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A World Of Information Without Noise 

Big data is more than just a buzzword. It’s one of the biggest challenges and opportunities facing almost every industry, business and brand today. With the potential value that it holds, investment in big data, machine learning and AI will be crucial for any business that wants to remain relevant through the ages.

Big Data

noun : extremely large data sets that may be analysed computationally to reveal patterns, trends, and associations, especially relating to human behaviour and interactions.

Each day 2.5 quintillion bytes of data is generated – a number that continues to grow exponentially. While we have seen improvements in the collection of data over recent years, the ability to synthesize meaning from this data is demanding more from engineers and their technology than ever before.

The problem that we face is sorting through these huge chunks of data to separate the noise from what is important to individuals and their organisation. While automation has offered speed, simplicity and efficiency, the ‘why’ is where the untapped value and excitement lies.

“Contextualisation is key. It's not about just collecting data, it’s about how that data can provide clear information that enables and inspires action”

Richard Spencer, Chief Marketing Officer at Isentia.

Rather than reflecting on past performance, answering the ‘why’ has the potential to lead action that focuses on influencing the tomorrow.
Beyond big data, the 'why' behind AI and machine learning may raise new questions. For instance the wider interplay behind machine learnings ability to  translate to a language without any knowledge or assumptions about that language.

As teams start to ask these questions, the data starts to be reimagined. The perception of a data point transforms into breadcrumbs of a narrative that can tell a bigger story, and ultimately influence our thinking.

The question is, when big data becomes manageable and meaningful – how fast will it move into being predictive? And even beyond this, be able to simulate what is ‘likely’ to happen.

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It’s official: artificial intelligence has arrived. But how will this disruptive technology transform businesses in the near future?

After more than a few false starts, artificial intelligence (AI) is finally here, and it’s powerfully disrupting the way business is done. We don’t need to ask if or when businesses will adopt AI – the question is where and how widely it will be employed.

AI is already a big player in the technology industry. In particular, there is a growing use of AI in IT’s backroom functions like cybersecurity and tech support. A Tata Consultancy Services (TCS) survey of 835 company executives found that nearly half of respondents were using AI to detect and fend off intrusions – the most frequent use of the technology. But a number of other industries are also opting for AI.

Early adopters

In entertainment, companies like Netflix and Amazon are using machine learning to help their movie recommendation engines. Health care has seen myriad applications, including virtual assistants for doctors, apps that can interpret test results and even AI-based spine surgery technology. In the financial sector, AI has been put to work in regulatory compliance and fraud prevention – PayPal uses a combination of its own AI program and human analysts to combat fraud, for example, and HSBC has teamed up with Silicon Valley startup Ayasdi to automate anti-money-laundering investigations.

Worldwide spending on cognitive and AI systems is expected to reach $12.5 billion this year, according to IDC, a whopping increase of 59.3 percent over 2016. Much of this growth is powered by use cases like the examples above. But there’s another area where AI is rapidly being adopted: automated customer service agents, or chatbots as they’re more commonly known.

Customers now expect AI to be used by companies and they are comfortable interacting with the technology (up to a point). Research from HubSpot found that nearly half of people are happy with the idea of buying products from a chatbot. Perhaps more importantly, 40 percent of respondents said they were indifferent about receiving customer support from either a chatbot or human – provided they got the help they needed fast and easily.

Dealing with data

Whether patrolling a computer network for intrusions or trawling through financials for signs of fraud, AI is most often employed to intelligently handle vast amounts of data quickly. “AI is best deployed in companies with significant amounts of data and robust data systems,” says Andrea Walsh, Isentia’s CIO.

Gartner predicts that, in 2018, half a billion users will save two hours a day as a result of AI-powered tools. Every time a business gains efficiencies, it saves money – and that is AI’s chief benefit.

AI’s smarter processing power is also helping companies generate more quality leads on new customers, using IBM’s Watson AI, for example. Finding, contacting and closing new sales is a time and resource-heavy activity. But AI-based sales assistants can tirelessly work on reaching out to people, while intelligently analyzing data on leads. This can then be effectively communicated with point-of-sale staff.

When employees hear the word “efficiency,” they often assume it will lead to lay-offs. While there is no question that some jobs will be replaced by AI programs, the naysayers are largely exaggerating their mass-redundancy predictions.

AI is a data-cruncher, and it is often employed to take care of something that didn’t even exist 30 years ago: big data. When it accomplishes its analysis, a human is still needed to interpret the results, such as in cybersecurity and anti-fraud scenarios. Even in the case of customer service chatbots, these will mostly be applied to routine queries and simple support functions, augmented by human representatives for complex problems. “AI should not stand alone as a technology,” say Walsh.

