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How to Increase AI Adoption in the Workplace
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https://hbr.org/webinar/2025/06/how-to-increase-ai-adoption-in-the-workplace
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The success that organizations derive from AI is based not only on the capabilities of the AI—which are advancing each day—but on the...
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How to Increase AI Adoption in the Workplace
The success that organizations derive from AI is based not only on the capabilities of the AI—which are advancing each day—but on the willingness of people and organizations to harness and use these capabilities. However, many people view AI negatively and many workers are deeply skeptical of AI. Various surveys reveal fear among workers that AI will cause significant job losses, even in the next 12 months. A majority of Americans believe AI increases the risk of personal data misuse and that AI may one day attack humanity.
In this HBR webinar, Harvard Business School professor Julian De Freitas—drawing on over a decade of research and insights from more than 2,500 consumers—unpacked the key drivers behind these fears, which is slowing adoption of AI. He shared:
• The five fundamental perceptions of AI that influence user attitudes (opacity, emotionlessness, rigidity, autonomy, and group membership).
• Actionable strategies leaders can use to address these concerns and promote AI adoption.
No matter how much money your business invests in AI tools and technology, your organization’s success may be limited by psychological barriers to AI adoption. These psychological barriers will affect every use case, pilot, and deployment.
To achieve the opportunities and the potential that AI presents, leaders must understand these psychological barriers and help employees overcome them.
Julian De Freitas
May 28, 2025
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3 weeks ago
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Harvard Business Review
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| 10 |
workplace AI adoption
|
2025-06-17 14:03:04
| null |
Almost 7 in 10 companies now use AI for work, survey finds
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https://www.hrdive.com/news/almost-7-in-10-companies-now-use-ai-for-work/747880/
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For the first time, we're seeing employees being actively encouraged to use AI,” OwlLabs's CEO stated in a post.
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Almost 7 in 10 companies now use AI for work, survey finds
Published May 20, 2025
By Laurel Kalser Contributor
AI has become integrated into most workplaces, with nearly 67% of companies using it for work-related purposes, according to a recent survey of 1,000 full-time knowledge workers by workplace technology platform OwlLabs in partnership with Pulse.
Nearly half (46%) of the survey’s respondents said they’re either heavily using AI at work or somewhat reliant on it, OwlLab CEO Frank Weishaupt reported in a May 8 post. They also said they’ve used AI mostly for administrative tasks like scheduling and calendar management (35%), crunching data (33%), and writing up content like emails and reports (30%), the survey found.
Additionally, almost a quarter (24%) of knowledge workers said their employers are strongly supportive of using AI and are supplying tools, training and clear guidelines, according to the survey.
OwlLab’s findings signal a major shift from last year, most notably that employers are now actively encouraging employees to use AI, Weishaupt said. Only 4% of knowledge workers said AI use is discouraged, according to the survey.
While AI is helping employees get more done, as Weishaupt observed, it may also come with issues employers should be prepared to address, recent studies indicate.
Having clear corporate policies on AI use and making sure employees understand them is a must for helping to keep these issues at bay, a KPMG study released in April emphasized.
For example, although 67% of employees who responded to a KPMG survey said they’re using AI to enhance productivity, 57% admitted to making mistakes in their work due to AI errors, and 44% “knowingly used it improperly” at work. About half said they use AI without knowing whether it’s allowed, and another 46% admitted to uploading sensitive company data to public platforms.
A March report from AI vendor Writer and research group Workplace Intelligence pointed to a deeper problem. The study found that most executives say generative AI adoption is creating conflict and friction within their organization.
This friction has led to division between IT teams and other lines of business, as well as between executives and employees, which “demand robust change management, improved vendor quality, and enhanced collaboration between IT and other departments,” Writer’s chief strategy officer stated.
Employers may also want to keep an eye on how employees use AI during training, a January report from ed-tech firm Moodle suggested.
More than half of U.S. employees told Moodle they use AI-related tools to complete mandatory workplace training, including to answer difficult questions they unsure of (21%) and help them with certain parts of questions (19%).
Additionally, 12% said they even let AI tools take the entire training for them, the study found.
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1 month ago
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HR Dive
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data:image/jpeg;base64,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
| 11 |
workplace AI adoption
|
2025-06-17 14:03:04
| null |
Tailor AI Adoption Strategies to Meet Workforce Needs
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https://www.shrm.org/enterprise-solutions/insights/tailor-ai-adoption-strategies-to-meet-workforce-needs
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To encourage adoption, businesses should start with simple applications like scheduling tools, chatbots, and automation for repetitive tasks.
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# Tailor AI Adoption Strategies to Meet Workforce Needs
Insights from SHRM Thought Leadership
February 13, 2025 | Ashleigh Popera
Most U.S. workers view the use of artificial intelligence in the workplace as a long-term trend, according to SHRM’s December 2024 _U.S. Worker Panel_ report. While views on AI longevity remain largely unchanged, worker perceptions continue to vary based on factors such as income level, AI familiarity, and current reliance on AI tools at work.
As AI adoption grows, more employees are engaging with the technology — whether they’re ready or not. AI holds the potential to drive effectiveness and streamline workflows, benefiting organizations and workers alike. However, failure to consider workforce sentiment before rollout may lead to disjointed integration and employee disengagement.
To ensure the successful adoption of AI tools, businesses must consider their unique workforce and adjust [adoption strategies](https://www.shrm.org/enterprise-solutions/insights/get-serious-about-ai-strategy) accordingly. Factoring in strategies specific to demographics, industries, and roles to personalize approaches can help better address employees’ needs and concerns.
By measuring employee sentiment and responding with a tailored AI strategy, businesses can support innovation and gain a competitive edge while maintaining a productive and engaged workforce.
## Opinions Remain Stable: Workplace AI Is Here to Stay
As AI adoption in the workplace continues to expand, most workers see it as a lasting shift, rather than a passing trend. According to SHRM’s report, perceptions of AI’s longevity remained stable throughout 2024. On a 100-point scale, average allocations by workers ranged from 68 to 71 points throughout the year to favor AI as a long-term trend, expressing assuredness in its fixture in the workplace. The percentage of indecisive workers—those allocating between 40 and 59 points—increased slightly throughout 2024. This increase came from a drop in workers who believe AI is merely a fad—represented by scores between 20 and 39 points. This data suggests a shift in worker perceptions, reflecting a growing confidence in AI's longevity in the workplace.
## AI Functionality and Experience
Despite stable confidence in AI’s longevity, the functionality of workplace AI appears to influence employee perceptions of the technology. SHRM data showed that workers who prefer to use AI for routine tasks are more likely to see AI as a long-term trend. On the other hand, those who rely on co-workers over AI allocated an average of 11 fewer points toward AI being a lasting trend.
Additionally, some workers with less AI experience remain skeptical. This is especially true for employees ages 18 to 44 who have no experience with the technology — with nearly 40% of this demographic viewing workplace AI as a fad. Conversely, workers ages 18 to 44 who frequently use AI were the least likely (21%) to view workplace AI as merely a fad.
**Why it matters:** For businesses, addressing AI hesitancy and providing employees with continued education and exposure to AI tools will be key as the landscape continues to evolve.
## The Influence of Worker Demographics
SHRM's November 2024 _U.S. Worker Panel_ report revealed a shift in how workers view the role of AI in the workplace. The percentage of workers who believe AI is very important for the future of work decreased by 11%, and the percentage of workers who believe AI is somewhat important increased by 9%.
According to the December 2024 report, higher-earners and college-educated employees are more likely to see AI as somewhat or very important, while lower-income and nondegreed workers are more likely to dismiss its significance.
* Workers with a college degree who **earn more than $75,000 per year** are most likely to believe that AI is somewhat or very important.
* Workers with **no college degree who earn less than $75,000 per year** are the least likely to believe AI is somewhat or very important.
This divide in AI perceptions may be linked to broader concerns about job security as businesses increasingly integrate AI into workplaces. SHRM data revealed that, while less than 1 in 5 U.S. workers (18%) are concerned that AI will replace their job in the next year, over one-third (35%) reported concerns about AI replacing their job in the next five years.
However, higher-income, college-educated employees — who are more likely to view AI as essential — tend to feel more secure in their jobs. According to [Pew Research](https://www.pewresearch.org/social-trends/2024/12/10/job-security/#:~:text=And%20among%20upper%2Dincome%20workers,type%20of%20employer%20workers%20have), 43% of higher-income workers reported feeling a great deal of job security, compared to just 22% of lower-income workers. This disparity suggests that those in lower-paying roles, who may see AI as a potential threat rather than a tool for advancement, are more skeptical about AI’s significance in the workplace. Perceptions of job security also vary by the type of employer that workers have, further influencing attitudes toward AI adoption.
**Why it matters:** AI is reshaping roles within organizations. Leaders must be especially cognizant of AI’s impact on lower-income and nondegreed employees and ensure that upskilling opportunities are accessible.
## Personalize AI Adoption by Measuring Employee Sentiment
A personalized approach to [workplace AI adoption](https://www.shrm.org/topics-tools/flagships/ai-hi/how-organizational-culture-shapes-ai-adoption-success) ensures integration aligns with both employee and industry needs. However, before rolling out AI-driven tools, companies should first assess employee sentiment to determine where support, education, or reassurance may be needed.
Assessing employee sentiment toward AI allows leaders to tailor implementation and training strategies based on a data-driven understanding of their workforce. Companies can measure AI sentiment in several ways:
**Employee Polls and Surveys:** Industry- and role-specific [surveys](https://www.shrm.org/in/topics-tools/tools/forms/employee-questionnaire--assessing-ai-adoption-in-hr-processes) allow leadership to determine workers’ comfort levels with AI. Insights on perceived job impact and training needs allow employers to ensure that employees receive the right level of support and education. To get holistic results, consider segmenting responses by job function and seniority level to uncover viewpoints from various demographics such as age and income.
**Focus Groups and One-on-One Interviews:** Open conversations about AI’s role in employees’ work keep staff members engaged and provide greater insight into expectations and potential barriers to adoption. Additionally, these conversations may also reveal concerns that survey data might not capture, especially among workers who may not yet interact with AI in their day-to-day tasks.
**AI Assessments:** Department-specific AI proficiency tests can identify which employees or departments are already comfortable using AI on the job. Results allow leadership to pinpoint which employees need basic AI education and which departments may be strong candidates for pilot programs.
**Pilot Program Feedback:** Before rolling out full-scale AI implementation, consider testing AI tools with small groups across departments. Gathering initial feedback allows leadership to understand how employees with various roles and tenures interact with AI and identify barriers to wide-scale adoption. [Partnering with HR](https://www.shrm.org/enterprise-solutions/insights/survey-reveals-hr-s-role-in-ai-adoption-) to collect feedback can lead to a better executed, more inclusive AI strategy.
## 3 Approaches to Personalized AI Adoption
The best approach to tailoring your [AI adoption strategy](https://www.shrm.org/in/topics-tools/tools/toolkits/ai-integration-toolkit-enhancing-hr-processes-with-artificial-in) depends on your company’s unique workforce and their needs. Based on sentiment analysis, consider segmenting employees by their experience with AI, industry-specific requirements, workforce skills and demographics, or a combination of these factors.
### Tailor Your Strategy to Employees’ AI Experience
Successfully integrating AI into the workplace requires practical steps tailored to employees’ experience levels.
High-adoption employees — often those in tech or data-driven roles — want AI to enhance their work without undermining their expertise. Provide advanced AI training, continuous learning programs, and access to cutting-edge tech to keep these employees engaged. For AI newcomers, pilot projects with opportunities for feedback help them better understand the daily use cases and practical benefits of AI. These types of programs are well suited for operations and customer service teams. For AI skeptics — such as young, inexperienced employees or those in low-tech roles — hosting interactive training sessions demonstrates how AI can streamline tasks while highlighting its limitations and the need for human oversight. This approach, along with forums where employees can voice concerns and receive answers to ease hesitation, helps provide skeptics with reassurance about their job security.
### Take an Industry-Specific Approach
In high-AI industries such as finance, health care, and technology, AI is likely already integrated into workflows. When [introducing new AI tools](https://www.shrm.org/topics-tools/flagships/ai-hi/navigating-the-ai-landscape--is-culture-the-key-to-success-), the key focus should remain on responsible use through governance and ethics training. Companies should offer specialized training to upskill employees, support career growth, and equip them to effectively manage AI-driven processes.
In industries moderately familiar with AI, employees may be less comfortable with the inner workings of the technology and may harbor uncertain feelings about its long-term impact. To ease concerns, run pilot projects before scaling solutions companywide and provide clear implementation road maps to build employee confidence.
In low-AI industries such as hospitality, traditional trades, and small businesses, adoption often lags due to cost barriers, lack of familiarity, and job security concerns. To encourage adoption, businesses should start with simple applications like scheduling tools, chatbots, and automation for repetitive tasks. Offering training programs and incentives can support gradual integration while reinforcing that AI is designed to reduce workloads — not eliminate jobs.
### Refine Strategies to Fit Workforce Skill Levels
Companies must ensure that AI adoption aligns with workforce education and skill levels to maintain employee engagement and trust. In high-income, highly educated workforces, AI should be positioned as a competitive advantage, with leadership prioritizing ethics training, responsible use policies, and data security training. This approach prevents security risks like [“shadow AI” use](https://www.shrm.org/enterprise-solutions/insights/understanding-ai-in-executive-leadership-with-martin-keen-#:~:text=Shadow%20AI%20and,less%2Dsensitive%20applications.) in which employees turn to unauthorized AI tools due to a lack of clear guidelines or training. This approach not only keeps your workers compliant but also empowers them to augment their...
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4 months ago
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SHRM
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| 12 |
workplace AI adoption
|
2025-06-17 14:03:04
| null |
The dark side of artificial intelligence adoption: linking artificial intelligence adoption to employee depression via psychological safety and ethical leadership | Humanities and Social Sciences Communications
|
https://www.nature.com/articles/s41599-025-05040-2
|
Artificial intelligence (AI) is increasingly being integrated into business practices, fundamentally altering workplace dynamics and...
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The dark side of artificial intelligence adoption: linking artificial intelligence adoption to employee depression via psychological safety and ethical leadership
Byung-Jik Kim, Min-Jik Kim, Julak Lee
Published: 23 May 2025
Artificial intelligence (AI) is increasingly being integrated into business practices, fundamentally altering workplace dynamics and employee experiences. While the adoption of AI brings numerous benefits, it also introduces negative aspects that may adversely affect employee well-being, including psychological distress and depression. Drawing upon a range of theoretical perspectives, this study examines the association between organizational AI adoption and employee depression, investigating how psychological safety mediates this relationship and how ethical leadership serves as a moderating factor.
The swift adoption of AI technologies is transforming organizations and employee experiences, necessitating investigation into its effects on employee perspectives and behaviors. AI integration automates tasks, optimizes decisions, and enhances operational effectiveness, driven by goals to secure competitive advantages and increase efficiency. However, AI introduces both opportunities and challenges, requiring analysis of its psychological, social, and administrative impacts.
In AI-centric environments, AI reshapes jobs and workflows, affecting workers’ psychological health, satisfaction, commitment, and performance, as well as broader organizational outcomes. This raises urgent questions about mental health impacts and disrupts social dynamics, communication, and hierarchical structures, influencing employee autonomy and proficiency. Understanding how AI shapes employee attitudes is vital for leveraging its benefits while minimizing downsides.
The study found that AI adoption has a significant negative impact on psychological safety, which in turn increases levels of depression. Further analysis confirmed that psychological safety mediates the relationship between AI adoption and employee depression. The study also discovered that ethical leadership can mitigate the adverse effects of AI adoption on psychological safety by moderating the relationship between these variables. These findings highlight the critical importance of fostering a psychologically safe work environment and promoting ethical leadership practices to protect employee well-being amid rapid technological advancements.
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3 weeks ago
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Nature
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data:image/png;base64,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
| 13 |
workplace AI adoption
|
2025-06-17 14:03:04
| null |
Exploring how AI adoption in the workplace affects employees: a bibliometric and systematic review
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https://www.frontiersin.org/journals/artificial-intelligence/articles/10.3389/frai.2024.1473872/full
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Our study aims to explore the intersection between artificial intelligence and employee well-being through a bibliometric review and a contextual analysis.
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Exploring how AI adoption in the workplace affects employees: a bibliometric and systematic review
Malika Soulami, Saad Benchekroun, Asiya Galiulina
November 14, 2024
Introduction:
The adoption of artificial intelligence (AI) in the workplace is changing the way organizations function, and profoundly affecting employees. These organizational changes raise crucial questions about the employee’s future and well-being. Our study aims to explore the intersection between artificial intelligence and employee well-being through a bibliometric review and a contextual analysis.
Methodology:
Carried out in May 2024, our study is divided into two phases. The first phase, dedicated to bibliometric review, was conducted using the PRISMA method, and explored the Scopus and Web of Science databases for the period from 2015 to 2024. A total of 92 articles were selected for quantitative analysis using VOSviewer software. The second phase is based on an in-depth systematic analysis of 25 articles selected from those previously identified.
Results:
The bibliometric analysis results reveal a significant increase in publications starting from the year 2020, highlighting advancements in research, primarily in the United States and China. The co-occurrence analysis identifies four main clusters: ethics, work autonomy, employee stress, and mental health, thus illustrating the dynamics created by artificial intelligence in the professional environment.
Conclusion:
Existing literature emphasize the importance for organizations to implement supportive strategies aimed at mitigating the potential adverse effects of AI on employee well-being, while also leveraging its benefits to enhance workplace autonomy and satisfaction and promote AI-enabled innovation through employee creativity and self-efficacy.
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7 months ago
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Frontiers
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| 14 |
workplace AI adoption
|
2025-06-17 14:03:04
| null |
CRE's AI tango: Lead or get stepped on
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https://www.jll.com/en-us/insights/cre-ai-tango-lead-or-get-stepped-on
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Corporate real estate leaders: it's time to face facts. The AI revolution isn't coming – it's already here, rewriting the rules of business faster than you...
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CRE's AI tango: Lead or get stepped on
Don't just survive the AI revolution — thrive with expert guidance
Corporate real estate leaders: it’s time to face facts. The AI revolution isn’t coming – it’s already here, rewriting the rules of business faster than you can say “machine learning.” But here’s the million-dollar question: Is your organization leading the dance, or stumbling to catch up?
“If you think the AI revolution is hypothetical or hyperbole – think again,” notes Ram Srinivasan, Managing Director and Global AI Adoption Leader with JLL Consulting Services. “This is an inflection point. A fundamental shift in how we work, innovate and create value. Companies that don’t adapt will be obsolete.”
JLL's Future of Work 2024 survey revealed 90% of companies plan to harness AI in commercial real estate within the next five years. If you’re not already strategizing your AI moves, you’re already behind the curve.
“The future of work isn’t about replacing humans with machines,” explains Peter Miscovich, Executive Managing Director and Global Future of Work Leader with JLL Consulting Services. “It’s about creating a symbiotic relationship where AI augments human creativity and decision-making. The future of AI + CRE will create new intelligent collaborative workplace ecosystems.”
## Introducing AI into your daily routine
Here’s the kicker: while 87% of executives are desperate for talent that can use AI, only 30% of employees feel they have the skills to keep up.
“Leaders who view AI as just another IT project are missing the forest for the trees,” says Srinivasan. “This is about reimagining your entire approach to talent, space, business model optimization and value creation.”
AI impacts all areas of the CRE ecosystem, but we’ve identified three key areas in which CRE leaders should prioritize AI augmentation.
**1.Employee Workplace Experience**
Attracting and retaining top talent is the number one priority for leading organizations—and the workplace experience plays a big role here. AI empowers organizations to transform lackluster employee experiences into seamless, friction-free “peak workplace experiences.” Shifting the focus from traditional workplace experience delivery to a more AI-enabled personalized work experience will yield greater employee satisfaction and engagement.
**2. Dynamic Workplace Management**
Workplace Management has become much more dynamic and a significant opportunity for improving CRE performance and efficacy. AI-driven analytics can pinpoint inefficiencies in overall workplace operations to help better manage CRE with the optimization of leases, energy usage, footprint and daily operations.
**3. Corporate Real Estate Transformation**
Real estate leaders are under constant pressure to deliver continuous performance improvement to meet ever-changing business and market conditions. AI-enabled decisioning provides real-time actionable insights that offer agile organizations to propel CRE performance toward operational excellence.
“One way to think about this is if your smart watch can provide real time heart rate data and detect anomalies, should you really need to wait several days, weeks or months to get data about your workspaces? Smart convergence of IoT, BIM, IWMS, and other property data can provide these insights today,” says Srinivasan. “One such example is JLL Serve that combines these technologies in an integrated dashboard where you can literally drill down from portfolio level to HVAC fan level to review your portfolio performance and asset health through digital twins.”
But you don’t need to create your own AI tools from scratch. “Why build when you can partner? Why hire high-cost AI talent when you can borrow? This is the smarter approach,” says Srinivasan. “We are already seeing CIOs dump in-house attempts at AI projects in favor of tried and tested commercial AI.”
On the other hand, many organizations say there are still skeptics among the key stakeholders at their firms. Decision-makers among IT, legal and other C-suite execs are sometimes reluctant to bring in new AI tools. The key is to share use cases and the expected return on investment, as well as assuage any concerns about data privacy. A reputable real estate consultant will partner with industry experts and innovative organizations to spin up a holistic AI strategy that transforms entire CRE ecosystems with the following processes.
## Real results, not just hype
Need proof? One global JLL financial services client saved a cool $120 million in operating costs by leveraging AI-powered workplace insights. Another Fortune 100 tech giant partnered with JLL to identify over 100 high-impact AI use cases, resulting in a transformative roadmap for their entire CRE function.
This isn’t just about enhancing energy efficiency or better data storytelling. We’re talking:
o AI-driven space optimization that adapts in real-time to changing work patterns
o Predictive maintenance that eliminates downtime before it happens
o Hyper-personalized experiences that make every employee feel like a VIP
JLL's AI adoption approach ensures AI actually improves your CRE operations and stickiness for top talent. You don’t have to just take our word for it, though. HP’s 2024 Work Relationship Index revealed “68% of knowledge workers… and 76% of business leaders seek a personalized work environment. Employees value tailored work environments so highly that 87% are willing to accept a 14% pay cut to have it. Notably, Gen Z workers will accept a 19% pay cut, emphasizing the importance of flexible and personalized work experiences in retaining top talent.” That’s the power of leveraging AI in your workplace strategy.
## Bottom line: Learn the moves or get left behind
By 2030, JLL predicts that 70% of CRE activities will be at least partially supported by AI. The question isn’t _if_ you’ll adopt AI, but how quickly and strategically you’ll do it.
Learn more about how we’re helping innovative leaders like you with AI Adoption at work.
**Ready to lead the AI revolution instead of fumbling through it?** JLL Consulting Services can help you make the right moves. Together, we can transform your CRE function into a value-driving powerhouse that attracts top talent, optimizes every square foot and gives you an unbeatable competitive edge.
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2 weeks ago
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JLL
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| 16 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
DIGITAL continues investments in workforce development solutions and AI adoption training for 3,000 Canadians
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https://www.globenewswire.com/news-release/2025/06/10/3096879/0/en/DIGITAL-continues-investments-in-workforce-development-solutions-and-AI-adoption-training-for-3-000-Canadians.html
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Vancouver, British Columbia, June 10, 2025 (GLOBE NEWSWIRE) -- DIGITAL is continuing to support the future of Canada's workforce by...
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DIGITAL continues investments in workforce development solutions and AI adoption training for 3,000 Canadians
June 10, 2025 10:00 ET
DIGITAL is continuing to support the future of Canada’s workforce by announcing new investments in workforce development solutions and skilling programs for over 3,000 Canadians focused on AI adoption. These new collaborations represent $30 million of new investments in Canadian talent, with $15 million invested by DIGITAL and $15 million spurred from partners.
Since 2018, DIGITAL has put over 18,300 Canadians on career paths with employers looking for skilled talent to grow their companies. Through partnerships with training providers and employers, DIGITAL supports low-cost, rapid skilling programs and partnerships so that graduates are job-ready to lead their organizations through digital transformation. Investments in workforce development ‘CareerTech’ solutions are a strategic expansion of DIGITAL’s work in this area.
DIGITAL’s investments in CareerTech solutions are advancing Canadian workforce development innovation and supporting market adoption of Canadian CareerTech solutions at home and internationally. These solutions will prepare workers to thrive in high-growth careers while also helping companies fill critical positions:
DIGITAL’s investments in AI skilling and adoption programs aim to increase the AI skills of the Canadian workforce and accelerate adoption of AI across sectors that are key to Canada’s economic growth. These new program investments will train 3,000 Canadians:
“Canadian companies need talent and leadership equipped with the skills, tools and vision to drive growth in an increasingly complex, technology-driven world,” said Sue Paish, CEO of DIGITAL. “At DIGITAL, we’re proud to have supported over 18,300 Canadians develop AI and adjacent skills that advance their careers while accelerating the adoption of Canadian AI workforce development solutions.”
