Women hold just 13% of AI leadership roles

New LinkedIn research reveals a stark gender gap in AI's most influential and well-paid roles. While AI job postings in the US have doubled since 2023, with typical salaries of $177,000 versus $80,000 for non-AI roles, women account for only 26% of AI hires. The disparity widens at senior levels: women hold just 13% of C-suite AI leadership roles across 27 countries, and only 20% of Head of AI positions. LinkedIn describes this as a 'triple penalty' where women lose out on AI roles, at AI-focused companies, and especially in leadership. This pattern suggests women are often concentrated in lower-paid positions like data annotation, while men dominate high-value technical and leadership roles. Key signal: Women hold only 13% of C-suite AI leadership roles across 27 countries, and just 26% of AI hires in the US in 2025. For hiring leaders, this matters because for CHROs and TA leaders, this research signals a critical talent pipeline issue. As AI reshapes hiring, companies risk building homogeneous leadership teams that may overlook diverse perspectives in AI development and deployment. The data underscores the need for intentional strategies to attract and advance women into AI roles, not just entry-level but into leadership and technical tracks. With AI salaries doubling, excluding women from these roles perpetuates economic inequality and limits the talent pool. Organizations that fail to address this gap may struggle to innovate and reflect their customer base, while also facing reputational risks. This is a call to action for proactive diversity initiatives in AI hiring and retention. Teksands view: This isn't just a diversity talking point—it's a talent strategy blind spot. If women are only 26% of AI hires and 13% of AI leadership, you're fishing in half the pond. The 'triple penalty' LinkedIn identified is a warning: your AI team may be missing the skills and perspectives that drive real innovation. Smart CHROs will look at their own AI hiring funnel and ask where women drop out. Fixing this isn't just about fairness; it's about securing the best talent in a market where AI skills command a 2x premium. Start by auditing your job descriptions, interview panels, and promotion paths for bias. The companies that crack this will have a serious edge in the war for AI talent.