Sunday, 3 November 2019

As Jobs Are Automated, Will Men and Women Be Affected Equally?


  
I am writing this article while my baby daughter sleeps. Like all new parents, her dad and I have spent the last few months in a joy-filled, sleepy haze of getting to know her and imagining what her future might look like. This brings a new intensity, and a little more trepidation, to my role advising on the future of work. What will work look like for this generation of young women, especially as more and more of our roles are being automated — or even replaced — by artificial intelligence (AI)? And how can leaders ensure that AI does not lead to gender bias in their organizations? Recent research is beginning to answer these questions, and the outlook is mixed: on the one hand, women may be spared from the job disruptions men will face in the longer-term. On the other, the lack of gender diversity in AI-related jobs could be reflected in the tools that are created, affecting whether women are hired or promoted.

First, the impact of AI on work will be influenced by the distribution of women and men in particular jobs. While an AI tool may not be designed to replace the tasks of women or men in particular, many occupations are so skewed in their current distribution that waves of automation may be felt more by women, or by men, at particular times. Bureau of Labor Statistics data show that there’s an unbalanced gender distribution among the most common jobs in the U.S. today. Jobs such as elementary and middle school teachers, registered nurses, and secretaries and administrative assistants each comprise at least 80% women; while jobs such as truck drivers and construction laborers employ more than 90% men.

Because AI tools will tend to automate tasks, rather than whole jobs, many occupations will be affected unequally. While the gender distribution of occupations may shift over time, PwC has estimated that more women than men will be affected by job changes between now and the late 2020s. This disproportionate impact on women is based largely on the high number of women employed in clerical occupations: in the U.S., for example, 94% of secretaries and administrative assistants are women. These kinds of roles are being disproportionally affected by technological developments like automated assistants, and smarter email, calendar, and financial software.

This picture changes over the medium-term. As new AI capabilities develop, such as self-driving technologies, more men than women will be affected by job changes between the late 2020s and the mid 2030s. During those years, automation is predicted to lead to job losses in what are currently male-heavy industries, such as construction and transportation. Employers should be thinking about this job redistribution in advance, to help ensure that a wave of redundancies following technological change does not lead to a sudden worsening in organizational gender balance. This could mean slowing down job losses to enable the organization to adjust. Aiming for gender parity in those areas in which jobs are more secure, such as management roles, becomes all the more important.

Second, consider that women’s current representation in jobs related to AI is unequivocally poor. According to 2018 data from the World Economic Forum and LinkedIn, only 22% of jobs in artificial intelligence are held by women, with even fewer holding the most senior roles. This is an important disparity, because those who learn about, experiment with, and implement AI technologies will be creating the tools that organizations use on a day-to-day basis — and any unconscious biases baked into their decisions they make could have serious consequences. For example, more and more HR departments are using algorithms to help sift through resumes, conduct interviews, determine pay, and spot performance problems. These tools are often intended to be more objective than human decision-making, but they can easily go awry. For example, Amazon abandoned its AI recruitment tool after discovering that it showed preference for male over female candidates.

Leaders of organizations using AI tools can help prevent the use of gender-biased tools by encouraging diverse technical teams wherever possible. Having more women developing tools may help teams spot unintentional gender biases, like training an algorithm on historic data that reflects gender inequality in who is hired or promoted. Leaders should also regularly check the completeness of tests used to detect gender bias. That’s because a resulting tool can still produce different outcomes for women and men even when an algorithm has been trained without using gender as a data parameter. In the case of resumes, a gap between jobs or a longer period without promotions may be treated by an algorithm as negative indicators, but could be for reasons unrelated to work, such as a mother spending more time at home around the birth of children. A tool that gives fair advice about hiring, performance, promotion or pay based on resumes should provide the same answers about men and women of equal competence, without assuming that male and female resumes will always look the same.

What does this all mean for girls like my daughter, who will be entering the workforce in two decades or so? There are substantial risks to navigate in the coming years, especially when women are judged using tools built on data from the world as it is, rather than the world as it should be. Leaders should do their own checks to ensure that the AI tools that their organizations are using are helping to reveal female talent, rather than accidentally overlooking it.

