
India at AI inflection point: Global experts back nation's rise as deep tech leader
NEW DELHI: India is uniquely positioned to become a global leader in artificial intelligence (AI) and deep tech, thanks to the vast volumes of digital data being generated domestically, said Claude Smadja, former Managing Director of the World Economic Forum (WEF).
Tired of too many ads? go ad free now
Speaking at the India Global Innovation Connect (IGIC) 2025 in Bengaluru, Smadja emphasized India's data advantage and its strategic position in the global tech landscape.
'India today stands at a pivotal inflection point—both in its domestic transformation and its global positioning. As we enter an era defined by AI and deep tech, the time is ripe for India to fast-track innovation. Amid challenges faced by major global economies, India has the right momentum and resources to emerge as a global hub for technological breakthroughs, particularly in data and big data,' he said.
Sanjeev Sanyal, member of the Economic Advisory Council to the Prime Minister, emphasized that structural reforms alone are not enough to achieve the aspirations of
Viksit Bharat
.
'We need to go deeper and embrace process reforms. They are essential for improving efficiency, reducing system-level friction, and delivering measurable impact across both government and business operations,' he noted.
Adding to the discussion, Mohandas Pai, Chairman of Aarin Capital, highlighted the need to rethink education models to prepare for a quantum-driven future.
'Governments must urgently reconsider how we educate the next generation, especially as quantum computing and AI begin to handle tasks traditionally performed by humans,' Pai said.
Vic Bhagat, Senior Vice President and Global Advisor at IT infrastructure services giant Kyndryl, pointed to the transformative potential of AI in enterprise technology.
'AI's power lies in its seamless integration with enterprise systems. The synergy between scale and speed will be the new competitive edge. Enterprises that harness AI effectively will unlock new levels of productivity and long-term growth,' he said.
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


Mint
3 hours ago
- Mint
Your first job could be an ‘AI apprenticeship.' The new entry-level playbook.
The class of 2025 is entering a work world that looks dramatically different than it did even a few years ago. Data released last week indicates the U.S. private sector may be experiencing its most significant hiring slowdown in several years. The gap between the unemployment rate for new grads and the broader labor force is at its lowest point in 40 years—a historic signal that something fundamental is shifting when it comes to entry-level work. But this moment is about more than a chaotic macro environment and a tough job market. The real disruption is deeper. Artificial intelligence and emerging technologies are accelerating the pace of change across industries. And the Covid-19 pandemic didn't just shift where work happens—it fundamentally changed how we think about work, collaboration, and contribution. For new graduates, all of this change has created a complex job market and work environment. Traditional early-career paths are less defined. Expectations are shifting. The old playbook for entry-level work is being shredded. That may sound like a challenge—and it is. But it's also an incredible opportunity. Character is no longer a soft skill. AI is reshaping work—quickly. PwC's latest AI Jobs Barometer, which is based on nearly a billion job postings globally, found that roles with the highest AI exposure are evolving more than twice as fast as others. The World Economic Forum estimates that nearly 40% of workers' current skills will either transform or become outdated by the end of the decade. And these changes may impact junior employees degrees the most. As AI replaces or augments technical skills, entry level workers will need to emphasize their character and humanity. AI can't build relationships or earn the trust that drives lasting impact in a workplace. Uniquely human traits like empathy and discernment are no longer just 'nice to haves." They are essential skills for employees. This shift isn't limited to those just starting out. It also applies to experienced employees and executives. Leaders will need to redefine performance metrics to be centered on human connection and high-quality character traits like owning outcomes, taking initiative without being asked, careful listening, asking better questions, and doing the right thing when it matters most. Organizations that want to lead in this next chapter will need to promote that kind of human leadership at every level—starting now. Rethink culture and talent development. In a workplace being reshaped by AI, every company needs to take a fresh look at how talent is developed and how culture is intentionally built. The end goal should be a human-led, tech-powered culture where tomorrow's leaders will thrive. Companies should equip and encourage their people to develop fluency in AI and fluency in what makes us distinctly human. That means learning how to prompt, validate, and apply emerging technologies responsibly—while also building leadership and relationship skills like leading a meeting with clarity, telling a compelling story, and solving a problem from first principles. That dual focus will require a shift in how we think about early-career roles. Increasingly, we should view these more like 'AI apprenticeships," where early-career professionals are equipped with the right AI tools and taught to use them with confidence. AI handles routine work. People handle judgment calls. What we value in junior talent is changing, too. It's no longer about how well someone executes a rote task. It's about how they think, how they show character under pressure, how they apply judgment, and how they grow from one moment to the next. That is where leadership matters most. We all need what I call a personal board of directors: people who will challenge us, offer honest feedback when it counts, and remind us to pause, reset, and ask for help when needed. Business leaders must intentionally design and build this kind of support into our workforce. And they should play a more active role in people development, coaching and developing young talent from the start. Think and act differently. The past five years structurally reset work. Some are still hoping for a return to 'normal"—some pre-Covid, pre-AI version of reality—but there's no going back. What we're living through isn't a transition: It is a transformation. The next few years will define what the new normal looks like. And that calls for bold leadership. We can't meet tomorrow's challenges with yesterday's assumptions. We have to think differently—about how teams are built, how careers are grown, and how value is created. The workplace is being rewritten. Businesses—and this new generation of workers—must be bold enough to help write it. Paul Griggs is the CEO of PwC US.


