INTRODUCTION: The pace of changes in the labor market is definitely accelerating under the influence of new technologies, which are the result of the use of automation, the adoption of the application of robots, artificial intelligence and algorithms.
We all have the impression that the world is changing – In late 2022, ChatGPT broke records when the platform reached 1 million users in less than a week. At the beginning of 2023, ChatGPT had more than 100 million monthly users.
The application of artificial intelligence in the workplace can no longer be ignored.
Preparing for change
The awareness of these processes could be observed during the implementation of the project that is already in its final phase: Initiation of activities for the implementation of the Framework Agreement for the Digitization of the European Social Partners (EFAD). During the two-year project, the emergence of digitization and automation in the labor market has accelerated significantly and there is no going back. That is why the social partners, especially the trade unions, must adapt to this change as soon as possible. The application of artificial intelligence in business is becoming more and more common, systematically replacing simple office work, which forces both companies and employees to change and/or improve their digital skills.
It is already clear that digitalization can contribute to the reduction of repetitive tasks previously performed by employees, as well as to greater work efficiency. However, this process is also accompanied by great concern about job preservation or discrimination resulting from algorithmic management.
The application of the right to opt-out is important in the context of a reduced work-life balance or in relation to the use of artificial intelligence for greater supervision and work intensification.
Given the still underexplored potential of the impact of new digital technologies on the working environment, trade unions must be prepared to correctly recognize the risks arising from the application of new technologies in the workplace, in order to effectively protect the interests and rights of employees . Tracking software, surveillance software (eg through keystroke tracking) and performance management software are increasingly being used in the work environment. Many companies install cameras to monitor the work of employees. Recruitment software has a wide range of applications for selecting candidates for employment or promotion.
The key role of social partners
Union leaders must be prepared to discuss with employers transparency in the application of algorithmic management and clear rules for the deployment and use of algorithms.
Given how dynamic technological and social progress is, the final project report contains several guidelines and suggestions for trade unionists’ actions in their work environment that is increasingly saturated with new technologies.
Social partners must be aware of how dynamically the market for artificial intelligence technologies is developing – the market for artificial intelligence will increase by 26% in 2025.
Business analysts estimate that by 2026, the value of the US artificial intelligence market will reach nearly $300 billion.
The world’s second largest economy, China, will have an AI industry worth around US$40.6 billion by 2026. By 2030, China will have a 26.1% share of the global AI market.
There is no standing still
The need for training and retraining of employees due to the introduction of new technologies is included in the National Action Plans that the social partners prepared during the project. These plans not only set the directions for future action.
All documents listed above, which can be downloaded together with other information regarding the EFAD project, are available at the following link: https://www.solidarnosc.org.pl/projekty-i-dokumenty/cyfryzacja-rynku-pracy- project-efad/
However, in the era of digitization and globalization, emotional intelligence and empathy will continue to be key skills. The ability to understand and manage one’s own emotions as well as the emotions of others will be increasingly valued. They facilitate collaboration and teamwork, both in the workplace and in virtual environments. At the same time, this is important in the direction of the reliable inclusion of retraining and the acquisition of digital skills in collective agreements, which is why collective bargaining on competencies and skills is necessary. Strategic plans in companies and public policies will inevitably focus on retraining and upskilling through permanent professional training. Their goal is to protect jobs so the threat of technological unemployment doesn’t become a dark reality.