AI is transforming work—but women risk being left behind

Women are more likely to be in roles vulnerable to automation and underrepresented in fast-growing fields shaping the future like AI engineering. At a time when progress on women’s economic participation is already slowing or reversing, the risk is clear: without action, AI could widen the gender gap instead of closing it.

That’s why the real question isn’t just how we adapt to AI—it’s how we make sure women have an equal stake in what comes next.

See also: Tech veteran Bee Kheng Tay on why there's no need to fear the tech world and her advice to all women

To understand the scale of this shift, we need to first understand how AI is changing the nature of work itself. At LinkedIn, we classify jobs by how they interact with generative AI into three categories: Some jobs are being augmented, where AI handles repetitive tasks, freeing up time for people to focus on the more human elements of work. Others are disrupted, where roles that rely heavily on repeatable processes are increasingly at risk of automation. Then there are roles more insulated from AI, relying on complex decision-making or human connection that’s harder to replicate. 

LinkedIn data shows that professionals in sectors like Technology, Information, and Media, Retail, Wholesale, Financial Services, and Professional Services are the most likely to see their roles disrupted or augmented by generative AI. What gives me pause is how these patterns map to gender, as many of these industries have significant female representation in frontline or support roles.

Our data shows that in Singapore, for example, 74 per cent of women are in jobs that may be augmented or disrupted by AI, compared to 68 per cent of men. The same holds true looking across the APAC region: that figure jumps to 80 per cent in India compared to 75 per cent of men. In Australia, it’s slightly lower with 61 per cent compared to 57 per cent.

At the same time, entirely new roles are emerging. Globally, over 10 per cent of workers hired today have job titles that didn’t even exist 25 years ago such as Data Scientist or Social Media Manager. Today, roles like AI Engineer are among the fastest growing in markets like Singapore, but women remain significantly underrepresented. Globally, only 1 per cent of women on LinkedIn list AI engineering skills on their profiles, compared to 2 per cent of men. This might seem like a small difference now, but with the accelerating pace of change in AI, the gap could widen quickly. 

Across my own career, and in conversations with women across industries, I’ve noticed a recurring theme: many of us hesitate to put ourselves forward unless we feel completely ready. We hold back from listing skills we already have. We wait until we’re sure we’ve “earned” the next step, while others take it before us.

LinkedIn data reflects this. Men are consistently more likely to list emerging or technical skills on their profiles, even when experience is comparable. AI literacy, data familiarity and digital fluency are no longer optional, and when those skills aren’t visible, women are more likely to be overlooked for opportunities in high-growth fields. 

That’s why we need systems that support women in building both confidence and competence—because many of the skills gaining value today are ones women already lead in.

The rise of generative AI is accelerating a shift away from the knowledge economy, where technical expertise and information were the primary currency, to what some experts call a relationship economy. In this new landscape, soft skills are becoming essential. They are core to how we lead teams, solve complex problems and build trust in a world of constant change. 

This shift plays to women’s strengths. LinkedIn data shows that women are more likely (13.6 per cent) than men (10.6 per cent) to list soft skills like strategic leadership and cross-functional collaboration on their profiles. Globally, over two-thirds of executives now say they plan to prioritise hiring and upskilling their workforce for soft skills like communication, collaboration and strategic thinking.

In this new economy, what matters most is the full spectrum of what someone brings to the table, and how they’re supported to grow.

To truly build a more inclusive AI-powered workplace, we need to move beyond old definitions of talent. That starts with a skills-first approach, where potential is measured by what a person can do, not just where they studied or what job title they’ve held.

The impact is clear. LinkedIn data shows that adopting skills-based hiring can significantly widen talent pools—by 7.7 times in Australia, 11.4 times in India and 4.3 times in Singapore. Globally, this approach can increase female representation in underrepresented industries by 12 per cent.

Companies that focus on skills—whether through upskilling and internal mobility or hiring and recruitment—are better positioned to build agile, future-ready teams. And women, particularly those with strengths in communication, leadership and collaboration, have so much to contribute if given the opportunity. 

For women, this is a moment to step forward—not when everything feels certain, but when it doesn’t. Make your strengths visible. Keep learning. And when you feel that pull of self-doubt, try asking: “What can I learn from this?”

That simple shift in mindset has helped me navigate every major change in my career. It’s not about having all the answers—it’s about staying open to growth, even when the path ahead feels unfamiliar

The AI revolution is already shaping the future of work. But inclusion won’t happen by default. It will take intentional action to make sure everyone has the chance to thrive.

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