GenAI is the future, but are you and your team ready? Let’s bridge the skills and confidence gap together.

Introduction

Generative AI (GenAI) is a big deal right now, with tons of potential for innovation, efficiency, and creativity. But according to recent research by the Boston Consulting Group (BCG) in 2024, there's a bit of an issue: junior women, especially those with five years or less in the field, aren't really jumping on the GenAI bandwagon. Let’s dive into why this might be happening and how we can change it.

What the numbers look like in the BCG Research

Adoption Rates:

Some good news here, women in the tech industry are generally on par with men in terms of GenAI adoption, in fact they are actually just out the front, with 68% of women using a GenAI tool at work more than once a week, compared to 66% of men.

Senior women in non-technical roles however are lagging behind on average 8 percentage points.

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Seniority and Function:

Senior women in technical functions (like engineering, IT, customer support, sales, and marketing) are ahead of their male counterparts in adopting GenAI.

However, junior women in technical roles lag behind their male peers by an average of 7 percentage points.

Whilst junior women in non-technical roles are behind as much as 21 percentage points.

Check out the image below to see how well your role is adopting GenAI.

Findings from the BCG Research

The BCG 2024 research into Women in Tech gives us some great insights into the barriers junior women face when it comes to GenAI. Here are a few key points:

1. Lack of Mentorship and Role Models

One major finding from the BCG research is that junior women often lack mentors and role models in the GenAI field. Unlike their male colleagues, who more easily find experienced mentors, junior women often struggle to get the guidance and support they need. This can lead to a lack of confidence when tackling the complexities of GenAI.

2. Gender Stereotypes and Bias

Let's face it: gender stereotypes and biases are still alive and well in the tech industry. The BCG study shows that junior women often deal with implicit biases that question their technical skills and their place in advanced tech roles. This kind of environment can be pretty discouraging, leading many to avoid digging deeper into GenAI.

3. Limited Access to Training and Resources

Another big barrier is limited access to training and resources. GenAI is constantly evolving, and keeping up requires ongoing learning and development. The BCG research reveals that junior women often have fewer opportunities to join specialized training programs, workshops, and seminars compared to their male peers.

4. Work-Life Balance Concerns

Work-life balance is a huge concern for many women in tech, especially those just starting out. The BCG study highlights that the demanding nature of GenAI roles, which often require long hours and intense focus, can be a deal-breaker for junior women who are also juggling personal and family responsibilities.

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Comparisons with Other New Tech Adoptions

To better understand why junior women might hesitate to adopt GenAI, it’s useful to compare this with the adoption patterns of other emerging technologies.

1. Blockchain and Web3 Technology

Blockchain and Web3, like GenAI, has faced similar adoption challenges among women. The initial hype around blockchain led to a surge in interest, but the technical complexity and male-dominated environment posed significant barriers.

Women make up only 13% of Web3 startups, and all-female founding teams are rare, receiving four times less funding than all-male teams. Even though more women are participating in community roles and advocacy, they are underrepresented in technical positions, which are still male-dominated. (CertifyBlockchain, BCG Global)

Efforts like mentorship programs and female-led initiatives are growing, but structural barriers persist.

Lessons learned from blockchain adoption can offer valuable insights into addressing the challenges faced by junior women in GenAI.

2. Cybersecurity

Cybersecurity is another field where women, especially junior ones, are underrepresented. The high-stakes nature of cybersecurity, combined with the prevalent gender biases, mirrors the challenges seen in GenAI.

Women constitute about 25% of the global cybersecurity workforce, a notable increase from previous years but still far from gender parity. Challenges include unconscious bias in hiring, a lack of role models, and gendered perceptions of the field. However, companies are beginning to address these issues by promoting inclusive work cultures, mentorship programs, and partnerships with educational institutions to encourage more women to pursue cybersecurity careers (Home of Women in Business News)

Initiatives to encourage women in cybersecurity, such as targeted mentorship programs and inclusive training sessions, can serve as models for promoting GenAI adoption among junior women.

