A new report by global HR firm Randstad reveals that while 75 percent of companies are adopting artificial intelligence (AI), only 35 percent of employees received any AI training in the past year.
This limited access to AI skills training, particularly among women and older workers, poses a challenge as the demand for AI-related roles rises, having increased fivefold over the past year. The study, based on data from nearly three million job profiles and insights from over 12,000 employees worldwide, suggests that structural inequalities in AI training could intensify labour shortages if not addressed.
There is a strong gender gap in AI competencies, with 71 percent of AI-skilled employees being men, leaving women to represent only 29 percent of the AI-skilled workforce. This 42 percentage point divide also extends to generational access; only 22 percent of Baby Boomers report having received AI training, compared to nearly half (45 percent) of Gen Z workers.
Gender Imbalance and Generational Disparities
The report found that while men are more frequently given the opportunity to integrate AI into their roles (41 percent compared to 35 percent of women), women are also less likely to receive employer-sponsored AI training, which reduces their chances of building the skills necessary for emerging AI roles.
In advanced technical areas, such as deep learning, the gender disparity becomes even more apparent, with men making up 76 percent of the workforce. These trends signal that as AI-related roles continue to grow, women may face greater challenges in accessing and capitalising on AI opportunities in the workplace.
Randstad’s research also exposes a significant generational divide in AI adoption. Baby Boomers are the least likely to use AI at work, with only 31 percent currently leveraging AI technology, compared to nearly half of Gen Z workers (48%). This trend places older employees at a disadvantage as younger, AI-skilled talent position themselves more favourably for future job prospects. Additionally, fewer Baby Boomers (22%) and Gen X workers (28%) report receiving AI skilling opportunities, while almost half of Gen Z (45%) and Millennials (43%) have received training.
The generational gap is also evident in employee attitudes towards AI. Gen Z workers are more than twice as likely as Baby Boomers to pursue AI learning independently (63% to 27%), showing a proactive approach to building AI skills. Additionally, while 63 percent of Gen Z workers believe AI can simplify their work, only 34 percent of Baby Boomers share this view.
Narrowing the AI Skills Gap
To address the disparities in AI skills acquisition and mitigate the risks of talent scarcity, Randstad recommends organisations adopt inclusive approaches to AI skilling, suggesting that organisations reassess their current training strategies to better integrate diverse talent into AI-related roles. For example, creating personalised training programmes that account for the specific needs of underrepresented groups, such as women and older employees, could enhance AI accessibility and ensure broader workplace equity.
Partnerships between businesses, educational institutions, and community organisations are also crucial in supporting a more equitable distribution of AI skills. These collaborations can enable SMEs and larger companies alike to expand AI training opportunities across different demographics and to design training that acknowledges the unique challenges faced by each group.
Randstad CEO, Sander van ‘t Noordende, commented, “Talent scarcity is a significant global challenge, and so equitable access to skilling, resources and opportunities needs to be a fundamental part of addressing this. However, when it comes to AI, demand continues to grow at an unprecedented rate, and so does the AI equity gap it is creating. Unless we recognize and take active steps to address this, the pool of workers who are prepared for the future of work will be too small – creating even more shortages across industries.”
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