Hans India
a day ago
- Hans India
Empowering Every Voice and Creating a Culture of Belonging: The Impact of Inclusivity on Startup Culture
A thriving startup is more than just an innovative idea or a disruptive business model—it is a collective effort powered by people. Startups, known for their agility and high-growth potential, often operate in fast-paced, high-stakes environments. But while rapid scaling and financial backing are key drivers of success, a factor often overlooked is the culture that fuels these companies. Inclusivity is no longer a 'nice-to-have'; it is a business imperative. Creating a culture where every voice is heard, valued, and empowered is fundamental to fostering innovation, driving employee engagement, and securing long-term success. The Business Case for Inclusivity in Startups Diversity and inclusion are not just about social responsibility—they significantly impact a startup's bottom line. According to the World Economic Forum's Diversity, Equity, and Inclusion Lighthouses 2025 report, organizations with strong DEI programs saw a 15% increase in employee engagement compared to those without such initiatives. Additionally, businesses with innovative DEI practices experienced an average 8% increase in profitability over those without such programs. For startups, where agility and innovation are key, inclusivity serves as a catalyst for creativity. When people from different backgrounds, experiences, and perspectives collaborate, they bring unique solutions to challenges, creating competitive advantages. In contrast, a homogeneous workforce may suffer from groupthink, limiting the scope of ideas and potential breakthroughs. Leadership: The Driving Force of Inclusivity A truly inclusive startup begins with intentional leadership. Founders and executives set the tone for workplace culture through their priorities, actions, and decision-making. It is not enough to have inclusive policies on paper—leaders must embody them in everyday interactions. This means fostering open communication, actively seeking diverse perspectives, and ensuring decision-making processes are equitable. Inclusive leaders challenge biases, not just in hiring but in promotions, project assignments, and even in the way meetings are conducted. They create psychologically safe spaces where employees feel comfortable sharing their perspectives without fear of judgment. When employees believe their contributions matter, they are more likely to be engaged, productive, and loyal to the company. Building an Inclusive Culture from the Ground Up Startups have the unique advantage of embedding inclusivity into their DNA from day one. Unlike legacy corporations that must overhaul rigid systems, startups can build an inclusive culture organically. This begins with defining core values that prioritize belonging and ensuring these values are reflected in hiring, training, and everyday operations. Recruitment strategies should be designed to attract diverse talent pools, breaking away from traditional hiring biases. Blind resume reviews, structured interviews, and AI-driven recruitment tools help mitigate unconscious bias and ensure fair hiring processes. But hiring diverse talent is just the first step. Retaining and empowering them requires ongoing commitment—mentorship programs, leadership development opportunities, and inclusive workplace policies all play a role in ensuring employees from underrepresented groups thrive. The Everyday Actions That Make a Difference Inclusivity is not a one-time initiative; it is a mindset that should be woven into the daily fabric of the company. Simple yet impactful actions—such as ensuring all voices are heard in meetings, implementing flexible work policies to accommodate different needs, and providing equal access to growth opportunities—can make a significant difference. Transparency and accountability are also crucial. Companies should set measurable DEI goals and track progress, making inclusivity a quantifiable priority rather than a vague commitment. Regular employee feedback mechanisms, such as anonymous surveys or town halls, can help leadership stay attuned to workplace experiences and make necessary adjustments. The Competitive Advantage of a Culture of Belonging A startup's ability to retain top talent is often a defining factor in its success. Employees who feel a sense of belonging are more engaged, more productive, and more likely to stay with the company long-term. In contrast, exclusionary work environments lead to high turnover, costly recruitment cycles, and a loss of institutional knowledge. An inclusive workplace is not just about representation—it is about ensuring that all employees feel empowered to contribute, challenge ideas, and drive innovation. When startups build a culture where every voice is valued, they cultivate a workforce that is not just diverse but truly inclusive and cohesive. The Future of Diversity and Inclusion in Startups The landscape of workplace inclusivity is evolving, and startups must stay ahead of the curve. One emerging trend is the integration of AI and analytics to reduce bias in hiring and performance evaluations. Technology-driven