Opportunities for women in AI and HPC

AI is changing how we work & deciding who gets seen, promoted & trusted to lead. That was our biggest takeaway at the launch of NINEby9’s research, “The Moment of Truth: AI & the Future of Women in the Workplace”, hosted by HSBC, supported by Microsoft, Toluna & LinkedIn: 🔹 AI is reshaping work unevenly. Women remain underrepresented in AI-related roles, even as these roles increasingly shape influence & advancement. 🔹 An AI participation gap already exists & the regression has begun. In Spore alone, there is a ~10% gap between men/ women. Participation today shapes leadership tomorrow. 🔹 Women’s measured approach is a strength but recognition still favours the bold. Diligence, judgment & discretion should be advantages in an AI-enabled world, yet are often undervalued. 🔹 Companies are building while flying. Technology is advancing faster than organisational systems, leaving HR to retrofit transformation after the fact. 🔹 External hiring is outpacing internal growth. Organisations are paying premiums for AI talent instead of intentionally building capabilities from within. 🔹 Self-driven upskilling models disadvantage women. Time, access & confidence gaps are real. 🔹 Gen Z women face the greatest disruption, entering a workforce already reshaped by AI. 🔹 HR leaders are optimistic but often under-equipped to lead AI transformation at scale. 🔹 AI requires new systems, because it increasingly determines who gets visibility, opportunity & advancement. So the real question becomes: What do we do about it? As Founder of PHOENIXUS & someone working closely with senior women leaders who run businesses, sit on board & lead regional/ global teams, the answer lies in intentional design. A simple framework for action: For companies • Shift from credentials-based hiring to skills-based hiring. • Build AI capability internally, not just through expensive external hires. • Invest in HR as a strategic partner, not a downstream fixer. For managers • Recognise that AI excels at routine tasks, but leadership still requires discretion, judgment, & communication. • Value women’s strengths in sense-making, stakeholder alignment & ethical decision-making. These matter more, not less, in an AI world. For individuals • Treat skills as something you learn & apply continuously, not a one-time qualification. • Focus on skills that AI cannot easily replace: critical thinking, communication, leadership, & contextual judgment. • Seek structured, supported learning, not just self-driven upskilling. As LinkedIn rightly advocates, when we hire for skills rather than pedigree, we widen talent pipelines, surface overlooked capability & create more equitable access for women. At PHOENIXUS this reinforces why we invest so deeply in intelligent empowerment — continuous learning that builds confidence, capability, and leadership judgment, not just technical skills. Kudos the panel for anchoring this conversation in evidence & action!

Ever notice that just 20-29% of AI leadership roles belong to women? I lived this statistic as one of the only women Solutions Architects at Amazon Alexa, walking into rooms where nobody looked (or sounded) like me. Here’s what happens when women are missing: Our systems lack fresh perspectives. Bias lingers. And the tech that’s supposed to empower us? It leaves voices out. Advice for women aiming for AI leadership: - Build your tribe. Seek mentors who open doors: then hold them for others. - Say yes before you’re “ready” (the secret: nobody’s really ready). - Your voice matters. Challenge assumptions. Share your unique lens on problems. Progress happens when we show up, speak up, and bring change: together. And for everyone else? Let’s make those rooms bigger AND more welcoming. Because better AI needs all of us. #WomenInAI #AIleadership

Women I need you! Right now, women have an enormous opportunity, and responsibility, to shape the future of AI. But how do we actually get involved in a way that's meaningful, practical, and genuinely influential? Firstly, show up. This doesn't just mean attending conferences or networking events. It's about inserting ourselves into conversations, actively contributing to policy discussions, and making sure our voices are heard at decision-making tables. AI isn't waiting for us, your silence now means less influence later. Next, we must invest in building skills. Everyone, regardless of gender, should deeply engage with ethics, philosophy, sociology, and the real-world impacts of AI, alongside technical skills, to shape a balanced and responsible future. Technical know-how is essential, but the ability to challenge and question is equally powerful. Women need to be visible not just as participants but as leaders, shapers, ethicists, and critics who define boundaries and possibilities. We also need to build and sustain communities. The future of AI isn't about isolated success stories. It relies on collaboration, mentorship, and the sharing of knowledge. We must connect and empower each other. Lastly, advocate fiercely for transparency and accountability in AI development. It's our collective responsibility to push for frameworks that are fair, transparent, and equitable. Now is the time to actively participate in shaping how AI impacts our society, our jobs, and our lives. Importantly, we also need men as allies in this journey. And we also need to recognise and include the voices of those who don't identify within the binary of 'man' or 'woman', people whose experiences and perspectives are just as critical in shaping ethical, inclusive AI. Ensuring fair representation and inclusivity isn't just a women's issue; it demands everyone's active participation. It means actively listening to and pushing diverse identities and experiences across the full spectrum of gender. I'd genuinely like to know: How are you getting involved, and what actions do you think women should take today to influence AI's tomorrow? #HDAI #HumanDrivenAI