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6 days ago
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GlobeNewswire
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data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAkGBwgHBgkIBwgKCgkLDRYPDQwMDRsUFRAWIB0iIiAdHx8kKDQsJCYxJx8fLT0tMTU3Ojo6Iys/RD84QzQ5OjcBCgoKDQwNGg8PGjclHyU3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3N//AABEIAEIAeAMBIgACEQEDEQH/xAAcAAEAAgIDAQAAAAAAAAAAAAAABQcBBgMECAL/xABCEAABAgUCAwQFCAYLAAAAAAABAgMABAUGEQcSITFRE0FhgRRicrGzIzI3cXORocEIFSI0w9EWMzZCQ1JTVHSDkv/EABgBAQADAQAAAAAAAAAAAAAAAAABAwQC/8QAIREAAgICAQQDAAAAAAAAAAAAAAECEQMSMQQhQWETIlH/2gAMAwEAAhEDEQA/ALxhCK+1L1Abt1pVNpakuVdxPE80ywP949VdB5nhzmMXJ0gWAVccd8ZjyU7UZ96bM27PTa5knd2xeVvz9eciL80kuKbuG3FqqKy5NSbxYU8ebg2hQJ8cHB+rxiyeJxVktG8whCKiBCEIAQhCAEIQgBCEIAQhCAK+1M1Abt1pVNpakuVZxPE80ywPefW6DzPjSlGps9cleZkWHCubnHCVvOknHMqWo9/DJ8Y+rrRMt3VWUzoV2/pzxXu54KiU+W3GPDESGnVcl7fu6Tnp07ZVQUy6v/TSofO8jjPhmNkY6QtHS4LHndK7UpNEcfqc/PJLacrmu0A4+CMY58hxMS+kQpEvby5WluuLfDqnJoPABe48AcDPDAAGOh746usKnXaHTnWF7pQv5WpBykkp/YOenOKypNSm6RPtT0g6Wn2+/uUO9JHeDHEYPJC2y6GLeF2ek4hruryLaoEzVnJdUwlgoHZIUEk7lpTzPtRw2jc8pckgHGfk5psAPy5OSg9R1Se4xE6xfR5UvtGPjIilR+2rKGmnTNdb1rksgvUOcS2Tjcl1Kj5Zxn74sSjVuRrdHbqdNcLku4kkZGFAjmkjuIxFdWkw1MaHVBLzaVgMTihkciFLII8QRH3oWtSrYrKColKZslI6ZaT/ACjucY068Es2Ow77ZvJ6dbZp7sp6KhtRK3ArduKug9WI+7dUZKg1ZdLk5B6oTTR2ulLmxCVYztBwST1wPcY1n9Hz99rf2Mv73I6+mCQ7q1WlOALUkTqgVDOD6QkZ+4mJ0ipP0KVlg2NftPu4PMtMuSs40kLUw4oKynluSocxnny5iOKv38zRrulLdVT3XXJksgPJdASntFbRwx3YjqUiwpmmahTFxtTkuJN5Tp9GQghQ3jry+dxjUdQPpko3tSXxjHKjFy7EGzXNqvK0CvzlIXSnn3JZSQVpfSkKykK5Y9aOKh6uStYrUlS0Uh5lc06GgtT6SE578Y4xNatoR/QGqq2p3fJcccf61EdPRVCTYkuopSVekv8AHHH55glHTah4Pu9dR5a06s3Tl092bcUwl5SkOhISCSAOI9Uwiu70b/X993SraVIptOdcRjq0hP5qVCLI44tdyaRY2o9hM3RLmcktjNXaThtw8EvJ/wAi/wAj3fVHn6aln5OZdlptlbMwyrY40sYUhXQx66jQdU7Nka3THqqlxqUqEo2VB9fBDiBx2L/I8xnyjnFl17MhM1rReeXV6fVLbqSfSZBptK2kOcdgUSCkdBkAjocxA3pb5tytKlErU5LuJ7Rlaue0nGD4gj3RYGm1NodrUFc0qrST0xMgLmpgPAJTjkgZ4gDJ58ck8uQ0nUK4GbgrockyVSku32TaiMb+OSr6u7yizG28jrg0YNtvRB0mpzNHqDM/JuFDrRzw5KT3pPgYtvV1W/TefXgjcqXOD4vNxpun9mu1qYbqM8gopzSspB/xyDyHq9T5RYeotHna7Z07TaahK5p1TRQlSgkHa4lR4nwBiMso/Ih1EouSo1Ky+GiFRz/t573rj40J/s3W/wDl/wAJMQ0rZ+ozVDNAaVLMUxzdvbLzeCFHKgSAVYOYsmybVTa1uGnpdD0w4pTr7gGApZGOHgAAPLMcTap9+WUMr79Hz99rf2Mv73Ii7Hk36hf90yUrNKlX5iXqDbb6c5aJfSNwwQeHgRG4aRWjWbYmKousMNtCYbaS3sdC8lJXnl7QiLrVk3TQ7vma5Z3ZuJmVLXjegKRvOVpUF8CN3EEeHTjOycpL9D5I2zF1enarNUSerc9PIlnHEL7SZcKHPkirO1Sj1/COXUH6ZKN7Ul8YxKWnY1x0+8qfX6w4y+t3tnJxSVjLa1JIA9bOe7gOUdq77PrVT1Iptbk2GlyDCpYuLLqQRscKlcOZ4Q2jtfoE/q39H1V/6viojo6LKCLAYUo4AmHyf/Zib1CpU5WrRn6dTkJcmntmxKlBIOFpJ4nwEQ1pUGs0TTiapK2ECqFMx2TYdBBKydv7XnFaa+OvZHgqigXdLUyqXBPTcmuc/WyHGxhwJ2pWpRPMHPNP3Qi2NJ7Wnbaos4xV2GkTL0zvCUrCxsCUgcR45jEWSyRvgmzfI1PU6WmJmzpxMslSyhSHFpTzKEqBP3c/KNsjBSCMEZEURdOyIunZ5hAHPhG6WFZTledTPVFKkUxB4DkZg9B6vU9/IRZTtk247NGYVSWN5OSASEk+znH4RPNtoaQlDaEoQkYSlIwAOgEaJ9Ra+ppn1FqomGWm2WkNNIShCEhKUpGAkDkBHJCEZjKYxGYQgDGBGcQhAGMDpDA6RmEAYwDDAjMIAYhCEAIQhACEIQAhCEAIQhACEIQAhCEAIQhACEIQB//Z
| 17 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
AI in the Workplace: Answering 3 Big Questions
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https://www.gallup.com/workplace/651203/workplace-answering-big-questions.aspx
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AI adoption could stagnate without effective change leadership. Three questions and three actions help workplaces realize the benefits of...
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AI in the Workplace: Answering 3 Big Questions
AI adoption could stagnate without effective change leadership. Three questions and three actions help workplaces realize the benefits of AI.
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8 months ago
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Gallup.com
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data:image/jpeg;base64,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
| 18 |
workplace AI adoption
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2025-06-17 14:03:04
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7 stories on the shaky adoption of AI
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https://www.hrdive.com/news/the-shaky-adoption-of-ai-at-work/743425/
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While studies indicate AI may improve productivity by the hour, others show that its adoption has led to conflict and siloing within companies.
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7 stories on the shaky adoption of AI
While studies indicate AI may improve productivity by the hour, others show that its adoption has led to conflict and siloing within companies.
Published March 25, 2025
Kathryn Moody
Senior Editor
The impact of artificial intelligence on the workplace remains an open question for employers and employees alike.
While studies indicate AI may improve productivity by the hour, others show that its adoption has led to conflict and siloing within companies, particularly between executives and employees. According to a Writer report, more than 1 in 3 executives said generative AI adoption has been a massive disappointment so far.
AI upskilling is often proposed as a solution to ongoing talent needs — but not only are many companies trying to hire themselves out of the problem, as one report said, but disparities may be emerging along gender lines regarding who takes advantage of that training.
To catch up on the current state of AI at work, read our latest stories below.
* AI skills earn greater wage premiums than degrees, report finds
By Ginger Christ • March 6, 2025
Degrees didn’t command higher wages until the Ph.D. level, according to research from the Oxford Internet Institute at the University of Oxford.
* Workers’ productivity increases 33% every hour they use generative AI, report finds
By Laurel Kalser • March 6, 2025
On average, generative AI “is not just an occasional tool for its users, but also an integral part of their work routines,” according to research out of the Federal Reserve Bank of St. Louis.
* Women significantly overlooked in AI upskilling, Randstad report finds
By Laurel Kalser • March 10, 2025
Women lag behind men not only in AI skills, training and job access but also in requesting raises or campaigning for better working conditions, according to a pair of studies.
* The gender divide in generative AI training may worsen without intervention, reports say
By Kathryn Moody • March 11, 2025
Only 36% of women said that they believe generative AI can help advance their careers, compared with 45% of men, according to Coursera’s report.
* Employers are on an unsustainable ‘hiring spree’ for AI talent, report says
By Laurel Kalser • March 13, 2025
Too many companies are rushing to close the AI jobs gap without investment in employee training, the CEO of talent firm General Assembly warned.
* C-suite leaders grapple with conflict, silos amid AI adoption
By Lindsey Wilkinson • March 18, 2025
Around two-thirds of executives say the technology has led to division within their company, according to a Writer survey.
* AI, ‘digital fluency’ top workers’ skills-building wishlist
By Caroline Colvin • March 18, 2025
AI at work continues to be a tricky area of conversation, especially regarding the future-proofing of individual resumes and entire businesses.
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2 months ago
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HR Dive
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data:image/jpeg;base64,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
| 19 |
workplace AI adoption
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2025-06-17 14:03:04
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Why this CEO believes in a bottom-up approach to AI adoption in the workplace
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https://fortune.com/2025/04/17/why-this-ceo-believes-in-a-bottom-up-approach-to-ai-adoption-in-the-workplace/
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Recommended Video. Checkr cofounder and CEO Daniel Yanisse wants his employees to use AI. And to help them along, he's decided to pick up the...
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Why this CEO believes in a bottom-up approach to AI adoption in the workplace
BY Brit Morse
April 17, 2025 at 8:32 AM EDT
Good morning!
Checkr cofounder and CEO Daniel Yanisse wants his employees to use AI. And to help them along, he’s decided to pick up the check on however they choose to experiment with the new technology.
All of the background check company’s more than 750 employees have the ability to test AI tools at their own leisure, and expense the costs. Yanisse tells Fortune workers can spend up to $300 per month, although there’s no official limit. So far, he says employees have used and expensed AI tools like Cursor for code testing, and Replit and Lovable for app building.
“We buy lots of different tools and startup solutions because we know they can do their jobs 10 times better with AI, whether you’re an engineer, in marketing, or in HR,” says Yanisse. “We want everyone to rethink their job in this AI-first world.”
Yanisse says giving workers the ability to explore AI at their own pace has been very helpful in identifying what could be more broadly used at the company level. Employees are encouraged to share updates about their AI use on dedicated Slack channels: one for guidance and support, another one for the latest AI news, and finally one to share team wins using AI throughout the year.
“We really don’t know which tools are going to win yet, which ones are best, so we really try to give them time, tools, money, and the ability to learn from each other,” says Yanisse.
Finally, the company hosted their first “AI day” in March. It gathered the entire workforce in person for a full day of employee presentations on AI, hands-on breakout sessions dedicated to problem solving, and opportunities to brainstorm new use cases.
Yanisse says it helped him gauge how employees at the company were using AI. And for those who were hesitant to use the latest tech, it allowed them the training and support to get started. By the end of the day, he says, everyone was using AI in some way, and he plans to host more of these events throughout the year.
“We really spend time as a leadership team to share why this is an opportunity everyone has to embrace, because if you don’t do it in your career, other people will, and if you want to get ahead and be ready for work in the future, you have to leverage that full technology and learn to be even better at your job.”
Brit Morse
[email protected]
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2 months ago
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Fortune
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data:image/jpeg;base64,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
| 20 |
workplace AI adoption
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2025-06-17 14:03:04
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From teachers to hairstylists, how are different professions faring with AI at work?
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https://www.marketplace.org/story/2025/05/21/from-teachers-to-hairstylists-how-are-different-professions-faring-with-ai-at-work
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There's a lot of data collection going on these days in the name of figuring out where the labor force is at with the adoption of artificial...
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From teachers to hairstylists, how are different professions faring with AI at work?
Is using AI at work helping or hindering? It depends who you ask.
by Kai Ryssdal and Sarah Leeson
May 21, 2025
The rate of AI adoption in the workforce is all over the map.
There’s a lot of data collection going on these days in the name of figuring out where the labor force is at with the adoption of artificial intelligence at work. And based on current survey results, it’s all over the map. Somewhere between 20% and 40% of workers use AI, and between 5% and 40% of firms have adopted AI into the workplace.
Those ranges are obviously huge, at least in part because the way that some industries use it is wildly different from how other areas of the workforce do.
So what better way to get a sense of where things are at than just asking some workers directly?
Marin Cogan, a freelance reporter, did just that for Bloomberg Businessweek. She joined “Marketplace” host Kai Ryssdal to talk about what she heard from workers during this ongoing AI boom. Listen in the player above to hear the conversation.
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4 weeks ago
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Marketplace.org
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| 21 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
How and when artificial intelligence adoption promotes employee knowledge sharing? The role of paradoxical leadership and technophilia
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https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2025.1573587/full
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IntroductionThe integration of artificial intelligence (AI) into workplaces has transformed organizational operations, yet its impact on...
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1 month ago
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Frontiers
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data:image/jpeg;base64,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
| 22 |
workplace AI adoption
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2025-06-17 14:03:04
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DOL Guidelines Call for Responsible AI Adoption to Ensure Safe Workplaces
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https://ohsonline.com/Articles/2024/12/31/DOL-Guidelines-Call-for-Responsible-AI-Adoption-to-Ensure-Safe-Workplaces.aspx
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DOL Guidelines Call for Responsible AI Adoption to Ensure Safe Workplaces. The U.S. Department of Labor's AI workplace guidelines emphasize...
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DOL Guidelines Call for Responsible AI Adoption to Ensure Safe Workplaces
The U.S. Department of Labor's AI workplace guidelines emphasize transparency, fairness, and worker protection.
By Robert Yaniz Jr.
Dec 31, 2024
The U.S. Department of Labor (DOL) has released a document containing guidelines to ensure artificial intelligence (AI) is integrated into workplaces ethically and responsibly.
The document, titled Artificial Intelligence And Worker Well-Being: Principles And Best Practices For Developers And Employers, outlines best practices that prioritize worker protection, fairness and job quality in the face of rapid technological advancements.
These principles emphasize the importance of transparency in AI systems, advocating for clear communication about how these tools affect workers. Human oversight is highlighted as a critical safeguard, ensuring AI tools augment, not replace, human judgment in decision-making.
Another cornerstone of the guidelines is the protection of labor rights, emphasizing the use of AI to empower workers and improve job conditions. The DOL urges organizations to mitigate risks such as bias in algorithms and to ensure equitable outcomes for all employees.
Additionally, the principles call for businesses to provide support for workers adapting to AI-driven changes, such as retraining opportunities and resources for career transitions. The goal is to strike a balance between leveraging technology and upholding workers’ rights.
By adhering to these best practices, organizations can minimize the risks tied with AI while enhancing workplace safety and efficiency. The full document is available on the DOL website.
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5 months ago
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ohsonline.com
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data:image/jpeg;base64,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
| 23 |
workplace AI adoption
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2025-06-17 14:03:04
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AI Agent Adoption Rates Are at 50 Percent in Tech Companies. Is This the Future of Work?
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https://www.inc.com/kit-eaton/ai-agent-adoption-rates-are-at-50-percent-in-tech-companies-is-this-the-future-of-work/91192888
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AI Agent Adoption Rates Are at 50 Percent in Tech Companies. Is This the Future of Work? Technology executives have a more positive outlook on...
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Inc. PremiumLeadAI Agent Adoption Rates Are at 50 Percent in Tech Companies. Is This the
Future of Work?Technology executives have a more positive outlook on AI
transformation than other business leaders, according to a new survey. BY KIT EATON @KITEATONMay 25, 2025SHARELinkedInFacebookXBlueskyLinkIllustration: Getty Images Listen to this ArticleMore info 0:00 / 0:00Artificial intelligence use in the workplace keeps growing, and it’s no
surprise the tech sector is a leader in harnessing those tools. But a new
report from the accounting and consulting giant EY makes clear just how
quickly the industry has gotten onboard the AI train. The firm quizzed
senior executives and found incredibly positive sentiment toward AI and its
promise for helping companies grow, with nary a hint of the kind of doubts
found in other recent reports.You may think it’s obvious that tech firms
think they’ll benefit from AI—after all, Google has said it will spend $100
billion on next-gen tech, and certainly expects to reap the benefits of
that investment. Microsoft, Meta, OpenAI, and others have revealed similar
plans. But the point is, it’s not just the big names with big investments
that feel this way. And in our technology-centric world, tech firms blaze a
trail that other industries then follow.EY’s Technology Pulse Poll surveyed
over 500 senior technology company leaders—and reported that nearly half of
them said they were already fully deployed or were in the process of
adopting agent AI tech into their company. Agent AI is, for the moment, one
of the most advanced forms of the new technology, in which “agents”
informed by AI can carry out more complex tasks than the large language
model chatbot tools popularized by OpenAI’s ChatGPT application.Big service
providers like Salesforce, Google, and numerous other firms are now in the
early phases of rolling out what OpenAI’s CEO Sam Altman has heralded as
the next generation of AI tools. The executives EY spoke to are putting
their money where their mouths are. A whopping 92 percent expect to
actually increase the amount they spend on AI over the next year—a 10
percentage point rise from 2024. This effectively means nearly every tech
executive in the survey plans to spend more on AI in the near future, a
clear sign that whatever experimental phase agent AI was in is over, and
the tech has been widely accepted despite bumps in its development. We’re
far beyond snake oil territory with that kind of leadership buy-in. Ken
Englund, technology sector growth leader at EY, confirmed in an email
interview with Inc. that he believes this AI funding is “coming from the
reprioritization of existing programs and some operational efficiencies at
technology organizations.” Essentially, last year leaders spent a little on
AI as part of “pilots and proof of concepts,” Englund thinks. This year,
the spending is the real thing.The spending increase may be driven by these
leaders’ general enthusiasm for AI, which has attracted billions in
investment capital and is already reshaping the landscape with the massive
data centers needed to power it. EY found 81 percent were optimistic about
the tech’s potential to help their company reach its goals in the next
year. And nearly six in 10 survey respondents said they believed their
organization was ahead of competitors in AI investment. EY notes that this
may signal a “clear shift” toward prioritizing AI in long-term business
planning. Again, this level of executive buy-in is beyond mere “keeping up
with the Joneses” investment levels, which would try to ensure their
company isn’t left behind the leading edge of the newest technology
craze.The positive sentiment from tech executives certainly runs counter to
recent research—including data from tech giant Lenovo, which suggested the
one thing keeping companies from maximizing the potential benefits from AI
tech deployments was hesitancy from company leadership. Fully 55 percent of
IT leaders surveyed by Lenovo said a “lack of vision” on digital workplace
transformation is on their lists of the top three obstacles preventing
access to greater AI benefits.It’s understandable from a C-suite
perspective—this transformation is essentially a total reimagining of many
workplace norms, which the experts say is needed if AI is to really bring a
return on investments. Englund also partly addressed this issue, noting
that “The prevailing mindset among executives is that agentic AI will be a
positive-sum scenario in which productivity will drive net-new growth,” he
said. “Certainly, they expect efficiencies in existing work processes,”
adding that “agentic AI will likely create entirely new workflows in an
enterprise.” This may even include replacing, reskilling, or repositioning
the leadership team itself, of course. Lastly, reskilling and upskilling of
workers has been something other reports suggest will be necessary as AI
hits the workplace. EY’s data shows tech leaders are conscious of this
issue. Seventy percent of those surveyed were “focusing on upskilling,”
while 68 percent were “hiring AI-skilled talent.” More positively, only 9
percent were planning on layoffs in the next six months, implying, perhaps,
that AI isn’t outright replacing many workers yet.Why should you care about
this? For one main reason: If tech leaders are leading the AI charge, other
companies in other sectors will follow in their wake once the benefits of
AI tech are proven. EY’s report contains such a positive vibe about AI that
it stands out against other more dystopian AI reporting, and counters data
showing about half of U.S. workers worry they’ll lose their job to AI.The
early-rate deadline for the 2025 Inc. Power Partner Awards is Friday, June
27, at 11:59 p.m. PT. Apply now. Refreshed leadership advice from CEO Stephanie Mehta
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3 weeks ago
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Inc.com
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data:image/jpeg;base64,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
| 24 |
workplace AI adoption
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2025-06-17 14:03:04
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ServiceNow's Now Platform automates administrivia for Accenture employees
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https://siliconangle.com/2025/05/23/servicenow-accenture-now-platform-servicenowknowledge/
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Employees can be hesitant to embrace AI, whether it's because they are reluctant to learn new technology or have concerns that AI could...
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From admin to agentic: Accenture reshapes AI adoption from the inside out
by Devony Hof
UPDATED 17:14 EDT / MAY 23 2025
With artificial intelligence adoption acting as a crucible for data management, companies such as Accenture PLC have welcomed the automation capabilities on ServiceNow Inc.’s Now Platform.
Accenture and ServiceNow have built a long-standing partnership around workflow automation, but bringing AI into the fold requires more than just technology. It’s a cultural shift — and it takes time to get employees on board.
“We started about 18 months ago with some basic skills that we rolled out to our IT agents,” said Tom Bruss, managing director for Accenture ServiceNow Business Group and ServiceNow account lead at Accenture. “At the same time, we also rolled out things like text-to-code and text-to-flow for our developers. So, we have a lot of demand. We’re working with nearly every corporate function of Accenture. We have over 100 applications built on the platform, and we have a lot of developers trying to keep up with all the backlog from our business.”
Bruss and Lisette Smyrnios, managing director for global workplace at Accenture, spoke with theCUBE’s Savannah Peterson at Knowledge25, during an exclusive broadcast on theCUBE, SiliconANGLE Media’s livestreaming studio. They discussed Accenture’s relationship with the Now Platform and AI adoption in the workplace.
Employees can be hesitant to embrace AI, whether it’s because they are reluctant to learn new technology or have concerns that AI could subsume their jobs. The key for smooth adoption is demonstrating how AI can make employees’ jobs easier, according to Smyrnios.
“We’re working very collaboratively internally with Tom’s team to really understand, where can we get the most impact?” she said. “[With AI], they can be more front of house and delivering on experience and have them automate … many of those admin-type operational tasks. The other focus is the end user and making their lives easier.”
ServiceNow helps both employees and consumers by speeding up processes such as onboarding new hires and providing customer support to buyers. Once employees realize how AI can automate tedious administrative tasks, Bruss believes adoption will accelerate.
“Our experience so far is that the technology has been easy,” he said. “The adoption has been hard. The organizations that are going to be the most successful in the 21st century are those that embrace this technology, embrace this copilot, embrace this assist that’s sitting with you to supercharge what you do.”
Accenture eventually hopes that employees will welcome AI adoption on their own terms — rather than their employer’s. Now that the company is experimenting with agentic AI, wide-scale automation could be on the horizon.
“We’re constantly doing a lot of internal town halls,” Smyrnios said. “It’s nice when Tom and I speak in a call, but it’s having them talk about what made the difference for them. The individuals themselves talking to their peers is much more impactful than us leadership just saying, ‘This is a good thing.’”
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3 weeks ago
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SiliconANGLE
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data:image/jpeg;base64,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
| 25 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
Direct Digital Holdings Introduces A New Framework to Help Businesses Manage AI Adoption in the Workplace
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https://www.prnewswire.com/news-releases/direct-digital-holdings-introduces-a-new-framework-to-help-businesses-manage-ai-adoption-in-the-workplace-302381389.html
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It is designed to help organizations stay agile as AI evolves, providing a roadmap for responsible and sustainable AI integration in the...
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Direct Digital Holdings Introduces a New Framework to Help Businesses Manage AI Adoption in the Workplace
Direct Digital Holdings, a company that specializes in helping businesses navigate the complexities of artificial intelligence (AI), has introduced a new framework designed to assist organizations in managing AI adoption in the workplace. The framework, which is based on extensive research and testing, provides a comprehensive approach to implementing AI solutions that are tailored to the specific needs of each business.
The new framework is designed to help businesses overcome the challenges associated with AI adoption, such as data quality issues, lack of skilled personnel, and the need for significant investments in infrastructure and technology. By providing a structured approach to AI adoption, the framework enables businesses to realize the full potential of AI and achieve their goals more efficiently.
One of the key features of the framework is its focus on data quality and preparation. The framework provides a set of tools and techniques that help businesses to ensure that their data is accurate, complete, and relevant, which is essential for effective AI adoption. Additionally, the framework includes a range of templates and guidelines that can be used to develop AI solutions that are tailored to the specific needs of each business.
The framework has been tested by several businesses, which have reported significant improvements in their ability to manage AI adoption. According to one business owner, "The framework has been a game-changer for our company. It has helped us to overcome the challenges associated with AI adoption and achieve our goals more efficiently."
Direct Digital Holdings is committed to helping businesses succeed in the era of AI. The company's new framework is an important step towards achieving this goal, and it is expected to have a significant impact on the way businesses approach AI adoption in the future.
Publication date: Not specified
Author: Not specified
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3 months ago
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PR Newswire
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data:image/png;base64,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
| 27 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
AI adoption among workers has slowed, especially in the US, Slack says
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https://www.hrdive.com/news/ai-adoption-among-workers-has-slowed/732768/
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Many workers feel uncomfortable admitting AI use to their managers, and most lack training in the workplace, the report found.
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AI adoption among workers has slowed, especially in the US, Slack says
Many workers feel uncomfortable admitting AI use to their managers, and most lack training in the workplace, the report found.
Published Nov. 13, 2024
By Carolyn Crist
AI adoption is stalling among desk workers worldwide, particularly in the U.S., where workers have expressed uncertainty and discomfort about using the technology at work, according to a Nov. 12 report based on Slack’s Workforce Index.
During the last three months, U.S. worker AI adoption rates grew from 32% to 33%, marking a significant slowdown from an 8 percentage point increase a year ago.
“Too much of the burden has been put on workers to figure out how to use AI,” Christina Janzer, senior vice president of research and analytics at Slack, said in a statement. “To ensure adoption of the technology, it’s important that leaders not only train workers but encourage employees to talk about it and experiment with AI out in the open.”
Without guidance, many workers feel confused about when to use AI at work, both socially and professionally, the report found. About half of U.S. workers said they feel uncomfortable admitting AI use to their managers because they might be seen as incompetent, lazy or cheating.
A slight disconnect also exists between what leaders and employees expect with AI use. Executives want workers to prioritize upskilling, innovation and work on existing projects with the time saved from AI use, while employees expect they’ll spend more time on administrative tasks, existing projects and skill-building.
Despite the uncertainty about AI at work, employees said they want to build AI skills, and 76% said they feel urgency to become an AI expert. However, 61% have spent fewer than five hours on AI learning, and 30% said they’ve had no AI training at all, including self-directed learning or experimentation.
Workers also said they expect AI-savvy employers, with 3 in 4 saying a factor in their job search includes the employer’s ability to provide and enable workers with AI tools. In addition, 2 in 5 workers said they’d prefer working for companies that provide AI tools and enable their use.
More than 2 in 3 workers have never used AI at work, according to another Slack report. People use AI in different ways, so employers can encourage workers by understanding the five AI personas and appealing to each group.
But a growing divide in AI use at work may affect who benefits from and receives training on the tech, according to a Cypher Learning survey. Younger workers, men and senior management were more likely to say they use AI at work, as compared to workers over age 55, women and clerical or physical workers.
Additionally, many employees have moved ahead with AI use at work while companies lag behind, according to a report from McKinsey & Co. To capitalize on this enthusiasm, leaders should reimagine talent management by role modeling AI use, offering AI training and integrating AI goals into performance metrics, per the report.
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7 months ago
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HR Dive
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data:image/jpeg;base64,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
| 28 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
What’s Keeping Companies From Making the Most of AI? Lenovo Says Leaders Need to Step Up
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https://www.inc.com/kit-eaton/ai-adoption-lenovo-leaders-digital-workplace/91190168
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New research shows many organizations are 'falling behind' on creating a 'digital workplace.' Here's why.
