As artificial intelligence (AI) rapidly reshapes the global economy, ensuring that women are not only participants but leaders in this transformation is both an economic necessity and a strategic imperative.

Accelerate Action, the International Women’s Day 2025 theme, reflects calls for urgent and decisive steps toward gender equality across all sectors. Nowhere is this more critical than in the fast-evolving domain of generative AI (GenAI), which is reshaping industries through automation, enhanced decision-making, and new creative possibilities.

In 2024, the UAE saw an increase of over 900 per cent in GenAI enrollments, reflecting a significant surge in demand for AI skills.

This growth aligns with that of the UAE’s GenAI market, which is projected to expand between 2025 and 2030 at an annual rate of 41.5 per cent, reaching a market volume of over $2bn by 2030. The UAE’s rapid AI expansion is also reflected in its ranking among the 10 countries with the highest number of AI companies per capita, highlighting the nation’s growing leadership in the sector.

As the UAE strengthens its position as an AI leader, ensuring equitable access to AI education and career opportunities is critical — especially for women, who must not only adapt to change but drive it.

GenAI and women

While the transformative potential of GenAI is undeniable, its rapid adoption also raises concerns about workforce displacement, particularly among women.

A study by IBM found that 46 per cent of women worry about being replaced by AI, compared to 37 per cent of men. Without targeted efforts to bridge this divide, women risk being disproportionately affected by AI-driven automation rather than positioned to lead and benefit from its advancements.

This disparity is compounded by gaps in GenAI upskilling. Despite the UAE’s strong commitment to STEM education — where women account for 56 per cent of STEM graduates at government universities — female participation in GenAI remains significantly lower. Women currently represent 32 per cent of global GenAI enrollments on Coursera, and in the UAE, that number is even lower at 23.8 per cent.

While the country has taken positive steps toward equitable representation in STEM, the GenAI gender gap remains a pronounced challenge.

This underrepresentation is not due to a lack of interest or ability but systemic barriers that hinder women’s participation. Gender stereotypes, limited mentorship opportunities, and a lack of awareness about GenAI’s relevance to their lives all contribute to this disparity.

Only 36 per cent of women believe GenAI can advance their careers, compared to 45 per cent of men, according to Cognizant. Without targeted interventions, these gaps will persist, limiting not only women’s opportunities but also AI’s potential to serve society equitably.

The UAE’s National Strategy for AI 2031 emphasises the importance of women taking an active role in shaping AI’s future, with a strong focus on diversity and inclusion. However, with AI expected to contribute $96bn to the UAE’s GDP by 2030, increasing female participation in GenAI is not just about equity — it’s a key driver for stronger economic growth. By stepping into leadership roles, women can help shape AI’s future in ways that drive both innovation and inclusivity.

Overcoming barriers, closing the gender gap

One of the primary barriers to women’s participation in GenAI is the persistence of stereotypes that shape perceptions of who belongs in technology fields.

Cultural messaging from an early age often discourages girls from pursuing STEM subjects, leading to lower representation in higher education and careers. Encouraging early engagement through AI-focused curricula in schools can help dismantle these biases and foster greater female inclusion in technology.

With online learning, we already see that despite lower enrollment rates, women are developing skills at a faster pace than their male counterparts. This offers hope that expanded access to online learning can help bridge skills gaps and accelerate women’s advancement in the workplace.

Confidence gaps also pose a significant challenge. Women often hesitate to engage with GenAI due to gaps in their self-efficacy, and belief in their ability to be successful, even when they possess the necessary skills. Structured entry points, mentorship programmes, and visible female AI leaders can help bridge this confidence gap. When women see role models who have succeeded in AI or are the instructors of these new topics, they are more likely to persist and thrive in the field.

Another critical issue is the lack of flexible learning models and clear career pathways for women in GenAI. Many women face time constraints as they balance caregiving responsibilities with work, making it difficult to pursue lengthy upskilling opportunities. Online learning has proven to be a powerful tool in bridging this gap, offering women accessible, affordable, and fast-tracked opportunities to acquire in-demand skills.

Expanding access to such learning models is essential to increasing women’s participation in AI and other high-growth, technology-driven fields.

