A digital but uneven future for women

Artificial intelligence is humanity’s latest major technological advance. To reach this point, fundamental steps have been necessary, such as mathematical calculations that allowed computers to handle large amounts of information, the creation of wireless networks, and the development of algorithms. Without these prior advances, it would not have been possible for AI to become what it is today.

Many people who currently enjoy their virtual assistant at home may not know that, in the 19th century Ada Lovelace, imagined the first programable algorithm; Hedy Lamarr developed the communication system that supports Wi-Fi today; and the ENIAC girls, such as Jean Jennings Bartik and Kathleen McNulty, were the mathematical women who laid the foundations for modern computing.

However, their legacy has not been sufficient to guarantee equitable access to technology. As in many other fields, the contribution of women has been invisible, while the digital world has continued to reproduce dynamics that exclude or hinder women’s participation.

According to the International Telecommunications Union, 58% of men use the Internet, while only 48% of women use it, a gap that widens in less developed regions. Factors such as gender stereotypes, the educational gap in digital skills, and the lack of visible female models in technology perpetuate this inequality and limit the opportunities of women in the economy.

According to the report Women in Digital Scoreboard 2024 of the European Commission, women represent only 19% of specialists in information and communication technologies (ICT) in the European Union. In addition, only 24% of leadership positions in the technology sector are held by women.

Nor has the generalization of the use of AI resolved these differences. According to a study conducted by the Oliver Wyman Forum, 71% of male workers between the ages of 18 and 24 around the world use generative AI on a weekly basis. At the same time, the percentage of women using it is 59. The analysis highlights that, although women represent a significant part of the workforce, their use of AI tools is lower, especially among younger generations, which could generate gender imbalances in the future of work.

Thus, in a world shaped by advances that would not have been possible without the contribution of great women, technological opportunities remain far from being equitable.

The first thing to note is that these differences are not due to innate capacities, but to sociocultural and structural factors. Neuroscientist Gina Rippon has spent a large part of her career researching the differences between the brains of men and women. In her book Gender and our brains, Rippon argues that alleged brain differences between genders are the result of stereotypes and social constructions rather than innate biological differences. Using advanced neuroimaging techniques, she has shown that there are no exclusively male or female brain structures; on the other hand, the human brain is highly plastic and molded according to the experiences and environment of each individual.

It’s not biology; it’s society. Gender stereotypes have historically shaped women’s perception of technology, making them feel less skilled or welcome in STEM careers. From an early age, education and culture have reinforced the idea that technology is a predominantly male field, which discourages many young women from specializing in this sector. The lack of female leaders in technological and leadership roles deepens this problem, since, without models to follow, many women do not see their professional growth in these areas viable.

On the other hand, domestic and caregiving responsibilities, which continue to fall disproportionately on women, limit their available time for training and updating digital skills. In a sector as dynamic as technology, where constant updating is key, this inequality of workloads further hinders participation and access to development opportunities. The absence of flexible labor policies and support programs also reinforces this barrier, preventing more women from accessing the technology industry or from remaining in it after becoming mothers.

Globally, various organizations and governments are implementing programs to address this disparity. In the words of Reshma Saujani, founder of Girls Who Code, an organization that tries to reduce the gender gap in technology by encouraging the participation of young women and girls in activities related to programming and computational sciences, “it’s not just about teaching girls to code; it’s about teaching them to be brave. Technology is the future, and women must be part of that future.”

In Spain, for example, there is the STEM Talent Girl program, promoted by the Junta de Castilla y León and the ASTI Foundation, which since 2016 has been dedicated to inspiring and educating female students from secondary school to university, offering them mentorship with prominent professionals from various fields, workshops, shadowing sessions, and company visits.

Thinking about arousing technological vocations among younger women, another important program is #ChicasImparables (#UnstoppableGirls) driven by 50&50 Gender Leadership with the support of companies such as MAPFRE. Designed to boost self-confidence in young women aged 15 to 18, the idea is to help them discover their skills and provide them with technological tools and soft skills. Through a participatory methodology, participants receive training from women leaders in different disciplines, develop team projects, and present them to a panel of experts. This approach seeks to prepare future leaders to face the challenges of the business and technology world, promoting equal opportunities and diversity in leadership.

Along these lines, the association Closing Gap, of which MAPFRE forms part, seeks to promote equal opportunities among men and women, in order to contribute to equity and economic growth and development in line with the UN’s Sustainable Development Goals (SDGs).

Some companies have long been striving to promote equality in work environments. MAPFRE, for example, has developed training programs in digital skills aimed at women, both within the organization and in communities where it operates, with the aim of reducing the digital gender gap and promoting technological inclusion.

Policies are also being promoted to encourage more women to hold leadership positions in the company; in fact, 33.1% of women hold management positions. This is important because their presence helps make the technology sector more inclusive, diverse, and fair. In addition, when women make decisions, prejudices in the creation of digital products are reduced, and a more equitable work environment is encouraged. Having more women in key positions also creates more opportunities for training and access to technology, allowing them to participate more in innovation and digital development.

The digital divide between men and women not only persists, but also widens in key areas such as the use of emerging technologies. This disparity threatens the achievement of Sustainable Development Goal 5, which seeks to achieve gender equality and empower all women and girls, and poses urgent challenges to achieve real equality in the technological field.

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