Course-correct based on feedback.

The AI industry has work to do around diversity and inclusion. But startups can demonstrate leadership. If we build equity into our companies and products from the start, we can set the standard.

Gauri Manglik, CEO and Co-Founder, Instrumentl

Implement Regular Audits from External Experts

Startups can ensure diversity and inclusion in AI development through actively embedding diverse perspectives throughout the process. I know one startup that did this exceptionally well while building an AI-driven recruitment tool. The thing is, they found out early on that the AI favored candidates with particular educational backgrounds, which frequently coincided with particular racial and socioeconomic groups. This was a serious problem, indicative of the AI’s potential to reinforce prejudices.

However, rather than merely modifying the software, they adopted a more comprehensive strategy: they diversified their team, bringing in members from various racial, gender, and professional backgrounds to offer fresh perspectives. They also partnered with organizations advocating for underrepresented groups in tech, seeking their insights on avoiding bias traps.

To keep themselves honest, they implemented regular audits from external experts—people not involved in the project who could spot biases the team might miss. And from their words, this exact practice became a key part of making sure the tool evaluated candidates fairly across the board.

In the end, this approach shows that diversity in AI isn’t just about assembling a varied team—it’s about making sure those diverse voices actively shape the technology. And that’s how you build AI that’s not only effective but also fair and trustworthy.

Scott Cohen, CEO, InboxArmy

Integrate DEI Principles from Start

In my opinion, startups can ensure diversity and inclusion in the development and deployment of AI technologies by adopting a “DEI by design” approach. This means integrating diversity, equity, and inclusion principles right from the start of the AI development process. It’s essential for AI companies to build teams that are diverse, balanced, and inclusive, reflecting a range of backgrounds and perspectives that match the diversity of the communities where the AI will be used. This should be a priority during all stages, from data collection and AI training to the final deployment.

Including local contexts—such as social settings, economic factors, and language diversities—ensures that the AI tools developed are sensitive to the specific needs and nuances of different communities. Creating a work environment that promotes respect and support is crucial too. In such an environment, everyone feels free to share their opinions, ideas, and concerns, which fosters learning and growth among team members. Recognizing and celebrating team achievements, as well as rewarding individual efforts and results, also play a key role in fostering an inclusive culture. This not only boosts morale but also encourages ongoing commitment to diversity and inclusion within the team.

Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West

Liberty Quester

Liberty Quester