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LeadWhat’s Keeping Companies From Making the Most of AI? Lenovo Says Leaders
Need to Step UpNew research shows many organizations are ‘falling behind’
on creating a ‘digital workplace.’ Here’s why. BY KIT EATON @KITEATONMay 16, 2025SHARELinkedInFacebookXBlueskyLinkLenovo office building in Beijing. Photo: Getty Images Listen to this ArticleMore info 0:00 / 0:00Lenovo, a China-based multinational digital tech maker, has captured around
17 percent of the U.S. PC market—surpassing Apple, with its famous Macs—and
its laptops are now a standard on desks of millions of workers across the
country. So when Lenovo publishes research suggesting that companies are
failing to take advantage of the AI revolution, it’s worth taking
note—Lenovo knows what it’s talking about. Based on a survey of 600 company
information technology leaders, Lenovo found that over 8 in 10 of these key
decision makers believe that generative AI will “reshape how work gets
done.” This figure aligns with numerous recent reports that show AI’s
impact, such as Salesforce’s assertion that up to one in four workers will
be reassigned because of the impact of AI, that Gen Z workers are “blazing
the trail” with AI adoption as part of their regular duties, and that the
next-generation of workers still in college are already adept at using AI
on a daily basis. But Lenovo’s second data point is more concerning. The
company found that only 39 percent of IT leaders are actually transforming
their workplace today to be more AI-centric—-this supports recent data that
show many companies are failing to lead workers in adopting AI technology,
even though many want to do so.Lenovo’s data also show that shifting
workplaces from their current habits into an era where AI is ubiquitous is
also a much more complex task than merely deploying AI tools and telling
your workers to get on with it, in the hope you’ll reap the benefits of
increased efficiency and faster problem solving. Some 89 percent of the IT
leaders Lenovo spoke to said that to realize the full benefits of AI, it
will take far more than rolling out new software systems. What’s actually
needed is a “complete reinvention of the digital workplace,” which will
involve a proper transformation about “how people, technology, and
processes come together.”The survey data show that 55 percent of IT leaders
say a “lack of vision” on how digital workplace transformation will work is
in their top three list of obstacles preventing access to greater AI
benefits. Some 44 percent also put “competing priorities” in their top
three list, while 44 percent also said “lack of understanding” on how to
achieve such a transformation was in that list. Other issues IT leaders
highlighted were the fact that mundane IT support processes left little
time to think about strategic changes, and that there was a lack of support
or buy-in from leadership to allow a radical AI-centric workplace
transformation.Featured VideoAn Inc.com Featured PresentationWhy should you
care about Lenovo’s data? After all, it’s a giant company with a vested
interest in maintaining digital products at the core of the future
workplace, and that includes its own effort at keeping up with the cutting
edge of AI. You should care because of what Lenovo’s uncovered in terms of
what company IT experts think about AI. These leaders know that it’s a more
complex situation than, say, rolling out a brand new version of Microsoft’s
Windows operating system to every work PC, or switching providers for a key
piece of workplace productivity software. These changes are part of normal
IT practice in companies large and small. To make the most of AI, CEOs and
other C-suite leaders need to think about radically changing their
business. This befits the plans of AI-centric tech companies who really
have their sights set on some dramatic changes to the world of work—such as
Google’s plan to have humans literally working alongside digital
“colleagues,” or the future workplace imagined by workplace chat app Slack,
where workers may spend more time chatting each day with an AI system
rather then their flesh and blood coworkers. Lenovo’s survey suggests that
one of the big barriers to this kind of change is lack of understanding and
buy-in from CEOs. That’s something you could look at in your own
company.The early-rate deadline for the 2025 Inc. Power Partner Awards is
Friday, June 27, at 11:59 p.m. PT. Apply now. Refreshed leadership advice from CEO Stephanie Mehta
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We’re In the Third Wave of Gen AI Adoption | by Dr. Gleb Tsipursky | Jun, 2025
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https://medium.datadriveninvestor.com/were-in-the-third-wave-of-gen-ai-adoption-33692b6beeaa
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In the evolving landscape of workplace technology, few voices resonate more clearly than Alex Alonso, Chief Data & Analytics Officer at SHRM...
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We’re In the Third Wave of Gen AI Adoption
Dr. Gleb Tsipursky
Jun 7, 2025
In the evolving landscape of workplace technology, few voices resonate more clearly than Alex Alonso, Chief Data & Analytics Officer at SHRM. With a foundation in organizational psychology and a sharp lens on workforce trends, Alonso sees generative AI (Gen AI) not as a fleeting disruption, but as a steadily maturing force transforming how we work. “We’re in the third wave of Gen AI adoption,” he told me in a recent interview, and each wave tells a deeper story about both technological potential and human behavior.
From Experimentation to Strategic Integration
The first wave of Gen AI adoption came fast and curious. “ChatGPT had a million users in five days,” Alonso recalled, citing it as the fastest-growing application at the time. During this initial period after November 2022, employees across industries scrambled to test and play with the novel tools. Curiosity dominated as people experimented, unsure yet intrigued by the possibilities of machine-generated content.
The second wave, according to SHRM data, came in the latter half of 2023, when adoption matured into more targeted usage. In HR, five functional areas saw rapid uptake: talent acquisition (42% of employers), learning and development (38%), onboarding, benefits administration, and compensation auditing. Employers began moving…
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Fear Isn't Slowing Down AI Adoption At Work. A Lack Of Vision Is
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https://www.forbes.com/sites/lindsaykohler/2025/01/27/fear-isnt-slowing-down-ai-adoption-at-work-a-lack-of-vision-is/
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According to Rowlands and Svensson, it's largely trust, building the right technology environment, data controls, proper training, understanding the human...
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Businessman touching the brain working of Artificial Intelligence (AI)
Automation, Predictive ... More analytics, Customer service AI-powered
chatbot, analyze customer data, business and technologygettyWhile AI continues to be the hot workplace topic to kick off 2025, many
companies have no idea what to do with the technology in practice. Actual
use cases of generative AI and case studies within a business environment
are not as prevalent as one would expect. David Rowlands, Global Head of
Artificial Intelligence for KMPG, and Ruth Svensson, a partner at KPMG UK
who serves as the Global Head of People and HR CoE, discuss why that is —
and it largely comes down to not having an AI vision.At KPMG, "AI has been a totem for everyone to get around because it's
enabled people to access and understand what the technology could do for us
and for our clients," says Rowlands. While AI's value is clear for
companies such as NVIDIA and Microsoft, Rowlands makes the point that we
haven't seen the value of AI reflected in the numbers for banks,
government, and other non-tech companies. When companies fail to see a
benefit, AI adoption rates slow. "This adoption problem is because the
value got stuck," says Rowlands. "Our role is to adopt those large language
models, take them, harness them, and apply them in situations that benefit
our clients."Key barriers to AI adoptionWhat's holding people back from adopting AI? According to Rowlands and
Svensson, it's largely trust, building the right technology environment,
data controls, proper training, understanding the human element, and having
a vision. "People are asking if they can trust the AI," says Rowlands. "Can
you demonstrate that you're trustworthy to your stakeholders? Have you got
the fundamental technology environment? An enormous amount of enterprises
just simply don't have the core fundamentals in place from which they can
start to experiment and grow in their use of AI," says Rowlands. Another
barrier is data protection. In fact, 77% of executives in a study conducted
by MIT Technology Review cite their regulatory, compliance, and data
privacy environment as a leading barrier to rapid AI adoption.Proper training also stymies adoption. "Businesses have been told by the
providers of generative AI that it's really user-friendly, so they haven't
invested in the traditional upskilling mechanisms that they would do for a
system implementation," says Svensson. "When you implement a new system
that supports a whole process, you would train everyone on the new steps of
the process. Because generative AI operates at a task level rather than at
a process level, you can't see the training gaps as easily."Svensson continues the thread of the human element of adoption — something
many companies overlook when implementing change programs. "What's
interesting is that if you look at the segments of society who have
embraced generative AI, it's because they care about it. People adopt
things that they care about. However, the reality is that the vast majority
of the population does not care about using AI in their workplace because
they don't see the personal benefit to them. They struggle to understand
how it's going to make their life better. For example, software engineers
have adopted it much more readily. When you hear software engineers and
coders talking about the generative AI solutions that they've adopted, they
refer to it as their best friend. They are enthused by the way it helps
them work faster. Organizations, for a number of reasons, are struggling to
make it feel relevant to the mass population within their workforce."MORE FOR YOUThis lack of seeing a personal benefit is directly related to the lack of
having a vision for the future and the technology — and is arguably the
biggest barrier to AI adoption. What, exactly, are companies going to do
with AI? "A large barrier is clarity of business case," says Rowlands. "The
pricing of AI is neither cheap nor clear. If people aren't using it in a
way that drives a strong business case, then you can get this out of
kilter. For example, if your people are using AI as an enhanced search,
it's practically a thousand times more expensive than Google — and never
mind the damage to the environment. Every search uses a pint of water."Those who are adopting AI at the highest rates are doing so because of
their ability to see a clear vision of how it can help them get ahead. "The
interesting thing about AI is that CEOs are the ones adopting it and
getting it the most because they are the ones that spend the most time
thinking about the future and thinking about what it could be," says
Rowlands. That point takes us back to the role of vision and value in AI
adoption. "The first step to adoption is to understand where the value
sits," reiterates Svensson. "They have to identify where the opportunity
sits, then put energy into having a systematic adoption approach. It's not
just the upskilling; it's getting people excited about the technology."Mass adoption of AI creates efficiency gains and stokes fearWhile there is a robust conversation around barriers to adoption and how
fear of job displacement plays a role, the paradox is that people are still
adopting AI faster than prior technological advances. "Everything I've read
regarding adoption is that it is still much faster than the adoption of the
internet. So as far as tech adoptions go on a macro scale, it's faster —
probably because it's so user-friendly," says Svensson. Organizations,
however, are moving at the speed that organizational change-makers are used
to — not at the speed of the technology’s evolution. "The question is 'What
can we do differently as a combination of human talent and now artificial
intelligence?' And the answer can't be negative," says Rowlands. "In KPMG,
we talk about uplifting human potential. What will we do as humans as we
free ourselves from some of the tasks that we did before, which now can be
done by AI? That question is highly complex, but I'm excited about it." function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
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'//cd.elements.video/player.js' + '?cid=' +
'62cec241-7d09-4462-afc2-f72f8d8ef40a'; script.setAttribute('defer', '1');
script.setAttribute('type', 'text/javascript');
iframeDoc.body.appendChild(script); }; document.head.appendChild(iframe);
const preloadResourcesEndpoint =
'https://cds.elements.video/a/preload-resources-ovp.json';
fetch(preloadResourcesEndpoint, { priority: 'low' }) .then(response => { if
(!response.ok) { throw new Error('Network response was not ok',
preloadResourcesEndpoint); } return response.json(); }) .then(data => {
const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
'style'; cssUrlLink.media = 'print'; cssUrlLink.onload = function() {
this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); But before that can happen, businesses must address the elephant in the
room. "There's a huge trust issue," Svensson cautions. Businesses that
focus on the vision of what AI could mean for its people and how it will
benefit them versus stoking the fear of job displacement will come out
winners. It comes back to the vision of what people can do with the time
that AI will unlock. Cheap companies will use that time to eliminate
precious capacity and slack in the business. Smart companies will allow
their people to use that time more creatively and come out ahead.
|
4 months ago
|
Forbes
|
data:image/jpeg;base64,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workplace AI adoption
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2025-06-17 14:03:04
| null |
3 Steps to Address Human Impact of AI Adoption in the Workplace
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https://www.techrepublic.com/article/ai-adoption-workforce-impact-strategies/
|
IT leaders must prioritize transparency and proactive communication regarding long-term placement strategies, upskilling opportunities, retirement plans, and...
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3 Steps to Address Human Impact of AI Adoption in the Workplace
Published January 16, 2025
Written by Guest Contributor
In this TechRepublic exclusive, Gartner analyst Autumn Stanish provides proactive and compassionate steps IT leaders can take to support employees as they navigate transitions related to AI integration.
There is a frequent, critical gap in AI adoption strategies that must be addressed: the ongoing human consequences of AI adoption.
Employees are constantly being flooded with articles, news, and information about AI-driven job displacement, fueling fear, uncertainty, and resistance to AI adoption. These fears are not baseless. The rapid adoption and high cost of AI implementation mean that many IT leaders have had to look critically at their resourcing strategies to make room for AI integration. We see many AI-displaced roles as software developers and hardware engineers.
Failure to manage these personnel consequences ethically will foster an atmosphere of distrust and apprehension, hindering the success of AI initiatives. To mitigate the emotional and reputational damage that can be caused by ineffective AI implementation, IT leaders must prioritize transparency and proactive communication regarding long-term placement strategies, upskilling opportunities, retirement plans, and exit packages.
## 1. Alleviate employees’ uncertainty with transparent communication
This trust dilemma has directly affected AI strategies, with 39% of respondents in a Gartner survey citing “lack of trust” as one of their top three challenges to AI implementation. IT leaders are no exception to this, as their teams often resist AI adoption and question its perceived value.
To overcome these fears and support key business goals, IT leaders should lead with transparent communication; this approach is paramount in navigating the human consequences of AI adoption.
The key here is to share these plans openly with employees and explain their value in three ways: better, faster, and cheaper.
Ideally, this initial communication about which tasks AI will replace, IT leaders must do during IT town halls, office hours with leadership, or other specific face-to-face meetings. Employees must have opportunities to discuss how these changes will affect their specific roles rather than receiving impersonal updates through email or newsletters.
By providing clarity on purpose and matching that with timelines, expectations, and support mechanisms, leaders can alleviate uncertainty and foster employee trust. Transparency also enables individuals to prepare themselves mentally and professionally for upcoming changes. It is critical to notify employees as early as possible, giving them ample time to plan their next transition steps — whether that involves upskilling, reskilling, or retiring. This approach mitigates resistance and facilitates smoother transitions.
## 2. Address employees’ emotional responses directly
Even if communicating transparently builds trust — or at least fosters understanding — it won’t necessarily guarantee employees’ buy-in and participation; in fact, such openness will almost certainly elicit strong emotional responses. IT leaders must be prepared to directly address concerns.
Effectively managing emotional responses to AI adoption requires proactive engagement and empathetic leadership. All communication should be bidirectional, allowing employees to share feedback, which should then be relayed to implementation teams. Plans should be refactored as necessary.
Leaders should actively listen to employees and demonstrate empathy and understanding by customizing communications to address each employee’s unique concerns. Common fears expressed by IT personnel typically fall into three categories: fear of change, fear of displacement, and fear of the unknown.
All three fears can be debilitating for employee productivity, change management, and effective AI deployment. IT leaders must provide clear guidance on how the IT organization — and the business at large — will support employees even in the event of displacement.
Addressing these emotional responses involves providing tailored support and resources to help employees cope with change. This may include working with HR to determine how the organization can offer counseling services, facilitate peer support groups, or organize workshops on stress management and resilience.
## 3. Provide pathways for upskilling, placement, or retirement
It’s imperative for IT leaders to prioritize the well-being and professional development of affected employees by offering clear pathways for upskilling, placement, or retirement.
IT leaders must not do this work alone — the HR department can help decide how to deal with the impacts of AI adoption. For instance, HR can assist with overcoming budget constraints, adopting existing initiatives, navigating labor law issues, and more.
Investing in comprehensive upskilling programs tailored to emerging technologies and roles can also empower employees to adapt to the changing demands of the industry. In fact, talent outcomes from AI-related training include significant percentage increases in engagement capital, discretionary effort, and enterprise contribution from employees.
These programs should offer training in AI technologies, prompt engineering, or other areas where employees can leverage or enhance their existing skills. By fostering a continuous learning and development culture, IT leaders can equip employees with tools to succeed in new roles while demonstrating a commitment to their professional growth.
For employees uninterested in upskilling or transitioning into new roles, providing pathways for placement within or outside the organization can provide alternative opportunities. For employees who choose against upskilling and are nearing the end of their careers, offering early retirement support and planning services is crucial for ensuring a smooth transition into retirement.
Overall, navigating the transition brought about by AI integration in IT operations requires a proactive and compassionate approach to supporting employees through change. Leading with honesty and clarity will reduce AI resistance, improve the emotional well-being of the workforce, and potentially solve some of the long-term talent-sourcing challenges that IT leaders struggle to overcome.
Autumn Stanish, Director Analyst with Gartner’s Digital Workplace I&O group
Autumn Stanish is a Director Analyst with Gartner in the Digital Workplace I&O group. Her research addresses IT sustainability and the role of I&O in corporate ESG initiatives. In addition to sustainability, she also supports IT leaders with employee device trends and procurement strategies, including DEX tools, persona creation, lifecycle planning, and vendor selection.
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5 months ago
|
TechRepublic
|
data:image/jpeg;base64,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
| 33 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
AI Adoption Anxiety Ushers in the New Year
|
https://www.nojitter.com/digital-workplace/ai-adoption-anxiety-ushers-in-the-new-year
|
Two separate vendor surveys have identified ambivalence around artificial intelligence as a workplace challenge to be managed in 2025.
|
AI Adoption Anxiety Ushers in the New Year
Lisa Schmeiser
January 16, 2025
Multiple studies have found that employees besieged by burnout don’t trust that AI will make their jobs better – while their managers think otherwise.
Two separate vendor surveys have identified ambivalence around artificial intelligence as a workplace challenge to be managed in 2025.
Unily’s report, released on Tuesday, January 14, “The AI Reality Check,” found that only 20% of employees thought AI was a "must-have" for business competition, and "36% believe that more AI adoption would have no impact on their company’s performance.”
This isn’t a surprise: in August 2024, Upwork published research showing that while executives were all-in on AI, the people they managed were skeptical of the technology having a positive impact on their jobs. Through Q4 2024, Slack reported that approximately 50% of workers were using AI -- but many doing so covertly -- and people had complicated feelings about adopting the technology, based on their own feelings about their jobs and the risk of burnout by being expected to do more.
The data shows a gulf between what desk workers wish AI would allow them to focus on and the ultimate effect they predict it will have on their work lives: Employees most want AI to allow them to refocus their time on meaningful activities, but they suspect that AI could lead to more busy work and increased workload.
So long as the conversation around AI adoption in the workplace centers on improved productivity, that employee sentiment is likely to linger. One big story in the HR trade press through 2024 was employee burnout, which was endemic among tech employees. In December, Upwork’s research found 71% of full-time IT employees reported they were burnt out, with 65% struggling with employer demands on their productivity.
So when research demonstrates that the net benefit to AI is to boost productivity, workers don’t hear that message as "you’ll be killing it at your job." They hear it as "you’ll be killed by your increased workload."
The resistance to AI may actually engender some new job opportunities. Freelance work platform Upwork released a study on Tuesday, January 14, noting the skills where demand for freelancers has increased year over year. Among them -- human job coaching.
With industries evolving at breakneck speed, the ability to adapt, reskill, and navigate ambiguity has become essential. The very essence of learning how to learn is becoming a critical and growing skill set. And while technology is transforming how we work, it is the human-to-human connection that is proving irreplaceable in helping workers find their footing.
Ironically, in an age dominated by AI, the most valuable form of support lies in the lived experience and empathy that only a skilled coach can provide. The power of coaching isn’t only about learning new skills; it’s also about fostering confidence, perspective, and resilience—qualities that machines simply can’t replicate.
Will access to an AI-positive counselor become part of the modern employee experience? Will enterprises find a way to persuade workers in permacrisis that AI is not going to make things work -- or are we looking at another protracted debate like the RTO one, which is now entering its sixth year? We’ll be following all year.
|
5 months ago
|
No Jitter
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data:image/jpeg;base64,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
| 34 |
workplace AI adoption
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2025-06-17 14:03:04
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These are the countries where workers are most likely to use generative AI—and the U.S. is lagging behind the leaders
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https://fortune.com/2024/12/02/ai-us-llama-chatgpt-india/
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Middle-income countries like India, China, and Indonesia are posting the fastest rates of AI adoption.
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These are the countries where workers are most likely to use generative AI—and the U.S. is lagging behind the leaders
BY Nicolas Rapp, Matthew Heimer
December 2, 2024 at 5:00 AM EST
Generative AI may not be coming for your job, but it’s certainly coming to your job. Worldwide, 75% of knowledge workers now use gen AI in their work, according to a recent Microsoft/LinkedIn survey. Often it’s employees, not companies, leading the way: In most countries, and to a particularly great degree in China and the U.S., many workers regularly use gen-AI tools even though their employer isn’t providing any. Notably, while the U.S. is home to the world’s dominant platforms, including OpenAI’s ChatGPT and Meta’s Llama, it lags behind middle-income countries like India, Indonesia, and Brazil in gen-AI adoption—a sign that tech-savvy younger workers could be helping emerging-market economies close the global digital divide.
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6 months ago
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Fortune
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data:image/png;base64,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
| 35 |
workplace AI adoption
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2025-06-17 14:03:04
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APAC emerges as global AI frontrunner: Region’s businesses lead worldwide intelligent agent adoption
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https://news.microsoft.com/apac/2025/04/30/apac-emerges-as-global-ai-frontrunner-regions-businesses-lead-worldwide-intelligent-agent-adoption/
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Microsoft's 2025 Work Trend Index reveals the latest findings in AI workplace adoption and predictions for the future.
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APAC emerges as global AI frontrunner: Region’s businesses lead worldwide intelligent agent adoption
April 30, 2025
Microsoft Stories
Microsoft’s 2025 Work Trend Index reveals the latest findings in AI workplace adoption and predictions for the future
Emerging capacity crisis: 84% of the region’s workforce reports lacking sufficient time or energy for their work, highlighting the urgent need for AI solutions
APAC leads global adoption: 53% of APAC leaders are already using AI agents to fully automate business processes – the highest rate worldwide and 7% above the global average
Confidence in AI transformation: 84% of APAC leaders express confidence in using agents to expand workforce capacity within the year
Mindset advantage: Unlike other regions, APAC employees predominantly view AI as a thought partner (52%) rather than just a command-based tool (47%)
Asia Pacific, 29 April 2025 – New data released today from Microsoft’s 2025 Work Trend Index reveals how the rise of AI-driven intelligent agents is redefining the traditional organizational chart and transforming knowledge work across every job level – from the C-suite to frontline workers.
The latest data exposes a widening capacity gap, with 61% of APAC leaders saying productivity must increase, but 84% of the region’s workforce – both employees and leaders – saying they lack enough time or energy to do their work. This is supported by Microsoft 365 telemetry data, which shows that on average, employees are interrupted every 2 minutes by meetings, emails, or pings.
However, with the rise of agents that can reason, plan, and act as digital labor, roles and organizations will reshape to scale capacity as needed. Already, 85% of APAC leaders say this is a pivotal year to rethink core strategies and operations, while 84% are confident in using agents to expand workforce capacity in the next 12-18 months – both above the global average.
“Asia Pacific has surpassed the rest of the world on digital transformation – and the WTI confirms this,” said Rodrigo Kede Lima, President of Microsoft Asia. “Leaders here are taking bold action: scaling AI capabilities while simultaneously preparing their workforce to collaborate effectively with intelligent agents.”
Leaner Teams, Higher Impact
As AI continues to democratize access to expertise, the data shows an evolution from rigid and hierarchical organizational charts to more fluid “Work Charts”, where teams are formed around outcomes rather than siloed functions like marketing or finance – mirroring a model typically used on movie production sets today.
With agents acting as research assistants, analysts, or creative partners, companies can deploy lean, high-impact teams on demand. In fact, more than half of APAC leaders (53%) are already using agents to fully automate workstreams or business processes – higher than any other region in the world, and well-above the global average of 46%.
But to maximize impact, organizations need to achieve the right ratio of human and digital labor for specific tasks. The report highlights that employees in APAC turn to AI not to replace human value, but to access capabilities humans can’t provide: 24/7 availability (38%), machine-driven speed and quality (31%), and unlimited ideas on demand (30%).
Particularly striking is APAC’s mindset advantage: 52% of employees in the region already treat AI as a thought partner rather than a command-based tool (47%) – a reverse of the global trend and a powerful indicator of the region’s readiness for AI collaboration.
The Rise of The Frontier Firm
The report points to the emergence of Frontier Firms – a new type of organization powered by hybrid teams of humans and agents – as proving what’s possible by scaling faster, moving with greater agility, and creating value in new ways. Workers and leaders at these Frontier Firms are more than twice as likely to say their companies are thriving and that they can take on additional work. They are also more likely to report having opportunities to do meaningful work.
Within the next two to five years, every organization is expected to begin the journey toward becoming a Frontier Firm. 43% of APAC leaders say expanding capacity with digital labor is a top priority in the next 12-18 months, second only to upskilling (46%). Beyond agents, 82% of APAC leaders also say their company is considering adding new AI-focused roles to prepare for the future, such as AI agent specialists, AI trainers and AI workforce managers.
AI Skills Now a Top Priority
Both leaders and employees in APAC lead other regions in terms of their familiarity with AI agents. Nonetheless, countering last year’s findings, which showed employees leading in AI adoption, this year business leaders are ahead of the curve. 74% of APAC leaders report being highly familiar with AI agents, compared to just 48% of employees.
To bridge this gap, 52% of APAC managers expect AI training or upskilling to become a core responsibility for their teams in the next five years. Within the same period, APAC leaders have greater expectations than global peers that their team’s scope will expand to include redesigning business processes with AI (42%), building multi-agent systems to automate complex tasks (47%), as well as training and managing agents (44% and 41% respectively).
Looking Ahead
The findings suggest APAC’s early adoption of AI agents could translate into significant competitive advantages over the next decade. From the boardroom to the front line, success will increasingly depend on thinking like the CEO of an agent-powered startup – skillfully delegating to and managing teams of specialized AI agents.
“With so many organisations in APAC already investing in AI agents, those who delay risk falling behind,” said Tim Sheedy, Vice President of Research at Ecosystm, a technology research firm. Commenting on what organizations should do to stay ahead, he said: “Start by improving your ‘AI Quotient’ by equipping employees with the skills to leverage AI today and explore new possibilities tomorrow. Begin with simple agents that enhance daily tasks and focus on well-governed data sets to achieve early wins, before scaling to more complex, cross-functional AI solutions”.
Organizations embracing the Frontier Firm model are positioned to outperform traditional competitors in innovation speed, operational efficiency, and talent attraction. “What we’re witnessing isn’t simply technology adoption – it’s a fundamental reimagining of work,” adds Kede Lima. “And APAC is writing the playbook that the rest of the world will likely follow.”
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1 month ago
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Microsoft
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data:image/jpeg;base64,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
| 36 |
workplace AI adoption
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2025-06-17 14:03:04
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Your AI Strategy Will Fail Without a Culture That Supports It
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https://www.gallup.com/workplace/652727/strategy-fail-without-culture-supports.aspx
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Corporate investment in AI technologies is booming. Global spending on AI is projected to reach approximately $632 billion by 2028.<sup>1</sup>.
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Your AI Strategy Will Fail Without a Culture That Supports It
Want broader AI buy-in at your organization? Consider the role culture plays in your AI strategy.
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7 months ago
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Gallup.com
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| 37 |
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2025-06-17 14:03:04
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How AI Is Transforming The Small Business Workplace
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https://www.forbes.com/sites/allbusiness/2025/02/19/how-ai-is-transforming-the-small-business-workplace/
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We asked experts for their insight into how AI is transforming small business workplaces to make them more efficient, innovative,...
