In spite of all the progress women have made in education and representation in leadership positions, something’s still not adding up—literally—when it comes to their paychecks.
As we were reminded recently on Equal Pay Day, women in the U.S. who work full time are still paid 83 cents for every dollar paid to men, on average.
That’s not a relic from a long-gone era—that’s happening right now in 2025. Based on the current wage gap, a woman just beginning her career would stand to lose up to $462,000 over a 40-year career.
What’s more, the adoption of AI in the workplace seems to have created its own gap. According to new data from Udacity, women are 8-10% less likely than men to report increases in income, creativity, and productivity from AI use in the workplace.
Read More on Hrtech : From Quitting to Committing: The Shift from Great Resignation to Big Stay
So, what can be done?
In a recent interview, Jasmine Lawrence Campbell—a pioneer in AI, machine learning, and robotics who held senior product roles at NVIDIA, Meta, and Microsoft—argued for three solutions: representation, experiential learning, and mentorship.
Tools built by all, for all
Increasing women’s representation in AI development teams will fundamentally reshape how these technologies are conceived, built, and implemented. Diverse teams bring nuanced perspectives that can enrich how large language learning models (and their user interfaces) are built.
This isn’t just an ethical imperative—it’s a strategic advantage. LLMs are more accurate when they incorporate diverse human intelligence and experience. One framework for understanding why is the diversity prediction theorem which shows when the diversity of a group is large, the error of the crowd is small. It gives mathematical grounding to the old adage of “wisdom in crowds”.
But a crowd isn’t wise by default, it all comes down to who is in that crowd. One joint study between researchers at Yale, Carnegie Mellon, Fordham, and University of Miami found that wise crowds are typically composed of people who can make “maximally different” predictions or judgments.
Simply put, diverse teams are more likely to develop AI systems that maximize benefits for all.
Experiential learning, the great catalyst
Over, and over, and over again, hands-on learning and real-world application have demonstrated an outsized capacity to accelerate knowledge retention, competency, and innovation. What’s more, experiential learning kicks open the doors of opportunity for professionals trying to break through.
Why? Because organizations are increasingly prioritizing demonstrable skills—gained through projects and experiences—over traditional degrees, opening doors for those from varied educational backgrounds.
The growing availability of online resources and hands-on projects can eliminate barriers to entry for aspiring tech professionals and democratize access to essential skills. The gap in income would close with more democratisation of access to expertly crafted and guided experiential learning experiences designed to benefit professionals of all backgrounds.
A hand out for a leg up
Let’s face it, the world of artificial intelligence can feel like a boys’ club. Women only represent 22% of AI professionals, with even lower representation at senior levels—occupying less than 14% of executive roles in AI. But here’s the good news: Mentorship is changing the game for women looking to not just survive, but thrive in tech.
Experts like Jasmine Lawrence Campbell have consistently emphasized the power of guidance and support in helping women overcome systemic barriers. Mentors do more than just share technical knowledge—they provide a lifeline of confidence, connection, and real-world insights that is irreplaceable.
The magic of mentorship goes way beyond just learning how to code or understand machine learning algorithms. It’s about creating a support network that empowers women to see themselves as innovators, leaders, and changemakers in AI.
Research from the Anita Borg Institute shows that women with mentors are 77% more likely to stay in tech. Personal connections help demystify the complex world of AI—offering strategic advice on everything from navigating workplace challenges to identifying cutting-edge research opportunities.
Whether a woman is dreaming of developing groundbreaking algorithms or understanding how AI can transform their company, a good mentor can be the difference between feeling overwhelmed and unlocking their potential.
Unlocking upside for your business
This isn’t just about fairness, though that matters a lot. This is about unleashing an entire workforce’s potential. Every time we keep talented women from reaching their full potential, we’re leaving business upside on the table.
Any good c-suite would love to see an 8-10% lift in creativity and productivity from half of their team. Those are the kinds of margins that can make or break companies in a hyper competitive world. By not unlocking women’s full potential with AI use in the workplace, your company may lose the competitive edge it needs to win in your industry.
The future of work is all about creating technologies that amplify human potential, regardless of gender. AI could be one of our greatest tools for closing the gap—but only if we’re intentional about how we develop and deploy it. Every line of code, every algorithm, every skill training session is an opportunity to build a more productive, creative, and profitable world for all.
Catch more HRTech Insights: Nearly Half of Employees Are “Squirreling” Away Their Earnings — What’s Next for Workplace Financial…
[To share your insights with us, please write to psen@itechseries.com ]