At the same time, the under-representation of women in science and technology roles is occurring alongside an over-representation of women in the kinds of roles that require emotional intelligence and advanced communication skills, such as speech pathologists, preschool teachers, or occupational therapists, to name a few. As skills such as empathy and collaboration are among those that are hardest to recreate in AI tools, many of these occupations are likely to be safer from technological disruption. Looking ahead, one happy possibility from the rise of AI is that people’s ability to understand one another and work together may become more valued as technological tools overtake us in other areas. My optimism also has me wondering whether, as workers gravitate towards the safest roles, there may be greater gender balance in jobs that have traditionally been dominated by men or by women. If so, this opens a greater variety of choices — and the possibility of greater job satisfaction — for both our sons and our daughters.

Source: Harvard Business Review

About the Author
Emma Martinho-Truswell is the co-founder and Chief Operating Officer of Oxford Insights, which advises organizations on the strategic, cultural, and leadership opportunities from digital transformation and artificial intelligence.

Sunday, 22 September 2019

The 5 Levels of Leadership: What Level of Leadership Are You?

by Michael O' Adetu



I have had the opportunity to read tons of articles, books and journals on leadership especially during my MBA degree. One thing that remains constant is that ‘at the core of any successful leadership is sacrifice’. Although competence, relationship building and other valuable attributes can serve as advantage for any leader; however, being able to sacrifice can determine if a leader will be successful or not. Leadership for different people across the world can mean different things and the definition of a successful leader can also receive different interpretations. This short article solely focuses on leadership in an organisation/business. The 5 Levels of Leadership by John C. Maxwell will be used to help you identify which level of leadership you are and how you can transit from a follower (or worker without occupying any managerial or leadership role) in an organization and gradient up the leadership ladder. 

Rising into a leadership role in an organisation do not usually happen overnight. As a worker, you will have to show that you have both the competencies and character to get the job done. As a worker in an organisation, you will need to show some good level of responsibility before you can be trusted to manage or lead other people. One simple example is keeping to time. Effective use of time in any organisation is highly crucial to completing tasks and meeting the needs of all stakeholders. When you appear not to take time serious, nobody will take you serious either. If you struggle to manage yourself, how can you then manage other people? To get to level one, you need to act responsible and show interest for growth. Do not forget that there are many workers at this level; you can standout when you do more (volunteer, take up additional task, show interest in the business not just your paycheck) and act responsibly. 

Level 1: Position

 

The level 1 is the starting point or you can call it entry point. This level is more of management than leadership. At this level, people follow because they have to- They know there can be serious consequences for refusing to follow. The people (subordinates not team members) are being managed at this level with the help of organisation rules, policies, processes and regulations. For example, if you are the supervisor of mail delivery drivers, there are rules, regulations and processes and resources available to help you effectively manage the drivers. The drivers have no choice than to listen to comply because they want to keep their job. Drivers at this level will not want to sacrifice for the supervisor or organisation. To transit to the next level from this point, you need to influence your subordinate (or drivers) positively. 

Level 2- Permission 

 

At the permission level, people do more than just comply with orders. People are not robots and should never be treated like one. When you treat people with respect, care, trust and appreciation, only then can you begin to develop team-members not subordinates- followers not robots. The key element at this level is a good relationship that will lead to positive influence. You should show interest in the people you are leading. Your goal is to make sure you are not perceived as a leader who is only interested in getting the job done and careless about the wellbeing of the workers. Ways you can begin to build relationship that will lead to positive influence are for examples- ‘Giving birthday cards to your drivers, showing concern about their health, family and personal plan, having a day out with the drivers outside of work, celebrating the drivers publicly, encouraging respectful communication and doing everything within your power to show that you care about them much more as you care about getting the job done)’. To transit to the next level, you must prove your capacity through your results. 

Level 3: Production

 

The level 3 is all about results….. results….. results. Being able to make things happen for your team will earn you respect and your results will earn you trust and confidence from the top management. At this level, your ability to get things done will be tested. You will find your team members or followers coming to you with several issues with regards to their work. Providing solution to those issues will create confidence and trust. At this level, you will have to know how to get done the tasks you are delegating to others. You should be able to also fight for your team in getting the necessary support and resources needed to get job done. Productivity at this level is important and regardless of whatsoever you do, always have results at the back of your mind. For example, being able to meet or surpass your daily mail delivery target with zero casualties will put you forward as being productive. Be careful not to ignore or sacrifice the well-being of your team members or followers for results. You simply have to create the balance- keep your team motivated and get the job done. Do not give excuses, get results. To transit to next level, you need to show interest (with action) in the development of the people you are leading. 