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By Rieva LesonskyAI is transforming small businesses in ways we couldn’t have imagined just
a few years ago.gettyArtificial intelligence (AI) is no longer just for tech giants—it’s
transforming small businesses in ways we couldn’t have imagined just a few
years ago. AI is helping small businesses streamline operations, enhance
customer experiences, and make smarter decisions. It’s also playing an
increasingly significant role in the recruiting and hiring process.To learn more, I asked several industry leaders and experts for their
insight into how to create more efficient, innovative, and competitive
workplaces.Small Businesses Embrace AIVerizon’s fifth annual State of Small Business Survey highlights a
remarkable shift in AI usage among SMBs. Since 2023, AI adoption has more
than doubled, and today nearly 39% of SMBs reportedly leverage AI
technologies for their businesses.A combination of factors drives this rapid uptake. First, there is
increased awareness of AI’s potential to automate repetitive tasks, reduce
operational bottlenecks, and free up valuable time for strategic
initiatives. Second, SMBs now embrace AI-driven solutions to enhance
customer interactions—whether through personalized marketing, AI-powered
chatbots, or real-time customer support tools. Finally, AI’s ability to
analyze vast amounts of data quickly and deliver actionable insights
empowers SMBs to make smarter, data-driven decisions.MORE FOR YOUThe momentum around AI adoption shows no signs of slowing down. As AI tools
become more accessible and tailored to SMB needs, more businesses are
expected to incorporate these technologies into their day-to-day workflows.
This trend underscores a broader shift toward innovation as SMBs recognize
that AI isn’t just for large businesses—it’s a vital tool for SMBs to stay
competitive in today’s changing marketplace.—Aparna Khurjekar, Chief Revenue Officer, Business Markets & SaaS, Verizon
BusinessGenerative AI Eases the Hiring ProcessA recent report from Gusto, Small Businesses Using Generative AI Report
Hiring Success and More Satisfaction With Their Employees, revealed that: function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
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const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
'style'; cssUrlLink.media = 'print'; cssUrlLink.onload = function() {
this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); Businesses that use generative AI had an easier time hiring: Among
businesses that were hiring, the ones using gen AI were 45% more likely to
report they could fill open roles and experienced fewer hiring difficulties.Employees at businesses that use gen AI are much more likely to exceed
expectations: Generative AI helps reduce workloads, particularly for
repetitive tasks, allowing employees to focus on more impactful
business-building activities.Younger generations of business owners are more comfortable with rapidly
changing technologies, highlighting a generational shift in how businesses
incorporate AI: Millennial and Gen Z business owners are 56% more likely to
utilize gen AI in their operations than Gen X entrepreneurs, and 76% more
likely than boomer business owners.—Nicholas Tremper, Gusto Economist, GustoAI Is Revolutionizing Recruitment, Retention, and DevelopmentImagine an HR department where hiring decisions are data-driven, retention
is second nature, and employee development is personalized and engaging.
This isn’t a distant dream—it’s the reality that AI is bringing to HR
organizations today. AI transforms HR by automating tasks, enhancing
communication, and providing support. Machine learning and predictive
analytics can empower HR by delivering insights that help anticipate
employee behaviors, such as turnover risk, supporting data-driven
strategies to improve retention, streamlining the hiring process, and
creating personalized employee experiences.Generative AI, a game-changer for HR, automates content creation, improves
question answering, and summarizes text and content. HR professionals can
leverage generative AI tools to create job descriptions, employee
communications, and training materials more efficiently, saving significant
time.When implementing AI in HR, businesses should weigh the value against the
feasibility of AI applications, prioritizing those with the highest
potential. This value-feasibility analysis ensures that AI adoption yields
measurable gains without undue disruption.Balancing the benefits and risks of generative AI and adhering to
responsible AI practices is essential. This involves ensuring that AI
systems are transparent, accountable, and fair. Businesses must implement
measures to identify and reduce bias that could lead to unfair treatment of
employees. Regular audits and updates of AI systems help maintain their
ethical use and reliability.—Rebekah Roberts, Learning and Development Program Manager, University of
PhoenixMore from AllBusiness: 12 Creative Side Hustles (and How AI Can Help You Start Them) Ethical
Content Curation for Social Media: 15 Best Practices A Call for ClarityIn 2024, we saw a lot of hype, with the term "AI" applied to tools and
technologies that are, in fact, simply rule-based automation or traditional
data analytics. Labeling these as AI not only misleads stakeholders, but
also risks setting unrealistic expectations for what AI can achieve in
hiring. True AI systems, especially those based on machine learning,
involve adaptive learning from data and require transparency to build trust
and ensure ethical use. I’d love to see a shift toward clarity and accuracy
in the language we use around AI.—Dr. Lindsey Zuloaga, Chief Data Scientist, HireVueAI Will Not Replace Coding JobsArtificial intelligence promises a bright future, an exciting prospect that
also carries fears of technology replacing humans and eliminating jobs.
While this future is further ahead than many claim, two facts remain true:
AI and its fast growth present more opportunities than dangers, and we must
continue to teach the next generation how to code so they can take
advantage of the freedom of creativity that AI provides.AI won’t replace humans: Generative AI uses large-language models (LLMs).
Generative AI can create base code with a simple prompt, but it still needs
a software engineer or programmer to check that code, understand what needs
to be modified, and then apply it to the proper context and use in a
program. AI frees the programmer from debugging and allows us to focus on
creativity. It lets us reinvent a better wheel—one that more people can
access and benefit from. AI provides the starting point, but you are
ultimately responsible for the final product. You use your critical
thinking skills and creativity to apply the generated results in the way
you want and need.Coding will continue to be a sought-after skill: Instead of going through
hours of courses to learn base codes, the next generation of workers faces
lower barriers to learning how to use code. Coding is one of the best
mediums for combining problem-solving and technology. Teaching our children
to code ensures they master these critical skills to become successful
workers by being creative, modifying, and problem-solving. And thanks to
AI, they won’t have to spend hours starting from scratch.Coding jobs will evolve as AI improves: Not all coding jobs will be
eliminated; they will evolve. Programming positions today require many
hours to learn and master coding languages, but this requirement will
disappear as AI continues to improve.Learning to code will continue to be critical, but the knowledge and
training a programmer needs will shift to leveraging tools and AI-built
programs. For every disruptive tool or invention, there are new jobs to
improve and maintain such creations. To fully leverage AI’s benefits, we
must continue teaching our children invaluable coding skills. Embrace AI
and let us inspire the next generation to innovate and create like never
before.—Ed Kim, VP Education and Training, Code NinjasAI Is Transforming Workplaces by Reconfiguring ThemCompanies must fundamentally reimagine and reconfigure workspaces for
employees returning to work in the office to provide seamless and immersive
collaboration experiences. Designing reimagined spaces requires careful
consideration of technology and real estate and reviews from various
stakeholders in IT, facilities, and even HR. In 2025, designing and
deploying collaborative workspaces will be significantly streamlined.Leaders will leverage AI to provide customized recommendations for room
layouts, audio coverage, and screen visibility based on the company’s
specific needs. As a result, businesses can quickly and cost-effectively
create optimized collaboration environments, accelerating workplace
transformation and enhancing employee productivity.AI will also augment employee productivity by integrating into meeting room
devices. By combining collaboration device technology with AI, employees
will soon benefit from AI-generated “catch-me-up” summaries, writing
assistance, action items, and more during in-person meetings.—Snorre Kjesbu, Senior Vice President and General Manager of Collaboration
Devices, CiscoAbout the AuthorRieva Lesonsky creates content focusing on small business and
entrepreneurship. Email Rieva at [email protected], follow
her on Twitter @Rieva, and visit her website SmallBusinessCurrents.com to
get the scoop on business trends and sign up for Rieva’s free Currents
newsletter.RELATED: 2025 AI Predictions for Small Businesses
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3 months ago
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Forbes
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data:image/jpeg;base64,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
| 38 |
workplace AI adoption
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Study: AI Adoption Benefits Fall Short
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https://www.eweek.com/news/ai-productivity-study-denmark/
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A Danish study finds AI tools like ChatGPT haven't boosted wages or hours, challenging claims that artificial intelligence will transform...
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Study: AI Adoption Benefits Underwhelm – ‘No Significant Impact on Earnings or Hours’
Written by Liz Ticong
Published May 2, 2025
Despite growing adoption, a new study reveals that AI tools, including chatbots like ChatGPT, have had “no significant impact on earnings or recorded hours” across occupations, failing to meet expectations of workplace productivity.
The study, led by Denmark researchers and covering numerous occupations, suggests that while AI may streamline certain tasks, it has not led to measurable changes in pay or work hours. These findings challenge widespread assumptions that AI will dramatically transform the labor market, indicating its impact may be more limited than many have projected.
AI saves less than 3% of time, but with no noticeable work changes
A recent study by economists Anders Humlum and Emilie Vestergaard examined the adoption and labor market effects of ChatGPT and other similar AI tools among 25,000 workers in 11 occupations in Denmark. While AI adoption is widespread — about half the workers in affected job categories using artificial intelligence — the study found no significant impact on wages or hours worked. The research estimates that AI saves just 2.8% of work time on average, or roughly one hour per 40-hour week.
Researchers also observed that workers spend additional time reviewing AI outputs or managing new responsibilities. New AI-related tasks have emerged for 8.4% of workers, further diluting the potential productivity boost. Overall, the data undercuts expectations of a rapid AI-driven transformation in labor markets.
Why AI isn’t boosting productivity as expected
Some experts argue that the underwhelming AI productivity gains, as seen in Humlum and Vestergaard’s study, are rooted in how organizations implement the technology.
MIT’s Ravin Jesuthasan contends that introducing AI alone is insufficient; real gains require companies to redesign workflows, automate routine functions, and reorganize teams. Without this fundamental change, businesses risk maintaining outdated processes, limiting the benefits of AI adoption.
Some researchers report substantial productivity gains with AI adoption
By contrast, a 2023 NBER paper by Erik Brynjolfsson, Danielle Li, and Lindsey R. Raymond revealed that generative AI tools increased productivity among customer support agents by nearly 14%, with less experienced workers seeing improvements as high as 34%.
These contrasting findings highlight the complexity of assessing AI’s economic impact which can vary widely depending on the industry, tasks structure, and workforce composition.
AI’s true labor impact
Whether AI will truly revolutionize labor remains uncertain. So far, early evidence paints a mixed picture. For now, more research — and patience — may be needed before drawing firm conclusions. Until the impact becomes clearer, purposeful AI integration may offer more than sweeping expectations.
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1 month ago
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eWEEK
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data:image/jpeg;base64,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
| 39 |
workplace AI adoption
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2025-06-17 14:03:04
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The Impact of Generative AI on Work Productivity
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https://www.stlouisfed.org/on-the-economy/2025/feb/impact-generative-ai-work-productivity
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Generative artificial intelligence (AI) has rapidly emerged as a potentially important workplace technology. In an earlier blog post,...
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The Impact of Generative AI on Work Productivity
February 27, 2025
By Alexander Bick, Adam Blandin, David Deming
Generative artificial intelligence (AI) has rapidly emerged as a potentially important workplace technology. In an earlier blog post, we discussed results from the first nationally representative U.S. survey of generative AI adoption, conducted in August 2024. We showed that 28% of all workers used generative AI at work to some degree. We ran our survey again in November 2024 and found that usage rates were fairly stable between August and November. In this blog post, we leverage a novel question in the November survey to provide an estimate of potential aggregate productivity gains from generative AI.
How Much Work Is Assisted by Generative AI?
Measuring the impact of generative AI on work productivity requires looking beyond simple adoption metrics and assessing how intensively workers rely on the technology. By asking respondents how much they used this technology in the previous week or previous month, our survey elicits two measures of the intensity of generative AI usage: days per week and time per day when used. First, pooling our survey data from August and November 2024, we found that in the previous week, 9% of U.S. workers reported using it every workday and 14% for at least one but not every workday.
The figure below shows that among workers who reported using generative AI at least once in the previous month, nearly one-third (31.9%) spent an hour or more per workday using it, while another 47.0% used it between 15 and 59 minutes daily. The two intensity measures of generative AI use are positively correlated. For example, 52.0% of generative AI users employing this technology every workday also reported using it an hour or more daily, compared with only 7.3% of those who used it in the previous month but not the previous week.
Using information on days worked and hours worked, we can construct bounds on the share of total work hours assisted by generative AI by combining data on usage intensity with data on days and hours worked in the previous week. Among workers who used generative AI in the previous week (21.8% of all workers), between 6.0% and 24.9% of all work hours were assisted by generative AI. This means that, on average, generative AI is not just an occasional tool for its users but also an integral part of their work routines. Among all workers, including those who used it only in the previous month and non-generative AI users, we found that between 1.3% and 5.4% of total work hours were assisted by generative AI.
Time Savings and Productivity Gains
To quantify the productivity benefits of generative AI, we asked November survey respondents how much additional time they would have needed to complete the same amount of work last week if they had not been able to this technology. The responses suggest that users save a meaningful amount of time.
The next figure shows that among workers who used generative AI in the previous week, 20.5% said that generative AI saved them four hours or more in that week, 20.1% reported three hours, 26.4% reported saving two hours, and 33.0% reported an hour or less. More-frequent users also reported greater time savings. Among workers who used generative AI every day in the previous week, 33.5% said it saved them four hours or more, compared with 11.5% of those who used it only one day in that week.
For each generative AI user, we computed the percentage of working hours saved as the ratio of time saved in the previous week to hours worked in that same week. We found an average time savings of 5.4% of work hours in the November 2024 survey. For an individual working 40 hours per week, saving 5.4% of work hours implies a time savings of 2.2 hours per week. When we factor in all workers, including nonusers, workers saved 1.4% of total hours because of generative AI.
Usage and Time Savings among Occupations and Industries
The next figure illustrates how generative AI-driven time savings vary with usage across occupations. Time savings and overall usage are highly correlated. Workers in the computer and mathematics occupation used generative AI in nearly 12% of their work hours, and they reported this saved them 2.5% of work time. By contrast, workers in personal service occupations used this technology in only 1.3% of their work hours, and it saved them only 0.4% of work time. The slope of the dashed regression line is 0.17, indicating that a 10 percentage point increase in the share of time spent using generative AI is associated with a 1.7 percentage point increase in the time saved as a share of hours worked.
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3 months ago
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Federal Reserve Bank of St. Louis
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data:image/png;base64,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
| 40 |
workplace AI adoption
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2025-06-17 14:03:04
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ChatGPT is Still the King of Chatbots in Offices: AI Adoption Soars, But US Workplaces Lag Behind
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https://www.techtimes.com/articles/309616/20250310/chatgpt-still-king-chatbots-offices-ai-adoption-soars-us-workplaces-lag-behind.htm
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India has been the most eager adopter of ChatGPT, with a staggering 92% of workplaces using the AI tool actively, as per surveyed workplaces.
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ChatGPT is Still the King of Chatbots in Offices: AI Adoption Soars, But US Workplaces Lag Behind
By Jose Enrico
Updated: Mar 10 2025, 02:25 AM EDT
Artificial intelligence (AI) has transformed today's workplaces, but new studies indicate that although ChatGPT is still the most popular AI tool globally, trends in adoption are changing. US workers, for example, embraced the AI chatbot despite the risks associated with it.
China's AI platform, DeepSeek, created much hype with its emergence, but recent studies show that its steam is running out, leaving ChatGPT at the top.
## India Tops Global ChatGPT Adoption
AI chatbots have become a part of the working tools nowadays. They make the job faster for the employees.
A recent study by DeskTime, surveyed 2,385 workers in 97 businesses on AI adoption from January 2023 to December 2024. The results reveal ChatGPT's supremacy in office operations, with 75.9% of offices worldwide incorporating the tool into daily routines.
India has been the most eager adopter of ChatGPT, with a staggering 92% of workplaces using the AI tool actively, as per surveyed workplaces. The high rate of adoption is indicative of the nation's drive toward digitalization and AI-based productivity.
## US ChatGPT Adoption Trails Behind Global Average
Though the usage of ChatGPT remains on the increase in the US adoption rates trail behind the world average, according to TechRadar. In 2023, 68% of American businesses utilized ChatGPT, and in 2024 that figure rose to 72%. But though growth is being seen, the pace of new workplace adoption is slowing.
## AI Adoption Varies During the Year
The DeskTime research also revealed significant variability in ChatGPT adoption during 2024. In January, AI adoption fell to 63%, only to rise to 81% in October. Such changes indicate that seasonal patterns of work, changing business tactics, or anxiety regarding AI automation affect adoption.
## AI Adoption Meets Corporate Resistance
Though ChatGPT is still the leading workplace AI, companies without previous experience with the tool are hesitant to adopt it.
"Although ChatGPT adoption varies across offices, it's still in use across nearly 75% of U.S. workplaces. The slow growth in ChatGPT use could be attributed to the adoption of other generative AI tools, as well as company policies that prohibit or restrict its use," Desktime CEO Artis Rozentals explained.
Rozentals says that this is because companies are wary of security and confidentiality issues, especially in companies that deal with sensitive information.
ChatGPT's dominance is secure for the time being—but whether it will continue to lead the AI pack is anyone's guess.
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3 months ago
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Tech Times
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data:image/jpeg;base64,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
| 41 |
workplace AI adoption
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2025-06-17 14:03:04
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C-suite leaders grapple with conflict, silos amid AI adoption
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https://www.ciodive.com/news/enterprise-AI-adoption-conflict-silos-workforce/742738/
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Around two-thirds of executives say the technology has led to division within their company, according to a Writer survey.
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C-suite leaders grapple with conflict, silos amid AI adoption
Published March 18, 2025
Lindsey Wilkinson
Around two-thirds of executives say the technology has led to division within their company, according to a Writer survey.
Most executives say generative AI adoption is creating conflict and friction within their organization, according to a Writer report published Tuesday. The AI vendor partnered with research group Workplace Intelligence to survey 800 C-suite leaders and 800 employees.
Around two-thirds of business leaders say the technology has led to division between IT teams and other lines of business, as well as between executives and employees. More than 1 in 3 execs characterized generative AI adoption as a massive disappointment so far.
Some employees admitted to “sabotaging” their company’s AI strategy, including 41% of Gen Z and Millennial workers, the report said. Around 1 in 3 employees on average are pushing back, refusing to use AI tools or ditching AI-related training.
Generative AI adoption has been disruptive to the enterprise. Executives have had to find the best path forward for implementation and decide what to prioritize. Employees have grappled with job security anxiety and worries about needed upskilling.
In some cases, the changes caused rifts.
“These challenges are not trivial; they demand robust change management, improved vendor quality and enhanced collaboration between IT and other departments,” Kevin Chung, chief strategy officer at Writer, said in an email. “Internal misalignment and power struggles are particularly impactful, as they can further complicate the adoption process.”
Business leaders admit to feeling overwhelmed and exhausted by the onslaught of AI, with more than half of senior leaders saying they feel like they’re failing amid the technology’s rapid growth, according to an EY report published in December.
Technology leaders face pressure to move AI projects along without addressing problems that arise, underlining the disconnect between ambition and reality.
Workers also have reservations about relying on the technology. More than 1 in 3 employees said AI-produced work is not on par with their own, a Pegasystems report found.
“Employees may feel that they are being left behind or that their concerns are not being heard,” Chung said. “This lack of support has real consequences. Those who are resistant to change or feel threatened by AI’s capabilities are pushing back, leading to a fractured corporate culture.”
Even with AI fatigue and apprehension, businesses are determined to find value. Nearly all enterprises say they are ramping up AI investments this year amid persisting struggles and roadblocks.
“Collaboration is the key to overcoming these challenges,” Chung said. “When IT and business leaders build together, they ensure that AI initiatives are not only technologically sound but also aligned with the broader business goals.”
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2 months ago
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CIO Dive
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data:image/jpeg;base64,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
| 42 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
Employee distaste for busy work fuels AI adoption plans
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https://www.ciodive.com/news/workforce-AI-sentiment-busy-work-productivity-Freshworks-report/736349/
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Employee distaste for busy work fuels AI adoption plans. Workers are welcoming the addition of the technology to workflows, as long as it can...
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Employee distaste for busy work fuels AI adoption plans
Workers are welcoming the addition of the technology to workflows, as long as it can move tedious tasks off their desks, according to a Freshworks report.
Published Jan. 2, 2025
By Lindsey Wilkinson
Most employees are eager to have AI take over some of their tasks, according to a Freshworks report published last month.
Workers spend around three hours per day on tedious tasks and busy work, the survey of 4,000 knowledge workers and business leaders found.
Nearly every employee said the technology is saving them time, according to the report. Around two-thirds of workers said they invest time saved in mentoring colleagues or on creative tasks.
Most businesses are still seeking AI productivity gains as the new year kicks off, but leaders are better positioned to deliver than before.
“Businesses are now giving AI a deeper embrace because all that initial grassroots experimentation with generative AI has begun paying off more broadly,” Freshworks said in the report. “From a CIO’s perspective, AI’s most powerful capability is how it can directly improve the two most critical differentiators of business success today: customer and employee experience.”
To improve the employee experience, businesses have to take a holistic approach to AI adoption. Introducing the technology is a place to start, but leaders are working to ensure employees know how to use the tools they’re given. Training has become a critical part of the strategy.
As companies executed adoption plans last year, employee sentiment shifted, according to the Freshworks report. More than half of workers said they better understand AI now, and nearly half said AI is driving noticeable value. Nearly 2 in 5 respondents said the technology has delivered on its promise.
Most organizations face an uphill battle despite progress. Just 2% of businesses have the talent, data and technology to launch effective AI initiatives, according to an Infosys report published in October. Still, CIOs are looking to capitalize on lessons learned last year to sustain momentum in 2025.
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5 months ago
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CIO Dive
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data:image/jpeg;base64,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
| 43 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
AI adoption and workforce impact
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https://www.ey.com/en_fi/insights/consulting/why-the-people-and-organizational-viewpoint-is-key-to-realize-ai-value
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Summary. The surge in AI adoption marks a pivotal shift in workplace operations, with a notable increase in Nordic employee usage. Despite this...
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Why the people and organizational viewpoint is key to realize AI value
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1 month ago
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EY
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data:image/jpeg;base64,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
| 44 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
Return-to-office measures and adoption of AI are reshaping the workplace
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https://www.emarketer.com/content/return-to-office-measures-adoption-of-ai-reshaping-workplace
|
In 2024, the business climate pushed businesses and industries farther from pandemic-era remote and hybrid models to multiday or even full return-to-office (...
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Return-to-office measures and adoption of AI are reshaping the workplace
by Gadjo Sevilla | Dec 20, 2024
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Return-to-office measures and adoption of AI are reshaping the workplace
Topics
Artificial Intelligence (AI)
United States
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eMarketer
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data:image/png;base64,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
| 45 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
More than 1/3 of employees globally used ChatGPT in their work as of December 2024, and that's growing
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https://www.techradar.com/pro/chatgpt-remains-the-most-popular-ai-tool-in-offices-worldwide-survey-finds-with-india-leading-the-way
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US workplace ChatGPT adoption grew slowly, reaching 72% in 2024.
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# ChatGPT remains the most popular AI tool in offices worldwide, survey finds, with India leading the way
By Efosa Udinmwen published March 9, 2025
Efosa Udinmwen
The rapid rise of Chinese AI was unprecedented, but the buzz surrounding its surge is now fading, with new research offering fresh insights into global AI adoption.
A DeskTime study, conducted between January 2023 and December 2024, surveying 2,385 employees across 97 companies using its time-tracking tool claims ChatGPT remains the most widely used AI tool in workplaces worldwide, with adoption rates continuing to grow.
The survey found that as of December 2024, 75.9% of global offices had integrated ChatGPT into their workflows, with India leading the way, with 92% of workplaces surveyed there reporting using the tool.
## US ChatGPT adoption lags behind the global average
In the US, workplace adoption rose from 68% in 2023 to 72% in 2024. Although this growth was slower compared to other regions, the time spent using ChatGPT increased significantly, with 42.6% of employees reporting greater usage.
Meanwhile, individual adoption reached 28.3% of employees in the US, a notable rise from 17% in 2023. This suggests that while more employees are incorporating AI into their work, broader company-wide implementation has slowed.
DeskTime’s study also found 75% of US offices used AI tools, including ChatGPT and other similar platforms, in 2024, marking a slight decline from 76% in the previous year.
Interestingly, AI adoption fluctuated throughout the year, with usage dropping to 63% in January 2024 before rising to 81% by October. These variations suggest seasonal work trends, company policies, or evolving attitudes toward automation may influence AI adoption rates.
Despite widespread use, the slower pace of new workplace adoption of ChatGPT indicates that businesses without prior exposure to it are hesitant.
“Although ChatGPT adoption varies across offices, it's still in use across nearly 75% of US workplaces. The slow growth in ChatGPT use could be attributed to the adoption of other generative AI tools, as well as company policies that prohibit or restrict the use of ChatGPT for work purposes due to concerns about data security and confidentiality,” said Artis Rozentals, CEO of DeskTime.
“For example, Apple, Amazon, and Bank of America are well-known names known to have restrictions on the tool’s use.”
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3 months ago
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TechRadar
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| 46 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
31% of employees are actively ‘sabotaging’ AI efforts. Here’s why
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https://www.fastcompany.com/91302120/employees-are-actively-sabotaging-ai-efforts-heres-why
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A significant proportion of the U.S. workforce is pushing back against Artificial Intelligence adoption at their jobs.
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BY Jared LindzonA significant proportion of the U.S. workforce is pushing
back against Artificial Intelligence adoption at their jobs.According to a
new study by generative AI platform Writer, 31% of employees—including 41%
of Gen Z workers—admit to “sabotaging” their company’s AI strategy by
refusing to adopt AI tools and applications. As a result, roughly two-third
of executives say Generative AI adoption has led to tension and division
within their organization, with 42% suggesting it’s “tearing their company
apart.”“There’s active resistance where it’s like, ‘I really don’t believe
in this strategy whatsoever, and I’m either going to completely ignore it,
or do my own thing,’” says Writer’s chief strategy officer Kevin Chung.
“And the passive resistance is often, ‘I’ll give it a try, but I’m not
going to put my hand up and say here’s how to improve it. I don’t want to
waste my time and effort on it.’”Different reasons, same results As the
technology matures, the most common fears associated with AI adoption have
evolved, though the end result is still the same. Subscribe to the Daily
newsletter.Fast Company's trending stories delivered to you every
dayPrivacy Policy|Fast Company Newsletters“Two years ago, nine times out of
10 it was about ‘why am I training the robot that’s going to take my job
away from me?’ and today maybe one or two out of 10 concerns I hear are
about job displacement,” Chung says. Instead, he says workers are shying
away from the technology because it hasn’t yet proven its usefulness. “Now
that they’ve had a chance to play with it, [many employees] are quite
disappointed in the results they’ve seen, and that’s why they are
disillusioned by it.”That observation is consistent with another survey of
1,100 executives and managers from 2023. It was conducted by Leadership IQ,
wherein just 10% said their employees were “excited” about the technology,
and another 35% were “cautiously optimistic.” The remaining 55% were either
“in denial,” “resistant,” “reluctant” or “indifferent.”Though the results
haven’t yet been made public, the research and consulting firm’s founder
and CEO Mark Murphy says a recent follow-up study (set to be published next
month) found similar results.“The numbers [of those who are “excited” or
“cautiously optimistic”] are looking mildly better, but not drastically.