Moreover, demonstrating GenAI’s real-world applications can encourage more women to engage with these new skills.

Women are more likely to upskill in AI when they see its impact on key industries like healthcare, education, and creative industries — where they are already highly involved—or even everyday tasks like meal planning and parenting. Integrating practical applications into learning materials can boost female participation and retention in GenAI courses.

Finally, ensuring that women actively shape AI development is essential to prevent biases in the creation and deployment of AI systems. Increasing female representation in AI design, data science, and decision-making roles is crucial for developing more equitable and inclusive AI-driven solutions.

Gender equality in AI should not be a secondary goal — it should be foregrounded as a central part of the UAE’s AI and economic growth strategies. The UAE’s rapid surge in GenAI enrollments demonstrates a strong appetite for AI skills, but true progress requires that women be equal stakeholders in this digital revolution.

Driving real change requires concrete commitments from educators, employers, and policymakers — integrating AI into school curricula, fostering mentorship, and designing flexible upskilling pathways that empower women at every stage of their careers. By challenging stereotypes, promoting female role models, building confidence through targeted support, and demonstrating the relevance of GenAI to women’s careers, we can create a more inclusive and equitable AI landscape.

Empowering women in GenAI is not just about closing a gap — it’s about unlocking the full potential of AI to drive innovation, inclusivity, and economic growth for all.

The writer is the learning research lead at Coursera.

UAE’s domestic card scheme Jaywan and Visa have announced their agreement to jointly introduce “Jaywan-Visa” debit and prepaid cards in the UAE today.

Jaywan is operated by Al Etihad Payments, a wholly owned subsidiary of the Central Bank of the UAE (CBUAE), which also operates the UAE’s national card switch (UAESWITCH).

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Both Al Etihad Payments and Visa will be working with financial institutions, fintech companies, and merchant partners to issue the co-badged cards to their customers. These cards will offer a variety of benefits and value-added services to meet market needs, a WAM report said.

“Jaywan is a key step toward strengthening the UAE’s financial infrastructure, offering a locally rooted payment solution that supports economic growth and digital transformation. Under this partnership between Al Etihad Payments and Visa, we are creating a seamless, secure, and efficient card payment ecosystem that aligns with the UAE’s vision for innovation and financial empowerment,” Saif Humaid Al Dhaheri, the CBUAE’s Assistant Governor for Banking Operations and Support Services and Chairman of Al Etihad Payments, said reflecting on the partnership.

Partnership benefits: Whats in it for the customers

The partnership will benefit customers in a variety of ways. With both the Jaywan and Visa logos on the cards, customers will be able to make secure payments not only in the UAE but also with over 150 million merchant partners of Visa. They can do so across 200 countries and territories while travelling abroad or shopping online.

Under this agreement, the domestic transactions of customers will be processed through the national card switch, UAESWITCH, while cross-border transactions outside the GCC area will be processed through Visa’s global network, VisaNet.

“With around 30% of payments still made with cash, we look forward to implementing this agreement and continuing our collaboration with industry partners to extend the benefits of digital payments to more consumers and businesses, as well as the wider UAE economy,” Dr. Saeeda Jaffar, Visa’s Senior Vice President and Group Country Manager for the GCC, said. Dr. Jaffar also reiterated that the UAE has always been at the forefront of digital transformation, and significant opportunities remain to further this progress through industry-wide collaboration.

The partnership between Visa and Jaywan reaffirms Visa’s commitment to providing security, reliability, and innovation for Visa-Jaywan cardholders and merchants in the UAE and globally.

Saudi Arabia’s Derayah Financial Company began trading on the Main Market of the Saudi Exchange on Monday, following the successful completion of its initial public offering (IPO), which raised approximately SAR1.5bn ($400m).

The IPO saw the sale of 49.95 million ordinary shares, representing 20 per cent of the company’s issued share capital, through a partial sale by existing shareholders.

The offering was priced at 30 riyals per share, the top end of the indicative price range, giving the company an initial market capitalisation of around SAR7.5bn.

Derayah, an independent digital investment platform, is trading under the ticker symbol 4084.

Derayah IPO saw strong demand from investors

The offering was met with strong demand from institutional and retail investors.

