In today’s world, it’s difficult to get through just one day without hearing about how AI is transforming the business landscape. Despite its growing popularity, a new study released in January has found that only a quarter of women plan to upskill in AI this year, compared to over a third of men. With this skills gap likely to widen, it’s now up to managers and leaders to empower female employees to pursue personal development in AI.
AI is an increasingly desirable skill for employees to possess, and although its need in the business landscape continue to expand, workers who consider themselves skilled in it remain predominantly male. With only 29 per cent of women considering themselves knowledgeable in AI technology, it falls to employers to ensure opportunities are shared equally within the business.
There are plenty of potential reasons behind AI resistance and some will be easier to mitigate than others. Whether it’s a fear of the unknown or the ethical implications surrounding new technology, without a good understanding of what is holding people back from embracing AI, it becomes difficult to manage change for good.
Tackling AI resistance relies heavily on education – something that employers can easily implement through a comprehensive training programme. Using findings from the initial investigation stage, managers will be able to work through specific pinch points such as how to use new technology. Once specific barriers have been identified, it becomes much easier to develop a change programme that targets potential restrictions blocking employees from upskilling in AI.
Upskilling women in AI
When it comes to women upskilling in AI, there are a combination of factors that could lead to a skills divide. Factors such as less enthusiasm for STEM subjects, particularly from school or an early education gap, can impact women later on in their careers when unaddressed. Additionally, concerns about work-life balance, keeping up with a fast-changing industry or ethical implications can all contribute to women being less likely to want to, or having less time, to upskill in AI.
Despite its growing popularity, there are still high levels of resistance against AI within the workplace. To truly unlock its potential and dispel any gender bias, it’s essential that managers identify existing and potential barriers to AI adoption within the workplace. This can be done through a series of initiatives such as one on one meetings or anonymous questionnaires to encourage open discussion around perceptions of AI or individual concerns.
What about jobs?
Job displacement is a common concern surrounding the uptake in AI within the workplace and is a good example of why education is such a vital part of the change journey. AI in the workplace offers a host of lasting benefits. Task automation in administrative roles, for example, can free up staff capacity, allowing time to be spent on more meaningful tasks.
Although there is a certain level of training required to reach this point, benefits such as these should be communicated to employees so that they understand the longer-term value of upskilling in AI – more time for more fulfilling work. Offering the opportunity to trial certain tools will also increase confidence and demonstrate the benefits to their daily job tasks and the service they can offer customers.
Other methods of educating the workforce on AI could be running group training sessions that target specific areas of concern for employees or the business itself. This provides staff with a safe space to learn amongst peers and voice any concerns or knowledge gaps they have. It may be that employers also decide to run groups for both mixed and single gender groups, providing safe spaces better tailored for women to learn and grow their skills.
Whilst upskilling female staff in AI will ultimately come down to the employees themselves, managers should ensure the workplace is a judgement free zone, and a safe space for people to raise concerns regarding the use of AI. With women being largely underrepresented in AI, it falls to business leaders to encourage female employees to train and upskill to prevent this disparity growing.
Conclusion
AI is opening up new avenues for employees looking to upskill and is becoming increasingly in-demand in the workplace. In an environment where women are disproportionately represented, encouraging upskilling becomes even more critical. For employers, addressing workplace bias regarding technology comes down to offering equal opportunities for every member of staff.
Building on this to create lasting change, an educational drive on AI will ensure that its value is well communicated across the board, and that employees feel confident in the advantages it offers both for the business and their own professional development.
About the author: Eman Al-Hillawi is CEO of Entec Si, an award-winning business change consultancy specialised in technology and digital transformation.