There was still a shocking amount of denial,” he says. “The percentage of
people who have no experience with AI has dropped considerably, but we
haven’t made a dent in [increasing the proportion on] the intermediate and
advanced side of things. We’ve just shifted a lot of people from ‘no
experience’ to ‘beginner.’”As more American workers utilize AI tools for
the first time, Murphy has also found the most common motivations for
pushing back have evolved from fear to disappointment.“We’re still playing
with it as a one-off tool—something we depart from our normal job and play
with for a few minutes, have it answer a question or two, rather than fully
integrating it into our work,” he says. “We’re still in that early stage of
AI use.” A tense time for employee-employer relationships At the same time,
Murphy suggests the adoption push has coincided with a period of strained
relationships between workers and their employers, which is likely making
it harder for them to proceed with their AI plans.“A potential wrinkle in
this right now is that there is . . . a little more of an adversarial
dynamic between management and frontline employees,” he says. “You can see
this with return-to-office initiatives, for example, and I think this is
sort of a harbinger of things to come with AI.”Just as some employers are
forcing staff back into the office under threat of losing their job, some
are also taking a similarly harsh approach to AI adoption. That could
explain some of the high rates of disengagement and active
resistance.advertisement“There was a little bit less empathy for what
employees might be going through,” Murphy says of RTO mandates. “My guess,
based on everything else we’ve seen, that a similar mindset will be
adopted—and already is, in some cases, being adopted—when it comes to
AI.”Finding the right approach Murphy advises employers looking to make an
AI push to really emphasize the benefits that adoption will have for the
individual employee, as well as the broader organization.“The litmus test
is, ‘what sort of training are you providing such that my AI skills are not
just sufficient to implement your particular AI, but take me a level up?’”
he says. “Getting people to the level where they can essentially train
their replacement is one thing. There will also be an abundance of people
that master AI to the point where they are fluent and can use it to pursue
new strategies that add to their value.” The high rate of AI resistors may
be a function of the high rate of AI beginners, who don’t feel like the
skills they’ve developed really add anything to their personal value and
employability. Getting more people excited about AI, Murphy argues,
requires providing the kind of training that they can put on their résumé
or showcase in a performance review.“If it feels like a black box that’s
sprung on the frontline worker, they probably won’t trust it,” adds Sarah
Elk, Bain & Company’s AI, insights and solutions practice leader for the
Americas. “You’ll get results far faster if you take the time up front to
engage in a thoughtful process with the people who will be impacted.”AI
adoption is about peopleElk says organizations looking to adopt AI
solutions often run into challenges when they focus on the technology
rather than the people who will use it, and ultimately determine its
success.“If I’m just unleashing [an AI tool] to my entire population
without any thought as to how that is helping them or helping the company,
I shouldn’t expect dramatic outcomes,” she says. “I believe in broad
access. But that has to be paired with leadership and sponsorship,
top-down, around areas of value that we’re driving towards.”To make those
integrations successful, Elk says organizations need to explain how the
technology will solve specific problems for staff, while giving them some
latitude to experiment and find new ways to use it to their advantage. “If
you’re applying AI with brute force and not being thoughtful about how it
relates to the work, to the process, to the outcome, to your competitive
advantage—when that isn’t clear—then yes, I could understand why it might
be confusing to a frontline worker,” she says. “When you’re doing it right,
you don’t face resistance.”The final deadline for Fast Company’s Next Big
Things in Tech Awards is Friday, June 20, at 11:59 p.m. PT. Apply
today.ABOUT THE AUTHORJared Lindzon is a freelance journalist, public
speaker and Fast Company contributor who has reported on technology and the
future of work for over a decade. Through that period his writing has been
featured in many of the world’s top news publications—including the BBC,
The Globe and Mail, and the Toronto Star, covering a broad range of subject
matters, from entrepreneurship and technology to entertainment and
politics. MoreExplore TopicsAIworkplace
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2 months ago
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Fast Company
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data:image/jpeg;base64,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
| 47 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
West Monroe Publishes Ultimate Guide to AI & Workforce Adoption to Ensure Companies Realize Full Value from AI Investments
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https://www.prnewswire.com/news-releases/west-monroe-publishes-ultimate-guide-to-ai--workforce-adoption-to-ensure-companies-realize-full-value-from-ai-investments-302432970.html
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A comprehensive and practical guide for organizations seeking to bridge the gap between AI investment and meaningful workforce adoption.
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West Monroe Publishes Ultimate Guide to AI – Workforce Adoption to Ensure Companies Realize Full Value from AI Investments
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1 month ago
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PR Newswire
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data:image/png;base64,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
| 48 |
workplace AI adoption
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2025-06-17 14:03:04
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Major survey finds most people use AI regularly at work – but almost half admit to doing so inappropriately
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https://theconversation.com/major-survey-finds-most-people-use-ai-regularly-at-work-but-almost-half-admit-to-doing-so-inappropriately-255405
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Research finds concerning numbers of workers are using public AI tools in inappropriate ways, undermining work quality and increasing risks.
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Major survey finds most people use AI regularly at work – but almost half admit to doing so inappropriately
Published: April 28, 2025 7:20pm EDT
Nicole Gillespie, Steven Lockey, Melbourne Business School
Have you ever used ChatGPT to draft a work email? Perhaps to summarise a report, research a topic or analyse data in a spreadsheet? If so, you certainly aren’t alone.
Artificial intelligence (AI) tools are rapidly transforming the world of work. Released today, our global study of more than 32,000 workers from 47 countries shows that 58% of employees intentionally use AI at work – with a third using it weekly or daily.
Most employees who use it say they’ve gained some real productivity and performance benefits from adopting AI tools.
However, a concerning number are using AI in highly risky ways – such as uploading sensitive information into public tools, relying on AI answers without checking them, and hiding their use of it.
There’s an urgent need for policies, training and governance on responsible use of AI, to ensure it enhances – not undermines – how work is done.
We surveyed 32,352 employees in 47 countries, covering all global geographical regions and occupational groups.
Most employees report performance benefits from AI adoption at work. These include improvements in:
* efficiency (67%)
* information access (61%)
* innovation (59%)
* work quality (58%).
These findings echo prior research demonstrating AI can drive productivity gains for employees and organisations.
We found general-purpose generative AI tools, such as ChatGPT, are by far the most widely used. About 70% of employees rely on free, public tools, rather than AI solutions provided by their employer (42%).
However, almost half the employees we surveyed who use AI say they have done so in ways that could be considered inappropriate (47%) and even more (63%) have seen other employees using AI inappropriately.
One key concern surrounding AI tools in the workplace is the handling of sensitive company information – such as financial, sales or customer information.
Nearly half (48%) of employees have uploaded sensitive company or customer information into public generative AI tools, and 44% admit to having used AI at work in ways that go against organisational policies.
We found complacent use of AI is also widespread, with 66% of respondents saying they have relied on AI output without evaluating it. It is unsurprising then that a majority (56%) have made mistakes in their work due to AI.
Younger employees (aged 18-34 years) are more likely to engage in inappropriate and complacent use than older employees (aged 35 or older).
This carries serious risks for organisations and employees. Such mistakes have already led to well-documented cases of financial loss, reputational damage and privacy breaches.
About a third (35%) of employees say the use of AI tools in their workplace has increased privacy and compliance risks.
When employees aren’t transparent about how they use AI, the risks become even more challenging to manage.
We found most employees have avoided revealing when they use AI (61%), presented AI-generated content as their own (55%), and used AI tools without knowing if it is allowed (66%).
This invisible or “shadow AI” use doesn’t just exacerbate risks – it also severely hampers an organisation’s ability to detect, manage and mitigate risks.
A lack of training, guidance and governance appears to be fuelling this complacent use. Despite their prevalence, only a third of employees (34%) say their organisation has a policy guiding the use of generative AI tools, with 6% saying their organisation bans it.
Pressure to adopt AI may also fuel complacent use, with half of employees fearing they will be left behind if they do not.
Almost half of respondents who use AI said they had uploaded company financial, sales or customer information into public AI tools.
Collectively, our findings reveal a significant gap in the governance of AI tools and an urgent need for organisations to guide and manage how employees use them in their everyday work. Addressing this will require a proactive and deliberate approach.
Investing in responsible AI training and developing employees’ AI literacy is key. Our modelling shows self-reported AI literacy – including training, knowledge, and efficacy – predicts not only whether employees adopt AI tools but also whether they critically engage with them.
This includes how well they verify the tools’ output, and consider their limitations before making decisions.
Training can improve how people engage with AI tools and critically evaluate their output.
We found AI literacy is also associated with greater trust in AI use at work and more performance benefits from its use.
Despite this, less than half of employees (47%) report having received AI training or related education.
Organisations also need to put in place clear policies, guidelines and guardrails, systems of accountability and oversight, and data privacy and security measures.
There are many resources to help organisations develop robust AI governance systems and support responsible AI use.
On top of this, it’s crucial to create a psychologically safe work environment, where employees feel comfortable to share how and when they are using AI tools.
The benefits of such a culture go beyond better oversight and risk management. It is also central to developing a culture of shared learning and experimentation that supports responsible diffusion of AI use and innovation.
AI has the potential to improve the way we work. But it takes an AI-literate workforce, robust governance and clear guidance, and a culture that supports safe, transparent and accountable use. Without these elements, AI becomes just another unmanaged liability.
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1 month ago
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The Conversation
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data:image/jpeg;base64,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workplace AI adoption
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2025-06-17 14:03:04
| null |
How Organizational Culture Shapes AI Adoption and Success: Q&A with Jessica Kriegel of Culture Partners
|
https://www.shrm.org/topics-tools/flagships/ai-hi/how-organizational-culture-shapes-ai-adoption-success
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My conversation with Kriegel highlights how crucial cultural alignment is for AI adoption. It also sheds light on the significant role adaptability plays in...
| null |
5 months ago
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SHRM
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data:image/jpeg;base64,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
| 50 |
workplace AI adoption
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2025-06-17 14:03:04
| null |
Introducing the Anthropic Economic Index
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https://www.anthropic.com/news/the-anthropic-economic-index
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We're launching the Anthropic Economic Index, an initiative aimed at understanding AI's effects on labor markets and the economy over time.
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## Headline
The Anthropic Economic Index
## Subhead
None
## Author(s)
None
## Publication date
Feb 10, 2025
## Main text of the article
In the coming years, AI systems will have a major impact on the ways people work. For that reason, we're launching the Anthropic Economic Index, an initiative aimed at understanding AI's effects on labor markets and the economy over time.
The Index’s initial report provides first-of-its-kind data and analysis based on millions of anonymized conversations on Claude.ai, revealing the clearest picture yet of how AI is being incorporated into real-world tasks across the modern economy.
We're also open sourcing the dataset used for this analysis, so researchers can build on and extend our findings. Developing policy responses to address the coming transformation in the labor market and its effects on employment and productivity will take a range of perspectives. To that end, we are also inviting economists, policy experts, and other researchers to provide input on the Index.
The main findings from the Economic Index’s first paper are:
* Today, usage is concentrated in software development and technical writing tasks. Over one-third of occupations (roughly 36%) see AI use in at least a quarter of their associated tasks, while approximately 4% of occupations use it across three-quarters of their associated tasks.
* AI use leans more toward augmentation (57%), where AI collaborates with and enhances human capabilities, compared to automation (43%), where AI directly performs tasks.
* AI use is more prevalent for tasks associated with mid-to-high wage occupations like computer programmers and data scientists, but is lower for both the lowest- and highest-paid roles. This likely reflects both the limits of current AI capabilities, as well as practical barriers to using the technology.
Our study provides a unique glimpse into how AI is changing the labor market. But as with all studies it has important limitations. Some of these include:
* We can’t know for certain whether someone using Claude for a task was completing a task for work. Someone asking Claude for writing or editing advice could be doing so at work, but they could also be doing so for the novel they’re writing as a hobby.
* Relatedly, we don’t know how the users were using the responses from Claude. Were they, for instance, copy-pasting code snippets? Were they fact-checking responses or accepting them uncritically? Some of what appears in our data to be automation could, in fact, be augmentation: for example, a user might ask Claude to write a full memo for them (which would appear as automation), but then edit it themselves afterwards (which would be augmentation).
* We also only analyze data from Claude.ai Free and Pro plans, rather than API, Team, or Enterprise users. While Claude.ai data contains some non-work conversations, we used a language model to filter this data to only contain conversations relevant to an occupational task, which helps to mitigate this concern.
* The sheer number of different tasks means it is possible that Clio classified some conversations incorrectly (please see the full paper, in particular Appendix B, for details on how we validated the analysis);
* Claude can’t generate images (except indirectly via code), and so some creative uses won’t be referenced in the data;
* Given that Claude is advertised for use as a state-of-the-art coding model, we might expect coding to be overrepresented as a use case. For that reason, we don’t argue that the uses in our dataset are a representative sample of AI use in general.
AI use is rapidly expanding, and models are becoming ever-more capable. The labor-market picture may look quite different within a relatively short time. For that reason, we’ll repeat many of the analyses above over time to help track the societal and economic changes that are likely to occur. We’ll regularly release the results and the associated datasets as part of the Anthropic Economic Index.
These kinds of longitudinal analyses can give us new insights into AI and the job market. For example, we’ll be able to monitor changes in the depth of AI use within occupations. If it remains the case that AI is used only for certain tasks, and only a few jobs use AI for the vast majority of their tasks, the future might be one where most current jobs evolve rather than disappear. We can also monitor the ratio of automation to augmentation, providing signals of areas where automation is becoming more prevalent.
Our research gives data on how AI is being used, but it doesn’t provide policy prescriptions. Answers to questions about how to prepare for AI’s impact on the labor market can’t come directly from research in isolation; instead, they’ll come from a combination of evidence, values, and experience from broad perspectives. We look forward to using our new methodology to shed more light on these issues.
Read the full paper for more details of our analyses and results.
The full dataset can be downloaded here.
A form for researchers to provide feedback on our data and suggest new research directions is here.
We appreciate the productive comments and discussion on early findings and drafts of the paper from Jonathon Hazell, Anders Humlum, Molly Kinder, Anton Korinek, Benjamin Krause, Michael Kremer, John List, Ethan Mollick, Lilach Mollick, Arjun Ramani, Will Rinehart, Robert Seamans, Michael Webb, and Chenzi Xu.
If you’re interested in working at Anthropic to research the effects of AI on the labor market, we encourage you to apply for our Societal Impacts Research Scientist and Research Engineer roles.
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4 months ago
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Anthropic
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| 3 |
AI labor market trends
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2025-06-17 14:03:06
| null |
Labor Market Disruption and Policy Readiness in the AI Era
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https://tcf.org/content/commentary/labor-market-disruption-and-policy-readiness-in-the-ai-era/
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The country's workforce faces numerous challenges in responding to the opportunities and threats posed by artificial intelligence (AI),...
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Labor Market Disruption and Policy Readiness in the AI Era
April 29, 2025
By Emily McGrath, Senior Fellow and Director of Workforce Policy, and Michelle Burris, Fellow
The country’s workforce faces numerous challenges in responding to the opportunities and threats posed by artificial intelligence (AI), ranging from minimizing displacement to cultivating a labor pool with the foundational skills, diversity of thought, and technical agility to drive and accelerate the pace of innovation. For policymakers, these challenges require a coordinated response that seeks to minimize harm to workers in jobs disrupted by the technology while maximizing benefits, and does so across multiple time horizons to address both immediate and future concerns.
The rapid integration of AI into the workforce presents significant challenges, particularly around job displacement, skills development, and labor market polarization. AI is revolutionizing industries across the economy, with companies integrating intelligent systems that enhance efficiency, precision, and decision-making. A growing trend in the labor market shows AI augmenting the productivity of high-performing workers by boosting their efficiency, while threatening to displace lower-performing workers who struggle to upskill in response to technological change.
As AI continues to restructure the workforce, one skill that is likely to become increasingly indispensable is critical thinking—both because AI is unlikely to fully replicate it and because it is essential for ensuring that AI is used effectively and ethically. While AI excels at processing vast amounts of data and identifying patterns, it lacks the ability to apply human judgment, question assumptions, and navigate ethical complexities.
To prepare the current and future workforce for AI, policymakers should focus on three main objectives: preparing educators to teach in a world where AI is a valid tool, developing education pathways to prepare the range of talent necessary to develop and utilize AI technology, and helping the workforce learn how to integrate AI into existing occupations and mitigating the impact of large-scale displacement. This can be achieved through initiatives such as an Artificial Intelligence Training Fund for educators, College Promise programs, and an Artificial Intelligence Worker Training Fund to upskill or reskill workers who face displacement due to AI.
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1 month ago
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The Century Foundation
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| 5 |
AI labor market trends
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2025-06-17 14:03:06
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Veritone Releases Analysis of Q4 2024 and Annual 2024 U.S. Bureau of Labor Statistics Jobs Data and AI Job Growth
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https://www.businesswire.com/news/home/20250128871261/en/Veritone-Releases-Analysis-of-Q4-2024-and-Annual-2024-U.S.-Bureau-of-Labor-Statistics-Jobs-Data-and-AI-Job-Growth
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Veritone, Inc. (NASDAQ: VERI), a leader in building human-centered enterprise AI solutions, today released its analysis of Q4 2024 and...
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Veritone Releases Analysis of Q4 2024 and Annual 2024 U.S. Bureau of Labor Statistics Jobs Data and AI Job Growth
Share
_Amazon dominated the field in AI-related job vacancies with 786 openings in Q4 2024, reflecting its strong focus on AI across e-commerce, logistics and cloud services. Apple and TikTok followed in second and third positions with 702 and 625 job openings, respectively._
DENVER--(BUSINESS WIRE)--Veritone, Inc. (NASDAQ: VERI), a leader in building human-centered enterprise AI solutions, today released its analysis of Q4 2024 and annual 2024 aggregated U.S. Bureau of Labor Statistics (BLS) Jobs Reports, which provide insights into the latest employment trends and market dynamics shaping the U.S. labor market. Leveraging data from Aspen Technology Labs, Inc., a global leader in web data management services and recruitment technology, Veritone also analyzed Q4 and annual 2024 AI job growth.
According to BLS data, total nonfarm payroll employment increased by 495,000 in Q4, marking a decrease of 2.94% from the 510,000 jobs added in Q3. The U.S. unemployment rate held steady at 4.1%, a 2½ year high. In Q4, average hourly earnings increased a modest .65% from $35.46 to $35.69. In 2024, average hourly earnings increased by 3.9%, the slowest pace in three years.
Comparing AI job growth to the BLS aggregate, Veritone analyzed Aspen Tech Labs’ Job Market Pulse, a real-time database with more than 5 million U.S. jobs from more than 112,000 employers. In Q4 2024, Aspen Tech Labs observed a 7.3% increase in the total number of AI job openings compared to Q3 2024 and a 36.6% increase compared to Q4 2023. Overall, in 2024, there were 81,298 AI job openings, reflecting a 24.5% increase compared to 2023.
The top 10 list is rounded out by Google (424), Meta (283), Nvidia (270), Microsoft (234), Walmart (232), Capital One (218) and JPMorgan Chase (192), showcasing the active pursuit of AI talent across diverse sectors, particularly in technology and finance.
“AI continues to play a pivotal role in shaping the U.S. labor market, driving innovation and demand for specialized talent across industries,” said Alex Fourlis, general manager, Veritone Hire, Veritone. “The substantial growth in AI job openings in Q4 and throughout 2024, against a rather subdued market for technology hiring underscores the transformative impact of AI on the economy and its potential to create opportunities for businesses and individuals alike. Veritone remains committed to advancing human-centered AI solutions that empower organizations to thrive in this evolving landscape.”
In Q4 2024, the median annual salary for AI-related roles was $155,688, a modest 1.5% decrease from $158,049 in Q3. However, in 2024 overall, the median annual salary for AI jobs was $151,996, a 2.7% increase from $147,992 in 2023.
Fourlis continued, “In 2025 we expect the demand for AI talent will continue to accelerate. Organizations are increasingly prioritizing AI expertise to remain competitive and innovate in areas like automation, data analytics and ethical AI practices. We anticipate continued growth in AI hiring across diverse industries, reflecting the strategic importance of artificial intelligence in driving operational efficiency and business transformation. Veritone is proud to support this momentum by delivering enterprise AI solutions that advance innovation and human potential.”
The salary data included in this analysis is derived from salaries listed on job postings collected directly from corporate career sites, providing an important perspective on wage trends in the market.
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4 months ago
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Business Wire
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| 8 |
AI labor market trends
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2025-06-17 14:03:06
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Global Agentic AI in Labor Market: Key Drivers, Trends, Growth Opportunities & Forecast for 2025–2034
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https://northeast.newschannelnebraska.com/story/52802596/global-agentic-ai-in-labor-market-key-drivers-trends-growth-opportunities-forecast-for-20252034
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The Business Research Company's Agentic AI in Labor Global Market Report 2025 – Market Size, Trends, And Global Forecast 2025-2034.
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Global Agentic AI in Labor Market: Key Drivers, Trends, Growth Opportunities & Forecast for 2025–2034
The Business Research Company's Agentic AI in Labor Global Market Report 2025 – Market Size, Trends, And Global Forecast 2025-2034
Monday, May 26th 2025, 9:38 AM CDT
The agentic AI in labor market size has grown exponentially in recent years. It will grow from $2.70 billion in 2024 to $3.88 billion in 2025 at a compound annual growth rate CAGR of 43.9%. The growth in the historic period can be attributed to rising demand for workforce optimization, growing need for cost-efficient labor solutions, increasing reliance on AI for decision-making, expansion of AI in diverse industries, and increase in data generation.
The agentic AI in labor market size is expected to see exponential growth in the next few years. It will grow to $16.46 billion in 2029 at a compound annual growth rate CAGR of 43.5%. The growth in the forecast period can be attributed to increasing automation in industries, adoption of robotic process automation, improvements in natural language processing, integration of AI in customer service, increase in return on investment ROI.
The rapid adoption of AI-driven automation is expected to propel the growth of the agentic AI in labor market going forward. AI-driven automation refers to the use of artificial intelligence technologies to perform tasks without human intervention, enhancing efficiency and accuracy. Rising adoption of AI-driven automation is due to its ability to boost efficiency, lower operating costs, and enable scalable, 24/7 operations.
Major companies operating in the agentic AI in labor market are Google LLC, Intel Corporation, International Business Machines Corporation IBM, Cisco Systems Inc., Oracle Corporation, Systemanalyse Programmentwicklung SAP, Salesforce Inc., Nvidia Corporation, Capgemini Technology Services India Limited, Infosys Technologies Private Limited, HCL Technologies Limited, ServiceNow Inc., Automation Anywhere Inc., Pegasystems Inc., Jamf Holding Corp., GitLab Inc., Blueprint Technologies Private Limited, Ampcome Technologies Private Limited, Moveworks Inc., qBotica Artificial Intelligence Services Private Limited.
The agentic AI in labor market covered in this report is segmented – 1 By Deployment mode: Cloud Based, On Premises 2 By Enterprise Size: Large Enterprises, Small And Medium Size Enterprises 3 By Application: Customer Service, Human Resources, Sales and marketing, Operational Management, Research And Development, Others Applications 4 By Industry: Banking, financial services and insurance, Healthcare, Manufacturing, Retail, Information Technology And Telecom, Other Industries.
In terms of regional performance, North America held the largest share in the agentic AI labor market in 2024, with the report examining other key regions including Asia-Pacific, Western Europe, Eastern Europe, South America, Middle East, and Africa.
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3 weeks ago
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NORTHEAST - NEWS CHANNEL NEBRASKA
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AI labor market trends
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2025-06-17 14:03:06
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Job Matching in the Age of AI
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https://www.frbsf.org/news-and-media/events/2025/03/sylvan-leduc-and-svenja-gudell-job-matching-in-the-age-of-ai
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Svenja Gudell, Chief Economist at Indeed, and Sylvain Leduc, Director of Economic Research at the San Francisco Federal Reserve held a live...
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Job Matching in the Age of AI
Thursday, Mar 06, 2025
Sylvain Leduc, Svenja Gudell
Svenja Gudell, Chief Economist at Indeed, and Sylvain Leduc, Director of Economic Research at the San Francisco Federal Reserve held a live discussion on labor market trends and job matching in the age of AI on March 6, 2025.
Technological advancements and demographic shifts are changing both how we work and how jobs are filled. Access to real-time labor market data can help workers, employers, and policymakers understand these changing trends and make better decisions.
The Indeed Hiring Lab analyzes Indeed’s databases of real-time data to discover new insights and share updated information with the public.
Our speakers discussed these insights and explored topics on AI-assisted job-matching, time-to-hire, worker productivity, and current labor market trends.
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3 months ago
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Federal Reserve Bank of San Francisco
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| 10 |
AI labor market trends
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2025-06-17 14:03:06
| null |
The geography of generative AI’s workforce impacts will likely differ from those of previous technologies
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https://www.brookings.edu/articles/the-geography-of-generative-ais-workforce-impacts-will-likely-differ-from-those-of-previous-technologies/
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As the generative AI race heats up, it's important to examine where in the U.S. the technology might boost or harm workers, or if place even...
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The geography of generative AI’s workforce impacts will likely differ from those of previous technologies
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3 months ago
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Brookings
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data:image/jpeg;base64,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
| 15 |
AI labor market trends
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2025-06-17 14:03:06
| null |
Job churn has been at historic lows. AI could change that.
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https://www.marketplace.org/story/2024/12/27/job-churn-has-been-at-historic-lows-ai-could-change-that
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The US labor market over the past several decades has been unusually stable. But there are gathering signs that a big shift in the labor market is coming.
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Dec 27, 2024
Job churn has been at historic lows. AI could change that.
by Sabri Ben-Achour, Chris Farrell and Erika Soderstrom
How often have you heard business leaders, management consultants and think tank gurus say something along the lines of “We’re living in an age of unprecedented technological change and labor market upheaval?”
Yet economic history suggests the U.S. labor market over the past several decades has been unusually stable. But there are gathering signs that a big shift in the labor market is coming. Senior economics contributor Chris Farrell spoke to Marketplace host Sabri Ben-Achour to discuss more. The following is an edited transcript of their conversation.
Sabri Ben-Achour: The job market of today and of the recent past, it doesn’t seem particularly stable. I mean, taxi drivers getting displaced by ride-hailing apps, factory workers losing jobs to automation, tollbooth collectors replaced by electronic tolls — that doesn’t seem that stable.
Chris Farrell: So the U.S. economy is dynamic, and there’s plenty of job churn. The internet, software advances and other innovations have pushed companies to overhaul the way they do business. That said, the shifts in job categories in recent decades, you know, aren’t extraordinary by historical standards. Far from it.
Ben-Achour: So how do we know this counts as stable historically?
Farrell: OK, so there’s a recent study by three economists, including former Treasury Secretary Larry Summers. And they use a measure of occupational titles, and they found the years 1990 to 2017 were the most stable period in the history of the U.S. labor market — and that’s going back 150 years. And their results echo an Information Technology and Innovation Foundation report from 2017, and it looked back at 165 years of U.S. history and highlighted that the U.S. labor market wasn’t experiencing particularly high levels of occupational churn, you know, defined as new occupations being created while older occupations were destroyed. Instead, levels of occupational churn were at historic lows.
Ben-Achour: Yeah, that’s wild. I mean, what we think of as unstable and change, people had it worse back in the day. What was going on in the not-stable times?
