Impact of Technology on Workforce

How AI Risks Widening the Gender Gap — And What We Can Do About It AI is transforming industries, but it's also at risk of deepening gender disparities. While 40% of business leaders are prioritizing AI, we must ask: are we considering the impact on women in the workforce? The challenges we need to address include: 🔹 One of the key risks posed by AI is it’s tendency to perpetuate gender biases, especially in sectors where women are already underrepresented. AI systems are typically trained on historical datasets, and if these datasets reflect societal or institutional biases, the AI will likely replicate them. This has already been observed in areas such as recruitment, where AI tools that analyse CVs have demonstrated a preference for male candidates over their female counterparts. 🔹 Surprisingly, studies have shown that women use AI-driven tools such as ChatGPT significantly less than men, even when they hold similar roles. This gap may have long-term implications for women's career trajectories, particularly as AI becomes more embedded in day-to-day business processes. Several factors are at play here. First, there is a perception gap: women tend to express greater scepticism about AI’s potential benefits. For instance, surveys suggest that women are more concerned about the societal risks posed by AI, including job displacement, privacy concerns, and ethical issues. Women often report feeling less confident in their ability to navigate AI technologies, frequently citing the need for additional training before feeling comfortable using these tools. 🔹 Many of the jobs most vulnerable to automation are disproportionately held by women — Goldman Sachs has found that nearly 80% of women’s jobs are at risk of being automated, compared to 58% of men’s jobs. Sectors such as office administration, customer service, and healthcare support roles often referred to as "pink-collar jobs" — are seeing significant shifts as AI-driven systems take over tasks like scheduling, data entry, and customer interactions. But there’s hope! With more diverse datasets, inclusive development teams, and reskilling opportunities, we can ensure AI empowers everyone. Read my full article on how we can address these challenges and build a more equitable future, and please share your view! I look forward to having different perspectives on this critical topic. Thanks sincerely and kind regards, Fabio #AI #GenderEquality #Inclusion #FutureOfWork #Diversity #Leadership

I remember when I first met Iliana Montauk and Laila Abudahi (almost 4 years ago!!) they both had full-time jobs at NVIDIA and Upwork but they were both obsessed with this idea of helping more women in the Middle East discover Computer Science and Software Engineering and to transform their lives through it like the two of them had. We had this shared belief that with enough support, proper training, practice, and encouragement, anyone can master skills that society usually considers "gifts" and I knew right away that if they ever turned this idea into a company, CodeSignal and I had to be right there supporting them any way we can. Since then the two of them have masterfully turned their ideas and plans into reality and I am humbled to see that we've been able to play our small part in this journey. Here is an excerpt from a case study released today: --- One of the standout applicants found through this process even landed a job at Google! And that was just the start 90% of the first batch of applicants received job offers after going through the Manara program. The benefits didn't stop there. “What we did with CodeSignal’s support was to demystify these tests for women,” Iliana explained. “We ran extensive workshops exclusively for them and managed to remove the intimidating aura around the tests: we turned them into 'practice' rather than actual ‘assessments’, with the added bonus of being able to retake them.” Thanks to this approach, many more women engineers started applying. In fact, the number of women applicants increased by about 54%, with 7,000 out of 13,000 applications for the last cohort being women. --- Proud of everything you've achieved so far Iliana Montauk and Laila Abudahi and can't wait for the next chapter! See the comments for a link to the full case study. #skills #gobeyondresumes

As GenAI becomes more ubiquitous, research alarmingly shows that women are using these tools at lower rates than men across nearly all regions, sectors, and occupations.   A recent paper from researchers at Harvard Business School, Berkeley, and Stanford synthesizes data from 18 studies covering more than 140k individuals worldwide.   Their findings:   • Women are approximately 22% less likely than men to use GenAI tools • Even when controlling for occupation, age, field of study, and location, the gender gap remains • Web traffic analysis shows women represent only 42% of ChatGPT users and 31% of Claude users   Factors Contributing the to Gap:   - Lack of AI Literacy: Multiple studies showed women reporting significantly lower familiarity with and knowledge about generative AI tools as the largest gender gap driver. - Lack of Training & Confidence: Women have lower confidence in their ability to effectively use AI tools and more likely to report needing training before they can benefit from generative AI.   - Ethical Concerns & Fears of Judgement: Women are more likely to perceive AI usage as unethical or equivalent to cheating, particularly in educational or assignment contexts. They’re also more concerned about being judged unfairly for using these tools.   The Potential Impacts: - Widening Pay & Opportunity Gap: Considerably lower AI adoption by women creates further risk of them falling behind their male counterparts, ultimately widening the gender gap in pay and job opportunities. - Self-Reinforcing Bias: AI systems trained primarily on male-generated data may evolve to serve women's needs poorly, creating a feedback loop that widens existing gender disparities in technology development and adoption.   As educators and AI literacy advocates, we face an urgent responsibility to close this gap and simply improving access is not enough. We need targeted AI literacy training programs, organizations committed to developing more ethical GenAI, and safe and supportive communities like our Women in AI + Education to help bridge this expanding digital divide.   Link to the full study in the comments. And a link also to learn more or join our Women in AI + Education Community. AI for Education #Equity #GenAI #Ailiteracy #womeninAI

