Artificial intelligence could deepen gender inequality in the workplace unless women play a far greater role in shaping the technology, according to new research from the Women and Work All-Party Parliamentary Group (APPG).
The report, which draws on evidence gathered during a series of industry roundtables between 2024 and 2025, warns that AI systems trained on historically biased data could replicate and even amplify existing discrimination in areas such as recruitment, career progression and performance evaluation.
Researchers argue that without more representative datasets, stronger oversight and greater diversity among the people designing and deploying AI systems, the technology risks embedding workplace inequalities at scale just as businesses increasingly adopt automation and algorithmic decision-making.
The findings highlight several real-world examples where algorithmic systems have demonstrated bias. One case involved the withdrawal of an AI recruitment tool developed by Amazon after it was found to favour male candidates over female applicants. Concerns have also been raised about the visibility of women’s professional content on platforms such as LinkedIn, where algorithmic ranking has reportedly reduced the reach of posts written by women compared with those authored by men.
More broadly, experts say large language models and other AI systems frequently learn patterns from historical data that reflect longstanding gender imbalances in employment and pay. If those patterns are not corrected during development, the systems can unintentionally reinforce them when used in real-world decision making.
The report warns that women face a dual risk from the rapid expansion of artificial intelligence: they are underrepresented in the development and leadership of the technology sector, yet are overrepresented in roles most vulnerable to automation.
Administrative, education, healthcare and social care positions, many of which are dominated by female workers, were among the first sectors affected by early waves of AI-driven automation. As more industries adopt artificial intelligence tools, the risk of further displacement could increase unless women are better equipped with digital and technical skills.
Karren Brady, co-chair of the Women and Work APPG, said the rapid development of AI was reshaping the labour market at a time when gender inequality remained unresolved.
“The rapid acceleration of artificial intelligence and emerging technologies is reshaping the world of work,” she said. “The enduring gender pay gap and the continued lack of parity within the technology sector make clear that meaningful progress remains unfinished and that urgent action is still required.”
Industry leaders who contributed evidence to the APPG report said the problem begins with the data used to train AI systems.
Linda Benjamin, vice president at AND Digital, said artificial intelligence reflects the assumptions embedded in the information used to build it.
“AI is shaped by the data it’s built on, the questions it’s asked and the people who design it,” she said. “When historical data reflects gender imbalances or systemic bias, AI can learn and replicate those patterns, amplifying inequality at speed and scale.”
Benjamin argued that improving outcomes for women in the age of AI must begin “upstream”, by ensuring the data sets used to train algorithms are more representative and by introducing rigorous auditing processes to detect and correct bias.
She also stressed the need for greater participation by women in AI and digital careers, alongside policies that remove structural barriers to entering the sector.
Those barriers include limited access to reskilling opportunities, high childcare costs and workplace structures that make it harder for women to retrain or move into technical roles.
Experts contributing to the report also highlighted the risk that older women could be disproportionately affected by the transition to AI-enabled workplaces. Workers over the age of 55 are often excluded from digital training programmes, leaving them particularly vulnerable to redundancy as businesses adopt automated processes.
At the same time, the report raises concerns about the use of AI-driven productivity monitoring tools in workplaces. These systems can track performance metrics and employee behaviour in real time, but critics warn they may create overly punitive working environments if implemented without safeguards.
Charlotte Wilson, head of enterprise business UK and Ireland at Check Point Software Technologies, said artificial intelligence has already demonstrated its potential to deliver significant benefits in fields such as healthcare, including early detection technologies for breast cancer.
However, she warned that the technology should never be treated as infallible.
“AI is only as good as the data it processes,” Wilson said. “When systems are created by humans with their own perspectives and assumptions, unconscious bias can inevitably creep in. AI must be treated as a tool that requires critical oversight, particularly when decisions affect people’s careers and opportunities.”
The report also highlights structural inequalities in entrepreneurship and investment that could further limit women’s influence over emerging technologies.
Despite evidence that female-led companies often deliver strong financial returns, all-female founding teams received just 1.8 per cent of UK venture capital investment in early 2024. Women also account for only around 15 per cent of members on investment committees, which play a central role in deciding which start-ups receive funding.
Limited access to capital, combined with high childcare costs and the absence of financial safety nets, continues to restrict many women’s ability to launch or scale businesses. The report notes that many female founders underpay themselves or forego benefits such as maternity pay while building their companies.
Sheila Flavell, chief operating officer at FDM Group, said closing the digital skills gap would be critical to ensuring women are not excluded from the next phase of economic growth.
“Upskilling and reskilling women in digital skills must be a priority,” she said. “From supporting girls through early education to providing clear pathways into technical and leadership roles, businesses and government need to work together to equip women with the skills required for the AI economy.”
Flavell also emphasised the importance of supporting women returning to the workforce after career breaks, ensuring experienced professionals are not permanently lost to the technology sector.
The Women and Work APPG says its research will continue through 2026, focusing on practical policy measures designed to ensure women are not left behind as digital transformation reshapes the global economy.
The parliamentary group, led by Baroness Brady and Sarah Russell, plans to explore reforms that could expand digital training opportunities, improve childcare support for entrepreneurs and strengthen safeguards against algorithmic bias in workplace technologies.
Supporters of the initiative argue that ensuring women have a stronger voice in the development of artificial intelligence is not only a matter of equality but also essential for economic competitiveness.
As AI becomes embedded in hiring, promotion and productivity decisions across the economy, they warn that ensuring fairness in these systems will determine whether the technology expands opportunity or deepens existing inequalities.
Read more:
AI bias risks locking women out of tech-driven economic growth, MPs warn