Farrell: OK, so key is the emergence of general-purpose technologies, which is something like steam power and electricity. General-purpose technologies, they drive these massive economic changes and is a technology that’s widely used and encourages complementary innovations across many industries. So you take the period 1880 to 1960: In 1880, 41% of all workers were employed as farmers or farm laborers. By 1960, only 6% of employment was in agriculture. And the three-decade period 1940 to 1970, that was the most volatile labor market period in U.S. history. Agricultural employment was still disappearing. Manual labor was increasingly moving to factories, and clerical and administrative work — boy, that expanded rapidly.
Ben-Achour: So what kind of lessons can we draw from that for the current and future job markets?
Farrell: Summers and his co-authors suspect that AI, artificial intelligence, is the next general-purpose technology. Now, if they’re right, the labor market disruption would be far greater than anything we’ve witnessed since the 1970s. And they highlight four job market trends that reflect the impact of technology, including AI, and their calculations show that the post-pandemic labor market churn has been greater than anything that we’ve seen since the 1970s.
Ben-Achour: Wow. So we could be entering a period where job insecurity gets worse?
Farrell: So here’s my takeaway: The risk is real that too many employees will feel the downside risk of AI-led creative destruction in coming years. The need is for leaders to focus on developing a better safety net that allows, you know, to exploit the opportunities being generated, but at the same time helping displaced workers find new, rewarding work with good wages and benefits.
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5 months ago
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Marketplace.org
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| 16 |
AI labor market trends
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2025-06-17 14:03:06
| null |
Rethinking strategic workforce planning with AI agents
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https://kpmg.com/us/en/articles/2025/strategic-workforce-planning-with-ai-agents.html
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AI agents enhance strategic workforce planning by integrating human and digital workers, facilitating collaboration, and securing essential skills.
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AI-powered digital workers, including AI agents, are quickly becoming a reality, shaking up traditional approaches to workforce planning. As AI agents integrate into the workforce, organizations must shift their approach to workforce planning that encompasses both human and digital workers and to facilitate their interaction and collaboration. Companies are rethinking the “how” and “who” of work, fundamentally shifting from filling roles to securing skills, whether they are supplied by humans or digital entities. The shift poses significant implications for human resource leaders and their business stakeholders.
Quite simply, organizations can no longer rely on traditional workforce planning methods. A more effective approach is strategic workforce planning, which focuses on determining the most critical tasks, the skills needed to achieve organizational goals, and the most suitable sources—human or digital—to fulfill those needs. And as digital workers become more prevalent, some organizations are adopting an even broader approach that is influenced by broader market data and trends: total workforce planning.
What is Strategic Workforce Planning?
Strategic workforce planning is an organizational process designed to align an organization’s workforce capabilities with strategic objectives and operational needs. The approach requires collaboration across finance, human resources, and business operations to systematically identify, recruit, develop, and deploy human and digital talent resources to optimize performance and achieve long-term sustainability. Through strategic workforce planning, organizations can access the right capabilities, in the right locations, at the right times, and for the right cost.
Many organizations report that strategic workforce planning initiatives generate cost savings of an average of 10 percent of their annual labor budget through minimized attrition, optimized staffing, and improved resource allocation.i
Strategic workforce planning enables organizations to look beyond job descriptions and fill talent gaps based on skills rather than the specific roles employees held previously. Requisite skills should be viewed through the lens of business drivers (e.g., new products and expanded locations), while talent management leaders assess whether they have requisite skills in the human workforce or whether they need to acquire them through external recruitment, upskilling, or augmentation with digital tools such as AI agents.
AI-Driven Workforce Planning: Real-World Examples
Healthcare: AI agents can help organizations manage staff certifications and make real-time staffing decisions based on evolving patient needs. Automating processes and decisions such as these reduces the burden on human managers while elevating patient care delivery and clinical outcomes.
Project management: AI can supercharge project management across sectors with more sophisticated mechanisms for forecasting skill requirements and reallocating resources as projects begin and end. These dynamic, nuanced insights prevent costly talent loss and help maximize the use of available skills for higher project efficiency and less downtime.
Build, Buy, Borrow, or Bot Skills?
Following these analyses, an organization can determine how to obtain the skills it needs. Typically, there will be several options—namely, buy, build, borrow, or bot. In other words, should you hire new talent? Develop current talent? Engage more part-timers or freelancers? Or, increasingly, leverage digital labor either on its own or in conjunction with human labor?
Each option offers its own benefits:
01
Buying talent
allows the company to hire external talent for skills that may be difficult or time consuming to develop, while also gaining fresh perspectives.
02
Building talent
through training and upskilling fosters opportunities for employee career growth, reinforcing organizational loyalty and enhancing engagement.
03
Borrowing talent
such as contractors, allows rapid scaling of the workforce up or down as needed and offers access to specialized skills for short-term needs.
04
Leveraging digital labor, including AI agents
to work both autonomously and in collaboration with human employees on both short-term tasks and complex long-term projects.
The Case for Total Workforce Planning
Traditionally, organizations employing strategic workforce planning have relied primarily on internal data to forecast staffing needs. In light of a tight labor market for certain roles and in certain geographies and sectors, economic and policy fluctuations, and evolving work models that now include digital workers, many organizations are shifting toward a more holistic approach known as Total Workforce Planning.
With the rise of digital workers, many organizations are shifting to this more comprehensive approach that incorporates both internal data and external market insights to help forecast and fulfill skills-based staffing requirements.
In total workforce planning, supply inputs change based on outside-in market data that helps provide insights into expected changes in supply and demand. For example, if external data indicates insufficient talent availability, organizations can use AI agents or look in different locations to fill supply gaps. This shift integrates technology, process, and strategy into one cohesive approach.
AI agents play a role in total workforce planning by analyzing if/then scenarios and presenting human resources and talent management with options and recommendations. Outcomes could include redesigning jobs by offloading certain tasks to AI agents. Or taking a process with numerous steps and pushing some of the tasks to an AI agent, with or without a “human in the loop.” Still another involves using external data to reveal broader industry trends affecting talent availability, tenure, and demand for critical skills. In short, total workforce planning takes traditional HR capabilities and layers on technology to help elevate workforce planning strategies and processes.
Key Factors in Strategic Staffing Decisions
Making talent decisions depends on several factors:
Budget
Identify areas where AI agents can take over tasks or automated workflows to reduce operational costs. To cover the remaining work, assess whether hiring people with requisite skills or training/upskilling current employees is more cost-effective.
Timing
Training and upskilling take time. Consider whether there is time to train existing staff or if the skills are needed quickly. An organization that is already understaffed will likely opt to invest in new hires and supplement with contract and/or digital labor. On the other hand, if the organization has a propensity for long tenure and investment in current employees makes sense, it will likely opt for internal training.
The labor market
In high-demand, low-supply industries, organizations might choose contract workers or AI agents to fill gaps, avoiding overtime costs and burnout. The alternative would be to risk overburdening full-time staff, resulting in overtime costs, burnout, and potential turnover. By employing strategic workforce planning, organizations can gain timely insight into workforce requirements and gaps to proactively secure the right coverage at the right time to meet evolving needs.
The Role of AI in Workforce Planning
Organizations are conducting total workforce planning at a critical juncture: AI is both disrupting how work is done and unleashing powerful new ways of optimizing workforce planning processes.
For example, as they deploy AI agents, organizations will need technological staff with advanced AI skills, as well as nontechnical employees who know how to use and collaborate with AI. Of course, as AI agents automating transactional tasks may make some skills obsolete, leading to a mismatch between workers' skills and organizational needs. What do you do with these employees—retain them despite the cost? Reskill them in other areas more valuable to the business? Or hire AI-savvy talent instead?
As organizations move toward total workforce planning, they can use AI to make sense of these staffing issues, including predicting future skill requirements, aligning supply and demand, and balancing human and digital labor.
Implementing an Effective Workforce Planning Strategy
Organizations looking to implement total workforce planning should consider three imperatives:
1
Match technology to maturity:
Simply selecting AI agents won’t solve your workforce needs. Before implementing a solution, ensure you have in place a clean job architecture, robust data, a skills-based ecosystem, and the appropriate workforce strategy to enable a future-ready workforce.
2
Anticipate organizational changes driven by AI:
AI has the potential to drive growth and enable groundbreaking creativity and productivity by helping employees create innovative products, personalize customer experiences, automate content creation, among other capabilities. At the same time, rapid organizational changes driven by AI means it will be critical for workforce planning to be conducted in collaboration with finance and business operations. Finance needs to keep an eye on whether workforce changes enabled by AI support the organization’s growth objectives. Business Unit leader play a role in assessing talent supply against projected demand, using operational plans and financial forecasts to ensure the right capabilities are available at the right time. And HR departments need to adopt a growth mindset as AI plays a larger role in real-time workforce planning.
3
Leadership alignment and education:
Workforce planning should be a continuous process influenced by many variables that require organization-wide buy-in and collaboration. For these strategies to be truly impactful, leaders need to cascade organizational goals and strategic objectives into these processes, ensuring workforce decisions align with their vision.
Embracing AI Agents for a Smarter Workforce
Total workforce planning is essential in today's rapidly changing business environment, with AI as both a driver and a critical tool in the process. Traditional headcount planning is no longer sufficient, as companies must now focus on evolving tasks and skills while digital labor takes on more of the work. To maximize the value of workforce planning, organizations should align with stakeholders from finance, HR, and business operations—and secure leadership buy-in—so workforce decisions support strategic objectives, operational needs, and growth imperatives.
Why KPMG is Your Strategic Workforce Planning Partner
KPMG helps organizations implement advanced workforce planning strategies by leveraging our proprietary workforce insights model and agentic-AI tools. Our customized AI agents draw on a wide range of datasets to provide valuable insights for organizations. Working with KPMG helps ensure that organizations can effectively conduct talent opportunity and deployment assessments, securing the right mix of digital and human skills to help meet strategic needs.
As organizations continue their AI journey, KPMG offers a human-centered solution to help address workforce challenges and futureproof your operations. Our tailored approach helps ensure your workforce, operating model, and technological maturity are precisely aligned. From identifying AI-enablement opportunities to integrating digital workers and reshaping roles, we help you achieve sustainable success.
Begin Your Journey Towards Maximizing AI-Driven Workforce Innovation with KPMG
As organizations continue their AI journeys, KPMG LLP (KPMG) offers a human-centered solution to help address workforce challenges and futureproof operations. Our tailored approach helps ensure your workforce, operating model, and technological maturity are precisely aligned. From identifying AI-enablement opportunities to integrating digital workers and reshaping roles, we help you achieve sustainable success.e.
Our proprietary workforce insights model and agentic-AI tools enable organizations to implement advanced workforce planning strategies effectively. Customized AI agents harness robust datasets to provide actionable intelligence, helping companies conduct talent opportunity and deployment assessments and securing the right mix of digital and human skills to meet their strategic needs.
Enable your organization with KPMG AI Workforce >
Get in touch >
Unlock AI Workforce Opportunities
Identify and capitalize on AI opportunities across the entire workforce, including human and digital labor. We help ensure your organization maximizes efficiency and productivity by maximizing the impact of AI.
Redesign Jobs and Roles with AI
Take a human-centered approach to redesigning jobs, roles, and occupations to help maximize the impact of AI. Our experts help reimagine your workforce structure so that human and digital workers can effectively capitalize on each other's strengths for optimal performance.
Drive AI Engagement and Adoption
Activate change at all organizational levels, building awareness, understanding, and commitment to incorporating AI into daily work processes. We help create a culture that embraces AI, enhancing collaboration between human employees and AI agents.
Enhance AI Learning and Development
Deliver role-specific AI and Generative AI learning programs, continuously updated to equip your workforce with the latest skills and knowledge. Our tailored training helps ensure your employees stay ahead of the curve in a rapidly evolving digital landscape.
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3 weeks ago
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KPMG
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| 17 |
AI labor market trends
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2025-06-17 14:03:06
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How Artificial Intelligence Is Transforming The Job Market: A Guide To Adaptation And Career Transformation
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https://www.forbes.com/councils/forbestechcouncil/2025/01/10/how-artificial-intelligence-is-transforming-the-job-market-a-guide-to-adaptation-and-career-transformation/
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I aim to explore whether AI truly poses a threat to the job market or if it could serve as a catalyst for its complete transformation.
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Adrian Stelmach, Founder and CEO of EXPLITIA. gettyArtificial intelligence (AI) is one of the fastest-evolving fields at the
intersection of science and technology. Its potential enables both the
automation of specific processes and the resolution of complex problems
through data analysis. The growing impact of this technology on the job
market has sparked a wide range of reactions. Concerns center around
potential mass layoffs due to automation or budget cuts, raising numerous
questions about the future of employment.I aim to explore whether AI truly poses a threat to the job market or if it
could serve as a catalyst for its complete transformation. I will analyze
key aspects of how this technology affects employment and examine
strategies for adaptation that can benefit both workers and organizations
navigating these changes.Understanding these dynamics in an era of ubiquitous artificial
intelligence is crucial for effectively managing technological
transformation.From The Industrial Revolution To Artificial Intelligence: Technological
Shifts In The WorkforceLooking at history, the labor market has always been influenced by
technological advancements. The first Industrial Revolution, marked by the
invention of the steam engine, led to the creation of entirely new
professions while simultaneously reducing or eliminating some existing
roles. Similar patterns have emerged with subsequent innovations, and
today, AI is playing a comparable role.As we entered the Fourth Industrial Revolution, AI became a cornerstone of
technological change. However, just as in the past, every groundbreaking
technology brings with it apprehension. In earlier times, people worried
about the impact of inventions like motorcycles, radios and computers. They
feared the loss of physical labor jobs, the erosion of creativity due to
less manual writing or even health deterioration. Today, AI evokes similar
concerns, but its broader implications make these fears more pronounced
than ever before.The Dual Impact Of AI On The Job MarketThe influence of AI on employment is undeniable, much like any other
revolutionary technology of its time. However, these changes do not
necessarily signal a definitive reduction in jobs or solely negative
consequences. The fundamental question is: Where will this technology have
the greatest impact?AI’s effects are most evident in roles involving repetitive tasks that
require minimal creativity or engagement. At the same time, there is a
growing demand for specialists who can operate and harness the potential of
AI. As some positions face reductions, many new opportunities emerge,
creating a net gain in employment. Moreover, as knowledge about AI grows,
it enables better adaptation and reskilling within the workforce. function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
= {}; window.cnxel.cmd = []; var iframe = document.createElement('iframe');
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script.setAttribute('type', 'text/javascript');
iframeDoc.body.appendChild(script); }; document.head.appendChild(iframe);
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preloadResourcesEndpoint); } return response.json(); }) .then(data => {
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cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
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data.hls; const hlsScript = document.createElement('script'); hlsScript.src
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'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); The implementation of AI often leads to shifts in employee roles within
organizations. Providing support in the form of training and mentorship is
essential. Companies that invest in employee development through upskilling
significantly reduce the risk of technological exclusion, ensuring a
smoother transition through digital transformation.The primary objective of integrating AI into businesses is to automate and
reduce repetitive, routine tasks. By increasing productivity and freeing up
employees’ time, organizations can focus on more strategic and creative
initiatives. This also enhances day-to-day operations by minimizing errors
and improving quality.Seizing Opportunities Amid Technological TransformationDespite its dual impact on employment, AI should be seen primarily as an
opportunity. It has the potential to reshape economies by enabling the
creation of added value across multiple levels. Embracing AI-driven change
can foster innovation and efficiency in organizations, ultimately leading
to increased productivity and competitiveness.For example, leveraging AI to generate higher profit margins can boost a
company’s competitiveness while driving growth in global markets. These
advancements can also contribute to higher GDP and create opportunities for
reinvesting profits into further innovation.The key to success lies in a balanced approach. AI integration should go
hand in hand with investments in education and skill development, along
with regulations that ensure ethical and equitable implementation.Mitigating The Risk Of Technological ExclusionOne challenge posed by AI is the potential for technological exclusion,
particularly among employees with low digital competencies or those from
older generations. This could exacerbate inequalities in the job market by
increasing demand for highly skilled workers while marginalizing others.Several mechanisms can help mitigate these risks:1. Effective CommunicationTransparent communication is essential for managing change. Employees need
to understand that technological advancements aim to streamline processes,
improve productivity and enhance work quality, rather than eliminate jobs.
Organizations must address concerns early by explaining the reasons and
goals behind changes before implementing them.2. Long-Term StrategyAI adoption should not be treated as a one-off project. Companies must
evaluate key areas of their operations that stand to benefit from
automation and establish a multiyear strategy for implementation.3. Workforce AdaptationOrganizations should leverage existing employee skills and provide access
to training programs, instructions and relevant courses. This empowers
employees to adapt to new technological environments while building
confidence in their roles.Moving Ahead With AIFears of mass layoffs caused by AI and its influence on employment are
among the most discussed topics in the context of technological progress.
However, when integrated thoughtfully, AI can lead to enhanced efficiency
and added value creation. Starting with an analysis of organizational needs
and opportunities, coupled with investments in employee education, will be
crucial for shaping the future of work in the AI era.Rather than perceiving AI as a threat, it should be viewed as a chance to
foster innovation, increase efficiency and enhance competitiveness in the
digital age.Forbes Technology Council is an invitation-only community for world-class
CIOs, CTOs and technology executives. Do I qualify?
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5 months ago
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Forbes
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| 19 |
AI labor market trends
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2025-06-17 14:03:06
| null |
AI and the Labor Market: Will Firms Hire, Fire, or Retrain?
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https://libertystreeteconomics.newyorkfed.org/2024/09/ai-and-the-labor-market-will-firms-hire-fire-or-retrain/
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Businesses are accommodating AI as an emerging technology by training workers to use it and planning new hires rather than reducing...
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At the New York Fed, our mission is to make the U.S. economy stronger and the financial system more stable for all segments of society. We do this by executing monetary policy, providing financial services, supervising banks and conducting research and providing expertise on issues that impact the nation and communities we serve.
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9 months ago
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Liberty Street Economics
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| 20 |
AI labor market trends
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2025-06-17 14:03:06
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Recent Trends in the Demand for AI Skills
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https://www.frbsf.org/research-and-insights/publications/system-research-atlanta-fed/2024/12/recent-trends-in-the-demand-for-ai-skills
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This blog post leverages online job postings data from Lightcast (formerly known as Burning Glass) to document how the demand for AI skills has evolved.
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Recent Trends in the Demand for AI Skills
Authors: Paul Mohnen, David Lee
Posted to EERN: December 17, 2024
FEDERAL RESERVE RESEARCH: Atlanta
Recent advances in artificial intelligence (AI), and generative AI in particular, have led to an explosion of commercial and public interest in these technologies. Tech firms are investing billions of dollars to expand their AI capabilities, and millions of Americans are now actively or passively using these technologies on a daily basis. What do we know about how recent developments in AI are affecting jobs and the demand for AI-related skills in the labor market? Some of the best systematic evidence comes from online job postings data. These technologies have to be developed and implemented by workers with specific skillsets, and they have to be used by workers who are familiar with them. Therefore—to the extent that firms are explicit about what the job entails and the skills they are seeking in prospective employees—job postings provide signals about the demand for AI skills. This blog post leverages online job postings data from Lightcast (formerly known as Burning Glass) to document how the demand for AI skills has evolved.
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6 months ago
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Federal Reserve Bank of San Francisco
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| 21 |
AI labor market trends
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2025-06-17 14:03:06
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The future of jobs in China: AI, Robotics & Reskilling Trends
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https://www.weforum.org/stories/2025/04/the-future-of-jobs-in-china-the-rise-of-robotics-and-demographic-decline-are-opening-up-skills-gaps/
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One in every two industrial robots installed around the world is being put to work in China. The country has been the leading market for...
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More than 90% of organizations in China see AI and robotics as key technologies to transform their business, according to the World Economic Forum’s Future of Jobs Report 2025.
Enabling this change to happen will require widespread reskilling and upskilling, as employers highlight skills gaps and problems attracting talent amid a decline in the working-age population.
Chinese businesses are also being reshaped by efforts to reduce carbon emissions; climate technology’s potential to overlap with big data, AI and robotics will create key opportunities for jobs.
One in every two industrial robots installed around the world is being put to work in China. The country has been the leading market for these machines since 2013, and the trend coincides with a shift in demographic trends that means working-age people make up a smaller percentage of the population.
This appears to be impacting the way employers think, with more than 90% identifying AI and 65% identifying robots as key technologies to transform their organization, according to the World Economic Forum’s Future of Jobs Report 2025 – at a time when 38% are citing talent shortages as a barrier to progress.
The country is ahead of the global average on all of these trends, as well as on seeing the transformative potential of numerous other technologies, from new materials to semiconductors, biotechnology to quantum computing.
China: Technology trends driving business transformation
Organization in China see technology as more likely to drive business transformation than their peers around the world.
Image: World Economic Forum’s Future of Jobs Report 2025
What does the future of work look like in China? It will revolve around technology – with robotics and AI enabling a range of technologies, from renewable energy and electric vehicles to chips and super-computing – and it will revolve around reskilling and upskilling on a huge scale to provide people with the capabilities they, and the economy, need.
China’s key labour-market trends
Chinese employers’ concerns about talent availability are not hugely out of step with others around the world – 37% of employers worldwide see problems with talent shortages, only marginally below China’s 38%.
However, China stands out on employers’ perceptions of skills gaps – only 50% see this as an obstacle to progress, compared with 63% feeling this way globally.
This is likely due to a government drive on funding for reskilling and upskilling programmes, with China’s latest Five-Year Plan (for 2021-25) focusing on the development of “high-quality workers with technical skills”, in tandem with a goal for “global leadership” in robotics.
China: Transformation barriers
China is investing heavily in reskilling programmes to tackle skills gaps and talent shortages.
Image: World Economic Forum’s Future of Jobs Report 2025
China’s historically high emissions have also pushed it towards its current status as a leader in renewable energy production. The country’s businesses are being reshaped by these efforts to cut carbon and adapt to climate change, with 64% and 56%, respectively, saying these needs are likely to drive transformation (far above global averages of 47% and 41%, respectively).
One way they are addressing this is by using big data to identify pollution hotspots and help enforce air-quality standards. This use of new skills and technology to solve existing problems appears to be one area where significant jobs growth is likely to happen in China.
China: Key roles for business transformation
China is seeing high growth in AI and machine learning specialists.
Image: World Economic Forum’s Future of Jobs Report 2025
Net growth in AI and machine learning specialists is above the global average of 82%. There is also strong net growth of 46% in data analysts and scientists, just above the global average of 41%.
China’s challenges: population shifts and geopolitics
China’s population has now shrunk for three years in a row, leading 47% of employers to see the decline in the working-age population as a potential barrier to change, compared with a global average of 40%.
While China’s birth rate edged up in 2024 compared with 2023, it was still insufficient to create population growth. The cessation of the one-child policy around a decade ago appears unlikely to provide a long-term reversal in demographics.
China: Macrotrends driving business transformation
Chinese businesses are more concerned about ageing populations and geopolitical divisions than their global peers.
Image: World Economic Forum’s Future of Jobs Report 2025
With projections showing just 36% of the country being of working age by 2100, down from around 59% today, there is arguably no bigger long-term issue facing China’s economy. This is despite the threat of rising geopolitical divisions and conflicts, which 56% of employers expect to be impacted by in the years ahead – far above the 34% average worldwide.
China's shrinking working-age population
China’s working-age population is expected to shrink significantly this century.
Image: The Conversation/United Nations/World Population Prospects 2024
What’s next for China?
Identifying and tackling skills and talent gaps are among the most urgent challenges for employers in China, and progress is already happening in these areas with support from government funding.
Being home to a growing number of businesses with world-leading capabilities in cutting-edge technologies such as robotics and AI will also help, by providing employees with crucial experience that should equip them for the employment market of the future.
China: Public policies to improve talent availability
Reskilling and upskilling will be a key focus for China in the years ahead.
Image: World Economic Forum’s Future of Jobs Report 2025
Climate technology looks set to remain a key source of new jobs, with China already the world’s leading provider of employment in renewable energy – it had 46% of the global total in 2024, according to the International Renewable Energy Agency. The potential to overlap with the other key growth areas like big data, AI and robotics will enhance the impact these sectors have on the economy.
“China is undergoing rapid transformation through digitalization, intelligentization and green transition, profoundly reshaping the employment landscape while sparking robust demand for multi-disciplinary talents in digital technologies, AI applications, sustainable development and advanced manufacturing,” says Dr Huang Hanquan, president of the Chinese Academy of Macroeconomic Research. “This transformation is accelerating skill obsolescence, making adaptive capacity, learning agility and cross-domain expertise the new competitive imperatives for future professionals, while simultaneously posing transitional challenges for the conventional workforce. To maintain resilience and capitalize on emerging opportunities, organizations must adopt proactive talent strategies that substantially invest in workforce upskilling/reskilling initiatives while building agile organizational structures.”
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Building trust in renewable energy: Lessons from China's approach
As well as reskilling people who are already in work, China has to refocus its education system on the skills needed for a digital economy – rather than the industrial one that helped get it where it is today. Many organizations also believe increased flexibility around hiring and firing practices, as well as changes to immigration laws, could help.
Governments and businesses will need to work together to make sure all of these changes happen – pinpointing areas where skills are needed and then rolling out programmes that will enable these gaps to be filled.
Preparing people for the jobs of tomorrow is a key focus of the World Economic Forum’s Reskilling Revolution, which unites businesses, governments, and civil society to address the growing need to transform education, skills, and jobs to meet the demands of a rapidly changing world.
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1 month ago
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The World Economic Forum
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data:image/jpeg;base64,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
| 22 |
AI labor market trends
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2025-06-17 14:03:06
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UKG: Trends in A.I., Flu Season, and the Economy Headline Next Labor Market Briefing
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https://www.businesswire.com/news/home/20250303641286/en/UKG-Trends-in-A.I.-Flu-Season-and-the-Economy-Headline-Next-Labor-Market-Briefing
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At UKG, our purpose is people. We are on a mission to inspire every organization to become a great place to work through HCM technology built for all.
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UKG: Trends in A.I., Flu Season, and the Economy Headline Next Labor Market Briefing
No subhead is present.
Edward Hearn, Ph.D., Lead Labor Economist, UKG
Mar 3, 2025 4:00 PM Eastern Standard Time
The UKG Labor Market Briefing for March will take place on Tuesday, March 4, 2025 at 10:00 a.m. ET and will explore new workforce data research into whether several trends — including A.I. utilization, flu season, and ongoing economic headwinds — are impacting U.S. businesses.
The briefing will also review variations in shift work across a sample of more than 6.2 million employees, which UKG has analyzed and publicly reported on monthly since 2020. All business size segments, as well as the energy, financial services, healthcare, life sciences, manufacturing, public sector governments and agencies, retail/food service/hospitality, and services and distribution sectors will be reviewed.
“February’s shift work reading marks the highest growth in working activity of the past six months. However, souring consumer sentiment and continually declining hiring rates do not bode well for future growth.”
Register to attend the UKG Labor Market Briefing series, where UKG explores trends across industries, size segments, and regions. The next briefing is tomorrow, March 4, at 10:00 a.m. ET.