Level 4: People Development

 

Good leaders give room and opportunities for other people to develop and climb the ladder. At this level, you must be willing to empower your team members through development. Although level three focus on producing results, level 4 then bring in the need to develop your people. People can become more confident about their jobs and take up more responsibility when they feel empowered. As a leader, you need to show to your team members that you have their best interest at heart and want them to grow. For example, organizing training for the drivers on communication, safety, stress management and personal finance management will be of a great advantage to them. Also, putting a program in place that can allow the drivers who are interested in attending a part-time school in order to get a better position with the organisation can be a powerful shift. Motivation and dedication can increase when workers know they are actually being included in the future plan of the organisation. It is such a good feeling. 

Level 5: The Pinnacle

 

Leadership at this level is transformational and hardly do you find people at this level. This is because leadership at this level goes beyond competencies or relationships; this is where natural ability comes to play. Raising leaders can be highly demanding and must be done rightly. At this level, people follow and become committed because of who you are as a person and what you represent. People at this level are thought leaders with foresight that encompass all aspects of the organisation. For example, leadership at this level could be leading the organisation through a turbulence period of cultural and process change to success. Leaders at this level are known for their track records, values and natural ability. Journey to this level can take years’ of experience and sacrifice.

I hope you find this useful?



Which Technologies Are Changing Audit?

Source: ACCA Report June, 2019.



Businesses across almost every industry are experiencing at first hand the disruptive changes that are also affecting their auditors. This chapter explores which advanced technologies are impacting the audit profession, referring to both the tools available to auditors and the systems that need to be audited.

In April 2019, ACCA surveyed members and affiliates about their understanding of terms such as artificial intelligence (AI), machine learning (ML), natural language processing (NLP), data analytics and robotic process automation (RPA). On average for any given term, 62% of respondents had not heard of it, or had heard the term but did not know what it was, or had only a basic understanding. On average, only 13% of respondents claimed a ‘high’ or ‘expert level’ of understanding of these terms. There’s a need for greater awareness of what these technologies are and their implication for the audit profession.

ARTIFICIAL INTELLIGENCE (AI)

AI is often described as ‘an evolving technology’ that is equipping computer systems with something akin to human intelligence, but it is better seen as an umbrella term for a group of technologies that can be combined in different ways, whether for driving your car, controlling your central heating, or managing your investment portfolio. It is also the subject of a large amount of hype, with ‘human-like intelligence’ predicted to appear in 2029 (or whatever the current date is plus ten years) and either drastically reducing the workforce or destroying us all. According to Elon Musk: ‘with artificial intelligence we’re summoning the demon’ (Finamore, E. and Dutta K 2014). It could be argued that because of a lack of understanding of concepts such as ‘intuition’ and ‘thought,’ we do not even know what it is we are trying to emulate. Is intelligence what is measured by an ‘Intelligence Quotient’ (IQ)? Or, in developing AI, should we be trying to emulate other quotients, such as an ‘Emotional Quotient’ (EQ). 

‘It is clear that some tasks will no longer be done by the auditors. In the long term, it is likely that the profession will see a shift in its focus with more emotional intelligence expected from auditors rather focusing on data testing.’ Michal Stepan, Assurance Director, Deloitte Czech Republic

The ‘intelligence’ in AI often constitutes a combination of processing power and access to data: for instance, a computer will play a game such as chess by analyzing all the possible outcomes of a move, using datasets from past games and selecting the winning option. But that fact alone makes AI highly useful to people: it enables the analysis of entire populations of data to identify patterns or exceptions. Auditors are freed from mundane tasks and can focus their time on deploying their skills, training and judgement: although technology is making progress in areas such as speech processing and sentiment analysis, professional judgement is much harder to apply technology to.

