The artificial intelligence (AI) revolution is underway. More and more businesses want to take advantage of technology, but face significant obstacles to doing so. One of the biggest obstacles is the talent shortage. In France, only 32% of talents have received AI training in 2024, while 7 out of 10 companies plan to adopt it. While this training is becoming essential, we are seeing significant inequalities between employees depending on their age, gender or disability situation.
Women have less access to AI training
These are the results of a large study carried out by the Randstad group, specializing in human resources. “ The talent shortage is a challenge for organizations everywhere. Particularly in the field of artificial intelligence, the demand for qualified profiles is growing at a breakneck pace, while inequalities in learning and using this technology are widening. », Comments Benoit Labrousse, president of Randstad France.
This is all the more true when it comes to women. 31% of them had access to AI as part of their work assignments in France, compared to 52% of men. Likewise, only 24% of women say they have been offered AI training by their employer. A figure which increases to 40% for men.
This trend reflects already recognized disparities in the technology ecosystem: in 2022, 10% of startups were founded by all-female teams and 12% by mixed teams, according to the annual barometer produced by the Sista collective.
“ This trend can be attributed to several factors that are very different, but at the same time interconnected », Indicates Claire Grisolia, digital marketing and customer experience director at Randstad France, in an interview with Presse-citron.
First of all, and this is a recognized fact, students are less encouraged to join courses linked to science, technology, engineering or mathematics. They also lack models with whom to identify and from whom to draw inspiration. In this context, men are more likely to benefit from the increase in the number of job offers linked to AI.
People with disabilities are more interested in AI, but feel wronged
The Randstad study also shows that people with disabilities are much more inclined to turn to artificial intelligence to solve problems at work. “ They have more access to AI on a lot of tools that they can use on a day-to-day basis, particularly to facilitate their integration », explains Claire Grisolia. “ These people are more aware of the benefits that AI can bring them, and see the technology more as an advantage », she continues.
Problem is, 50% of workers with disabilities and from Generation Z believe they have fewer training opportunities compared to their non-disabled colleagues. Proof of the importance given to AI, 25% of them, all generations combined, say they are ready to leave their job if they do not benefit from training in AI.
Baby boomers less exposed
Inequalities in access to training also affect employees depending on their age. Because only 42% of baby boomers believe that AI can help them in their tasks at work, compared to 66% of members of generation Z, and 57% of millennials. As a result, younger generations are more likely to learn technology on their own, outside of their jobs.
This is also true in the professional context. Less than a quarter of baby boomers have had the opportunity to use AI at work, compared to 31% of Gen baby boomers benefited from training. “ As they did not have access to early introduction to technology, they may be less inclined to test AI. They have more difficulty perceiving the value of it, which nevertheless allows them to increase their experience and make them more effective », Estimates the expert.
A trend that absolutely must be remedied. In the case of baby boomers, this could involve intergenerational training, observes Claire Grisolia, in order to promote a constructive exchange between young people who are more adept with technology and experienced seniors.
Public measures to promote training according to the specific needs of each person
Training is also the central element which should make it possible to reduce inequalities, according to Randstad. And to deploy effective programs, adapted to each person according to their needs, for example their profession and their age, public measures seem absolutely necessary. “ Without the action of all stakeholders, i.e. institutions, the State, businesses, etc., it will be difficult to implement », she considers. Collaboration is therefore key.
This is a crucial issue, because good training will at the same time allow individuals to better understand the ins and outs of artificial intelligence, and to be able to identify its inherent risks and biases. “ Engaging talent and providing spaces where they can ask questions early in the implementation phase will help prepare employees to use AI, while allowing them to exercise human oversight over its use », notes Randstad.
Concrete actions must be decided as soon as possible, notes the group. In January 2024, 40% of global employment was impacted by AI, according to the IMF, and this dynamic will only increase.
