In a moment reminiscent of recent historic election cycles, where the potential for groundbreaking female leadership stirs global anticipation, we also face a unique opportunity to shape the future of another field: artificial intelligence (AI). The AI revolution is reshaping industries at a pace few anticipated, prompting thought leaders like Zack Kass to declare this a “new renaissance.” For women, this revolution brings an exciting opportunity to see better gender equality in AI, but also clear challenges.
The Current Landscape: Lack of Gender Equality in AI and Tech
Admitted, we have a steep hill to climb… Globally, women hold only about 20-27% of roles in AI and related tech fields, with even fewer in leadership positions. Though we’ve had incremental progress – women’s representation in AI roles has improved modestly from 23.5% in 2016 to 27% in 2023 – this is obviously far from gender equality. We do have highlights – in specialized roles, such as engineering and machine learning, women’s presence has doubled since 2016, yet the gains still fall short of reflecting the diversity needed to foster comprehensive innovation.
A significant hurdle is retention. According to Deloitte’s research, women in AI often exit the field by their mid-30s, primarily due to inadequate support for work-life balance, limited flexibility, and barriers to career progression.
The Challenges: A Closer Look
- Retention and the Mid-Career Drop-Off: Deloitte’s findings show that retention of women in AI is a global challenge, with many exiting by age 35. This loss is a critical barrier to diversity in leadership, as fewer women have the opportunity to advance into senior roles that shape AI’s future direction.
- Underrepresentation in Leadership: Despite slight improvements, women’s representation in AI leadership remains around 20%, with slower progress in key regions. For instance, the UK report from the Tech Talent Charter highlights that while initiatives for gender diversity are in place, representation in senior positions has seen little improvement over recent years.
- The Flexibility Conundrum: Women value flexibility, yet only a fraction report having adequate flexibility at work, according to the Women @ Work report. This lack of flexible work options contributes directly to the higher exit rates among women in tech. Hybrid work improvements have been seen, but many still report exclusion from meetings and limited access to leadership exposure.
- Training and Mentorship Gaps: Access to specialized AI training remains uneven, with fewer women participating in advanced AI and machine learning programs. Moreover, mentorship and sponsorship—key factors in retaining and advancing women—are often insufficient in tech environments, where women can feel isolated in predominantly male teams.
The Path Forward: Strategic Actions for Equity
I believe the path forward for women in AI starts with the intentional creation of an inclusive, supportive environment (Connected Women in AI is a great option for those of you looking for such community).
Access to visible role models, fostering a strong sense of belonging within AI teams is essential. Role models provide tangible proof that success is possible, helping to counteract the effects of imposter syndrome and limiting beliefs that can hold women back. Studies show that women are more likely to pursue and persist in careers when they see others like them succeeding. The McKinsey Women in the Workplace report emphasizes the importance of role models in inspiring ambition and helping women navigate their career journeys, while Deloitte’s Women @ Work report highlights that visible role models can shift workplace culture and drive higher retention and satisfaction among women.
Companies must prioritize mentorship programmes, flexible working arrangements, and clear pathways for women to advance. As Deloitte’s Women @ Work report underscores, such strategies are critical to reducing burnout and improving retention rates, particularly for mid-career women who juggle personal and professional responsibilities.
The commitment to flexibility, visible leadership, and community-building is essential to reshaping the AI industry. We know that by following these strategies, and with ongoing efforts to collaborate and push for real change, we can ensure that women not only enter the field but lead and shape its future.
Having women in leadership roles also demonstrates that diversity leads to better problem-solving and innovation, thus benefiting the entire industry.
A Time for Transformation
The potential for women to make history in AI is unprecedented. This is something we should all be excited and energized about. Progress obviously depends on our collective commitment to creating environments where women not only enter AI fields but also thrive within them, but I believe that a gender-balanced AI revolution is an achievable reality. Let’s seize the opportunity to empower women in AI and ensure that this new renaissance is one where every voice is heard and every talent recognized.
For more insights, explore the full reports by Deloitte and McKinsey on global gender diversity, and see the Tech Talent Charter’s 2024 Report for UK-specific trends.
Yes, I did use AI to help me write this article—I’m not a professional writer—but the message is mine, and I was happy for the help in conveying it.