AI Threatens Women-Led Jobs: How to Protect and Empower Female Workers in the Age of Automation

The overlooked casualties of AI: Which women-led jobs face the highest risk?

Women have fought hard for their place in the workforce, but AI now threatens to take many of those roles away. Nearly 9.6% of female-dominated jobs are at high risk of automation—almost three times the rate of male-held positions. The pressing question for HR leaders: how can we ensure women are not pushed out, but positioned to lead in the AI-driven future?

Women have spent years competing in male-dominated corporate environments, constantly pushing to stay relevant. Now, with AI and automation advancing, the challenge is to keep pace with upskilling and adaptation. If they fall behind, many traditional roles held by women risk being replaced by machines.

A recent ILO report highlights this reality: 9.6% of predominantly female jobs face high vulnerability to AI disruption, compared to just 3.5% of male-dominated roles.

Which women-dominated roles are most vulnerable to AI disruption?

This disparity largely comes from the types of jobs women traditionally hold. Many are in clerical and administrative roles that AI can now perform more efficiently. These roles involve multitasking like scheduling, record management, and manual data handling—all tasks AI automates easily.

Key vulnerable roles include:

• Secretarial positions: Tasks such as scheduling, correspondence, and document preparation are increasingly handled by AI-powered virtual assistants and smart scheduling tools.
• Bookkeeping and payroll clerks: These jobs rely on rule-based processes and data entry, which modern accounting software and AI-driven payroll systems automate.
• Call centre support staff: AI chatbots and voice assistants now resolve many common customer queries, reducing the need for human-operated call centres where women have been highly represented.
• Receptionists and front-desk coordinators: Automated check-in, facial recognition, and AI visitor management tools are replacing traditional front-desk roles, especially in offices and hospitality.

Mitigating the risks: What proactive actions are government bodies taking

Governments worldwide are beginning to address the unequal impact of AI on women’s jobs. Here are some notable initiatives:

• New York’s Women.NYC platform: This initiative connects women to job opportunities in high-growth sectors and offers personalised support via one-on-one sessions with industry experts through its ‘Digital Office Hours’ programme.
• Saudi Arabia’s Elevate initiative by SDAIA: A global programme equipping women with advanced data and AI skills through training, mentorship, and career development, in partnership with international tech leaders.
• UAE’s sAIdaty 2025 program: Launched by the Dubai Business Women Council and Oracle, this upskilling programme focuses on AI and digital transformation for women professionals and entrepreneurs.
• France Women in AI (WAI) community: A nonprofit based in Paris dedicated to increasing female representation in AI and data science through training, expert talks, and career resources.

How HR leaders can safeguard women’s roles in today’s AI world

HR leaders have a critical role in driving equity as AI reshapes jobs. Here are practical steps to take:

• Create a culture of empowerment: Encourage women to engage with AI confidently. Promote lifelong learning and experimentation with AI tools so women become active participants in shaping their digital futures.
• Audit roles for AI risk with a gender lens: Identify job functions where women are overrepresented and most vulnerable to automation, such as administration and customer service. Use this insight to focus interventions where they matter most.
• Redesign at-risk roles: Restructure jobs to emphasize uniquely human skills like creativity, emotional intelligence, and critical thinking. This not only protects roles but opens paths for women to move into more strategic, innovation-driven positions.
• Implement inclusive upskilling programmes: Develop training focused on AI literacy, digital skills, and problem-solving tailored to women’s needs. Ensure learning options are flexible and accessible for different career stages.
• Mobilize senior leaders as mentors: Encourage executives, especially in tech, to mentor and sponsor women navigating AI-driven changes. Leadership support boosts confidence, visibility, and career growth.

Women have earned their seat at the table. Now it’s time to rebuild that table so it reflects equity. HR leaders can protect women from displacement by automation while empowering them to lead in AI-powered roles. Embedding inclusive learning, redesigning jobs thoughtfully, and mobilizing mentorship create a foundation for lasting gender equity in the workplace.

For HR professionals looking to expand their knowledge and support teams in AI adaptation, consider exploring relevant courses and resources at Complete AI Training.