Every few decades, the saga of technology introduces a new tool that promises to redefine the existing narratives. The printing press, the internet, the smartphone—each claimed to democratise access, level the field, and shatter age-old hierarchies. Now, Generative AI has knocked on the doors—not with a whisper, but with a roar—demanding attention and igniting widespread speculation. This time, the stakes are unmistakably gendered.
For generations, the tech world has been framed as a man’s domain—a narrative reflected not just in perception, but in participation. The underrepresentation of women in tech continues to underscore the imbalance, adding statistical weight to this longstanding divide.
There is a growing chorus asking a question we cannot afford to shrug under the carpet: Will AI tear down the ceilings that have long pushed women to the fringes of tech, or will it merely give those walls a sleeker, shinier finish?
The great equalizer or a familiar divide?
On paper, the data narrates an optimistic story. According to BCG and Nasscom’s 2024 report titled “GenAI: The Diversity Game Changer We Can’t Ignore”, a striking 65% of both men and women believe GenAI could be a powerful force for inclusion in the technology sector. Adoption levels in India are equally promising: 80% of women and 76% of men working in tech report active use of GenAI tools
And yet, under the veil of these numbers peeks an uncomfortable truth: The deeper you go, the more the cracks appear. Senior Indian women trail their male counterparts in GenAI adoption by 9 percentage points, even as global trends show senior women leading men by 12 points in uptake. At first glance, it appears that women are catching up. But is that the full picture, or just a well-lit corner of a much darker room?
A new bias in the making
Even as women embark on tech-related roles in huge numbers- comprising 36% of India’s 5 million IT workforce- they remain primarily underrepresented in leadership roles- holding only 4–8% of executive roles, compared to 14% globally. The GenAI revolution threatens to replicate this imbalance unless immediate interventions are made.
Despite strong ambitions—42% of women rate their career goals as “very high,” surpassing men at 35%—women still find themselves hitting the same invisible barriers. Are they lacking effort? The reports scream an emphatic no. It suggests that 95% of junior women and 100% of senior women are willing to go the extra mile in GenAI-related roles.
So what’s holding them back?
The answers are stark: Limited access to tools, lack of mentorship, inadequate knowledge, fear of failure, and a deeply ingrained fear of being judged. In senior roles especially, only 35% of women feel truly prepared to work with GenAI tools, even though 90% see them as pivotal to future success.
GenAI jobs: Where women disappear
The drop-off gives an even more alarming viewpoint when examining the specific GenAI roles. For example, men dominate the position of Head or Director of Machine Learning (79%) and AI Researcher (46%), leaving women significantly behind in key leadership posts. While women hold 43% of junior tech jobs, their representation in GenAI at the same level is only 33%, signaling an exclusion from the cutting-edge frontier of their own field.
This is not just a pipeline problem. It’s a failure of ecosystems that have yet to create inclusive career pathways, tailored upskilling, and environments where women feel trusted and supported.
This is not just a pipeline ordeal. It is a failure of ecosystems that have yet to create inclusive career pathways, customised upskilling, and environments where women feel secured, supported, and trusted.
Diversity is not charity—it’s strategy
Diversity is not for embellishment of rulebooks. There’s a reason companies with diverse leadership tend to perform better. The report brings forth that diverse teams enjoy 19 percentage points higher innovation revenue and 9 points higher EBIT margins as compared to less diverse peers.
In AI development, where bias is real and a dangerous threat, diverse teams are not just important- they are essential.
The blueprint for real change
We cannot stop at the diagnosis of the problem; we need action. If GenAI is to become a tool of equity rather than exclusion, here’s what needs to happen now according to the report:
- Redesign leadership teams working on GenAI to include diverse, ethical perspectives.
- Define clear career pathways in GenAI—only 67% of women see these as visible today.
- Support flexible work models, especially for senior women who juggle multiple roles.
- Ramp up mentorship—only 35% of non-tech women currently receive it.
- Mandate ethical AI training early in the career cycle to build confidence and accountability.
Organizations that embed these changes won’t just advance women—they’ll future-proof their technology against bias, inefficiency, and ethical blind spots.
Breaking the gates or repainting them?
The promise of GenAI is real. But promises falter, as history suggests. If left unchecked, GenAI could become just another polished surface reflecting the same systemic exclusions that have always moulded technology. But if harnessed with intention, it could be the most powerful equaliser we have ever built.
The kingpin of the future is not just intelligent machines- it is about inclusive minds behind them. The gates won’t fall on their own. We must choose to break them.
