Recent research has drawn attention to the potential for artificial intelligence (AI) to exacerbate existing gender biases within the legal profession.
The increasing integration of artificial intelligence into the legal sector presents a double-edged sword, with significant concerns about potential gender bias. Research indicates that AI systems, if not carefully designed and monitored, could perpetuate or even amplify gender disparities. This is particularly alarming given AI’s expanding role in recruitment, promotions, and case evaluations. For instance, there have been instances where AI tools default to male pronouns and depict stereotypical images, such as men in executive roles or as lawyers, while women are shown in less professional capacities.
The gender gap is also evident in AI adoption rates. Studies have revealed that women are less likely to use generative AI tools such as ChatGPT compared to their male counterparts. This disparity is attributed in part to a shortage of women in AI research and development. Consequently, AI tools may be developed without adequately considering women’s needs and perspectives, creating obstacles to adoption within the legal field.
Meanwhile, the underrepresentation of women in roles that shape AI legislation and policy raises concerns about the sufficiency of ethical frameworks governing AI, particularly in addressing gender-specific issues. Although some women in the profession have not observed a slower rate of AI adoption among their peers, others emphasise the influence of organisational culture, leadership biases, and structural inequalities on access to AI training and advancement opportunities.
Only a minority of those surveyed believed AI adoption was fully inclusive, with a significant number recognising a lack of inclusivity. This insight points to the crucial need to target AI communication strategies specifically towards women, as well as the importance of recruiting influential women to actively engage with these technologies. The report advocates for law firms to focus on inclusive recruitment processes for AI roles and to promote women into AI leadership positions. Providing staff with allocated time to experiment with and practise using new technologies is also recommended.
To bridge the gender gap, the report suggests integrating AI skills into career development pathways and establishing ethics committees with strong female representation. This would help identify and address biases, ensuring AI’s ethical use. Shilpa Bhandarkar, a partner at a leading law firm, remarked on the importance of collective efforts towards reversing current trends in gender inequality exacerbated by AI. By challenging ingrained biases and selecting vendors that share progressive values, it is possible to foster an inclusive technological environment.
Dana Denis-Smith, founder of notable legal initiatives, stressed the growing impact of AI on women in the profession. She highlights the importance of equipping female lawyers and business professionals with the necessary training, time, and support to engage fully with AI. Integrating these elements into broader strategies for adopting innovative technologies is essential for creating a balanced and fair workplace.
The advancement of AI within the legal profession presents both challenges and opportunities regarding gender equality. While concerns about bias are well-founded, the potential for AI to contribute positively to gender equality exists if approached with inclusive policies and thoughtful oversight. Crucial steps such as comprehensive training, inclusive recruitment, and ethical governance must be prioritised to ensure AI’s role is constructive in narrowing the gender divide in law.
