Women in Tech: Navigating Careers in the Age of AI

AI is reshaping the way we work. The rise of artificial intelligence, alongside other major factors like widespread layoffs, has greatly affected the career paths of both new graduates and established professionals, making it harder for many individuals to find and retain tech jobs.

Underrepresented groups like women and nonbinary individuals currently account for only 28% of the overall tech workforce and 15% of executive roles. Large-scale changes like workplace AI adoption can pose barriers to their long-term career success.

While we can’t entirely eliminate AI’s effect on tech jobs, there are things industry leaders can do to ensure that AI is implemented in a way that supports all employees and creates a healthier, sustainable, and diverse workplace. To determine how to do this, we first need to understand the problems that exist and why they’re happening.

Problem: Women are less likely to adopt AI at work than men.

A recent report from Boston Consulting Group found that women in the early stages of their careers are less likely to take risks than their male peers. In 2025, research from Girls Who Code found that early-career women, particularly those from historically underrepresented groups, tend to be hesitant to experiment with AI tools at work. They are reluctant, especially when they haven’t been provided with clear AI policies or trained on how to use those tools. But how exactly does this affect women’s career trajectories?

AI tools can make us more efficient and productive. Using AI can make you a more effective employee, and over time, that increased productivity can lead to additional opportunities and a better career trajectory.

Unfortunately, many companies still don’t have clear AI use policies or designated AI training. Because men are more likely to take risks with AI tools in these uncertain scenarios, their careers are more likely to benefit in the long run.

Solution: Establish workplace policies that level the playing field for AI experimentation.

By providing clear guidance on AI use policies and regular training, organizations can ensure that all of their employees have access to the same knowledge and resources. This not only provides a more level playing field, but also positions employees to be the most efficient and effective at their jobs.

Problem: Young tech professionals are lacking the support and guidance they need to develop skills for future success.

As AI changes the job market, it’s also changing the skills people will need for their future careers. Our research showed that many young people are actually discouraged from pursuing professional skill-building opportunities, unless those skills directly benefit their immediate team. This leaves employees who want to prepare for the future reliant on self-advocacy and learning outside of work. For many groups, such as those in caregiving roles or those with additional obligations outside their jobs, this can be a challenge.

Solution: Invest in targeted, role-specific upskilling.

By dedicating time and resources to on-the-job, role-specific AI training, companies can create a more equitable workplace and ensure that employees remain up to date with the latest tools and technologies. Employers and employees stand to benefit from this action.

Problem: Women in tech have fewer mentorship opportunities than men.

For tech professionals just starting in the field, finding a mentor can be a critical part of setting themselves up for a successful career. In fact, research from Anita Borg Institute found that women with mentors in tech were 77% more likely to still be working in the industry than those without mentors.

As AI continues to rapidly change the career landscape, developing an active, working relationship with a mentor becomes increasingly important to understanding how to best position yourself for tomorrow’s tech careers. Unfortunately, many women are missing out on mentorship opportunities. A study from the American Association of University Women found that only 20% of women in tech have a mentor, compared to 50% of their male counterparts.

Solution: Develop enhanced mentorship programs at work.

By creating company-wide initiatives aimed at developing active mentor-mentee relationships, organizations can ensure that early-career professionals find and retain the support they need to thrive in tech. As AI continues to disrupt the industry, building lasting connections with mentors will be a key step in staying prepared for future challenges.

Problem: Tech workers, especially women, nonbinary individuals, and people of color, lack spaces to develop relatable, peer-to-peer connections. Career growth isn’t only about skills and mentors—it’s also about community. Fostering a diverse workplace and providing spaces for employees to connect over common ground creates space for more discussion, learning, and innovation.

When employees lack supportive spaces to connect with their peers, they don’t learn or work as well, and many leave the industry altogether. In fact, research shows that women who leave tech jobs are likely to cite non-inclusive company culture as the key driver.

Solution: Create AI-focused affinity groups.

In addition to recommitting to workplace programs that foster diversity and inclusion, tech leaders can support employees by developing AI-focused affinity groups for networks of individuals with shared interests and identities. This creates opportunities for employees to discuss AI, its use cases, and their concerns in a space that feels comfortable for them. By creating these groups, companies can foster stronger peer-to-peer connections while boosting AI literacy and employee confidence.

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AI is disrupting tech, but we still have the power to shape the trajectory of the future. By taking steps to address workplace gaps in access, training, and support, we can ensure that AI benefits everyone and that no one is left behind.

Visit our Research page to read the full report and learn more about the future of tech.