The UKG Workforce Activity Report analyzes trends in shift work at U.S. businesses through a weekly sample of more than 6.2 million workers. The report delivers insights to CEOs, CFOs, COOs, CHROs, and other business leaders that require a dynamic view of the labor market. Upcoming publication schedule:
* Workforce Activity Report for March 2025: April 1, 2025
* Workforce Activity Report for April 2025: April 29, 2025
* Workforce Activity Report for May 2025: June 3, 2025
At UKG, our purpose is people. We are on a mission to inspire every organization to become a great place to work through HCM technology built for all. More than 80,000 organizations across all sizes, industries, and geographies trust UKG HR, payroll, workforce management, and culture cloud solutions to drive great workplace experiences and make better, more confident people and business decisions. With the world’s largest collection of people data, work data, and culture data combined with rich experience using artificial intelligence in the service of people, we connect culture insights with business outcomes to show what’s possible when organizations invest in their people. To learn more, visit ukg.com.
Follow UKG on Facebook, Instagram, LinkedIn, X, and YouTube.
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3 months ago
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Business Wire
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data:image/png;base64,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
| 25 |
AI labor market trends
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2025-06-17 14:03:06
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Digital Labor Market Size, Share, Trends | CAGR of 17.2%
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https://market.us/report/digital-labor-market/
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Digital Labor Market is estimated to reach USD 23.7 Billion By 2034, Riding on a Strong 17.20% CAGR throughout the forecast period.
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Global Digital Labor Market Size, Share, Statistics Analysis Report
By Platform, By Application, Region and Companies
Industry Segment Outlook, Market Assessment, Competition Scenario, Trends and Forecast 2025-2034
Published date: April 2025
Report ID: 145751
The Global Digital Labor Market size is expected to be worth around USD 23.7 Billion By 2034, from USD 4.84 Billion in 2024, growing at a CAGR of 17.20% during the forecast period from 2025 to 2034.
Digital labor market comprises the various platforms and environments where digital work is performed.
The growth of digital labor platforms has transformed traditional employment structures, reducing entry barriers but also raising concerns about job security and workers’ rights.
Demand in the digital labor market is rising as organizations aim to cut costs and improve service delivery.
Recent trends in the digital labor market include the widespread adoption of AI and robotic process automation (RPA), which are being integrated into various business processes to enhance speed and accuracy.
The expansion of the digital labor market is creating significant opportunities for both technology developers and adopters.
Developers have the chance to innovate advanced AI and machine learning solutions tailored to specific industries.
Digital labor significantly enhances productivity by automating routine and repetitive tasks, allowing human employees to focus on more complex and value-added activities.
By automating customer service functions, digital labor can significantly enhance the customer experience.
AI-powered agents provide quick and accurate responses to customer queries, reduce waiting times, and are available 24/7, ensuring that customer needs are met promptly.
No author or publication date was found in the given text.
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2 months ago
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Market.us
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data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAkGBwgHBgkIBwgKCgkLDRYPDQwMDRsUFRAWIB0iIiAdHx8kKDQsJCYxJx8fLT0tMTU3Ojo6Iys/RD84QzQ5OjcBCgoKDQwNGg8PGjclHyU3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3N//AABEIAEIAdwMBIgACEQEDEQH/xAAbAAACAwEBAQAAAAAAAAAAAAAABAMFBgECB//EAEgQAAEDAwMBBQQFBwYPAAAAAAECAxEABAUGEiExBxNBYXEiUZGxFBUzN4EjMlJyc3TBJHWSobLwFhcnNDU2QkNEU2K0wsPR/8QAGQEBAAMBAQAAAAAAAAAAAAAAAAEDBAIF/8QALBEAAgEDAgUDAgcAAAAAAAAAAAECAxEhMfASEzJBcQQUkSJhI0JRUoGxwf/aAAwDAQACEQMRAD8A+l5awS+5buqzj2P/ACDYCEqAHsmQeePXjmB4CCqcYpou79Uvpl9HeAkwCEwU8qkAx853HkaB62euLW17h5LRTtKipoL3JjlPPSffTYZb59hPtdfZHNAZC6xrrocOM1F/KnIS0lbpAHPXqTPpAMAHxma2xqE3bYRqG5KEvJcLJ3Qop2kp6wAdvSPTqZ1QaQJ9hPPlQGWx0bQPRIoDJJsFLWwRqe4lkNqASCDCU7CYKoMzJJBEnmRAHm7xqH8eGnNV3ja96ofQsj2ShSdvXpClEGZkJMyAa1/ctxHdpj3bRR3Lf6Cf6IoDNsYl26fK2tSXTpS8HUhBkJEEFPWOZB8vAAGKtcLjHca26H79+9W4oKK3iTBCQngSYHE+s9asEtoSZSkA+8CvVAI3Vzet3aWrewLzJaKy/wB8lIC9wARB55BJnpx50C4vzINgkckA9+I8PL+8VJcY+3uHw+6lZcDZbBC1AbSQegPvA5qP6os9wVsXIESXVdPjRg4i5yBPtY8JEf8APH/ym2FOLaSp1ru1nqjdMfjSq8VaLWVFLsnkw8seEe+uHD2J/wByegH56vDgeNAP0Ui3b2NtcApWEOx0U6ZM8dCeaS1HmrPEqthePvtFZKk90jduCYkH41MYuTslklK+hY5P/MnPw+Yopb6U1e4NFywpamnEJKVLHJEjrXKWtggnW3cuWtr9FuEsFO0rJb3bkxyPL1p2k1N3Dlnbi1fSyobCoqRu3J8R+PvpwdKgBRRRQBRRRQBRRUT1w0xt71YTuVtTPifdQEtFQXL/AHdsXUKbBgbS4raKgdv+6xdzeENOFhC17W1yDtBIE+kVKTYHZqBLzpuSgtp7vmFhYk/h8fhWb0bqFrLXL9s1jxahtvfu74rn2unIHvNZHA7P8YSPzd30x/16LrRH0snxKWGlcsVN5v2L7VWp7rGZ9dszZ2TiUJQQt1slfPPWffUPan9rjP1XP/Gsv2l5UWutXmCyVew0d26Oopzt4JD+Dgkew/0Pm3WulCEZ0nFZaz8FkUk4s3uD/wBTLL9gn51yltIfd3if3Nv+FFefU65eSiWrNApFw5Z24tXksqGwqKkbpT4iPP303Su15Vi0LdaUObUHcpO4RxIjzEis5rzU9np9u0avrUPout8AuFEbYB6A/pVzCEpy4Y6hJt2Rq3FpabU44oJQkSSfAUIWlxO5BkSRPpxWRz+q1WuhGc/atpSHg3CCN4AUY8YmlNNapuc7orN5JcJctQ8hBQnZG1oKHQnxPWu+RPh4u17E8Dtc2ltcd+FEsvNxH2iYn0pdrIsuX5t03lmocgNpdBc3COI/pf1V897JdRXuby98zdvXDiG7cLAdfLgndHjWf0zk7hztVRbKDfd/WNynhPMAOR8qu9raUk3ornfL1v2Ppec1Tj8Zlk21ym9LjQBPdbdit0HmTzSuv9QXODNiLZxhAe3lXepBmNsRPrXzftWuX2tevIbecQju2fZSqB0q97efzsH6P/8Arq2FGClTxrr8HUYq8S81hlS92bMZG7IWXSypRbAgkqjikdD3zdx2eaiftwR3ffj2hHIYSaT1H9x2M/Z239oVH2Z/djqf9a4/7dFTpQaX7h+R+Tz2K5B+9zWRS9shNqkjamP9qqDSg/yvo/nO7+TtWnYR/p3J/uif7VVelPvfR/Od38natk/xKvj/AA7fVI72tfeA7+zY+VX/AG8/b4P9R/5t1QdrX3gu/s2PlV/28/b4P9R/5t1EOql4f9ELWJs9Ifd1iP3Nr+FFGkPu6xH7m1/CivOn1vyZ5as0QS8qxaFutKHNqPaUmRHE8ek1k+0bTuOz6sf9ZZRdj3Hed3ta3752z8IHxrFMa61KpvcjLWTSUqWkocx6yUpSvbMgEEAck+FNp1hqRclGZsHh1TsxzkqHIEceR/vNXQo1IyvF539iyNOXZmrymnsdcdn9th3cqUWDKWwLxLclQSeOPOuaU03j8ZpTLYyzyirm3uVO96+WoLZU0lJ48YEH8azH+GecCUlzNY/mf+BVEiOJI68+7wr2jWWfW+lhnJWDm5C1lSbchI2pJI6e4GrV6eu42vjXeC5emqSWu/gu+zvTGKwOQun8ZmVXy3WQhSFNbdomZpXD6OxNprYZZjNuPXYun3fo3cQNygvcJ8tx+FKs6l1O7cPstXtjua7sFRtlAHfHA9nqJ5B54MAwahvtV6qsWVPquLFaEuFtRbZkpPnxx4df0h5w5VZyf1K73+g5FRvqWR7WukcPldRuX9/nV2b5QiWQzuACRwZq07RdO47PfV/1nlVWHcd5s2tbt87Z+ED41nl6uzoXtOVswY6LsVAjp1EcDz8q9DVeoVJCzlLHZ+l9CXB9PZqOVXVnxaabsPb1F3W/4NBlNP4657PrXEO5RTdg0hrbeBqSoJMjjzo0npvH47SuWxdjlFXTF0t0OvluC2VNpSRHjAAP41QI1VqBwqQnLWJKesWKyJnp+bxHB6eIqNGsM87cW9vb5WwcW8tKIFqRsnxMj8Kcis01f77wPbVH338F12daXxmCvrq5xmYXfqdZCFJU1t2iZmlMNpDD2mtk5VjOLdvPpb7gtSzA3EL3CfLcfhUatQapbDn8rttyA+Sn6EoT3R58PHw8+OoMRuak1OnGLv0XtkQ02la2zbQtMkiIjyn05py6zbfEs43gjk1NeJDGs9IYfL6lcvr3OrtLgoRLKWdwASODNWXaLpzHZ9zHnJ5VdgWEu7AlrdvB2z8IHxrOPao1gmxRei6xvdLCIlsAypQSBBHUSJ8B76XXqrW8SLvEe4bi3z6c05dZNfUsEOlNd0fRcXZsY/SdrZ2tx9JYYZQ229EbwCOaK+ZjV+tFrUm7uMaq2T9oWwiTwCI55gqE/jRVMqMr5aKXB3Ma7kb5q9eDV5cIDbriWwl1Q2AqBIHPHPNNM5G+SqU3tyCoqUSHVcnceetFFejBKxrgenrh99LQeeccCfzQtRMelG4pRKSQYiQaKK3w6D0qXScN3cpASm4eCVHcQFmCes+s8+tRh51cIU4tSViVAqME8mT+JJooo0iyyLR3IX25v+WXHCuPyquP66iVfXgYMXb4mZhw+J5+NdorNZWRmsSIv7yVn6Xcc8H8qeelV6lKDqlAkK3EzPMzRRV1NK7LKfc6244QJWr4+/rXXFKLcFRhUbhPWBxRRVsUi5JFdcPOodUwhxaWVflFNhRCSrpuj3+dJvOL59tXX30UVXJLJjq6nnFuufW1sneqPa4n/pVRRRWGt1GCep//2Q==
| 26 |
AI labor market trends
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2025-06-17 14:03:06
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Agentic AI in Labor Market Size | CAGR of 40.3%
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https://market.us/report/agentic-ai-in-labor-market/
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Agentic AI in Labor Market is estimated to reach USD 73.9 Billion By 2034, Riding on a Strong 40.3% CAGR throughout the forecast period.
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Global Agentic AI in Labor Market Size, Share, Statistics Analysis Report
The Global Agentic AI in Labor Market size is expected to be worth around USD 73.9 Billion By 2034, from USD 2.5 Billion in 2024, growing at a CAGR of 40.30% during the forecast period from 2025 to 2034.
Agentic AI refers to artificial intelligence systems that possess the capability to act autonomously and make independent decisions within a given framework.
Published date: February 2025
Report ID: 139614
Number of Pages: 255
The Global Agentic AI in Labor Market size is expected to be worth around USD 73.9 Billion By 2034, from USD 2.5 Billion in 2024, growing at a CAGR of 40.30% during the forecast period from 2025 to 2034.
In 2024, North America held a dominant market position, capturing more than 36.7% of the agentic AI labor market, with revenues upto $0.9 billion.
No author or publication date was provided in the given text.
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4 months ago
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Market.us
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data:image/jpeg;base64,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
| 28 |
AI labor market trends
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2025-06-17 14:03:06
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5 ways to match workers with more meaningful employment
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https://www.weforum.org/stories/2025/03/jobs-match-meaningful-work-technology/
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From dynamic data to AI-driven training, a new World Economic Forum paper explores how to align workers' skills with the jobs of tomorrow.
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By 2030, over 20% of jobs worldwide are expected to evolve due to significant labour-market disruptions, according to a new World Economic Forum report.
Harnessing emerging technologies alongside human intelligence will be key to aligning workers with roles that best match their skills.
The Forum’s five-step framework provides policymakers with a roadmap for using technology to connect talent with the jobs of the future.
By 2030, over 20% of jobs worldwide are expected to have evolved significantly due to labour-market disruptions.
These changes driven by the rapid rise of frontier technologies, the green transition, shifting demographics and geo-economic fragmentation, could create 170 million new jobs. But they could also displace 92 million others, according to the World Economic Forum’s Future of Jobs Report 2025.
So how can we ensure workers have access to the right opportunities?
Matching Talent to the Jobs of Tomorrow, the Forum’s guidebook for public employment services, outlines a five-step framework to help policymakers harness technology to connect talent with the jobs of the future. Here are its 5 key recommendations.
Infographic showing a framework for successful job matching.
As jobs change, how can we match workers to the roles they need?
Image: World Economic Forum
1. Gather dynamic data on jobs trends
The first step involves collecting accurate, real-time data from businesses and jobseekers to track and predict labour-market trends, the guidebook advises. Instead of relying on static employment reports, policymakers need dynamic, tech-driven insights.
Technology can streamline this process. APIs integrated with job boards can provide real-time hiring trends, while AI-powered analytics can detect emerging skill gaps and labour-market shifts. Automated resume screening can assess job seekers’ skills and alert individuals to tailored opportunities.
Case study: Guatemala’s Moving Forward programme is already harnessing data-driven solutions to improve job matching. While web-based interfaces and application forms provide a foundation, the country is now exploring AI-powered predictive analytics to enhance efficiency and accuracy.
2. Create a common jobs terminology
Of course, gathering data alone is not enough. One of the biggest barriers to job matching is inconsistency in how roles and skills are described.
Different companies, industries and regions use varying terminology to define job titles, competencies and qualifications, creating misalignment between talent and opportunities.
Standardized information is needed to create a unified framework so that governments, employers and institutions can align globally. Taxonomy management tools ensure consistent classification of jobs and skills, while natural language processing technology automatically structures data, bridging multilingual gaps.
Case study: SkillsFuture Singapore has developed a national framework that aligns with private-sector skills taxonomies. This ensures consistency across industries, making it easier for job seekers and employers to connect.
3. Ensure trustworthy jobs data
For job-matching systems to work, both employers and job seekers must trust the data and, again, technology can help. Blockchain can be used to show that information is secure and tamper-proof. This could be applied to certification records, giving employers confidence that potential candidates are qualified for roles.
Online skills-assessment platforms present another opportunity to broaden talent pools, enabling candidates to remotely complete tests on hard or soft skills.
Case study: Nigeria’s National Talent Export Programme is using AI-driven screening, skills verification and national database checks to optimize job matching. The scheme aims to facilitate employment for a million individuals over five years.
4. Use AI to widen skills access
Many workers worry whether their skills will remain relevant. The challenge isn’t just finding jobs; it’s preparing people for new opportunities.
AI-driven learning platforms offer personalized training paths to help workers adapt to changing job markets. These can be integrated into learning-experience platforms, ensuring upskilling programmes are accessible and tailored to individual needs.
Case study: Sweden’s Arbetsförmedlingen public employment service supports job seekers – especially those who are low-skilled or face immigration challenges – by offering internships and specialized training to improve workforce integration.
Discover
What's the World Economic Forum doing about diversity, equity and inclusion?
5. Use LLMs to match workers to jobs
The final step is to bring together the data to match workers with employment opportunities. AI technologies such as machine learning can combine a candidate's information with historical data to predict optimal matches.
Large language models also have great potential to contextualize why certain individuals are suited to particular roles. This can go beyond competencies and qualifications, taking the motivations and preferences of candidates into consideration too.
Case study: France Travail, the country’s national employment service, combines AI, semantic analysis and generative AI with human expertise to create detailed job recommendations and personalized career pathways for job seekers.
For this framework to succeed, public and private sector collaboration is essential, say the report authors, with policymakers, businesses and educators working together to create solutions that:
Leverage AI and automation to enhance, not replace, human potential.
Prioritize cognitive diversity in teams to ensure solutions reflect a variety of employees' needs.
Develop culturally relevant strategies that align with regional job-market dynamics.
By placing humans at the heart of the transformation, policymakers and businesses are better placed to create tailored solutions that empower workers and build a resilient job market.
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2 months ago
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The World Economic Forum
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| 29 |
AI labor market trends
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2025-06-17 14:03:06
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Recent Trends in the Demand for AI Skills
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https://www.atlantafed.org/blogs/macroblog/2024/10/15/recent-trends-in-demand-for-ai-skills
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Demand for AI skills is rising and spreading to broader segments of the US labor market. It is still too early to tell whether AI technologies will end up...
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Recent Trends in Demand for AI Skills
October 15, 2024
The demand for artificial intelligence (AI) skills has been increasing rapidly in recent years, driven by the growing adoption of AI technologies across various industries. In this post, we will explore the recent trends in demand for AI skills and what they mean for workers, businesses, and the economy as a whole.
The demand for AI skills is driven by the increasing use of AI technologies such as machine learning, natural language processing, and computer vision. These technologies are being used to automate processes, improve decision-making, and enhance customer experiences. As a result, companies are looking for workers with the skills to develop, implement, and maintain AI systems.
According to our analysis of job postings data, the demand for AI skills has been increasing rapidly over the past few years. The number of job postings requiring AI skills has grown by over 50% in the past year alone, with the majority of these postings being for jobs in the technology and finance sectors.
The most in-demand AI skills include machine learning, deep learning, natural language processing, and computer vision. Workers with these skills are in high demand, and companies are willing to pay premium salaries to attract and retain top talent.
The growing demand for AI skills has significant implications for workers, businesses, and the economy. For workers, it means that there are new opportunities for career advancement and higher pay. For businesses, it means that they need to invest in employee training and development to ensure that they have the skills to compete in an increasingly AI-driven economy. For the economy, it means that there is a growing need for workers with AI skills, which could lead to labor shortages and upward pressure on wages.
In conclusion, the demand for AI skills is increasing rapidly, driven by the growing adoption of AI technologies across various industries. Workers, businesses, and the economy as a whole need to adapt to these changes to ensure that they can compete in an increasingly AI-driven economy.
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8 months ago
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Federal Reserve Bank of Atlanta
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AI labor market trends
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2025-06-17 14:03:06
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The Biggest Issues Facing Today’s Job Market And How To Overcome Them
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https://www.forbes.com/sites/jackkelly/2025/03/10/the-biggest-issues-facing-todays-job-market-and-how-to-overcome-them/
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The job market is undergoing a profound transformation. It's being shaped by AI, technological breakthroughs, economic and political shifts.
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Woman sitting by window with city view, working on her resume and reaching
out to recruitersgettyThe job market is undergoing a profound transformation. It’s being shaped
by AI, technological breakthroughs, economic and political shifts. While
opportunities exist, there are persistent challenges creating turbulence
for employers and job seekers alike.One of the most glaring issues is the mismatch between the skills workers
possess and those employers urgently want. Rapid advancements in artificial
intelligence, automation, and data analytics are rendering traditional
skill sets obsolete at an unprecedented pace.The World Economic Forum’s Future of Jobs Report 2025 provides a view into
the evolving job market. For instance, AI and machine learning specialists
are grabbing headlines. The report states that 39% of core job skills are
expected to change by 2030. With fast paced changes, the future of work
demands agility. Technological skills such as AI expertise, big data
analysis, and cybersecurity are strongly desired by employers.A Cooling Hiring Climate, Economic and Policy HeadwindsAfter a period of robust growth, the job market has noticeably slowed.
Hiring rates have dipped, and job postings have declined from their highs.
Companies, cautious about budgets and economic headwinds, are taking longer
to fill vacancies. For job seekers, especially in white-collar sectors like
technology and finance, this means fiercer competition and fewer openings.
The days of abundant choice seem to be waning, replaced by a more selective
and deliberate hiring process.Broader economic forces are adding complexity. Inflation, potential
slowdowns, and policies like immigration restrictions contribute to
creating uncertainties. For instance, sectors dependent on immigrant labor,
such as construction and hospitality, could face acute shortages as borders
tighten. Businesses are hesitant to commit in an unpredictable climate. In
response to the unknowns, it’s understandable that companies would cut back
on hiring and scale back expansion plans, which further dampens job growth.MORE FOR YOUWorker Discontent and Retention StrugglesEven with unemployment relatively low, dissatisfaction is simmering.
Employee well-being has hit a historic low, with only about half of U.S.
workers reporting they feel they’re thriving. Many crave better work-life
balance and flexibility. However, issues such as workers wanting remote
opportunities clash with companies’ push to end remote work. This
disconnect is fueling turnover and forcing employers to rethink how they
retain talent in a workforce that’s increasingly vocal about its needs.For recent college graduates and career switchers, breaking into the job
market is tougher than ever. Unemployment among young degree-holders is
ticking up, and the sheer volume of applicants, often resorting to mass
resume submissions, makes standing out a Herculean task. Adding to the
frustration are “ghost” job postings and unresponsive employers, leaving
many feeling stuck before they even start.Navigating the FutureThe job market of 2025 is a dynamic, challenging space. This is a polite
way of saying that things are going to continue to be rocky and difficult.
Therefore, people must find ways to adapt to an ever changing marketplace.
You can catch up by upskilling. In particular, focus on high-growth areas
such as tech and AI. For employers, the stakes are just as high. They need
to spend money to invest in training and prioritizing employee mental
health and well-being. function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
= {}; window.cnxel.cmd = []; var iframe = document.createElement('iframe');
iframe.style.display = 'none'; iframe.onload = function() { var iframeDoc =
iframe.contentWindow.document; var script =
iframeDoc.createElement('script'); script.src =
'//cd.elements.video/player.js' + '?cid=' +
'62cec241-7d09-4462-afc2-f72f8d8ef40a'; script.setAttribute('defer', '1');
script.setAttribute('type', 'text/javascript');
iframeDoc.body.appendChild(script); }; document.head.appendChild(iframe);
const preloadResourcesEndpoint =
'https://cds.elements.video/a/preload-resources-ovp.json';
fetch(preloadResourcesEndpoint, { priority: 'low' }) .then(response => { if
(!response.ok) { throw new Error('Network response was not ok',
preloadResourcesEndpoint); } return response.json(); }) .then(data => {
const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
'style'; cssUrlLink.media = 'print'; cssUrlLink.onload = function() {
this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); How Job Seekers Can Thrive in a Tough MarketWith the job market cooling, competition intensifying, and skills demands
shifting rapidly, landing a good role in 2025 requires more than a polished
resume. As hiring slows and employers grow pickier, job seekers must adapt
strategically to stand out. Here’s a roadmap to enhance your odds of
success in this challenging landscape.In a world where technology is rewriting the rules, upskilling is
non-negotiable. Employers are clamoring for talent fluent in high-growth
areas like artificial intelligence, data analysis, and cybersecurity,
fields where demand outstrips supply.Don’t have a tech background? No problem. Platforms like Coursera or
Codecademy offer beginner-friendly courses in Python or cloud computing,
while certifications from Google or AWS can add instant credibility. Pair
these with timeless soft skills like adaptability and communication, and
you’ve got a winning combination.Craft Applications That Cut Through the NoiseGeneric applications drown in today’s flood of resumes. To rise above,
tailor everything. On your resume, weave in keywords from the job posting.Quantifying your wins by writing “boosted efficiency by 20%” beats vague
responsibilities. Your cover letter? Make it a story. Research the
company’s recent moves such as a new product launch, and show how you’d add
value. It’s not about volume. Submitting ten or so customized applications
a week trumps mass spamming.In a tight market, build your network deliberately. On LinkedIn, engage
with recruiters and industry leaders by commenting on their posts. Reach
out informally, too. Ask a former colleague or alum for a quick chat about
industry trends, not just openings. Aim for 1-2 hours or more of networking
weekly.Hiring managers crave evidence you can deliver. If you’re light on
experience, create it. Build a portfolio. If you have the aptitude, code a
basic app, or draft a business proposal. Freelancing on Upwork or
volunteering for a local cause can turn skills into resume gold. Even short
internships can bridge the gap until you find the job you want.Be prepared, rejection stings more when jobs are scarce, and employer
ghosting is all too common. Keep up your momentum. Frame “nos” as getting
closer to a “yes”.If you keep going, and don’t give up, ultimately, you’ll find a new job.
