New Research Highlights Growing Gender Gap in AI Careers as AI Reshapes Career Pathways in Singapore and APAC

Understanding the Gender Gap in AI Careers Across Singapore and APAC

As artificial intelligence (AI) continues to redefine industries and job markets in Singapore and the broader Asia-Pacific (APAC) region, a concerning trend has emerged: a growing gender disparity in AI-related careers. Recent research underscores how women are disproportionately concentrated in roles vulnerable to AI automation, while men dominate the high-growth, AI-augmented positions. This imbalance not only threatens career progression for women but also risks stalling innovation in a field where diverse perspectives are crucial. In Singapore, a global leader in AI readiness, the stakes are particularly high as the nation pushes forward with its National AI Strategy 2.0, aiming to integrate AI across sectors like finance, healthcare, and manufacturing.

The disparity begins early in career pathways. Women hold tech-related degrees at rates comparable to men in some APAC countries, yet they apply for far fewer entry-level tech roles. This sets the stage for underrepresentation that compounds over time, affecting leadership pipelines and economic contributions. With AI job postings tripling since 2020, understanding and addressing this gap is essential for equitable growth.

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Key Insights from NINEby9's Landmark Research

The NINEby9 report, AI and the Future of Women in the Workplace, launched in January 2026, provides the most comprehensive analysis to date on how AI is reshaping gender dynamics in APAC workplaces. Drawing from data sources like LinkedIn, World Economic Forum, and Coursera, it reveals nine critical truths about women's positioning in the AI era.

Globally, women occupy less than one-third of AI-related roles, even as demand surges. In Singapore and Australia, women fill about 10 percent more positions in occupations most disrupted by AI—such as administrative and clerical work—compared to men. This overrepresentation exposes them to higher risks of displacement, particularly as entry-level jobs in tech and finance decline sharply since early 2024.

• Nearly 59 percent of women await clear employer AI policies before adopting tools, reflecting a cautious approach that prioritizes fairness and competence.
• Job postings for AI skills have tripled since 2020, but fewer than 15 percent are filled internally, limiting women's mobility.
• Almost half of APAC companies control AI adoption via IT alone, with 42 percent of employees receiving no training.

Christine Fellowes, co-founder of NINEby9, emphasizes, “The C-Suite, including HR and technology leaders, must align to unlock the full potential of people, process, and technology.” This research highlights the urgent need for inclusive AI strategies.

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Singapore's AI Landscape: Statistics Painting a Stark Picture

Singapore ranks first in AI readiness among 109 countries, per Coursera's 2025 report, bolstered by strong research output from institutions like the National University of Singapore (NUS) and Nanyang Technological University (NTU). Yet, gender imbalances persist. While 38 percent of Singaporean women hold tech-related degrees, only 25 percent apply for entry-level roles, dropping to 17 percent at managerial levels.

Coursera data shows women comprise 45 percent of all learners in Singapore but just 32 percent of Generative AI (GenAI) course enrollees. Positively, women's GenAI enrollment grew 253 percent in 2024, outpacing men's 168 percent growth, signaling potential catch-up if sustained.

The Ministry of Manpower (MOM) notes no current evidence of disproportionate AI impact on women, but experts warn of future risks without intervention. In high-cost Singapore, offshoring and automation could exacerbate displacement for women in vulnerable roles.

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Gen Z Women: The Most Vulnerable Cohort

Generation Z women (born 1997-2012) face acute risks as AI targets entry-level positions traditionally serving as career stepping stones. The NINEby9 study flags them as most exposed, with fewer receiving AI training than male peers. Global entry-level postings in tech have plummeted, shrinking pathways into AI-enhanced careers.

In APAC, young women juggle unpaid care responsibilities and self-paced training, often after hours, hindering visibility and promotion. Without targeted reskilling, this cohort risks long-term exclusion from leadership in AI-driven economies.

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Barriers Hindering Women's Progression in AI Roles

Several interconnected barriers perpetuate the gender gap in AI careers:

• Limited Access to Training: Women enroll more in beginner AI courses and lack structured programs.
• Internal Mobility Challenges: External hiring dominates AI roles, sidelining women reliant on proven tracks.
• Cultural and Policy Gaps: Fewer than 1 percent of APAC firms have systemic responsible AI frameworks.
• Recognition Bias: Early experimentation is rewarded over deliberate, ethical adoption.

Women's greater unpaid labor burdens progression, as noted in World Economic Forum (WEF) analyses. For a balanced view, check NINEby9's detailed findings.

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Higher Education's Role: Initiatives at NUS and NTU

Singapore's universities are pivotal in bridging the gap. NUS's NUS for Women initiative empowers STEM women through scholarships and mentorship, changing the gender landscape. NTU's Women@NTU promotes diversity, equity, and inclusion, with studies revealing half of industry women perceive gender as a career hurdle.

A 2022 NTU study found Singaporean women less confident in math despite strong performance, steering them from AI-adjacent fields. Recent efforts include deep tech events fostering mentorship for girls in AI.

Explore opportunities at higher-ed jobs or university jobs to advance in these ecosystems.

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Global Benchmarks and APAC Lessons

The WEF's Gender Parity in the Intelligent Age 2025 reports AI talent gender gaps narrowing in 74 of 75 economies, with women's AI engineering skills share rising from 23.5 percent to 29.4 percent (2018-2025). Yet, women remain under 30 percent of STEM workforce, holding 24.4 percent managerial and 12.2 percent C-suite roles.

APAC leads AI patents (77 percent global via Eastern Asia-Pacific), but disparities persist. South Korea boasts over 25 percent women innovators; Japan mandates STEM quotas at 40 universities. Singapore can adopt similar measures.

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Strategies to Close the Gender Disparity

Stakeholders must act decisively:

• HR-Tech Collaboration: Joint ownership of AI transformation.
• Reskilling Programs: Structured, sponsored training prioritizing women.
• Responsible AI Frameworks: Embed inclusion from design stage.
• Mentorship: Cross-industry pairings, as recommended by Dell's Soo Mei May.

Government can expand SkillsFuture credits for AI, targeting women. Companies like HSBC Singapore stress assessing human capital amid automation.

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Case Studies: Trailblazers in Singapore's AI Ecosystem

At NUS, alumnae lead AI ethics research, contributing to national strategies. NTU's programs have boosted female STEM retention. Firms like Grab and Sea implement women-in-tech cohorts, yielding diverse AI products.

These examples prove targeted interventions yield results. Aspiring professionals can leverage higher ed career advice for similar paths.

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Future Outlook and Actionable Insights

Projections indicate AI could halve gender parity timelines if inclusive, per WEF. Singapore's AI Strategy positions it well, but sustained efforts are key. For job seekers: Upskill via Coursera, seek mentorship, advocate for policies.

Employers: Audit roles for bias, prioritize internal mobility. Visit Singapore academic jobs, rate my professor, and higher-ed jobs to connect with opportunities. By fostering equity, Singapore and APAC can harness AI's full potential.