Mitigating AI Gender Bias Risks in the Workplace

AI is transforming the workplace, providing unparalleled opportunities for efficiency. However, like any powerful tool, AI also presents its own set of risks unless this is managed effectively by employers.

We have all witnessed the meteoric rise of AI in recent years and, specifically, the use of AI in the workplace. Notably, Microsoft recently reported that three out of four people use AI at work, with usage nearly doubling in the last six months alone. In particular, AI technology is being widely used at all stages of the employment life cycle, for example, to screen applications during the initial recruitment stage; for training and development purposes; for data analysis relating to employee engagement; and for the purposes of employee performance evaluations.

Mind the Gender AI Gap

Whilst the opportunities that AI brings are seemingly unending, there are concerns that AI has the potential to produce biased outcomes that favour men over women. This could be influenced by various factors, including the data used to train AI systems, as well as the specific demographic of individuals who are developing new AI technology (with women currently making up less than a third of AI professionals). For example, if an AI system is trained on historical data that reflects past gender biases, it could perpetuate those same biases in its output and there have been instances where AI algorithms have inadvertently favoured male candidates in recruitment processes. Unless properly managed, this could result in biased hiring and promotion decisions, further entrenching gender disparities in a workplace – and, from a legal standpoint, this could leave employers open to claims for discrimination under the Equality Act 2010.

Not only this, statistics also demonstrate that there exists an ‘adoption gap’ between men and women when it comes to use of AI – although this gap is closing rapidly, studies have demonstrated that some women remain hesitant to use AI, or simply feel that they do not have the time available to get to grips with it. Without encouragement and specific engagement strategies aimed at women to upskill them in AI, there is a risk that employers could experience a skills gap that reinforces existing barriers to women’s progression. If AI is unequally adopted across genders and demographics, this could further exacerbate the potential for biased outputs.

Does AI Represent an Opportunity to Accelerate Gender Equity in the Workplace?

The good news is that, provided the risks are managed properly by organisations, AI could reap significant rewards when it comes to levelling the gender playing field. For instance, if employers ensure that diverse and representative data is inputted into AI then this has the potential to minimise the unconscious biases of humans in recruitment, promotion, and other talent management decisions. Similarly, AI-driven tools can analyse job descriptions to identify and remove gender-biased language, making job postings more inclusive and attractive to a diverse pool of candidates.

What Practical Steps Can Employers Take?

To mitigate the risks of gender bias in AI, organisations should take proactive steps to:

• Implement clear policies and procedures in relation to AI and its use – in particular, these policies should cover ethics, transparency and bias mitigation. Organisations should be open about AI decision-making processes and be able to explain how AI systems make decisions that impact employees.
• Ensure diversity in AI development teams – by integrating gender diversity into AI development, organisations can create systems that better reflect the needs and experiences of all employees.
• Invest in AI training programmes: create space for upskilling, ensuring that all employees have the time, confidence and skills to engage with AI.
• Review inputted data sets: employers should review data sets and ensure that these are diverse.
• Implement regular audits: employers should regularly audit AI systems to identify and address any biases.

As AI continues to transform the workplace, it is imperative that employers understand how to leverage it responsibly. By taking proactive steps to ensure diversity in AI development and encouraging women to increase their use of AI, organisations can harness its full potential whilst also promoting gender equality.

By Jonathan Naylor and Charis Brown.