Institutional investors, who were allocated 90 per cent of the offered shares, generated an order book worth SAR243bn, equating to a subscription coverage of 162 times the shares available in this tranche.

The retail investor tranche, comprising 10 per cent of the offering, saw participation from 586,422 individual investors, generating demand worth SAR2.3bn and achieving a subscription coverage of 15 times.

Taha AlKuwaiz, co-founder and chairman of Derayah, described the listing as a “historic moment” for the company.

“Since our establishment in 2009, Derayah has been committed to empowering individuals to build their wealth by simplifying the investment process. The overwhelming interest in our IPO is a testament to the confidence investors have in our business model and growth strategy,” AlKuwaiz said in a statement.

Saudi Arabia’s capital markets expansion

Derayah’s listing aligns with Saudi Arabia’s broader efforts to deepen its capital markets as part of the Financial Sector Development Program under Vision 2030.

The kingdom has seen a surge in IPO activity as companies look to capitalise on strong investor appetite and a buoyant stock market.

The company plans to leverage the proceeds from the offering to enhance its brokerage leadership, expand its asset management services, and further develop its digital wealth management offerings.

HSBC Saudi Arabia acted as the sole financial advisor, bookrunner, global coordinator, lead manager, and underwriter for the IPO.

Chantelle Tavid, head of Marketing – MENA, Turkey, and CIS at NVIDIA

To women already in tech or those considering a career in the industry, know that your perspective, skills, and contributions are invaluable. The tech world thrives on innovation, and diverse voices are essential in shaping its future.

For those just starting, don’t be intimidated by the complexity of the field. Tech is vast, and there’s a place for everyone — whether in engineering, marketing, product management, or beyond. Seek mentors, build a strong network, and never hesitate to ask questions.

For women already in the industry, advocate for yourself and others. Your expertise and leadership matter.

Continue to challenge the status quo, support inclusivity, and push for opportunities that empower more women to thrive in tech.

Most importantly, be persistent and consistent. Success in tech or any field doesn’t happen overnight. Keep learning, keep showing up, and keep pushing forward, even when faced with setbacks. Confidence is key, and imposter syndrome affects many, but remember you belong here. Your ideas, innovation, and presence are shaping the future of technology — own that space with pride.

Heather Mahalik Barnhart, SANS fellow and DFIR curriculum lead

You must stand up for yourself – whether it’s negotiating your salary, how you’re treated, or the responsibilities you’re given.

Ensure that every opportunity you receive is based on your skills, not your gender. Never let anyone diminish your worth or make you feel like you don’t belong. You deserve a seat at the table just as much as anyone else.

In a male-dominated industry, it’s necessary that we uplift one another rather than compete. There is enough space for all of us to thrive. Success in tech isn’t about being the only woman in the room, it’s about creating an environment where more women feel empowered to enter and succeed.

Sometimes, we can be our own worst critics, doubting ourselves before anyone else does. Believe in your abilities, own your achievements, and never let anyone knock your crown off your head.

Meriam ElOuazzani, senior regional director, META, SentinelOne

To women entering the tech industry: take action and own your journey. The world of technology is dynamic, challenging, and full of opportunities, but success requires resilience and continuous learning. Invest in yourself – stay curious, earn certifications, and keep up with industry trends.

The path may not always be easy, but challenges are just stepping stones to growth. Persevere, advocate for yourself, and never hesitate to take on leadership roles. Most importantly, create a balance that works for you – whether it’s through mentorship, personal growth, or time with family.

Technology is not just a career; it’s a platform to innovate, lead, and make an impact. Keep pushing boundaries, embrace lifelong learning, and inspire the next generation of women in tech.

Read: 38 women leaders share advice to power your success

Aparna T A, senior enterprise analyst, ManageEngine

Today’s tech landscape is a whirlwind of innovation, with AI driving change at breakneck speed. Breaking into tech can feel like changing a tyre mid-race—intimidating, but necessary. The truth is, there’s no “perfect” time. If we wait, we risk being left behind. That’s why it’s essential to bet on yourself and become your own biggest advocate.