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

[Techno-Patriarchy: How AI is Misogyny’s New Clothes Gender discrimination is baked into artificial intelligence by design and it’s in the interests of tech bros. In my day job, I support our clients using AI to accelerate the discovery of new drugs and materials. I can see the benefits of this technology to the people and the planet. But there is a dark side too. That’s the reason tech -       Disregards women’s needs and experiences when developing AI solutions. -       Deflects its accountability in automating and increasing online harassment -       Purposely reinforces gender stereotypes -       Operationalises menstrual surveillance -       Sabotages women’s businesses and activism I substantiate each of the points above with real examples and the impact on the lives of women.   Fortunately, not all is doom and gloom.   Because insanity is to do the same thing and expect a different outcome, I also share what we need to start doing differently to develop AI that works for women too.   #EthicalAI #InclusiveAI #MisogynisticAI #BiasedAI #Patriarchy #InclusiveTech #WomenInTech #WomenInBusiness

🤖 The Gendered Impact of AI: Why Women—Especially from Marginalised Backgrounds—Are Most at Risk As artificial intelligence continues to reshape the world of work, one thing is becoming increasingly clear: the effects will not be felt equally. A new report from the United Nations’s International Labour Organization and Poland’s NASK reveals that roles traditionally held by women—particularly in high-income countries—are almost three times more likely to be disrupted by generative AI than those held by men. 📉 9.6% of female-held jobs are at high risk of transformation, compared to just 3.5% of male-held roles. Why? Many of these jobs are in administration and clerical work—sectors where AI can automate routine tasks efficiently. But while AI may not eliminate these roles outright, it is radically reshaping them, threatening job security and career progression for many women. This risk is not theoretical. Back in 2023, researchers at OpenAI—the company behind ChatGPT—examined the potential exposure of different occupations to large language models like GPT-4. The results were striking: around 80% of the US workforce could have at least 10% of their work tasks impacted by generative AI. While they were careful not to label this a prediction, the message was clear: AI's reach is widespread and accelerating. 🌍 An intersectional lens shows even deeper inequities. Women from marginalised communities—especially women of colour, older women, and those with lower levels of formal education—face heightened vulnerability: They are overrepresented in lower-paid, more automatable roles, with limited access to training or advancement. They often lack the tools, networks, and opportunities to adapt to digital shifts. And they face greater risks of bias within the AI systems themselves, which can reinforce inequality in recruitment and promotion. Meanwhile, roles being augmented by AI—like those in tech, media, and finance—are still largely male-dominated, widening the gender and racial divide in the AI economy. According to the World Economic Forum, 33.7% of women are in jobs being disrupted by AI, compared to just 25.5% of men. 📢 As AI moves from buzzword to business reality, we need more than technical solutions—we need intentional, inclusive strategies. That means designing AI systems that reflect the full diversity of society, investing in upskilling programmes that reach everyone, and ensuring the benefits of AI are distributed fairly. The question on my mind is - if AI is shaping the future of work, who’s shaping AI? #AI #FutureOfWork #EquityInTech #GenderEquality #Intersectionality #Inclusion #ResponsibleTech

SAP SuccessFactors AI & SAP AI Units Explained: AI is revolutionising HR, and SAP SuccessFactors is leading the way with Base AI and Premium AI capabilities designed to enhance talent management, learning, and workforce insights. 👉 Base AI – Included at no additional cost in SAP SuccessFactors HCM solutions, offering AI-driven recommendations like Learning Opportunity Marketplace, Career Explorer, and Joule messages (within the annual allocation) 👉 Premium AI – A next-level AI experience powered by SAP AI Units, enabling: ✅ Generative AI use cases: Job descriptions, Interview questions, Goal creation, Assisted Writing ✅ Deep Learning AI: Candidate screening, Talent Intelligence Hub, Skills inference & tagging ✅ AI-assisted document processing and people insights How It Works? SAP AI Units serve as a virtual currency, allowing organizations to consume premium AI services on a pay-as-you-use basis. Whether it’s Joule overages, AI-assisted skills architecture, or content generation, these units provide flexible, metered AI consumption—ensuring transparency and efficiency. A Smarter Approach to AI in HR With AI-powered HR, organizations can make data-driven decisions, optimize hiring, and personalize employee development. Premium AI scenarios are billed based on value metrics—whether per page, per transaction, or per hire—giving businesses greater control over AI adoption. What’s Next? More AI-driven capabilities are on the roadmap for 2025 and beyond, making SAP SuccessFactors a true pioneer in Business AI for HR. What are your thoughts on AI’s role in HR transformation? Let’s discuss in the comments! #SAPSuccessFactors #SAP #SAPAI #HRTech #ArtificialIntelligence #FutureOfWork

