Artificial intelligence is spreading fast without any rules governing this powerful new technology. Workers need strong laws that protect their jobs and human rights. CUPE has shared that call with members of a Senate committee studying the impacts of AI.
When employers and governments bring in new technology, they often don’t consult or consider us as workers. Without guardrails, AI will give employers sweeping new powers.
In her presentation to the Senate Standing Committee on Human Rights, CUPE’s Acting Director of Research Sarah Ryan outlined four main risks of AI for workers.
Watch her full presentation:
Jobs and training
Jobs dominated by women are twice as likely to be affected by AI, because women are concentrated in clerical, administrative and business support roles that can be automated.
Full-time workers in permanent jobs are more likely to get training than part-time and precarious workers. Training will be essential for workers who lose their job or need new skills because of AI.
Electronic monitoring
New “bossware” tools use unprecedented electronic surveillance. Employers can monitor keystrokes, listen to conversations, and track employee movements, emotions or attention.
Ryan warned senators that workers who are low income, younger, have disabilities, or are Black or racialized are more likely to be monitored.
Algorithmic management
AI is reshaping the relationship between employers and workers, said Ryan. Employers are using unaccountable algorithmic management systems to automate hiring and discipline decisions, set workers’ schedules, evaluate their work, and more.
Bias and discrimination
Bias and discrimination may be baked into the data that feeds AI systems and the algorithm that processes data. Some U.S. workers are suing because AI tools discriminated against them based on race, age and disability. Many algorithms are business secrets and are not transparent to workers, unions or even the employer.
Invasive workplace monitoring and algorithmic management can intensify work, increase stress and harm workers’ psychological well-being, Ryan warned.
Protecting workers’ rights
CUPE is calling on the federal government to:
- pass laws that prohibit employers from using algorithmic management systems to make significant decisions about workers.
- require employers to disclose information about AI systems.
- require employers to audit algorithmic management systems for bias and discrimination audits before using them.
- require AI corporations to disclose any incidents or risks related to bias and discrimination.
- strengthen our social safety net, including Employment Insurance.
Ryan emphasized that individual workers can’t take on AI systems alone. While CUPE fights for laws that protect us all, members can also negotiate protections in their collective agreement using our AI bargaining guide.
Find all CUPE’s tools and resources on AI at cupe.ca/ai.