Over the past decade, the gender pay gap has remained steady with women earning 84 cents for every dollar earned by men on average. Many studies explain this gap through demand-side bias in the labor market represented through employers' job postings. However, few studies analyze potential bias from the worker supply-side. Here, we analyze the language in millions of US workers' resumes to investigate how differences in workers' self-representation by gender compare to differences in earnings. Across US occupations, language differences between male and female resumes correspond to 11% of the variation in gender pay gap. This suggests that females' resumes that are semantically similar to males' resumes may have greater wage parity. However, surprisingly, occupations with greater language differences between male and female resumes have lower gender pay gaps. A doubling of the language difference between female and male resumes results in an annual wage increase of $2,797 for the average female worker. This result holds with controls for gender-biases of resume text and we find that per-word bias poorly describes the variance in wage gap. The results demonstrate that textual data and self-representation are valuable factors for improving worker representations and understanding employment inequities.

Among those technologists who work with artificial intelligence (A.I.) and data, a higher percentage of women have advanced degrees than men. However, that doesn't translate into comparable salaries, according to a new study by O'Reilly: Instead, women who work with A.I. and data make significantly less than their male counterparts. The O'Reilly breakdown suggests that men working in A.I. and data make an average of $150,000 per year, while women make $126,000. That's significantly less, and the gap persists regardless of education levels (according to the study, 16 percent of women involved in A.I. and data had a doctorate, versus 13 percent of men; 47 percent of women had a master's degree, compared to 46 percent of men). "Women's salaries also lagged men's salaries when we compared women and men with similar job titles," the report stated.

When industries replace workers with robots, wages rise for all on average due to productivity gains, but the difference in pay for men and women widens. They found that the number of robots per 10,000 workers increased, on average, by 47 per cent between 2006 and 2014.

Research (published by LSE, London School of Economics) suggests there is stronger evidence for the impact of childcare and in-work benefits on closing the gender pay gap, than there is for parental leave and pay policies. OECD evidence also suggests affordable quality childcare is the main driver in achieving better female labour market participation outcomes. What are leading employers doing to make it easier for talented and experienced working parents to'have it all'? How do you keep career on track and yet be the parent you want to be? And is helping with childcare the glaringly obvious solution that employers might be overlooking?

The gender pay gap has always been a topic of debate but never has it ever been able to bring the much-required change in the system. Time and again, feminists have raised their voices against such inequalities. Infact, they have been very right in stating that the women are sharing responsibilities equally then why not authority? Besides, many compensation guidelines and policies have also been articulated by the government but little did all of that benefit. Otherwise, the rate at which the global economy is embracing the removal of the gender pay gap can take the next 202 years to hit the equilibrium. In this blog, I will take you through the ways in which AI can be the most practical method to remove the gender pay gap.

In our global economy, the path to pay equality between women and men is crawling, but AI-powered technology may be the answer to closing the gender wage gap. Despite the female charge for equality throughout the last few years, the last decade showed the slowest rate of progress in reducing the gender pay gap since 1979. In fact, according to the World Economic Forum, at this rate, the pay gap will take another 202 years to equalize. While this data is valid in many ways, there is a major factor not included in these estimates: the advancement and implementation of technology that has the power to close the gap by removing human bias from the process. Technology isn't the most obvious tactic to help close the gender pay gap, but it is the practical answer that both CHROs and employees are looking for.

Artificial Intelligence or AI is defined by the Oxford English Dictionary as "the theory and development of computer systems able to perform tasks normally requiring human intelligence, such as visual perceptions, speech recognition, decision-making, and translation between languages". The term is defined in popular culture, and in the eyes of employees the world over, as an ever-approaching threat. The World Economic Forum has discussed AI as a major element of the fourth industrial revolution (4IR) and something which will rapidly change our world and workplaces. Regardless of the definition, AI is coming into our workplaces and coming quickly. As with any change to workplaces, employment law will follow.