Enhancing existing infrastructure

As with all industrial revolutions, AI will create jobs even as it replaces them. There are already glaring shortfalls in STEM-trained employees across the world, and that’s likely to continue as the rapid pace of technological transformation outruns educational reforms. But eventually, new generations will be trained and educated to do jobs created by innovative technologies like AI.

Any business can benefit from AI programs, but when it comes to how broadly they adopt AI, companies need to look at how the technology can augment their existing capabilities. Instead of replacing staff, current AI should be used to support them and put their invaluable human minds to the best use, saving tedious, data-crunching work for the machines. For customers, AI needs to be a helpful, timesaving addition to their experience, and companies should never try to create the false impression that a human is doing the work. People are ready for AI; companies need to be too.

Andrea Walsh, Isentia's Chief Information Officer

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Isentia's parent company Access Intelligence has been recognised as one of Europe’s fastest growing companies in the FT 1000, a yearly ranking by the Financial Times and German data platform Statista. The FT 1000, now in its 7th edition, ranks the 1,000 companies in Europe that have achieved the highest percentage growth in revenues.

Access Intelligence is an AIM-listed tech innovator, delivering high quality SaaS products that address the fundamental business needs of clients in the marketing and communications industries.

‘Understanding audiences has become essential for organisations across industries and geographies: we’re seeing that need grow every day, as more and more of our clients put media insights, reputation and audience intelligence at the center of their strategy,’ said Joanna Arnold, CEO of Access Intelligence.

The group powers the world’s most relevant brands across regions and industries: with over 6,000 clients worldwide, Access Intelligence helps clients like Apple, Coca-Cola, Pfizer, the UK House of Commons, HSBC, Twitter, and the Australian Government understand their audiences and monitor the media landscape.

The evolving Access Intelligence portfolio includes Isentia, the market-leading media monitoring, intelligence and insights solution provider; Pulsar, the audience intelligence and social listening platform; Vuelio, which provides monitoring, insight, engagement and evaluation tools for politics, editorial and social media in one place; and ResponseSource, the network that connects journalists and influencers to the PR and communications industry.

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“In the future there will be no female leaders, there will just be leaders” 

-- Sheryl Sandberg

Our recent partnered research with Women in Media showed there is still significant gender discrimination within the media and a long way to go before parity is reached. Female voices are being excluded in shaping public perception in industries where women lead in employment, such as retail, sport and health. This creates hurdles for female experts and sources, and demonstrates the largest gap between women employment share and media representation. 

All organisations have a role to play, with a responsibility to provide equal opportunities and outcomes for men and women.

Through the power of collaboration and raising each other up, it presents an opportunity for women to change the status quo.

Women in the workplace

Women’s voices and women’s participation within the workplace are lacking true representation and the amplification they deserve. Whether it’s in leadership, as a spokesperson or across the news value chain - there’s more that can be done to avoid misrepresentation of an organisation as this sends a conflicting message to their audience.

As the Women in Media research suggests, to avoid underrepresentation, organisations should:

• Review and assess their level of representation
• Invest in training and development for spokeswomen and
• Commit to monitor change. 

Workplaces have a responsibility to ensure there is a focus on gender balance through inclusion and diversity as well as provide support and visibility of pathways to leadership roles.

Mapping out the right spokesperson

When choosing a spokesperson, it's the role of an organisation to select someone who is a well suited representative, and be able to provide the best answers for their key audiences. The characteristics of a spokesperson are similar to that of a leader, with competency (37%), confidence (31%), and good communication (26%) being the most important. They also need to speak with authority, with their opinions being trusted, but also an ability to connect with stakeholders and not shy away from empathy, if it’s needed. 

Women need to be given the support and authority to be a trusted brand ambassador or spokesperson for the organisation. 

At a time when a story hits the media, there is a framework organisations can put into place to ensure success:

• Subject: who is the subject of the story and whose perspective does it amplify.
• Narrative: what are the stories being told or what stories are being missed. I.e. Consider which stories are written by women/men or feature more women/men, who is telling the story - experts, sources, spokespeople etc.
• Opportunity: 1. how much opportunity does the spokesperson have to express their opinion, how frequently are they visually represented, what role do they play and how are they portrayed? 2. provide training and development of spokeswomen to contribute to achieving gender equity in the media. And as spokeswomen are called on their leadership and expertise, it will present a fair representation of Australian society.

