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A recent report has shown that white-collar workers across Australia are calling for urgent changes when it comes to their organisations integrating AI.
It goes without saying that AI has morphed into a workplace must-have, as a majority of Australian organisations are continuously working on implementing it. According to a recent Randstad report, although 63 per cent of organisations use generative AI, only 36 per cent of white-collar talent have received adequate training.
The same report showed that 53 per cent of workers are already using AI in their roles, and 63 per cent expect it to become central to their work within five years – with workers believing it will both simplify (55 per cent) and enrich (54 per cent) their work.
However, a gap in training opportunities is forcing many to seek independent learning opportunities, with 42 per cent of workers turning to external resources to future-proof their careers.
David Owens, founder and managing director of HR Partners by Randstad, emphasised the critical role of employers in bridging this gap: “There’s an alarming number of Australian workers who believe their careers are at risk if they don’t upskill in AI. As the saying goes, ‘AI might not take your job, but someone who knows how to use it might,’ and this sentiment is clearly reflected in employee fears.”
Another issue that was highlighted in the report was that just 38 per cent of women stated that they have equal access to AI training, compared to 47 per cent of men. This also included 27 per cent of women saying their employers have offered them opportunities to use AI in their roles, compared to 39 per cent of men.
“Women rightly want and need to upskill in the area of AI to keep their skills up to date and relevant, but companies need to step up to ensure equal access to AI training.”
“Addressing this gap not only advances gender equity but also strengthens the overall capability and productivity of the workforce, keeping companies competitive in a rapidly evolving market. Without swift action, both the AI skills gap and the gender divide will continue to grow,” said Owens.
Owens went onto explain how crucial training programs are to closing the AI gender skills gap.
“Closing the gender AI skills gap and strengthening the workforce demands a thoughtful and inclusive approach from businesses. This begins with investing in training programs tailored to meet diverse needs and actively encouraging participation from underrepresented groups, particularly women.”
“Addressing systemic barriers, such as unequal access to resources, hiring biases, and workplace cultures that may hinder women from pursuing AI upskilling, is equally critical.”
“Consider providing training and upskilling opportunities during work hours, so that those with family commitments are given equal access to participate. When in-house training capabilities are limited, partnering with external organisations, such as educational institutions, can significantly enhance these efforts.”
Owens added that although a lot of the onus is on employers to offer training for their employees, white-collar workers must actively seek out this training.
”While AI skills may not always be explicitly listed in job postings, AI literacy is quickly becoming a valuable asset for many Australian employers aiming to enhance productivity and efficiency.
“Our data reveals that white-collar workers are increasingly aware of how this shift could impact their future job security and career prospects. Their concerns are valid, but the good news is it’s not too late.
“Employees should explore opportunities to upskill, while employers must step up by offering training programs that empower their workforce with the tools and knowledge needed to thrive in the age of AI,” said Owens.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
