The overlooked casualties of AI: Which women-led jobs face the highest risk?
The bigger concern: if they don't, will their traditional roles be taken over by machines? It's not just talk, a recent survey brings this reality to light.
According to a recent
ILO report
, 9.6% of jobs predominantly held by women are three times more vulnerable to AI-driven disruption compared to just 3.5% of roles typically occupied by men.
Which women-dominated roles are most vulnerable to AI disruption?
The imbalance stems from the types of roles women have traditionally held in the workforce, many of which sit squarely in the crosshairs of automation. These include clerical and administrative jobs that once demanded constant multitasking, from scheduling meetings and managing records to handling data manually, tasks that AI can now perform with ease.
But that's just the tip of the iceberg. Other roles heavily occupied by women and facing disruption include:
Secretarial positions: Traditionally staffed by women, secretarial roles involve tasks like scheduling, correspondence, and document preparation, all of which are now being handled efficiently by AI-powered virtual assistants and smart scheduling tools.Bookkeeping and payroll clerks: These positions rely heavily on rule-based processes and data handling, which are increasingly being automated by accounting software and AI-driven payroll platforms, reducing the need for manual intervention.Call centre support staff: AI chatbots and voice assistants are rapidly transforming customer support by resolving common queries in real time, reducing the need for human-operated call centres where women have historically been overrepresented.Receptionists and front-desk coordinators: Automated check-in systems, facial recognition tools, and AI-driven visitor management software are replacing traditional front-desk responsibilities, especially in office and hospitality settings.
Mitigating the risks: What proactive actions are government bodies taking
To counter the disproportionate impact of AI and automation on the workforce, governments across the globe are beginning to take proactive steps to ensure women are not left behind in the
digital transition
. Here are a few recent initiatives:
New York's Women.NYC platform: Launched by the NYC Economic Development Corporation, this platform connects women with job opportunities and businesses in high-growth sectors. Through its 'Digital Office Hours' programme, it offers one-on-one sessions with industry experts, enabling personalised support and guidance for women looking to grow in tech-oriented fields.Saudi Arabia's Elevate initiative by SDAIA: Rolled out by the Saudi Data and Artificial Intelligence Authority (SDAIA), the Elevate initiative is a global programme aimed at equipping women with advanced skills in data and artificial intelligence. In collaboration with international tech partners, it offers intensive training, mentorship, and career development opportunities to increase women's participation in the digital economy.UAE's sAIdaty 2025 program: The initiative launched by the Dubai Business Women Council (DBWC) and Oracle is designed to upskill women professionals and entrepreneurs in AI and digital transformation. It provides training sessions, workshops, and mentorship to help women integrate AI technologies into their businesses and workplaces.France Women in AI (WAI) community: A nonprofit initiative founded in Paris is dedicated to increasing female representation in AI and data science. WAI, the community-driven program offers training sessions, expert talks, and career development resources, ensuring women have the skills and support needed to thrive in AI-related fields.
How HR leaders can safeguard women's roles in today's AI world
Taking lessons from the above-mentioned government initiatives, HR leaders can play a critical role in ensuring gender equity in the age of AI. Here's how they can drive meaningful change:
Cultivate a culture of empowerment over fear: To get started, the first thing HR leaders should do is foster a culture where women don't fear AI but are encouraged to engage with it. Empower them to embrace lifelong learning, experiment with AI tools, and take ownership of their digital future. This mindset shift lays the groundwork for all subsequent actions, ensuring women are not just passive recipients of change but active leaders shaping it.Audit roles for automation risk through a gender lens: With a culture of openness in place, the next step should be to examine the landscape. HR should identify which job functions are most exposed to AI-driven disruption, particularly those where women are overrepresented, such as administration, data entry, and customer service. This diagnostic exercise reveals gender-specific vulnerabilities and offers a data-backed foundation for targeted interventions.Redesign job roles for the ones at highest risk: Based on audit insights, restructure the most vulnerable roles. Infuse them with tasks that leverage distinctly human capabilities, such as creativity, emotional intelligence, and critical thinking. By doing so, organisations not only safeguard these roles from obsolescence but also enable women to grow into future-ready positions that demand more strategic input and innovation.Implement inclusive upskilling programmes for internal transition: To support these role transitions, HR leaders must champion inclusive learning and development initiatives. Tailor upskilling pathways to the specific needs of women in at-risk jobs, focusing on AI literacy, digital fluency, data interpretation, and agile problem-solving. Programmes should be accessible, flexible, and responsive to varied learning styles and career stages.Encourage senior leaders to serve as active mentors: Finally, no transformation is complete without leadership commitment. HR should mobilise senior leaders, especially those in tech, to actively mentor, coach, and sponsor women navigating these shifts. When leaders invest their time and influence, it not only boosts confidence and visibility but also accelerates women's progression into high-impact, tech-forward roles.
Women have spent decades fighting for a seat at the table; now that table is being rebuilt by AI. As an HR leader, this is your moment to ensure that the new table is designed with equity at its core. That means not only protecting women from being displaced by automation but actively empowering them to lead in the age of AI. By embedding inclusive learning pathways, reimagining roles with a gender lens, and mobilising mentorship at scale, HR can transform this technological shift into a catalyst for lasting gender equity.
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