Women in Media Gender Scorecard

The Women in Media Scorecard explores the visibility of women as authors, participants and subjects of news in Australian media. It identifies core areas in media analytics (bylines, sources, experts) to monitor change over time and positive or negative shifts towards achieving parity for women in Australian media. Isentia analysis included 18,346 reports from Australian press, radio and TV news coverage over a 14-day period, from 18-31 July 2022.

Trajectory to gender parity

Some say a woman alone has power; collectively they have impact. 

Across all industries and organisations, when it comes to women supporting other women, there is power in the pack. 

Women often underestimate the value they can offer, the wisdom and knowledge they can share can benefit and support many women (and men too). 

From increasing productivity and enhancing collaboration, to inspiring organisational dedication and boosting confidence, women can be unstoppable when working towards a desired goal, together. 

“Women need to get behind other women. Encourage their expertise. Acknowledge their strengths. Champion their success. Amplify their voice.”

Interestingly, our research shows female reporters are 30% more likely to quote female sources than male reporters. This suggests that women do support women, yet women dominated industries are not being represented as such in the media. The highest underrepresentation of female sources tended to be associated with topics/sectors with a high female employment share, for example in retail, sport and health.

This presents an opportunity for organisations to increase women’s representation in leadership positions and boost women’s workforce participation. By doing this, it will encourage women to amplify other women and contribute to achieving gender parity within the workplace.

Men Dominate As Sources, Even In Industries Where Women Lead Employment

Source gender split vs industry employment

The affinity bias

The media hype plus cultural perceptions might showcase that women don't want to revel in another woman's success. Yet it’s quite the opposite.

Dedicated days like International Women’s Day are a great opportunity to celebrate the achievements of other women beyond the divisions of national, ethnic, cultural, economic or political barriers. But it shouldn't stop there. 

Status quo bias and gender blindness are two key areas of bias within organisations. For whatever reason, when we think about a leader or a person with authority, our brains default to think of a male. The ‘think manager, think male’ norms continue to hold women back and contribute to a notable gender gap in self promotion within the workplace. 

Women are 33% less likely to promote their performance and only 60% of women actively make people aware of their accomplishments. And this wasn't due to a lack of desire, however it was more likely to attribute their failures to lack of ability. Because women feel the workplace is harder on them, they’re harder on themselves, causing their confidence to take a hit. Yet for women to advance in leadership roles or further their career, self-promotion is a must. 

In instances where women are confident and assertive at work, they can be penalised by others and be referred to as bossy. In fact, women are twice as likely to be branded as bossy in the workplace for doing the same behaviours as men.This can often impact their desire to celebrate their achievements and also have a negative impact on how well they are liked by their peers.

Gender equity

Within the media landscape in particular, women reporters are more likely to:

• Challenge gender stereotypes 
• Raise gender inequality issues 
• Reference legislation or policies that promote gender equality or human rights.

Yet they don’t get seen as experts in their field and get the bylines to showcase this.

The Women in Media research shows only two of the 35 identified topic groups (6%) recorded a greater share of women sources than men. Females are notably under-represented when comparing the share of experts in media reporting with the share of sector employment. The pattern of media underrepresentation in women-dominated industries extends from sources to the share of experts quoted. 

With the spotlight on gender equity, now is the time for women to support and amplify other women across all industries.

A call to arms

At Isentia equity, inclusion and diversity is something we are all passionate about and we choose partnerships that help us shine a light on these issues. We value the voice that our women leaders and employees can have within our company and industry and are always looking for opportunities to elevate their voices. 

Company CEO Joanna Arnold believes ‘the true value of insights is when it's used to shine a light on societal issues and inspire behaviour that drives change. Our innovation in audience intelligence underpins our purpose to help surface the diverse voices shaping wider societal narratives’ so that they can be better represented in the media and other channels shaping public perception”.

The Women in Media Research highlights that much work remains to provide gender equity and share of voice for women in organisations and through representation in Australian media. 

Organisations can play an important role in gender equity by:

• Investing in training and development for their spokespeople and instill confidence into their female employees 
• Constantly review and assess their level of female representation
• Ensure the chosen person is an accurate representation of the workplace
• Commit to monitoring change and
• Build a supportive workplace culture

Moving forward, as more women encourage and support other women, the more will be received in return.

We can continue to support the positive impact organisations have towards female representation and gender parity. We want to improve the barriers and drivers for women representation in organisations across societal, organisational and individual levels. 

If you’d like to learn more about The Women in Media Scorecard or discover how Isentia can help your organisation with impactful insights-driven research, get in touch with us today. 

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