Can AI Be A Talent Scarcity Gamechanger? Yes, If We Close Equity Gaps

There’s no doubt that AI is transforming jobs worldwide, with around 40% of roles now affected by this technology. At the same time, many countries are facing a shortage of workers across industries. This creates a paradox: on one hand, AI offers immense potential for boosting productivity and efficiency, but on the other, it’s widening equity gaps in the very workforce it aims to support.

Our latest Understanding Talent Scarcity: AI & and Equity report draws on the inputs of over 12,000 people and nearly three million job profiles to reveal these stark disparities in AI skills and training access.

Yet, this challenge also presents an opportunity, by harnessing AI equitably, we can bridge these gaps, create a more inclusive workforce, and take on scarcity head-on. If we commit to making AI a tool for all, it has the potential to not just revolutionize work, but to ensure talent scarcity is met with innovation and opportunity for everyone.

Women report having less AI skills

There is a clear gap in AI skills between men and women that is slowing progress in many fields. For example, only 29% of AI skilled workers are women, compared to 71% who are men. That’s a significant difference of 42 percentage points.

This discrepancy represents a missed opportunity for businesses and our wider economies. Research indicates that closing gender gaps in economic participation could unlock a ‘gender dividend’ worth an estimated $172 trillion globally. Yet, many organizations have not taken sufficient action to provide women with equitable access to AI skilling and opportunities.

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Women’s underrepresentation in specialized AI roles such as generative AI and machine learning further widens this gap. However, we are encouraged to see that the gender gap narrows when we look at younger talent. Women who have been working around 30 years account for only 21% of talent with AI skills, however when looking at those with less than 1 year of experience, this rises to 34%.

Still, it remains that addressing existing disparities is not only a matter of fairness; it is a strategic imperative for combating talent scarcity. By ensuring that women are empowered with the necessary skills to navigate AI tools confidently, organizations can tap into a broader talent pool and drive growth.

Generational equity: overcoming AI barriers for older talent

Generational divides also present a nuanced challenge. Research shows that 52% of global workers feel their employer helps them develop future-proof skills like AI, but satisfaction varies widely: only 61% of Baby Boomers feel supported compared to 80% of Gen Z. While younger generations, particularly Gen Z, are adopting AI skills rapidly—with 47% being offered training by their employers—older workers are often left behind. Only 23% of Baby Boomers report having been provided with similar opportunities. This lack of access results in lower optimism among older workers about the benefits of AI in the workplace; only 34% of Baby Boomers believe AI can make their jobs easier, compared to 63% of Gen Z.

In markets with an aging workforce, bridging these gaps is essential. Older employees bring valuable experience and expertise that can be enhanced, not replaced, by AI. Companies must prioritize inclusive skilling initiatives that cater to all age groups, ensuring that older workers remain relevant and engaged in their roles. By doing so, they can mitigate the risks associated with talent shortages and foster a more inclusive work environment.

4 keys to leveraging AI equitably

AI holds incredible potential to reshape the workforce and alleviate talent scarcity, but only if its benefits are accessible to all. To make AI a genuine tool for equity, organizations must take proactive steps. Working with our Business Resource Groups we created four key steps to do it:

Rethink skilling approaches: Traditional learning and development strategies often fall short in the fast-paced world of AI. Employers need to offer flexible, rapid skilling programs that make AI accessible and engaging for all demographics.

Emphasize inclusivity in training: Create training opportunities that specifically target underrepresented groups, such as women and older generations. Highlighting success stories and showcasing relatable role models can drive participation and boost confidence.

Collaborate across sectors: Organizations should partner with educational institutions and policymakers to develop comprehensive skilling pathways that start early and continue throughout careers. This approach can help close longstanding gaps and create a more diverse talent pipeline.

Adopt a personalized approach: Understand the unique needs and barriers faced by different demographics. Tailoring AI training and support ensures that each group can engage with and benefit from new technologies effectively.

Business leaders must champion these initiatives to ensure AI serves as an equalizer, not a divider. The path forward lies in committing to inclusive practices that foster opportunity, bridge gaps, and unlock potential across the workforce.