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Many workers share a common anxiety about becoming obsolete due to advances in artificial intelligence (AI), but there are growing concerns that AI-driven recruitment systems may disproportionately disadvantage women, particularly those attempting to re-enter the workforce. Stacey Duguid, a 52-year-old professional with a long career in senior fashion industry roles and freelance work, recently sought what she called “one last job.” However, after sending out an overwhelming number of CVs over 16 months, she received scarcely any responses beyond automated acknowledgments—an experience she had never faced before.
Feeling isolated and uncertain if the problem was personal, Stacey reached out on social media to see if other women her age were experiencing similar difficulties. The response was significant, with thousands sharing similar stories. Residing in north London, Stacey suspects that AI recruitment tools might be partly responsible. To counteract this, she altered her CV by removing references to her age and experience, a process she describes as “Botoxing” her CV. Reflecting on the broader issue, Stacey commented, “AI holds a mirror up to society. It’s a reflection of our bias.” She added, “I’m not saying this is just a women’s issue; I’ve had messages from men too. My point is about gendered ageism.”
Experts highlight additional concerns about how AI tools may fail to recognize the valuable skills of many women, especially those who have taken career breaks for childcare. Such employment gaps might be negatively interpreted by AI screening systems. Projections from a digital taskforce suggest that, without substantial retraining investment, AI and automation could lead to displacement of hundreds of thousands of women’s jobs by 2035. According to data from the Department for Education’s labour market and skills projections, businesses could face severance costs exceeding £750 million without intervention. Moreover, a recent survey of over 1,000 women conducted by the digital taskforce found that 68% had not been given opportunities by their current employers to retrain or transition into digital roles. Taskforce member Haines emphasized the economic importance of retaining mid-career women in the workforce, stating, “When the country is desperate for economic growth, we need to use whatever resource we have, and the resource of women who are mid-career, mid-experience. If they drop out of the market there are huge repercussions.”
Some companies in London have reportedly ceased using AI recruitment tools amid concerns over their potential bias. Laura Holden, an AI lawyer and founder of Bonsai AI and a legal consultancy, pointed out that many employers do not fully understand the inner workings of these technologies, which can lead to “significant harm.” She also noted a lack of global regulations requiring AI providers to reveal how their algorithms function, making it difficult to detect biases. Examples include CV screening software that ranks candidates from A to D, which encourages recruiters to focus on those rated highest. Other tools flag career gaps, such as a seven-year break, as noteworthy, potentially leading to unfair hiring outcomes. Holden criticized the tendency for providers to quickly assure users of their tools’ fairness, while in reality many of these systems operate as automated decision-making mechanisms rather than mere decision-support aids. She called for mandatory testing and stronger legal safeguards to be introduced before such tools are widely implemented, emphasizing that current laws were not developed with AI in mind.
The concerns shared in this discussion address AI recruitment tools broadly and are not aimed at any specific company. Workday, known for its AI-powered human resources software, is currently defending against claims in California alleging that its systems unlawfully excluded job candidates on discriminatory grounds. The ongoing case alleges thousands of violations, with a ruling expected later this year. Workday has denied the allegations, maintaining that its technology does not make hiring decisions independently. Instead, the company explains that its software assists recruiters by identifying applicants whose skills match job descriptions, supplementing human judgement. Through its Responsible AI program, Workday asserts its tools undergo rigorous testing and do not take age or gender into account. They further suggest that responsible use of AI can help qualified candidates avoid being overlooked among large application volumes.
Government representatives have acknowledged both the potential and challenges of AI in recruitment. While AI can streamline processing large numbers of applications, ensuring fairness, transparency, and accessibility remains crucial. Existing laws covering equality and data protection already apply to AI recruitment systems, and authorities have pledged to take further action if needed. Meanwhile, the Mayor of London’s office recognizes that AI impacts women significantly, as they are more likely to occupy jobs vulnerable to automation. The Mayor has supported recommendations from the London AI and Jobs Taskforce to encourage responsible adoption of AI by employers and to provide support during workforce transitions. As for Stacey Duguid, she has taken proactive steps by creating a community platform aimed at reducing isolation among women facing these challenges and promoting awareness within companies. Reflecting on her mission, she says, “I want us, as a group, to be heard and seen. And for gendered ageism to become a thing of the past. Because if we’re lucky, we all get old.”
Read the full article from The BBC here: Read More
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