AI is quickly becoming part of how organizations hire and promote talent, but when it comes to women in leadership, it can be a double-edged sword.

Many AI tools used in recruitment are trained on historical data, which means they often repeat the same gender biases that have kept women out of senior roles. From biased job descriptions to screening algorithms that penalize career breaks or non-traditional paths, AI can quietly reinforce inequality if it’s not designed with care.

This talk looks at how we can flip that script. It explores how AI-powered, gamified tools can help identify skills, potential, and leadership capability in ways that are fairer and more engaging than traditional CV-based hiring. By focusing on what candidates can do, not where they’ve worked or how their career looks on paper, these tools can uncover female talent that is often overlooked.

The talk also shows how AI can support building intentional talent funnels, helping organizations attract, assess, and develop women all the way to the top of leadership.

Used thoughtfully, AI isn’t just a risk to manage, it can be a practical tool for creating more inclusive leadership pipelines.