Why the UK can’t build an AI workforce without women

As government departments scale the use of artificial intelligence (AI) across public services, the demand for digital, data and AI specialists continues to grow. Yet the UK’s ability to build that workforce is constrained by a persistent gender imbalance across the technology sector.

Women remain underrepresented in AI and data roles, and the barriers begin long before senior leadership positions. For organisations seeking to close the skills gap and build resilient digital teams, widening access to the sector – particularly through skills-based training and inclusive career pathways – will be essential.

Here, Sheila Flavell, CBE, chief operating officer of FDM Group (pictured), outlines where women are being lost in the AI talent pipeline, how training models are reshaping access to digital roles, and what the public sector can do to build a more inclusive AI workforce.

Where women are being lost in the AI and data talent pipeline

Women encounter barriers at several points in their careers, long before they reach senior AI or data roles.

“In the early stages, many women struggle to see themselves in tech because there are few role models and limited awareness of the range of opportunities available,” said Flavell.

As women move through their careers, those obstacles often intensify.

“Barriers such as limited progression routes, imposter syndrome, unequal pay, and a shortage of mentors or supportive benefits continue to push women out,” she said.

In a male-dominated industry, these challenges compound over time. Current projections suggest it could take 123 years to reach full gender parity globally.

“With technology constantly evolving, attracting and retaining women in tech has never been more important,” said Flavell. “Yet two in 10 organisations still place little or no priority on women’s career advancement.”

How skills-based training is reshaping access to AI careers

Expanding access to AI careers will require a shift away from traditional recruitment models and towards skills-based development pathways.

“Skills-based training is changing access to AI roles by removing many of the traditional barriers that have previously kept people out of the sector. Many individuals simply haven’t had access to the technology, education or training programmes needed to build these digital skills,” said Flavell.

At the same time, organisations themselves are struggling to recruit the talent they need.

“Thirty-two percent of organisations cite a lack of specialist AI skills as the main barrier to adoption,” she said, highlighting the growing gap between ambition and capability.

A skills-first approach – focusing on potential rather than academic background – can help bridge that gap.

“It gives people the opportunity to develop practical skills through structured learning and real-world experience,” said Flavell.

Programmes designed to widen entry points into the sector can also support women returning to the workforce or changing careers.

“By widening access to training and creating clear development pathways, such as FDM’s Returners Programme, these initiatives open AI pathways to a broader and more diverse group, helping organisations to build a more inclusive and future-ready workforce.”

Building gender-balanced teams for a fast-changing tech sector

For organisations looking to strengthen their AI capabilities, inclusion needs to be treated as a long-term strategy rather than a short-term initiative, said Flavell.

“Organisations need to take a long-term approach to inclusion if they want to build teams capable of keeping pace with rapid technological change,” she said, adding that diverse teams bring practical benefits.

“When teams include a mix of backgrounds and perspectives, they bring richer ideas and a wider view of what will work in practice. To achieve this, organisations must invest in structured development, mentoring and ongoing training that support women throughout their careers.

“Addressing cultural barriers and ensuring equitable access to opportunities are essential steps in building gender-balanced teams that can contribute fully to the innovation and growth the tech sector requires.”

The public sector’s opportunity to lead on inclusive AI

The UK public sector has an opportunity to set an example as it expands the use of AI in public services.

“By adopting inclusive hiring practices and investing in skills-based training, government departments can open AI roles to a much wider range of women, including those without traditional STEM backgrounds.”

The stakes extend beyond workforce diversity alone, she added.

“A diverse public sector AI workforce is essential if the UK wants to build tools and services that reflect the communities they are designed for and strengthen public confidence in how technology is used,” she said.

With the UK facing persistent digital skills shortages – estimated to cost the economy around £63 billion each year – expanding access to training will be critical.

Said Flavell: “As the UK continues to face significant skills shortages in digital, tech and data-driven roles, expanding access to training will be critical to ensuring the public sector has the talent needed for an AI-enabled future.”