The AI headlines still tend to feature male CEOs. But when you look one layer deeper, a different and more interesting pattern shows up: many of the roles that turn “AI capability” into actual “AI impact” are being led by women. Take OpenAI as an example. Sam Altman remains CEO, but Fidji Simo leads Applications, the part of the organization responsible for translating cutting-edge research into products people actually use. That same execution layer includes leaders like Sarah Friar and Vijaye Raji, roles that are about making AI real, usable, and durable at scale. You see a similar structure at Anthropic, where Dario Amodei serves as CEO while Daniela Amodei, as President and co-founder, leads day-to-day operations and the commercial engine. Or at Scale AI, where Alexandr Wang is CEO and Lucy Guo was instrumental in building early operations and product design. This is not a “behind the scenes” consolation prize. This is the work. 😎 These are the roles that determine whether AI actually changes anything in the world: productization, operational rigor, safety, adoption, and outcomes. I see this up close in my applications work at University of Oxford, where one of the strongest forces in the room is a woman spearheading both the class and the division because she deeply understands how AI moves from model performance to real-world value. And I see it in much more ordinary places too. My neighbor Cat Ihonvbere, who works quietly in applied technology at JPMorganChase, is constantly translating complex systems into things that actually function for real people. No headlines, no hype, just execution. That is the same muscle being flexed across the AI ecosystem right now. And yet the funding story still lags badly. Even in 2024, female founders’ share of U.S. venture deal value hovered around 19.9 percent, with deal counts continuing to slide. That number remains wildly misaligned with the talent, leadership, and results that are plainly visible if you are paying attention. So here is my ask for 2026. If you are an investor, back women building in AI like you mean it. If you are a CEO, hire and promote women into the roles where products ship and adoption actually happens. If you are an operator, mentor, sponsor, and open doors. The next generation of AI change is already being led. It is time the capital model catches up. I will leave you with a picture in your mind of my favorite little woman, my daughter Valentina. Every morning, she tries on my shirts before I get to wear them, just to make sure they are not too wrinkled. Leadership, it turns out, starts early. ❤️ #WomenInAI #AI #Leadership #HealthTech #Oxford #Startups #VentureCapital

Proud to share that Saudi Arabia ranked #1 for female inclusion in AI. According to Stanford University's AI Index Report 2025, Saudi Arabia now ranks… → 3rd in global AI job growth → 4th in the number of top AI models → And 1st in the world for female inclusion in AI That last one stopped me. While most countries are still talking about women in AI, Saudi has already built the pipeline, and the talent is showing up. Here’s what’s behind this unexpected lead: 1. Women are being trained, not sidelined. Through initiatives like Elevate (with Google Cloud), the goal is to train 25,000 women in cloud and AI by 2028. And these aren’t one-off workshops. These are deep, technical programs backed by KAUST (King Abdullah University of Science and Technology), SDAIA | سدايا, Apple, and more. 2. They're entering STEM in real numbers. Today, 59% of computer science students in Saudi universities are women. That's not a slight shift, that's a structural one. 3. There are real role models (not just panels). Women like: > Dr.Fatmah Baothman — the first woman in the Middle East with a PhD in AI > Dr. Latifa Al-Abdulkarim — one of Forbes' "Top Women in AI Ethics" > Deemah AlYahya — who led digital transformation at Microsoft and launched Women Spark to train 26,000+ women These are names you’ll be hearing more often, because they’re not just breaking in, they’re building what's next. 4. It’s not performative. It’s ecosystem-deep. From flexible work policies to women-focused bootcamps to actual funding, this isn’t window dressing. It’s infrastructure. ___ We talk a lot about innovation. But what’s happening in Saudi right now is a reminder that real innovation comes from inclusion. Not by chance, but by design. #AI #WomenInTech #SaudiVision2030