approaches allow for more objective decision-making and help identify disparities in workplace experiences. Additionally, remote and hybrid work models are opening doors to diverse talent pools, enabling startups to hire beyond their immediate geographical regions. This shift not only expands access to skilled professionals but also fosters cross-cultural collaboration, leading to richer ideation and problem-solving. Investors, too, are paying closer attention to DEI metrics when funding startups. Forward-thinking venture capitalists recognize that companies with strong DEI strategies tend to be more resilient, innovative, and successful in the long run. As a result, startups that proactively embed inclusivity into their operational framework will be better positioned to attract investment and scale sustainably. (The article is authored by Yuvraj Shidhaye, Founder and Director, TreadBinary)


The Hindu
a day ago
- The Hindu
New NCERT textbooks don't carry ‘poverty and colonised' narratives, says PM's advisory council member
The new social science textbooks developed by the National Council of Educational Research and Training (NCERT) has broken away from the 'old poverty and colonised narratives', Sanjeev Sanyal, member of the PM's Economic Advisory Council (PM-EAC) and chairperson of NCERT's Curricular Area Group Economics, said on Tuesday. 'The new NCERT textbooks for Class 7 are out… Note that the images are clear and in colour, the economics section teach ideas using modern examples, and history tries to focus on storytelling rather than dates. I am sure these too will be improved with iterations but we have broken away from old poverty and gratefully colonised narrative,' Mr. Sanyal stated on X. Mr. Sanyal further said that the economics segment in the old textbooks (from 2012) were 'deliberately', designed for 'povertarian narratives'. 'Images from Partition-time refugee schools, all technology was steam engines, the chapter on markets was about how fair price shops and how shopkeepers were 'hoarding', and the chapter on finance was all about women's self-help groups,' he said further on X. The Hindu had earlier reported that the new social science textbook for Class 7 – Exploring Society: India and Beyond has combined previously separate textbooks on history, geography and social and political Life (which also had a section on economics) into one. The new NCERT textbooks for class VII are out. Below are images of the integrated social science textbook (history, economics, geography etc). Note that the images are clear and in colour, the economics section teach ideas using modern examples, and history tries to focus on… — Sanjeev Sanyal (@sanjeevsanyal) June 10, 2025 Digital money in The new Class 7 social science book deals with economics in Theme E in two chapters – From Barter to Money and Understanding Markets. The new book's 'From Barter to Money' chapter goes into the basic details of barter system, the history of money, coinage system during Chalukyas, Cholas, and goes on to discuss use of digital money, including systems of net banking and United Payments Interface. The second chapter, Understanding Markets, also delves into the history of markets by featuring a section on Karnataka's historical Hampi Bazaar, and goes on to explain how modern markets work. In comparison, the previous NCERT textbook for Class 7, focussed only on contemporary agrarian markets, dedicating a section to weavers' cooperatives and included exercises like writing a letter to the Minister asking what a student thinks should be the proper payment to workers after providing graphics on the current situation of labour charges in the garment industry. While the old textbook is replete with multiple examples, the new textbook too, delves on a similar exercise in the context of modern-day setting where a family would bargain with a vegetable seller to lower the price of vegetables, but would go to supermarkets and end up buying it at a slightly higher price. Similarly, Mr. Sanyal also mentioned that while the economics sections of Classes 6 and 7 textbooks had been revised, his team is now looking at revising Class 8 books. Missing farmers and debt The economics section in old NCERT textbooks of Class 6 was distinctly divided into two chapters – 'Rural Livelihoods' and 'Urban Livelihoods'. The Rural Livelihoods chapter touched upon daily wage workers working in paddy fields of rural Tamil Nadu. An entire section was dedicated to farmers being in debt, on the hardships faced by people living in fishing villages, and so on. In comparison, one of the chapters in the new Class 6 textbook's economics section begins with a quote from Kautilya's Arthashastra, with a segment on the dairy cooperative revolution and the Amul's role in Gujarat. While the old Class 6 textbook had detailed case studies on farmers and debt, the new textbook does not include these details. The new textbooks for Class 8 are now awaited. NCERT officials told The Hindu that while the new English textbooks were made available from May 17, rest of the subjects, including social science, will be out by June end, before the schools re-open in July after the summer break.