ROBOTIC PROCESS AUTOMATION (RPA)

RPA is often mistakenly thought of as a form of AI but the ‘robots’ are software routines that are more like very sophisticated Excel spreadsheet macros than genuine AI.As highlighted in ACCA’s joint report with CA ANZ and KPMG Embracing robotic automation during the evolution of finance, ‘RPA is software that can be easily programmed or instructed by end users to perform high-volume, repeatable, rules-based tasks in today’s world where multiple loosely integrated systems are commonplace.’ (ACCA et al. 2018).

RPA is commonly used when the output of one financial process needs to be input into another, or where multiple sources of information need to be consulted. As a result, it is sometimes referred to as ‘swivel chair automation’, conjuring up the image of an employee swiveling their chair around as they consult multiple systems and re-key and check information.

Such work is repetitive, mundane, time consuming and, when done by individuals, prone to error. It is also difficult to scale to cope with variations in workload. A classic example would be processing timesheet information from seasonally employed temporary staff. One solution is to deploy or lease a ‘robot’, a software routine that precisely mimics the actions of the chair-swiveling person shifting between systems. Looking back to the timesheet example, the robot would take the information gathered by optical character recognition (OCR) from the paper records and feed it into the payroll system. Because it mimics a process rather than analyzing data, RPA itself is not AI, which could be used later to look for the anomalies that previously a human operator might have had to spot. RPA offers many benefits: the robots work non-stop and are faster, more accurate and scalable. Nonetheless, there are also questions about accountability and ownership of the RPA process and security of the data that passes through it. There is also the question of whether RPA simply perpetuates inadequate processes that should have been overhauled. We can distinguish between ‘good RPA’, which closes gaps and contributes to straight-through data processing and ‘bad RPA’, which simply disguises the flaws in obsolescent or badly implemented systems. In short, fix the process first before applying RPA. 

DATA ANALYTICS

Analytical tools have long been applied to the data derived from accounting and operational systems. Some firms are already using data analytics as part of their transactions testing, gradually moving away from traditional sampling techniques. Data analytics allow auditors to use 100% of a population’s transactions when performing their tests. ‘Using D&A we make the analysis of the past more insightful. Rather than sampling transactions data to test a snapshot of activities, we can now analyze all transactions processed, allowing us to identify anomalies and drill down on the items that show the greatest potential of being high risk. Our systems automate this process, increasing its ability to produce high quality audit evidence.’ (KPMG 2015). 

‘I expect that my auditors will no longer test a sample of transactions, for example 100 items, and consider this to be sufficient evidence to form a conclusion for the entire population, when in fact we have tens of thousands of transactions coming in and out on a daily basis.’ Juraj Striezenec, CFO, Kiwi.com 

However, the UK Financial Reporting Council (FRC) has found that ‘the use of data analytics in the audit is not as prevalent as the market might expect’ (FRC 2017) and it is not yet used consistently across the entire ledger. Even where it is used – such as in journal entry testing, auditors will still need to consider the issue of completeness, as well as the increasing amount of corporate reporting that does not derive from transactions in the ledger. ‘Being able to test 100% of a population does not imply that the auditor is able to provide something more than reasonable assurance opinion or that the meaning of “reasonable assurance” changes.’ (IAASB 2016). 

The next step for auditors and finance is to apply AI and ML algorithms to improve the quality of analysis and forecasting, and increase the rate of fraud detection. The business ‘data warehouse’ is increasingly being supplemented by information drawn from a variety of public and/or proprietary sources, often using cloud-based applications combined with desktop analytical tools. Augmenting these tools with DL and NLP increases the range of data that can be handled, from written text speech or even images. The ability to analyse data across and outside corporate data silos promises to enhance the ability of organisations to spot opportunities, head off threats, make better decisions and enable this process to be ‘democratized’ throughout the organisation. Auditors can use ‘data mining software’ to drill down and identify anomalies – possibly aided by AI – focusing resources on identifying risks in addition to monitoring ‘business as usual’ activities.