"We urgently need more women building AI technologies, and the fact that women make up less than a third of AI professionals and only 18% of AI researchers globally is a crisis that demands attention. But this isn’t just a pipeline problem; women everywhere need to start using AI tools in their daily lives and work. In AI training programs, women represent just 28% of enrollments worldwide. Studies show women are 16 percentage points less likely than men to use AI tools in the same job. This reluctance creates a dangerous cycle: as women hesitate to adopt these technologies, they fall further behind in both the workplace and a society increasingly shaped by AI.    But this time could be different. The good news? You don't need a computer science degree or corporate backing to start using AI. Many of the tools are free and available to anyone with a computer or smartphone.  Imagine having a mentor available at any hour, offering guidance without judgment. Master new skills at your own pace, free from the weight of imposter syndrome that haunts so many women in male-dominated spaces. This technology could be more than just another tool; it could be the great equalizer we've been fighting for, giving women the support, efficiency, and confidence that the prior systems have consistently failed to provide. We have, at times, had to forge new paths without established role models. This systemic lack of guidance remains a barrier to equality, with women 24% less likely than men to get advice from senior leaders, and for women of color, the gap is even wider, with nearly 60% never having had an informal interaction with a senior leader. With tools like ChatGPT, every woman can now have a mentor in her pocket—one that helps her rehearse difficult conversations and provides the continuous support that was historically only available to those with strong networks. This technology could also be powerful in addressing the confidence gap that has held women back for generations, the self-doubt and internalized societal messages women often carry that undervalue their abilities and discourage risk-taking. Today, we see similar patterns in women's hesitation to adopt AI technologies. But with these tools, it’s possible for women to get feedback on overly apologetic language in their emails, help preparing for salary negotiations, coaching on presentations, and support identifying the achievements they may be underselling on their resumes.  Research shows that when women overcome this initial hesitation, they often outperform their male counterparts. The key differentiator? Not technical skills, but the confidence and a willingness to experiment. Women who ease into using AI—perhaps using generative AI to draft a challenging email or prepare talking points for a meeting—quickly discover how these tools can augment their work and amplify their expertise." Read more 👉 https://lnkd.in/ejEJJjqR #WomenInAI #WomenInSTEM

The dominant story about women and AI is wrong. And I've got the receipts ;) Last week at HumanX, Chief CEO Alison Moore took the keynote stage with new research we built together at The Harris Poll — surveying 1,000+ senior women leaders on how they're actually navigating AI inside their organizations, also featured in Fast Company. The myth: women are hesitant, sitting on the sidelines while everyone else races to deploy AI. The findings, in one sentence: ➡️ Women are leading, building, and scaling AI while protecting the human infrastructure underneath it. ⬅️ 80% of senior women leaders are already playing active strategic roles in their org's AI efforts. Not supportive of. Not open to. Actively shaping. And 71% of women leaders are the FIRST in their organization to spot emerging AI risks. That's not caution. That's FORESIGHT. 👀 And it's exactly what everyone misses about how these leaders operate. They're not just hitting the gas. ⚖️ They're the leaders thinking about how to ship AI fast AND how to keep the humans, the institutional knowledge, the leadership pipeline, and the critical thinking intact while we do it. And they're making time for the question missing in many C-suite conversations: 🌍 What kind of world are we actually building here? That's the question worth considering, because here's what's already happening: 📉 69% say their organization has already reduced entry-level jobs to some degree. The bottom rung is being sawed off in real time. And 81% of women leaders agree: "We won't have capable managers in the future if we don't invest in developing humans now." It's not a hot take. It's basic arithmetic. This is why 85% of women leaders believe companies that invest in both AI and people will outperform those focused on technology alone. The bottom line: Make sure you have women at your leadership tables. Not as a nice-to-have. Because they're bringing a fundamentally different orientation to this moment, one that is action-forward AND endurance-built. They're the ones asking what we stand to break if we move too fast. That's the difference between AI being the gamechanger we've all been promised vs. AI being the box we wish we never opened. Read the full analysis on The Next Big Think 👇 Huge thanks to Alison Moore, Sabrina Caluori, Ravi Sunnak and the entire Chief team for partnering on this, and to Danielle Sumerlin for leading it with me. 🚀

