At Credera, we recently hosted our second “AI gender gap” event of the year - a networking breakfast and panel discussion focused on turning awareness of the AI gender gap into practical steps for real change. Featuring a keynote by Dr Claire Thorne, co-CEO of Tech She Can, and a panel of industry leaders facilitated by Andrea Marshall Webb, Managing Director at Credera and leader in AI & Transformation, the event offered actionable advice, inspiring stories and strategies to help organisations and individuals alike address the issue.
In this blog, we explore the key insights from the event, highlight the challenges women face in AI and outline practical steps for organisations and individuals to foster an inclusive and equitable tech environment.
Understanding the challenge
Despite the growing need for diverse perspectives in AI, women remain significantly underrepresented in the field. Only 26% of the tech workforce are women, and an even smaller proportion, 9%, come from lower socio-economic backgrounds. Moreover, 56% of women leave the tech industry 10-20 years into their careers, which is double the rate of men.
And this disparity starts early. Stereotypes about STEM take root before primary school, shaping children’s aspirations and limiting their exposure to technology careers.
“Girls today aren’t inspired to enter tech because they don’t see it as a creative or socially impactful field, even though in reality it is both.” Dr Claire Thorne, co-CEO of Tech She Can
The lack of visible, diverse role models in tech compounds the problem, leaving many young people unable to picture themselves in these roles.
The consequences of this gap extend into the workplace, where women often find themselves isolated, undervalued and without the support needed to thrive. These challenges are barriers to innovation and progress in AI - not just for women, but for the field as a whole.
Practical solutions for inclusive AI
Start early, educate and inspire
One of the most powerful takeaways from the event was the importance of starting early. Children as young as five should have access to inclusive career guidance, engaging lessons and real role models from the tech industry. Schools and organisations must collaborate to show children, especially girls, that technology is exciting, creative and impactful.
Dr Thorne shared a personal story of how a childhood visit to her father’s workplace at BT inspired her interest in tech. It wasn’t a traditional place to take girls, but it certainly made a lasting impression. Moments like these, where children see themselves reflected in tech, create a foundation for lifelong aspirations. Initiatives like the Girls in AI Summit and public perception campaigns are helping reshape societal narratives and inspire the next generation.
Champion diversity in the workplace
The panel discussion expertly facilitated by Andrea Marshall Webb highlighted the need for organisations to actively foster inclusive cultures. Leaders must ensure that women’s voices are heard in the room, whether through structured initiatives like amplification tactics, where colleagues echo and elevate women’s ideas, or through mentorship and sponsorship programs.
As Eugenia Planas, Chief Information Officer at the Bank of England, put it:
“Repeat the idea louder. Say, ‘What she said was amazing.’ Amplification and enablement are critical.”
Small but meaningful actions like these empower women to share their ideas and build confidence, especially in male-dominated spaces.
The workplace must also provide psychological safety, where women feel authorised to share their thoughts and take ownership of initiatives.
“If you have an idea, you should be able to take it and run with it. You don’t have to wait for permission.” Marina Escande, Head of Intelligence, M&C Saatchi Group
Build inclusive AI tools
The lack of diversity in AI is embedded in the very systems we create. Data used to train AI often excludes women and marginalised groups, perpetuating bias and inequality. Before 1993, women were rarely included in clinical trials. Today, we still don’t know how well many drugs and devices work for women. AI models can learn from and amplify these gaps, producing recommendations based on incomplete data. This is a debt we need to repay.
Organisations should prioritise transparency and inclusivity in AI development. That means reviewing data sets, designing safeguards to reduce bias and involving diverse teams at every stage of creation.
Upskill and reskill for the future
With 63% of children today expected to work in jobs that don’t yet exist, and many women disproportionately at risk of losing their jobs to AI, the need for upskilling and reskilling is more urgent than ever. Organisations must invest in education and training that help women adapt and thrive as technology evolves.
Practical initiatives like hackathons, cross-functional learning days and mentorship programmes can help build women’s confidence and skills in AI. Bruna Schwerz, a board Member of Women Love AI and an Enterprise Account Director at Salesforce, shared an example from a mentorship programme where participants worked on real projects involving AI over four weeks:
“It gave them the confidence and safe space to learn. It showed them that you don’t need to know how to code to succeed in AI.”
What can you do today?
Bridging the gender gap in AI starts with intentional actions we can all take - as individuals or as organisations. Here are some practical steps for you to consider:
Step forward with confidence. Your perspective is valuable, so make sure it is heard, and recognised at the table.
Be an ally. Support and elevate others, back their ideas, and help make space for different voices, not just your own.
Champion retraining and reskilling. Encourage and create pathways for women to move into AI and digital roles, whether through formal programmes or informal learning.
Partner for impact. Avoid creating educational materials in isolation. Collaborate with initiatives like Tech She Can and Women Love AI to amplify your efforts.
Ask questions about inclusion. Be curious and proactive: who is in the room, whose data is represented, and how are decisions being made?
Lead by example. When leaders and colleagues model inclusive behaviour and visible support, it empowers others to do the same.
Even small, but visible actions, like questioning, supporting, and stepping forward, can make a significant difference in building a more inclusive future for AI.
The bottom line
The AI gender gap is a complex and multifaceted issue, but it’s not insurmountable. Real progress on gender equity in AI requires coordinated, persistent action. It’s about starting early, showing girls that tech is for them, building inclusive workplaces, challenging stereotypes and ensuring women’s voices are amplified at every level, from the classroom to the C-suite.
At Credera, we’ve delivered similar sessions, both online and in-person, for internal teams at leading organisations, and we’d love to discuss how we can help you bring this conversation to life where you work.
To stay up-to-date on the latest insights and keep the conversation going, join our Women in Tech LinkedIn group. And to dive deeper into these issues, download our AI gender gap report, compiled by Slavina Racheva, AI Enablement Lead at Credera. The report explores the impact of AI on female workers, highlights the most at-risk roles, and offers practical strategies to drive gender equity in tech.
To make it easier for you, we’ve collected all the resources, plus additional recommendations into a handy PDF, including:
Easy next steps to help you take action, including how to run an AI Innovation Workshop with your team
Info on Tech She Can and the Women Love AI mentoring programmes
Great community groups to connect with, like Supermums, Women in Tech, Upskill and our own Credera Women in Tech group
Hand-picked free courses, Salesforce Trailhead resources and recommended reading
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