MACHINE LEARNING (ML)

A major challenge to the audit profession has been the extreme proliferation of data, accompanied by a less extreme but nonetheless rapidly expanding volume of regulation. According to ACCA’s report Machine Learning: More Science than Fiction: ‘The rapid growth in the volume of financial transactions, if not properly managed, could pose a threat to the work of accountants. For auditors, this may relate to the sample they need and its ability to be representative of the population, enabling them to form conclusions that can be generalised beyond the sample’ (ACCA 2019b).‘In fact, technology like machine learning could go beyond that with the possibility for reviewing entire populations to assist the auditor to test for items that are outside the norm’ (ACCA 2019b). 

 ML uses statistical analyses to generate predictions or make decisions from the analysis of a large historical dataset. A classic example would be credit scoring decisions for loans. The accounting software company Xero has implemented ML to make coding decisions for invoices. ML can achieve surprising levels of accuracy quite quickly: in the case of Xero’s software, the system achieves 80% accuracy after learning from just four invoices.ML ‘predictions’ can be both backward and forward-looking. It has clear applications in risk management and the detection of fraud and inaccuracy by comparing historical data sets with current data, which can help with risk assessment. Or it can look forward, predicting, for example, the likely future value of an asset. In practice, the usefulness of ML is crucially dependent on the data it ‘learns’ from. This means the possibility of bias is ever present. Examples have come to light where ML has introduced bias into areas such as credit-scoring and CV assessment. 

The machine correctly sees that a previously excluded group had not completed many successful loan transactions or risen very high in management and wrongly concluded that the defining characteristics of those groups, such as gender, were predictors of poor future performance. An example using ML in audit can be found in PwC’s report Confidence in the future: Human and machine collaboration in the audit report. As per this example ‘company A was way out of line with the peer group benchmarks on a particular point. This data is then shared with the audit team, who can decide whether that variance is really an anomaly and if so, what caused it. The team’s decision about the anomaly and its cause is then fed back to the machine, which is ‘taught’ how to respond to similar relationships in future. And the more this exercise is carried out, the better the machine will get at spotting real anomalies — meaning we’ll be better able to identify unusual patterns and anomalies in huge amounts of data in an instant.’ (PwC 2017). 

The self-instructing nature of ML means that decision-making can often be a ‘black box’, with no one able to say precisely how decisions have been arrived at. There is also the danger that during the learning stage – when ML is shadowing human auditors – it will pick up any human errors and repeat them eternally. ML therefore needs to be validated in some way: it is a risk as well as a tool. This raises the possibility that the challenging and testing of internal algorithms may become part of the external auditor’s role, with a much wider remit than assessing accuracy: as the Harvard Business Review comments: ‘the auditor’s task should be the more routine one of ensuring that AI systems conform to the conventions deliberated and established at the societal and governmental level’ (Guszcza et al. 2018). 
 

NATURAL LANGUAGE PROCESSING (NLP)

NLP refers to the ability of the computer to recognize and understand human speech. The most immediate impact is speed: NLP has been shown to achieve orders of magnitude improvements in due diligence exercises involving very large numbers of documents. In 2017 Forbes reported that Deloitte’s use of NLP took contract review from a task keeping ‘dozens’ of employees occupied for half a year to one which six to eight members could complete in less than a month (Zhou 2017). Deloitte’s Audit of the Future Survey found that 70% of audit committee members and other stakeholders believed that auditors should not only use advanced data analytics but consider information beyond traditional financial statements (Deloitte 2016). This data could be anything from recordings of phone calls to board minutes or postings on social media, which are unstructured and therefore require an understanding of natural language.

DEEP LEARNING (DL)

DL is a subset of ML; it more closely mimics human learning through the use of artificial neural networks to perform more complex tasks such as visual object recognition. Its best known example is Google’s AlphaGo, which mastered Go, a game which exceeds chess in intellectual complexity and where it was thought that computers could never match the best human players. Unlike previous programs, which learned winning strategies from databases of previous games, AlphaGo taught itself and not only defeated its human opponent but also used highly inventive winning moves, which – according to Demis Hassabis, CEO of the Google subsidiary DeepMind, which created AlphaGo ‘were so surprising they overturned hundreds of years of received wisdom’ (Hassabis 2017).

