Gender, age, disability… Does AI reinforce inequalities at work ?

© Unsplash/TheStandingDesk

The artificial intelligence (AI) revolution is underway. More and more companies want to take advantage of the technology, but they face significant obstacles to do so. The talent shortage is one of the biggest obstacles. In France, only 32% of talents have received AI training in 2024, while 7 out of 10 companies plan to adopt it. While this training is becoming essential, there are significant inequalities between employees according to their age, gender or disability status.

Women have less access to AI training

These are the results of a large study conducted by the Randstad group, which specializes in human resources. “The talent shortage is a challenge for organizations everywhere. In the field of artificial intelligence in particular, the demand for qualified profiles is growing at a frantic pace, while inequalities in the learning and use of this technology are widening », comments Benoit Labrousse, President of Randstad France.

This is even more true for women. 31% of them have had access to AI as part of their work assignments in France, compared to 52% of men. Similarly, only 24% of women say they have been offered AI training by their employer. A figure that increases to 40% for men.

This trend reflects disparities already recognized in the technology ecosystem: in 2022, 10% of startups were founded by all-female teams and 12% by mixed teams, according to the annual barometer produced by the Sista collective.

«This trend can be attributed to several factors that are very different, but at the same time interconnected », says Claire Grisolia, digital marketing and customer experience director at Randstad France, in an interview with Presse-citron.

First of all, and this is a recognized fact, female students are less encouraged to join courses related to science, technology, engineering or mathematics. They also lack role models to identify with and draw inspiration from. In this context, men are more likely to benefit from the increase in the number of job offers related to AI.

© Ranstad

People with disabilities are more interested in AI, but feel disadvantaged

The Randstad study also shows that people with disabilities are much more likely to turn to artificial intelligence to solve problems at work. “ They have more access to AI on a host of tools that they can use on a daily basis, particularly to facilitate their integration “, explains Claire Grisolia. ” These people are more aware of the benefits that AI can bring them, and see technology more as an advantage “, she continues.

Problem, 50% of workers with disabilities and from generation Z believe they have fewer training opportunities compared to their non-disabled colleagues. Proof of the importance given to AI, 25% of them, all generations combined, say they are ready to leave their job if they do not benefit from AI training.

Baby boomers less exposed

Inequalities in access to training also affect employees according to their age. Because only 42% of baby boomers believe that AI can help them with their tasks at work, compared to 66% of Gen Zers, and 57% of millennials. As a result, younger generations are more likely to learn about technology on their own, outside of their jobs.

This is also true in the workplace. Less than a quarter of baby boomers have had the opportunity to use AI at work, compared to 31% of Gen X, 45% of millennials, and 47% of Gen Z. Worse still, only 22% of baby boomers have received training. “Because they didn't have access to early exposure to the technology, they may be less likely to experiment with AI. They have more difficulty perceiving the value of it, which nevertheless allows them to increase their experience and make them more efficient “, the expert believes.

A trend that absolutely must be remedied. In the case of baby boomers, this could involve intergenerational training, observes Claire Grisolia, in order to promote a constructive exchange between young people who are more adept with technology and experienced seniors.

© Ranstad

Public measures to promote training according to the specific needs of each

Training is also the central element that should help reduce inequalities, according to Randstad. And to deploy effective programs, adapted to each person according to their needs, for example their profession and age, public measures seem absolutely necessary. ” Without the action of all stakeholders, i.e. institutions, the State, companies, etc., it will be difficult to implement “, she considers. Collaboration is therefore the key.

This is a crucial issue, because good training will also allow individuals to better understand the ins and outs of artificial intelligence, and to be able to identify its inherent risks and biases. ” Involving talent and providing spaces where they can ask questions from the implementation phase will help prepare employees to use AI, while allowing them to exercise human supervision over its use ”, notes Randstad.

Concrete actions must be decided as soon as possible, notes the group. In January 2024, 40% of global employment was impacted by AI, according to the IMF, and this dynamic will only increase.

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