I’ve seen brilliant women hesitate to pursue opportunities, held back by self-doubt — a struggle I know well. I’ve discovered in my career that confidence isn’t innate; it’s built on actions. Every time you leap, no matter the size of the challenge, you fuel your confidence powerhouse.

Organisations also play a critical role in empowering individuals to reach their full potential. In ManageEngine, mentorship isn’t just a corporate initiative—it’s embedded in the culture. A culture where leaders lead by example and actively engage in candid conversations that elevate careers.

Too often, women downplay their achievements, which directly shapes how they are perceived for the big opportunities that come their way. Workplaces that truly empower women encourage them to own their accomplishments with confidence. Because if we don’t advocate for ourselves, we can’t expect others to do it for us.

So, get out of your own way, embrace the fear, take the leap, and enjoy the exhilarating ride the tech industry has to offer.

Morgan Demboski, Threat intelligence analyst, Sophos

My advice to young women entering the technology field is to never be discouraged if you find yourself as the only woman in the room. Your value lies in your expertise, skills, and perspective — not your gender.

It’s also important to build a network of mentors and allies — both women and men — who support your growth. Seek environments where you are valued for your work and where diversity of thought is encouraged.

As you gain experience, look for opportunities to mentor others and contribute to a culture of inclusion and excellence. You should see your role as a woman in this field as an asset, not a label.

Ultimately, enter this field with confidence, trust in your abilities, and let your work speak for itself. The tech industry needs diverse voices, and by stepping into this space with purpose, you can make a lasting impact.

Tala Shahin, HR Business Partner at NTT DATA in Saudi Arabia

Breaking barriers and thriving in the tech industry as a woman can be both challenging and rewarding. You should engage with other women in technology through professional organisations, online communities, and industry meetups.

Networking can provide essential support as well as mentorship and career opportunities. Remain informed about the latest technological advancements and industry trends.

Enroll in pertinent courses, attend professional workshops, and participate in hackathons to continuously enhance your skill set. Have confidence in your abilities and do not hesitate to articulate your ideas and opinions.

Confidence is instrumental in navigating challenging situations and establishing your presence.

J. Safra Sarasin Group, a leading global private bank and wealth manager, has agreed to acquire approximately 70 per cent of Saxo Bank, from Geely Financials Denmark A/S and Mandatum Group, the companies announced on Monday.

The deal aims to enhance the long-term growth potential of both firms.

J. Safra Sarasin, which manages $247bn in client assets, will become the majority shareholder in Saxo Bank, which holds $118bn in client assets.

Saxo Bank will continue to operate as a standalone entity, with its founder and CEO, Kim Fournais, retaining his leadership role and a 28 per cent stake.

“This strategic acquisition represents a significant milestone for J. Safra Sarasin,” said Jacob J. Safra, chairman of J. Safra Sarasin Group. “It creates new expansion opportunities and further increases our competitive edge while reflecting our unwavering multi-generational commitment to entrepreneurship, sustainability, and client success.”

The acquisition aligns with J. Safra Sarasin’s strategy of expanding into diversified financial businesses.

Plans to integrate Saxo Bank’s digital trading arms and asset management services

The Swiss banking group plans to integrate Saxo Bank’s digital trading and investment platform with its wealth and asset management services.

The bank, founded in 1992 and headquartered in Copenhagen, specialises in online trading and investments for retail and institutional clients, offering banking-as-a-service (BaaS) solutions.

Joining J. Safra Sarasin is expected to strengthen its foundation for growth, particularly in fintech-driven investment solutions.

“For Saxo, our employees, shareholders, clients, and partners, this marks an inflexion point,” said Fournais. “Saxo proudly welcomes J. Safra Sarasin as our new majority shareholder. Their long-term perspective and heritage of over 180 years make them the ideal partner for our continued journey.”

Daniel Belfer, CEO of J. Safra Sarasin Group, said the acquisition reflects the group’s commitment to strategic, long-term investments. “As we look forward to welcoming Saxo Bank’s clients, partners, and employees, we reinforce our dedication to fostering innovation and excellence while maintaining a clear focus on distinct business segments.”

The transaction remains subject to regulatory approvals, including from the Swiss Financial Market Supervisory Authority (FINMA) and the Dubai Financial Services Authority (DFSA).