DL systems are commercially available and have already been deployed by the Big Four accountancy firms: KPMG uses IBM’s Watson to analyze commercial mortgage loan portfolios, while Deloitte works with Canadian-based legal AI company, Kira Systems to ‘read’ thousands of complex documents, such as contracts, leases and invoices, extracting and structuring textual information such as key words or phrases. In the era of Big Data, the structured information accessible to auditors is only a fragment or an abstraction of the much wider universe of data. But this ‘dark matter’ exists in unstructured formats: the ability of DL to analyze a range of internal and external sources means that Big Data can potentially supply complementary audit evidence and feed into the narrative requirements of audit.

‘For instance, content analysis of social media postings and news articles could inform auditors of potential litigation risk, business risk, internal control risk, or risk of management fraud...auditors may identify troublesome products or services by analyzing customers’ reviews...sentiment scores of the Q&A section of earnings conference calls can help the auditor predict internal control material weakness’ (Sun and Vasarhelyi 2018).Used in audit, DL potentially goes beyond merely extracting set words or phrases or even what has been explicitly said:‘auditors interview management, internal auditors, employees, predecessor auditors, bankers, legal counsel, underwriters, analysts, or other stake-holders. The language that subjects use and how they respond to questions over the course of the interview can be just as important as the answers themselves, because they may indicate deception. For example, the use of terms that suggest uncertainty, such as “kind of,” “maybe,” or “sort of,” as well as response latency, could be signs of concealment or falsification’ (Sun and Vasarhelyi 2017). 

DRONE TECHNOLOGY, INTERNET OF THINGS AND SENSOR TECHNOLOGIES

Unmanned drones are used in a variety of commercial projects, such as power line inspection, and the Big Four accountancy firms have spotted the potential for their use in inventory inspection, particularly where physical scale or distribution is an issue. For example, PwC recently announced its first stock count audit – of an open cast mine – using drone technology (PwC 2019).Drones are the aerial component of the Internet of Things, the constantly growing number of devices and sensors connected via IP (internet protocol). An example of a sector that is ripe for the adoption of such technologies in audit and assurance is agriculture.

DISTRIBUTED LEDGER TECHNOLOGY (DLT)

DLT, a family of technologies that includes blockchain, is of great interest to both auditors and businesses. According to ACCA’s report Divided we Fall, Distributed we Stand, DLT ensures that ‘in a distributed ledger all participants are looking at a common view of the records.’ (ACCA 2017a), which are validated without the need for a central authority for this purpose. ‘So if the majority of participants agree that an update has been correctly validated, that becomes the basis for the updated entry to be added to the ledger.’ (ACCA 2017a).

For businesses, the attraction of DLT is that it greatly enhances performance in areas where inefficiencies are introduced by the so-called ‘efficiency visibility’ and ‘trust’ deficits. Examples include the inefficiencies and delays involved in setting up trade finance, the need to establish trust via ‘know your customer’/‘customer due diligence’ (KYC/CDD) requirements in finance and banking or the lack of visibility in the global garment supply chain are all key areas for distributed ledger applications. For the auditor, distributed ledgers become a sort of universal bookkeeping service, removing the need to reconcile multiple databases of records and providing a perfect audit trail. A key principle of DLT is immutability: historical entries cannot be changed, only corrected with a balancing entry. While this may help auditors to test audit assertions such as occurrence and cut-off, it does not remove the need for higher-level auditor judgements. 

Transactions may exist outside the ledger and, while those recorded are unlikely to be false, they still may not be legitimate. The auditor therefore needs to combine the ledger information with judgements based on accounting principles and an understanding of the nuances applicable to ownership and valuation. For auditors, DLT offers the possibility of generating exception reports that are based on all transactions rather than on using sampling techniques – a return to the roots of auditing. Today’s audit cycles could potentially be replaced by more frequent or even continuous, real-time, audit. This is likely to release resources and provide the material for a deeper and more contextual understanding of the business, as required for the production of extended audit reports. However, this is also likely to increase resources with specialized skills in DLT, at least in the short-term. While DLT may be supported by standardization and automation of data collection – possibly via ‘accounting-as-a-service’ platforms – the removal of mundane tasks will bring the contribution of the auditor’s judgement into stronger focus.

The report concludes: ‘The auditor role may pivot towards non transaction-management elements requiring human judgement, business context and knowledge of technical accounting policy and of the outputs created by the application of these elements to specific questions within the audit, for example the fair value of assets’ (ACCA 2017a).