Welcome to the Glass Age

190 membership quota for women on corporate executive and management committees. • Make the move from STEM to STEAM. Recently a new acronym is emerging: STEAM. The addition of the letter A refers to Arts, and to the wider issues around not only creativity, but also social and societal commitment. Promoted by UNESCO, the STEAM method is an effective way of attracting women into scientific careers using an interdisciplinary approach. • Develop STEM networks for women. WiT (Women in Tech), Réseaux Industrielles and WomenTech Network in the USA… In the corporate world, women are coming together and engaging in initiatives to raise awareness of issues around gender diversity in STEM careers with the goal of moving beyond preconceived ideas. • Raise teacher awareness of what STEM careers really are. More and more engineering, IT and other major companies are hosting visits to production facilities and/or R&D departments to raise school awareness of corporate culture. These bridges between industry and schools encourage interaction and help deconstruct certain received wisdom about STEM careers, at the same time as highlighting the associated challenges, particularly in terms of recruitment and gender diversity. • Learn to code at an early age. It’s crucial to develop computer science and coding in schools. French projects as well as approaches in the UK and Canada promote collective intelligence and creativity in ways that exclude any suggestion of gender specificity. • Ensure gender diversity in AI development teams . Algorithms are biased. The fact is that men write the vast majority of these lines of code that are increasingly structuring our world. Indeed, only 15% of all the data scientists in the world are women. It’s a lack of diversity that is having serious consequences. Gender diversity in AI development is essential if we are to develop new gender-neutral technologies. These new views on diversity aim to answer a key question: Can a system that ignores half of the labor force be successful and economically efficient? To break the current situation, it is essential to change radically the governance bodies of companies, incorporating diversity as a key factor in employment policies. The role of team leaders is crucial; they must be able to create an atmosphere that encourages people to share different perspectives, guiding groups to consider different opinions and discussing them instead of simply opposing them [15]. Moreover, to go beyond the surface is essential. Encouraging companies to apply diversity does not merely mean hiring women and people from different countries! It means recruiting individuals with shared professional values whilst possibly having different perspectives. Promoting education in companies and platforms to learn how to manage diversity and make it an engine for innovation and creativity is the best way to build a brighter, more diverse future. The necessary changes should focus on advancing [14]: • from inertia to awareness and commitment : a sincere commitment is necessary, particularly among leaders in science and industry, with the goal of equality —for the benefit of quality, • from imbalance to balance : a reasonable gender balance (e.g. 40:60) with suitable steps should be made mandatory in decision-making bodies, • from opacity to transparency : transparent procedures should be implemented by the sci-tech community, and the criteria, success rates and evaluation reports must be made public, • from inequality to quality : with measures to systematically introduce the gender perspective in human resource development and in