I keep hearing studies about how women are behind in AI, and I can’t help but wonder if this is just sewing a biased seed. Like a self-fulfilling prophecy, tell women they’re behind and they will question whether they should start or continue going. We’re seeing the same narrative pattern as when we talk about women in cybersecurity—where women were the OG computers, programmers, cryptologists until men saw dollar signs and drove them out. Women have played pivotal founding roles in AI and, yet now we’re trying to convince them they’re late to the party because there’s money being made. If women are behind in AI, it’s because men are hogging the time to learn through disproportionate distribution of the mental load in families and organizations. Studies have proven that men have more leisure time than women, giving them an advantage of capacity to read, learn, and participate in conversations about AI. Bottom line is we need diverse perspectives building and interacting with AI to ensure mitigation of biased implementation and outputs. In order to make AI participation more inclusive, we need to address the systems and societal norms that are contributing to the imbalance of opportunity and signals of discouragement. Companies can achieve this through… … caregiver support … flexible work schedules … providing time on the clock for study … encouraging men to take leave for family … approve professional development requests for AI training equitably And also pay equitable wages to ensure women have equitable financial opportunity to pay for training out of pocket if that’s necessary. Let’s stop talking about women being behind in AI, and keep the conversation on actionable, equitable access and inclusion for everyone.

Women cannot afford to sit this one out. AI is not just “another trend” it is the biggest shift in power, opportunity, and possibility since the internet. And for the first time, the playing field is level. You no longer need to write code to participate you just need to know how to prompt, think creatively, and apply your expertise. Yet right now, only 29% of the AI-skilled workforce are women. After 12+ years in tech recruitment, I’ve seen the gender gap up close and we cannot let that happen with AI. Yes some AI companies will fail. Just like the dot-com era, there will be hype and noise. But there will also be billion-dollar breakthroughs, careers rewritten, and entirely new categories of work created. And the women who step in now will be the ones shaping that future not reacting to it later. My biggest concern is women missing the opportunity to claim the seats, roles, and influence that this moment makes possible. We need more women building, leading, investing, prompting, experimenting, and owning the narrative. A huge thank you to Lisa Teh for joining me on the Career Confidence podcast one of the strongest advocates for women in tech and entrepreneurship. Her new book Get Real is dedicated to helping more women step into business and own their power. So if you’re a woman watching this, this is not the time to “wait and see.” It’s the time to learn, play, test, build, and lead. The future isn’t written yet but whoever shows up now will be the ones writing it. Share this with someone who needs to hear this.

The opportunities and access you have at the very beginning of your career shape everything that comes after. The new McKinsey & Company Women in the Workplace 2025 study highlights a critical challenge for entry-level women in today’s AI-driven workforce: 🔹 Only 21% of entry-level women are encouraged to use AI at work, compared to 33% of men. 🔹 While using AI does increase optimism about career mobility, only 37% of entry-level women believe AI will improve their future. 🔹 The “broken rung” persists: women are still significantly less likely to be promoted into their first management role, and only one-third of entry-level people managers are women. 👋🏾 Look what happens when you are intentional: 🔹 This should come as no surprise. Companies with higher representation of women see faster promotion and better retention. A clear competitive advantage. These data points are alarming; however, they also reveal a tremendous opportunity if companies choose to act with intention: ✨ Actively strengthen the early-career talent pipeline. Across the board, mentorship and sponsorship are not optional. ✨ AI is here to stay. Encouraging early-career women to engage with AI isn’t just a technical skill shift; it’s a confidence shift. As I’ve said before: if you don’t know where to start, start by asking questions. ✨ We need to audit our talent development strategies. Who is Coding Your Future? Innovation cannot come at the cost of equity. If women are not advancing at the same rate as men, their perspectives are missing from the rooms where critical decisions about products, policy, and people are made. At Black Girls Code, we are committed to equipping young women with the skills, community, and confidence to lead in tech and in AI. Let’s keep investing in the next generation of women leaders because equity in the workplace isn’t just the right thing to do, it’s the smart thing to do. 💫 🦋