These industries are recognizing that gender diversity can lead to better innovation, improved security, and more balanced perspectives, making diversity a key priority for future growth. However, the path to achieving this remains a long-term effort.

Practical Ways to Encourage GenAI Adoption

Generative AI (GenAI) is making waves across industries, but there are still some important gaps that need attention. Based on recent insights, three key challenges often arise when it comes to fully embracing GenAI:

1. Awareness of GenAI's critical importance
2. Confidence in GenAI skills
3. Risk tolerance when policies aren't clear

So, how do we tackle these challenges? Let’s break it down into practical actions that any business can start implementing:

1. Leadership Advocacy & Change Management

If leadership isn't onboard, neither is the rest of the team. It’s crucial for leaders to:

• Champion GenAI initiatives: Recognize and reward those who adopt it.
• Elevate women in tech: Put women in leadership roles for GenAI projects to inspire diverse perspectives.
• Show the career benefits: Demonstrate how learning GenAI can advance employees’ careers, making it clear that these aren’t just “extra” skills but game-changers for job growth.

Example: Imagine a company where leaders regularly share success stories of how employees are using AI to innovate. They celebrate achievements, both big and small, creating a culture where GenAI adoption feels rewarding and exciting.

2. Upskilling with Time to Experiment

Skills don't just magically appear—they require the right training and room to grow. Here’s how to get that rolling:

• Provide relevant upskilling: Tailor GenAI training to specific roles, making it clear how these skills can be applied day-to-day.
• Allow time to tinker: Dedicate time for employees to experiment with GenAI in low-pressure settings.
• Foster a learning community: Set up Communities of Practice where employees can share what they’ve learned and troubleshoot challenges together.

Example: Picture a team that gets two hours each week dedicated solely to exploring GenAI tools. They aren’t expected to produce anything immediately—just play around, exchange ideas, and build confidence.

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3. Design Robust, Responsible AI Pilots

When starting with GenAI, it's crucial to design pilots that people trust. Here’s what that means:

• Turn AI policies into action: Make your Responsible AI guidelines practical with clear guardrails.
• Get diverse perspectives: Involve a variety of participants in pilot programs to ensure a well-rounded approach.
• Promote transparency: Build trust by making the design process open and clear to everyone involved.

Example: Think of a pilot project that includes team members from different departments, with clear guidelines on how AI should (and shouldn’t) be used. Regular check-ins ensure everyone feels comfortable and informed, reducing fear around the unknown.

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Take charge of your own learning; speak up for yourself

It’s also important to take charge of your own GenAI learning and confidently raise your hands for leadership roles in this space. Don’t wait—grab those opportunities and be part of the innovation wave.

My advice: A simple way to speak up, is to ensure you say something in every meeting your in. Even if it is just to agree!

Sometimes at Microsoft, I can actually struggle with his believe it not.

If you have ever been in a Microsoft meeting you will understand that the phrase “it takes a village” is a very real Microsoft thing. As in any given meeting you can have a number of people from the Account team, the Specialists teams, not to mention people from the commercial business or one of our Global Black Belts (who we are all in awe of).

And with so many confident and technically excellent people, I can recal times - yes even recently - where I haven’t said something, or I thought about saying something ony to have that inner voice tell me, “Hilary" (funny but my inner voice really does call me Hilary, instead of Hils), "Hilary, you don’t really need to ask that question or say that comment right now. It probably won't add that much value."

My reflection and advice, SAY SOMETHING, don't just sit there!

Ask the question or say the comment, as it's probably more valuable than you think! Don't try to be anyone else in the room, other than yourself. Your perspective counts.

Conculsion

By focusing on these steps, businesses can close the gaps in GenAI adoption, building a confident, skilled, and empowered workforce.

Ready to start your GenAI journey?

Reference: Boston Consulting Group 2024 Women in Tech Research and GenAI Adoption

#GenerativeAI #Leadership #Upskilling #AIInnovation #WomenInTech

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