"This report developed by UNESCO and in collaboration with the Women for Ethical AI (W4EAI) platform, is based on and inspired by the gender chapter of UNESCO’s Recommendation on the Ethics of Artificial Intelligence. This concrete commitment, adopted by 194 Member States, is the first and only recommendation to incorporate provisions to advance gender equality within the AI ecosystem. The primary motivation for this study lies in the realization that, despite progress in technology and AI, women remain significantly underrepresented in its development and leadership, particularly in the field of AI. For instance, currently, women reportedly make up only 29% of researchers in the field of science and development (R&D),1 while this drops to 12% in specific AI research positions.2 Additionally, only 16% of the faculty in universities conducting AI research are women, reflecting a significant lack of diversity in academic and research spaces.3 Moreover, only 30% of professionals in the AI sector are women,4 and the gender gap increases further in leadership roles, with only 18% of in C-Suite positions at AI startups being held by women.5 Another crucial finding of the study is the lack of inclusion of gender perspectives in regulatory frameworks and AI-related policies. Of the 138 countries assessed by the Global Index for Responsible AI, only 24 have frameworks that mention gender aspects, and of these, only 18 make any significant reference to gender issues in relation to AI. Even in these cases, mentions of gender equality are often superficial and do not include concrete plans or resources to address existing inequalities. The study also reveals a concerning lack of genderdisaggregated data in the fields of technology and AI, which hinders accurate measurement of progress and persistent inequalities. It highlights that in many countries, statistics on female participation are based on general STEM or ICT data, which may mask broader disparities in specific fields like AI. For example, there is a reported 44% gender gap in software development roles,6 in contrast to a 15% gap in general ICT professions.7 Furthermore, the report identifies significant risks for women due to bias in, and misuse of, AI systems. Recruitment algorithms, for instance, have shown a tendency to favor male candidates. Additionally, voice and facial recognition systems perform poorly when dealing with female voices and faces, increasing the risk of exclusion and discrimination in accessing services and technologies. Women are also disproportionately likely to be the victims of AI-enabled online harassment. The document also highlights the intersectionality of these issues, pointing out that women with additional marginalized identities (such as race, sexual orientation, socioeconomic status, or disability) face even greater barriers to accessing and participating in the AI field."

"We urgently need more women building AI technologies, and the fact that women make up less than a third of AI professionals and only 18% of AI researchers globally is a crisis that demands attention. But this isn’t just a pipeline problem; women everywhere need to start using AI tools in their daily lives and work. In AI training programs, women represent just 28% of enrollments worldwide. Studies show women are 16 percentage points less likely than men to use AI tools in the same job. This reluctance creates a dangerous cycle: as women hesitate to adopt these technologies, they fall further behind in both the workplace and a society increasingly shaped by AI.    But this time could be different. The good news? You don't need a computer science degree or corporate backing to start using AI. Many of the tools are free and available to anyone with a computer or smartphone.  Imagine having a mentor available at any hour, offering guidance without judgment. Master new skills at your own pace, free from the weight of imposter syndrome that haunts so many women in male-dominated spaces. This technology could be more than just another tool; it could be the great equalizer we've been fighting for, giving women the support, efficiency, and confidence that the prior systems have consistently failed to provide. We have, at times, had to forge new paths without established role models. This systemic lack of guidance remains a barrier to equality, with women 24% less likely than men to get advice from senior leaders, and for women of color, the gap is even wider, with nearly 60% never having had an informal interaction with a senior leader. With tools like ChatGPT, every woman can now have a mentor in her pocket—one that helps her rehearse difficult conversations and provides the continuous support that was historically only available to those with strong networks. This technology could also be powerful in addressing the confidence gap that has held women back for generations, the self-doubt and internalized societal messages women often carry that undervalue their abilities and discourage risk-taking. Today, we see similar patterns in women's hesitation to adopt AI technologies. But with these tools, it’s possible for women to get feedback on overly apologetic language in their emails, help preparing for salary negotiations, coaching on presentations, and support identifying the achievements they may be underselling on their resumes.  Research shows that when women overcome this initial hesitation, they often outperform their male counterparts. The key differentiator? Not technical skills, but the confidence and a willingness to experiment. Women who ease into using AI—perhaps using generative AI to draft a challenging email or prepare talking points for a meeting—quickly discover how these tools can augment their work and amplify their expertise." Read more 👉 https://lnkd.in/ejEJJjqR #WomenInAI #WomenInSTEM