So far, research and headlines haven’t painted a promising picture of artificial intelligence’s (AI) impact on gender equity in the workplace.
With systemic inequities historically channeling women into specific roles and sectors, women are overrepresented in areas most vulnerable to automation (think administrative support, data entry, and service positions). More recently, research from Harvard Business School’s Rembrand Koning also shows that women adopt generative AI tools at work about 25% less than men. Why?
As explored in Kamales Lardi’s in a recent Fast Company article, women are more likely to:
- question the ethics of how AI is used
- worry about being judged for relying on tools others might see as “cutting corners”
- hold back when the rules aren’t clear (while others charge ahead)
To be clear, the problem isn’t skill. It’s a reaction to systems proven to scrutinise women more harshly, reward risk-taking unevenly, and offer less psychological safety for experimenting with new technology.
And unless employers address it, women risk being excluded from the very tools that could help level the playing field. But if we move quickly and with intention, AI can help to rebalance workloads, increase visibility of women, and improve access to career-shaping opportunities.
Four ways employers can use AI to drive gender equity
1. Reframe AI as a tool for fairness, not just productivity
AI can take over repetitive tasks that often fall disproportionately on women, freeing them to focus on higher-impact, career-building work. Employers should be aware of how these tasks are spread across their teams equitably, and actively promote the shift towards using helpful AI tools to continue to build efficiency as the new norm so that everyone benefits from smarter, not just faster work.
2. Set clear, inclusive AI policies
Without transparent and supportive guidelines on AI use, women may hesitate to adopt these tools. Employers need to create policies that explicitly encourage AI adoption in ways that are ethical, equitable, and aligned with career development – making it clear that AI is a resource for everyone.
3. Create safe environments for learning and experimentation
Building confidence with AI requires space to try, fail, and learn without judgement. Employers should provide practical training and foster a culture that values exploration, so everyone can feel empowered to engage with AI tools without fear of criticism.
4. Ensure women have a seat at the AI decision-making table
From choosing AI tools to defining how they’re used, diverse perspectives are essential to avoid bias. Women’s representation in AI strategy and governance isn’t optional — it’s critical to designing systems that work for everyone and build trust in new technologies.
Employers: The time to act is now
This is more than a tech shift; it’s a critical juncture to build a truly equitable and resilient workplace. If women are excluded from AI’s integration – whether in its use, its discussion, or its governance – your organisation faces the risk of increased inequities and missed opportunities.
The window for employers to shape this future responsibly is brief. Make the necessary moves today to ensure AI empowers, rather than marginalises, your workforce.
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