More than eight in 10 (80 per cent) women in today’s workforce are in roles highly exposed to generative artificial intelligence, but they’re adopting these tools at a rate 25 per cent lower than men, according to a recent report by Abacus Data.
“The biggest risk is economic exclusion,” said Sarah Stockdale, founder and chief executive officer of marketing training company Growclass, in an email to Benefits Canada. “AI is already reshaping roles and early adopters are gaining a competitive edge. If women and underrepresented groups don’t have access to tools and training, we risk entrenching pay and leadership gaps for future generations.”
The survey also found almost half (47 per cent) of employees said they’re worried AI and automation could force them to change their jobs or careers, with concern highest among younger workers (55 per cent). Among Canadians already familiar with AI, more than half (56 per cent) said they’re worried, suggesting awareness of its potential disruption is fuelling anxiety.
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Seven in 10 (70 per cent) employees said they believe AI will make some jobs in their industry obsolete, but only half (50 per cent) said they’re ready to adapt. Just over half (54 per cent) of men said they feel prepared, compared to fewer than half (45 per cent) of women. Around two-thirds (68 per cent) of Canadians over age 60 said they feel unprepared, while four in five (80 per cent) employees unfamiliar with AI said they don’t feel ready.
Employees were also divided on whether AI represented more opportunity or more risk. Men, younger employees and those familiar with AI tended to be more optimistic, while women, older employees and the less tech-savvy skewed more cautious.
Just over a third (36 per cent) of employees said their employer has offered training to help them use AI tools, leaving most to figure things out on their own. Employers need to treat AI training like compliance or leadership development — structured, resourced and tied to growth, said Stockdale. “Some employees are experimenting with AI, while others are quietly avoiding it, afraid they’ll be replaced. Both groups need tailored support.”
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The dividing line is confidence, not capability, she says, noting women already earn 88 cents for every dollar earned by a man, with inequities likely to deepen as AI accelerates. “People don’t need to be engineers to benefit from AI, but they do need time, support and a clear policy from leadership.”
Bias built into AI systems also requires oversight, said Stockdale, adding public cases show hiring tools ranking candidates by perceived gender or race often favour white-associated names. Without checks, AI can automate discrimination, she said, but with inclusive design and diverse evaluation teams, it can help surface inequities instead of reinforcing them.
She suggested AI adoption be built into corporate strategies around diversity, equity and inclusion and environmental, social and governance, ensuring equitable access to training and fairness in how algorithms are applied. Governments must also embed equity into national AI strategies through funding, measurable targets and training delivered through trusted partners, she added.
“This isn’t only a short-term learning gap. It’s a national productivity issue. Without inclusive adoption, we risk coding today’s inequities into tomorrow’s technologies. AI adoption isn’t neutral — it reflects the people shaping it. This is the moment to build with intention.”
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