Levelling up for the AI age

The conversation around AI’s role in the workplace often centres on what the technology can deliver across various metrics, from productivity gains to time savings. While measurable outcomes are critical in commercial AI programmes, this discourse fails to recognise the important role that people play in achieving success with AI. 

 

Implementation challenges are hampering businesses when it comes to AI, and recent research found that 84% of AI leaders were encouraging their team to use the technology because they feel they should. Being successful with AI isn’t just about selecting the right tools for the right jobs - it’s about encouraging a culture where AI’s benefits are available to and understood by everyone. Unlocking the technology’s real value lies in an organisation’s ability to empower employees at all levels, who are diverse in their experiences, attitudes, and approaches to work - yet currently, this isn’t the case.

 

The data shows a clear divide: employees with more hours of dedicated AI training are not only more confident and productive, but also better positioned to advance their careers by utilising AI. Meanwhile, those with limited access - disproportionately women and lower-income workers - are struggling to tap into the technology’s benefits. Without intervention, there is a risk that AI will deepen existing inequalities, and that, as a society, we will miss the unprecedented opportunity this technology has to offer.

 

Failing to address this gap risks cementing a two-tier workforce: one empowered to thrive with AI, and one excluded from its opportunities.

 

 

Where does the AI skills gap show up?

The Digital Etiquette report reveals how access to training and tools directly correlates with outcomes that matter: productivity, adoption, skill development, and job satisfaction. More than 53% of employees who received 20+ hours of AI training said it had significantly boosted their job satisfaction. This proves it’s not just about AI helping professionals unlock value from AI, but the knock-on benefits that come with it.

 

On the other hand, just 8% of those with less than an hour of training said the same, showing how those without access to upskilling opportunities are missing out. The danger is that as AI continues to reshape the workplace, the gap between these two groups will widen.

 

Bhaskar Chakravorti’s idea of “artificial inequality” suggests that technology can amplify existing societal divides by concentrating opportunities and outcomes within narrow segments. As AI takes on more routine work, those who are already less likely to receive structured training, such as women and lower earners, could face disproportionate job risk simply because they aren’t equipped to use the tools that are replacing them. Meanwhile, those with higher incomes or occupying more senior roles may continue gaining privileged access to training and tools.

 

This is not just a moral or fairness issue; it’s a business-critical one. Structured AI training is rapidly emerging as a clear workplace advantage, with McKinsey forecasting that generative AI is driving annual productivity gains of up to $4.4 trillion.

 

Investment in training doesn’t just build skills; it helps to build confidence, engagement, and loyalty. By building a positive work culture that encourages experimentation, continuous learning, and a strong feedback loop, businesses are empowering their workforce.

 

 

Practical steps for businesses

Here are five very practical steps that organisations can take to address the AI skills gap.

 

1. Roll out AI training as standard 

For businesses to achieve better productivity and higher employee happiness, they must integrate AI training into their onboarding process and career development pathways for all employees, regardless of their role or level. Just as digital literacy has become a baseline skill in the last decade, AI literacy needs to be made standard across teams, and hands-on, tailored training is critical. By ensuring AI training is available to all, without the chance to ‘opt-out’, employers can help to demystify AI, encourage experimentation, and reveal its relevance in every part of the business.

 

2. Level the playing field for women in AI education

To close the gender gap in AI training, organisations need to take a proactive approach. This includes auditing access to training, identifying knowledge and skill shortfalls by gender, and ensuring women are fully included in AI initiatives. Equitable training equips the entire workforce to thrive in an AI-driven environment, improving adoption, performance, and long-term organisational success.

 

By addressing systemic challenges such as the impact of maternity leave on career progression with flexible, accessible training options, businesses can level the playing field for women, curbing existing inequalities rather than exacerbating them.

 

3. Prioritise fair access when rolling out new tools

According to Deloitte, more than half of Gen Z and millennial employees say AI tools help them save time and significantly improve their work/life balance. With work-life balance now a leading factor in where people choose to work, it’s more important than ever that businesses take this as a strategic priority to attract, retain, and engage top talent, not just a job perk.

 

Organisations can ensure fair access to AI tools by encouraging peer mentoring. This kind of collaboration helps harness natural differences in skill levels, ensuring everyone benefits from new tools rather than letting the digital gap widen.

 

Businesses must review how new tools are rolled out and ensure that all employees, not just those in tech-forward roles, are given the chance to experiment, learn, and benefit from them.

 

4. Remove fears around upskilling

Many employees hesitate to request more training due to fear of judgment or misunderstanding, creating a hidden barrier to learning. Culture is critical to an individual’s technological self-efficacy, with research indicating that limited AI knowledge and poor performance can undermine self-confidence.

 

To overcome this, leaders need to encourage a culture where curiosity and upskilling are actively encouraged. They should also diversify their training offering, giving individuals a choice. Whether it’s 1:1 coaching, virtual sessions, or in-person workshops, each employee should be able to find the learning method that works for them.

 

Leading organisations set an example by recruiting top AI talent, partnering with external experts to enhance internal capabilities, and implementing user-friendly AI platforms that make it easier for employees to engage with and adopt the technology.

 

5. Promote ongoing development, not one-off training

Continuous AI learning can aid with employee retention, helping staff feel invested in and part of the transformation journey. With an empathetic approach to change management and skill development, leaders can help their teams overcome the fear of automation and instead embrace AI as a tool that improves their work.

 

Ultimately, by building inclusive training programmes, encouraging open dialogue and experimentation, and removing hidden barriers to access, companies can start to unlock the full potential of AI for everyone. The organisations that act now to democratise AI training will not only create fairer workplaces, but will build the diverse, AI-literate workforce that will define competitive advantage in the years ahead. 

  

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Jon Mort is CTO at The Adaptavist Group

 

Main image courtesy of iStockPhoto.com and LeoWolfert