The adoption of Artificial Intelligence (AI) in the workplace may risk reversing progress on gender equality, new research from recruitment firm Robert Half suggests.
The firm’s latest Candidate Sentiment Survey found that 38% of male professionals intend to improve their AI knowledge in 2024, compared to only 27% of women.
At the same time, findings from Robert Half’s 2025 Salary Guide show that 72% of employers are encouraging staff to explore generative AI for routine tasks. The company has warned that unless organisations take a more inclusive approach to upskilling, the gap in AI adoption could create a new form of digital exclusion.
Matt Weston, Senior Managing Director UK & Ireland at Robert Half, said the technology has potential to broaden access to opportunities but only if implemented equitably.
“Artificial Intelligence is often heralded as a great equaliser in the workplace — a transformative tool that holds the potential to break down traditional barriers to inclusion and upward mobility,” he said. “In theory, AI can help level the playing field by enabling individuals, regardless of their educational background, socioeconomic status or formal qualifications, to access knowledge, automate tasks and enhance their productivity.”
Barriers to Upskilling in AI
Despite this potential, Weston noted that emerging trends suggest certain groups are less likely to access these benefits without targeted support.
“While AI presents new opportunities, it also risks entrenching or even exacerbating existing inequalities if its adoption is not handled with care,” he said. “Our data indicates that without deliberate, inclusive strategies, the benefits of AI may not be evenly distributed — and in some cases, progress in areas like gender equality could even be reversed.”
According to the research, employers are increasingly expecting staff to integrate AI into their day-to-day work. However, the report suggests that the infrastructure and training to support this transition may not yet be fully inclusive. Weston pointed to a combination of barriers that may be preventing some individuals, particularly women, from pursuing AI training. These include access to time, confidence in technical environments and prevailing perceptions about who typically thrives in tech-focused roles.
“If this is not addressed, we may see the emergence of a new version of the ‘glass ceiling’,” Weston said. “One where digital fluency and AI competency become gatekeepers for career advancement, limiting progress for those who are not supported to develop these skills.”
Workplace Inclusion in the Age of AI
The firm’s analysis underlines that the impact of AI on inclusion will depend not on the technology itself, but on how organisations approach its implementation. Weston stressed the importance of proactive planning and inclusive strategies in avoiding unintentional exclusion.
“Ultimately, AI’s impact on workplace inclusion will depend less on the technology itself and more on how we choose to implement it,” he said.
“Done right, it can be a catalyst for unprecedented opportunity. Done poorly, it risks reinforcing the very barriers we are trying to dismantle.”
With many organisations in the early stages of AI adoption, the findings highlight the need for employers to ensure that upskilling opportunities are accessible across their workforce. The report indicates that failing to do so could hinder both inclusion and innovation in the future workplace.