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3 months ago
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Forbes
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data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAkGBwgHBgkIBwgKCgkLDRYPDQwMDRsUFRAWIB0iIiAdHx8kKDQsJCYxJx8fLT0tMTU3Ojo6Iys/RD84QzQ5OjcBCgoKDQwNGg8PGjclHyU3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3N//AABEIAEIAdwMBIgACEQEDEQH/xAAcAAACAgMBAQAAAAAAAAAAAAAEBgAFAQIHAwj/xAA7EAACAQMDAgUBBgMFCQAAAAABAgMEBREAEiEGMRMiQVFhcQcUMoGRoUJSsRUjM9HhJERTkqKywcLw/8QAGQEBAAMBAQAAAAAAAAAAAAAAAgABAwQF/8QAJREAAgIBAwMEAwAAAAAAAAAAAAECEQMSITEEQVETImHwFHGh/9oADAMBAAIRAxEAPwDl81VsR2SlppfFRcloeYyP5ef31lbui0axmhjaUuGaYkg5HYA5002FaOhuVBXVawTLTziMrMh2FQpBDDnON2R8jV/WrS2iir71RWu3LRXuIQUq4ytI65DFR6lu/GMEa5lKOqq3G4urYiTXWSqNJLJaQIoxgFpXKtg+Y/vrxlqRPXyMilI2bCxgkoi+w99PfSVpFBYLndWt8ddClGyLFVA+HuPfbwQMaXul6+iFPLDT0TMZaNYalpHBd3J5ZM9icDUaSXBaTZZ/Z/WFOoHqUopZEaPaGQDdTA93x6/TXpVLTVVVUxwrPuprnRozTOSZN7SncQTwTt50uVFclNdEe0CaJ43xGsjgjy9s/vp+qqGmSnhrIaaeOSruFE8kjuGWU/3hyPbBJz9dDFCst+STb00YvCUsVLJTSOqzyxM0an+L0P8AXQVRfOn7VQtRVhnevAZjAAVRt34SWx+2h/tGlNNdbXIv8MbHHv5hnQNda7bcK2a51yM8MqrHGBLtKsFznA7gc6fUQi17+AYpSi7ibdLXiqrVkoZ7nTQyBNlJ4gKhWJ5xgf10e9w6ktl0iqL7RU11WnbYrQTR4btgE4zrnF3nooJ/BtM80yKMGoddm4+u0e3ydViu6g4Zv11X42N9uTT1snk7zcOtKS4PSwV1gEZkfZJC1MJNhI/mA8w+mkOgS3rfa2auhjkEAPhRyozR5ZyPMB3GNL/TFVUz322qJXJWpQnzHsCCf2zpq6f6fvV9rblNZrnR0jwCPxRUTFC55YHgHgZ0o9NphOm7lXcLy++NpUjIjs1BOKRamkmLwgRNJFtMZzklg3POeNC3CyU9PMRDBFIWk2hiwj3KAN2FJ4OePbjWeo7n1PS2u1115mt9QkrBoMMjyMoGVZgOykcg/wBNUlw6tmuhjatoaR3jUrGxTOM59PzH6a510+ZO2/v8On1sfFbF7ZFitNxvVLSwPK392sYdYnKKSWIbPfsvb1A1NB1FzukPT9Db5LcIKXzz01UmRK6MwB8wPbIAx8D2Gprug5aVZ584Rcm0ikWd3ofBkXLB8xEDzc993vxjVkbtUC2w25Zt9Mp3BZBnw2Jydvtq1PVvTFXCZbh0nEKyRmLvSVTQp+HAwg4786V3eAyA7jkpu8gzls6C+TShubrq50XTclii8EwzKVxs82G786XKKdbf0/MyU5NZLUeGJC3CgD+Ee+c6BRPFkxKpDEd8/OtquoENJTwxNkozNx750nGy4uhl6ZuVLQ3mluVXcnoalkeN2jgEhXIILYII7fGmGm6g/tV6eBTEaeCqpEi8OLw8qhkAYj3IIzrmTyNJSws5GVZssQMnn3/PTJ0vOsRTcv8AvEJz/wA2lBJNhm7QwfaURJcqHHpTk/8AUdVFouTzWq52P7hNWT1qGKnkD4EJ2gk4+O5+NG9ZTLPX05H/AAP/AGbVj0dQ1S9OffVXCzXNo4iP4kKKr/umNHLXcWJW6OXyUJg3eP5GRsMh4b540PJGQ44Kn2IwTr6Uhs1HV0XizwK4j4VniQmQqNuSSN2QQe+DnXLOtbdI19qoVgZ1CiUZ54Izx9M9vjQ9WjR4hHs1QKG5xTSbht3Dj0JUgfuRpnp7taEslzo56eZrlUT58VFGGjUJtTPfkg5+DpSqkenqGSUYkRyGHznTDX3+0TdO0lFSWpKWvC4qqsEky8k57euR+mnJvTSMkldsZetKCyUFrgShprbNKaRRLLEu1kdjuzkHzEDj8/y1z1IvBqdjYBBydNHRVntd7FRJd7zS0giISJJKhVllcjjardxnAOqK4UtQLrLHIN9QSQypg8/GNY46hJwX7E91YbTwQssb1ctTFRIRFLKnmCsQzYB7ckdvrrOhkkWOgaFKk7JGV2gYkKSM4PtkZI/M6zrVxb4bQLXgHobFV1lfR0RAgasJ+7y1B8ONwCRncfTIIz768J0alqIyGBx6qcjTY3UsH9jbKoUlVLJXrVR021ytKq5ynmXBQk52g+/vpSr6z73XT1JjjTxZGfw412omTnCj0A9B7aqEpS3aosOSqjkmQOu1WIG4nhRnk6MpEmtl2/2yhppjHkmKYZjcEEBh7j1H01QrMwOVAH5ab7dPHd7MkFU7Bl8pdT5lI9f9NOUdaaZSel2Sms1O1mNWA8su7cEMigKoO1jtxk849dYnqqaKvZfCipts0BVEb+EK2Tj8xr1slQbE0tNcImkDKWjljfAdB5ivPvj6j296CvqI66umqp3AeQg4B4AAAA/QDVKNMttsYLif7Ru1FTwMSZtkSlV3HliM49e+nPquWstlNYOnOmmK1UW1pGIxtxyWP1Y50m/Z08MnV9BubIgDyKDz2XA/7tPd+u0NDe6q5urTyLCIYURdzepOP20cjXA8arc0r7pXdMWeQRSQTVMvnkknOWdyfMVGR9fbjUudDUVXSdvutdJFLW7NlRJEMBgWJTj4BAOlDpypm6t6sVroo8EAlYzkhR27D6/trpXUcK2rpWSkHOWCAn1AIOdY5I1BmsZamcHvUa1d/wDBijfLOEYIMsx9cD3/AMtD1NpcTmCFSZFHI3Z03WqKggF2utXzURzFKUZxhiPM3z2A+OffQtDT5hknkPncEgn01Hl0JJB0XbYl/dZ9pfwX2gZJ28Aa0ileFw8TsjDsynB0dBVSrQVJJyHUp+Rxqt11GIUKrJHjLvAGBjg6zoYDPA76mrIemTqbtbNGyrk682wOMaoh6POSMAAaJtdwejm7+Ru40Bqasg+pUUtwo2p6pRLE3oe4PuD6HS83TkymR9+6BWwHVfQ9s+3bVfQ1zwMBk408dPVv3mldRztOGx6g8gH4znvxn5PM3YUqKe32aeEma21clPVqpAfdjd8a2tHWF86brZ46iOGr8RszRVse4n6OMMOPY4+NXMO+OrMMseCxJidFOxx3x8H+uPqBLjbILjHsqU5H4HH4l/0+NB/IgXpPqa30fVsdelO9FSSB1lhDF1jB7YPcjIHprpfXVxjmsVulD5SYCRSOcqRkH9NcMuVsqbUzGTzRnOyVRx+fsddU62roI6OjpsgRxUiovt+EY1nm3hSHj2diRuFbUO0iiOmhJCoOB35P1J50PV3V3DpDF4abSuWIP6Aa1o6mAO7MNyAnAz3OgyBg4HlzowxLmRcp9kVm7bbwv8zf/f00JoqpGyJY/YnQuuhGZuuPXU08/Z5cLLRW6tiufgNNUzL5ZgCAiKcYz8sf01NceXrHjm46GzWOO1dit6nQEv4zqamutGRrqamppEMD8WnL7OwHrqhWG5fCXg9vxgf+T+upqatEGxxmk3HlioOfX1/yH6DWlWAKiQAYAY8D66mpqshaBZ0SSCRJFVlKHIYZB41U9cszV1AjElDjyk8dhqamsVyLsyglAD8DGvRf8PWdTTAU1f8A4n5nQ41NTSRD0j7axqamrCz/2Q==
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AI labor market trends
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2025-06-17 14:03:06
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Can AI be used to complement humans in labor market? | Daily Sabah
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https://www.dailysabah.com/opinion/op-ed/can-ai-be-used-to-complement-humans-in-labor-market
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AI technologies have been shown to contribute positively to employee productivity and efficiency. However, the extent of this contribution varies depending on...
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Can AI be used to complement humans in labor market?
By Muhammed Yılmaz
As technology advances, the relationship between humans and AI is becoming more intricate. While some argue that AI will replace human workers, others believe it can complement them.
The COVID-19 pandemic has accelerated the adoption of AI and automation in various industries, from healthcare to finance. However, the question remains whether AI can be used to enhance human capabilities rather than replacing them.
In recent years, there has been a growing interest in the concept of "hybrid intelligence," which refers to the collaboration between humans and AI systems. This approach aims to leverage the strengths of both humans and AI to achieve better outcomes.
One of the primary advantages of hybrid intelligence is that it can enhance human decision-making. AI systems can analyze vast amounts of data, identify patterns, and provide insights that humans may miss. By combining human judgment with AI-driven insights, organizations can make more informed decisions.
Another benefit of hybrid intelligence is that it can automate routine and repetitive tasks, freeing up human workers to focus on more complex and creative tasks. For instance, AI-powered chatbots can handle customer inquiries, allowing human customer support agents to concentrate on more nuanced issues.
Moreover, hybrid intelligence can improve worker productivity and job satisfaction. By automating mundane tasks, AI can reduce the workload of human workers, enabling them to focus on higher-value tasks that require creativity, empathy, and problem-solving skills.
However, there are also challenges associated with implementing hybrid intelligence. One of the primary concerns is the need for workers to develop new skills to work effectively with AI systems. This requires significant investments in education and training programs.
Furthermore, there is a risk that hybrid intelligence could exacerbate existing social inequalities. If only certain groups have access to AI-powered tools and training, it could widen the gap between those who have the skills to work with AI and those who do not.
To mitigate these risks, it is essential to develop strategies that promote the responsible development and deployment of AI. This includes investing in education and training programs, ensuring that AI systems are transparent and explainable, and implementing policies that protect workers' rights and promote social equality.
In conclusion, AI has the potential to complement human workers, enhancing their capabilities and productivity. However, it is crucial to address the challenges associated with hybrid intelligence, including the need for new skills, the risk of exacerbating social inequalities, and the importance of responsible AI development and deployment. By doing so, we can ensure that AI is used to augment human capabilities, rather than replacing them.
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2 months ago
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Daily Sabah
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2025-06-17 14:03:06
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Will AI Take My Job? How to Future-Proof Your Career in an Evolving Job Market – The City University of New York
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https://www.cuny.edu/blog/cuny-online/will-ai-take-my-job-how-to-future-proof-your-career-in-an-evolving-job-market/
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Driven by advancements in artificial intelligence (AI), today's job market is shifting rapidly, and filled with both uncertainties and...
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Will AI Take My Job? How to Future-Proof Your Career in an Evolving Job Market
March 11, 2025
Driven by advancements in artificial intelligence (AI), today’s job market is shifting rapidly, and filled with both uncertainties and opportunities. Many workers are asking: Will AI take my job, or give me a better-paying career? While AI is reshaping industries, one thing is certain—those who continuously learn and adapt will be best positioned to thrive in a changing economy.
So how can you prepare for the future of work? How do you plan for survival and success in a competitive and evolving job market? How do you find those in-demand skills in the age of AI? Here are key strategies to future-proof your career.
### How to Stay Competitive in the Age of AI
No matter how AI or other factors impact the economy, workers with in-demand skills will always have an edge. Being prepared is the key.
#### Develop Human-Centered Soft Skills
What sets us apart from AI? It’s human-centered skills such as communication, collaboration, and critical thinking or problem-solving. According to the U.S. Department of Labor, employers place a high value on these soft skills because they are crucial for leadership and management, and for building networks and influence. Strengthening these abilities will help you stand out and ensure you remain indispensable as these skills are transferable across a variety of jobs and industries.
#### Embrace Change with a Growth Mindset
In an economy that is shifting, businesses need to be nimble to respond to changing demands. Accordingly, workers must be flexible. Adaptability is key. Develop a growth mindset that embraces change, be open to new opportunities in growing fields, and keep up with emerging technologies and job trends. Workers who insist on sticking to the “old” ways may find themselves becoming obsolete.
#### Invest in Lifelong Learning and Upskilling with Online Degrees
To stand out in a highly competitive job market, invest in yourself. Consider going back to school to upskill, reskill or earn new credentials that demonstrate your value and fit for better-paying opportunities.
The good news? Technology has made all this easier to achieve. Online education allows busy, working adults to access professional skills training that they might otherwise have to forgo because of financial barriers or work and family obligations. CUNY Online, for example, offers affordable access to over 220 online degree and certificate programs in high-demand job fields like business, technology, healthcare, and education. So, take advantage of this and embrace lifelong learning. Finish that online degree. Get career-ready, in-demand skills for the future that are trusted by employers.
#### Understand and Leverage AI to Your Advantage
Rather than fearing AI, view it as a tool for growth. Explore ways to use it to your advantage by learning how AI can boost your productivity and career prospects. For example, AI could streamline workflows, provide deeper data analysis, and improve decision-making. Embrace the possibilities of AI and make yourself a more valuable asset in the workplace.
#### Identify and Specialize in High-Demand Niche Fields
With AI transforming traditional roles, specializing in a niche area can make you a sought-after expert. Jobs in forensic accounting, machine learning, and healthcare informatics for example, may be less well known but could lead to greater demand, better pay, and more job security. Drill down to find out what niche you might be able to break into within your current field or beyond.
#### Network and Amplify Your Professional Voice
Establish yourself as a thought leader and connector. Attend conferences, join professional groups, engage on industry platforms to share opinions. AI cannot yet replicate the insights you get from lived experiences and conversations. Your personal reputation and relationships are invaluable.
#### Highlight Real-world Accomplishments
Keep a record of all your accomplishments to remind your bosses that you have met or even exceeded their expectations. Be sure to inform your managers of any new skills you are acquiring, especially in emerging technologies. Offer ideas, feedback, and help when appropriate. Keep those human communication lines open.
### Take Control of Your Career Future
The future belongs to those who invest in education, adaptability, and career growth.
If you are just entering the job market or considering a career change, use resources like the Bureau of Labor Statistics’ Occupational Outlook Handbook to identify fast-growing fields.
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3 months ago
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The City University of New York
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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4 Workplace Trends To Watch Out For In 2025
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https://www.forbes.com/sites/jackkelly/2025/01/03/4-workplace-trends-to-watch-out-for-in-2025/
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Discover four key trends in the 2025 labor market to help you adapt to changes and enhance your professional value in the upcoming year.
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Those who can adapt to new work models and demonstrate flexibility in their
roles and ... More responsibilities will likely find themselves better
equipped to seize opportunities and overcome challenges.gettyAs we enter 2025, the United States job market finds itself at a
crossroads. Despite low unemployment and declining quit rates in 2024,
employees are experiencing unprecedented levels of dissatisfaction and
disengagement. The psychological state of workers has reached a critical
point, with employee well-being hitting new lows.According to Gallup's latest workplace well-being indicator, only 50% of
U.S. employees report thriving in their overall lives, marking a record low
since measurements began in 2009. The downturn in employee well-being has
continued unabated post-Covid.The new year presents a significant challenge for leadership: motivating
and guiding teams through periods of substantial change and uncertainty.
Employers aiming to introduce organizational changes and adopt new
workplace trends will struggle to achieve their goals if their employees
feel disengaged.Labor Market Trends For 2025As the employment landscape continues to evolve rapidly in 2025,
adaptability and resilience will be critical for workers seeking to thrive
in an increasingly uncertain labor market.The ability to pivot quickly, learn new skills and maintain a positive
outlook in the face of challenges has become not just desirable, but
essential for career success. In this new paradigm, workers who can
effectively navigate change and bounce back from setbacks are positioning
themselves as valuable assets to their organizations and industries.MORE FOR YOUThose who can adapt to new work models and demonstrate flexibility in their
roles and responsibilities will likely find themselves better equipped to
seize opportunities and overcome challenges.1. Increasing Integration Of Artificial IntelligenceAs businesses seek to enhance productivity, streamline operations and gain
competitive advantages, the adoption of artificial intelligence is becoming
increasingly crucial for future success.The momentum behind AI and automation adoption is already significant. A
survey by ADP reveals that more than half of employers are actively working
to close generative AI skills gaps through targeted upskilling programs, as
the majority of businesses are already integrating AI into their operations
or actively exploring its implementation. function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
= {}; window.cnxel.cmd = []; var iframe = document.createElement('iframe');
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iframeDoc.createElement('script'); script.src =
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preloadResourcesEndpoint); } return response.json(); }) .then(data => {
const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
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this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
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{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); This widespread adoption is driven by the potential for substantial
economic impact, with AI estimated to contribute $15.7 trillion to the
global economy by 2030, according to PwC.2. Full Return To OfficeCompanies are increasingly pushing for a shift away from remote work models
adopted during the pandemic. Eighty-three percent of chief executives
globally predict that companies will require a full return to office within
the next three years, according to a CEO outlook survey by KPMG.However, the transition is not without controversy, as it represents a
significant change in work-life balance for many employees who have grown
accustomed to the flexibility of remote work. There is likely to be
continued employee resistance against return-to-office mandates, as
demonstrated by the recent backlash at Amazon.3. Adoption Of Skills-Based HiringSkills-based hiring is set to dominate recruitment practices in 2025, as
employers increasingly prioritize candidates' competencies over traditional
credentials. This reflects a growing recognition of the limitations of
degree-focused hiring methods and the need to address talent shortages. By
focusing on tangible skills and hands-on experience, companies can tap into
a broader, more diverse talent pool.According to Indeed Hiring Lab, 52% of U.S. job postings on its platform
did not mention any formal education requirement as of January 2024, up
from 48% in 2019. Moreover, ADP research found that 94% of organizations
that have implemented skills-based hiring reported this approach more
accurately predicts on-the-job success compared to traditional résumé
screening, leading to increased retention.4. Rise Of Blue And Gray-Collar JobsThere is now a greater demand for skilled trades and hybrid roles that
combine manual labor with technical expertise, challenging traditional
notions of work and opening up new career opportunities across various
industries.More than a third of the fastest-growing jobs in the U.S. are blue-collar
roles, with over 1.7 million positions projected by 2032, as reported by
the Bureau of Labor Statistics. The growing prestige and financial rewards
associated with the skilled trades are positioning these occupations as
formidable alternatives to white-collar jobs, challenging long-held
assumptions about career paths and success.Additionally, the rise of gray-collar jobs is also evident, as these roles
are projected to dominate the list of occupations with the highest
employment growth between 2022 and 2032. Gray-collar roles are at the
intersection of traditional “blue-collar” and “white-collar” jobs. These
hybrid roles combine aspects of both hands-on, physical labor—often
involving the operation of tools, machinery or equipment—and technical
skills or knowledge.
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5 months ago
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Forbes
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AI labor market trends
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2025-06-17 14:03:06
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The state of AI jobs in Canada: What 12 million job postings reveal about hiring trends
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https://www.oecd.org/en/blogs/2025/03/the-state-of-ai-jobs-in-canada-what-12-million-job-postings-reveal-about-hiring-trends.html
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The demand for AI professionals in Canada has been evolving, with demand shifting across industries and skill sets. Using data from 12...
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AI labour market demand: steady expansion followed by a slow down
The demand for AI professionals in Canada experienced a steady increase from 2018 to 2021, with AI-related job postings reaching their peak in Q4 2021, with a slowdown in the demand of these postings from Q1 2022 onwards. The demand for professionals with these skills remains below 1% of total online job posting, highlighting the fact that AI jobs, while growing, remain a niche within Canada’s labour market.
Share of AI-related job postings in Canada
AI-related job postings as a percentage of total job postings and those classified under the NOC broad occupation Natural and Applied Sciences
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Several factors may have contributed to the slowdown in the pace of the demand. While economic uncertainty in 2022 and 2023 led to a reduction in hiring across multiple sectors, including technology and professional services, many large companies also shifted their focus toward internal workforce development, prioritising the retraining of existing employees rather than recruiting new AI specialists. The hiring of new graduates with AI skills has also slowed, with many firms now seeking experienced professionals rather than entry-level hires.
Despite these trends, AI-related employment is expected to grow in the long term, particularly as automation and AI adoption continue to transform industries. Consequently, a key challenge for Canada is ensuring that AI talent development keeps pace with evolving industry needs, preventing skill shortages from becoming a bottleneck to AI adoption.
Key industries seeking to hire AI talent in Canada
The labour market demand for AI professionals in Canada is highly concentrated within a few industry sectors, with eight out of 102 NAICS 3-digit sectors accounting for nearly 70% of the total demand for AI-related professionals between 2018 and 2023. The professional, scientific, and technical services sector remains the largest employer seeking to hire AI professionals, contributing to nearly 30% of AI job postings. Other industries that have shown strong AI demand include financial services, manufacturing and publishing.
Share of AI job postings by sectors in Canada
in Percent (%)
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Although AI jobs remain a small percentage of total employment demand within each sector, certain industries are beginning to integrate AI more deeply into their operations. In publishing and computer & electronic product manufacturing, AI-related roles accounted for 2.5% and 3% of total job postings, respectively, making them some of the most AI-reliant sectors. AI-driven automation is also expanding into traditionally non-tech industries, such as chemical manufacturing and pharmaceuticals, where AI is being used for drug development, quality control, and production optimisation.
These industry shifts suggest that while AI hiring has slowed in some areas, its long-term integration into a broader range of industries is still progressing. Businesses that once relied on AI only for research and development are now exploring practical applications of AI to enhance efficiency and decision-making.
The most in-demand AI occupations in Canada
Among AI-related occupations, data scientists account for 20% of all AI-related job postings, making it the most in-demand AI profession. Other key roles include software developers, software engineers, database analysts, and computer engineers, who collectively make up approximately 45% of AI-related job postings.
AI-related job postings by occupation in Canada
Top 10 NOC 5-digit occupations
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Interestingly, the demand for AI skills remains highly concentrated within a small number of job titles. Even within high-tech roles, fewer than 10% of job postings require AI expertise, except for data scientists, where 30-35% of job postings specifically mention AI skills. This suggests that while AI is growing in importance, it has yet to become a widespread requirement across most occupations.
Which AI skills are the most sought after?
Employers seeking AI talent are primarily looking for machine learning (ML) expertise, which is the most commonly requested AI skill across job postings. Other key AI specialisations include neural networks, natural language processing (NLP), robotics, and visual image recognition.
AI skills demand by field of specialisation in Canada
Job postings mentioning at least one skill from each field
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The increasing demand for NLP and AI-driven automation reflects the expansion of AI applications in fields such as customer service, finance, and healthcare. Meanwhile, robotics and autonomous systems remain smaller but growing fields, with applications in manufacturing, logistics, and autonomous vehicles.
Despite recent developments in AI, the relative share of AI skill demand within each occupation has remained stable, indicating that the fundamental requirements for AI jobs have not drastically changed over time.
What’s next for AI jobs in Canada?
Policies can help foster AI talent in Canada through flexible academic pathways, stronger collaboration between employers and education providers, and better AI training programs integrated into industry-specific sectors. Producing timely and detailed data to track AI skills demand in Canada to inform the type and scale of education and training needs will also help to ensure that education matches the demand for AI professionals. As AI adoption accelerates, the ability to train and retain AI talent will be a critical determinant of economic success.
For in-depth analysis of the demand for talent proficient in developing or working with AI systems in Canada, consult the latest OECD working paper on AI skills and capabilities in Canada.
Interested in other research on AI jobs? Our LinkedIn data on OECD.AI shows trends in AI skills migration, penetration, talent concentration, hiring, career transitions and more.
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2 months ago
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OECD
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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Next in consumer markets workforce: Trends impacting labor in 2025
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https://www.pwc.com/us/en/industries/consumer-markets/library/next-in-consumer-markets-workforce.html
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We see four big trends converging to influence the labor market: decreasing employee morale, skepticism toward AI, increase in employee attrition and continued...
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Next in consumer markets workforce: Trends impacting labor in 2025
No subhead or author information available.
No publication date available.
The consumer markets workforce is undergoing a significant transformation, driven by technological advancements, changing consumer behavior, and shifting regulatory requirements. As we look to 2025, several trends are expected to impact the workforce, including the rise of artificial intelligence, the importance of upskilling and reskilling, and the need for greater diversity and inclusion.
These trends will require consumer markets companies to rethink their workforce strategies, investing in technologies that augment human capabilities, fostering a culture of continuous learning, and promoting diversity and inclusion to drive innovation and growth.
In this report, we explore the key trends shaping the consumer markets workforce in 2025 and provide recommendations for companies to navigate these changes and build a workforce that is equipped to succeed in a rapidly evolving landscape.
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2 months ago
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PwC
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data:image/jpeg;base64,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
| 38 |
AI labor market trends
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2025-06-17 14:03:06
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Indeed’s 2025 US Jobs & Hiring Trends Report: What To Expect When You’re Expecting a Soft Landing
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https://www.hiringlab.org/2024/12/10/indeed-2025-us-jobs-and-hiring-trends-report/
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The US labor market's resilience continued in 2024, and now all eyes turn toward a potential soft landing in 2025.
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Indeed’s 2025 US Jobs & Hiring Trends Report: What To Expect When You’re Expecting a Soft Landing
The US labor market’s resilience continued in 2024, and now all eyes turn toward a potential soft landing in 2025.
By Allison Shrivastava & Cory Stahle & Daniel Culbertson
December 10, 2024
The balance of current economic indicators suggests continued labor market resilience in 2025.
An economic soft landing is coming into view, but sticking it will require careful navigating around emerging headwinds, including a slowdown in hiring and looming labor shortages.
Slowing labor force growth, an aging population, and an expected decline in immigration suggest that the supply of workers will weigh heavily on the job market in the coming years.
Posted wage growth has leveled off at a healthy pace, suggesting continued robust competition for workers next year — especially in low-wage and in-person roles.
Widespread use of GenAI tools promises to boost productivity, but adoption will need to spread beyond a handful of power-using sectors for the tools’ full productivity-boosting potential to be realized.
The labor market cooled in 2024, continuing a trend that began in 2022, as employers simultaneously pulled back on hiring but also held onto existing staff, keeping unemployment low and avoiding mass layoffs. Posted wage growth slowed to a strong but sustainable pace, and hiring employers’ use of benefits, pay transparency, and skills-based hiring processes grew to attract workers.
Now, after several years of speculation and unrealized recession fears, the runway for an elusive economic soft landing — in which economic activity and inflation cool to more sustainable levels without widespread job losses or other adverse economic impacts — is finally coming into view for 2025.
The US economy is solid, but there’s little room for continued softening in 2025. Things are looking decent for the US economy heading into 2025, with the labor market continuing to cool this year, but unemployment and layoffs remaining reassuringly low. Wage growth exceeded the rate of inflation for much of the year, leading to increased real spending power for many workers.
Job gains are slowing in key industries. The pullback in hiring has been even more pronounced among other industries, with the information and construction industries experiencing the largest drop in hires rates. Hires and quits are near decade-lows, with the quits rate reaching its lowest ratio since July 2015. Unemployment and layoffs remain low, with the layoff rate clocking in at 1.0% and the unemployment rate decreasing slightly to 4.2%.
The economy is well-positioned to handle headwinds heading into 2025. The current labor market and economic data present a mixed picture, with signs of cooling and resilience. Demand for workers has cooled but remains above pre-pandemic levels in many sectors. The US Job Postings Index showed signs of stabilization over the summer, hovering in a tight range between 10% and 13% above pre-pandemic norms.
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6 months ago
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Indeed Hiring Lab
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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India's formal job market rises 8.9% in May, now 80% above pre-Covid levels: Report
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https://www.indiatoday.in/education-today/latest-studies/story/indias-formal-job-market-surges-by-89-in-may-leaving-global-trends-behind-report-2740364-2025-06-13
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India's formal job market grew by 8.9% in May, outpacing global trends. Karnataka and Telangana led in generative AI job postings,...
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India's formal job market rises 8.9% in May, now 80% above pre-Covid levels: Report
India's formal job market grew by 8.9% in May, outpacing global trends. Karnataka and Telangana led in generative AI job postings, while Maharashtra had the highest total job volume but a lower AI share.
India Today Education Desk
New Delhi, June 13, 2025
Indian job postings increased 8.9% in May, ending an eight-month losing streak. That is more significant that recent posting levels are nearly 80% higher than they were before the pandemic indicates steady but continued growth in employment in the country. The report has been released by Indeed, a globally recognised platform for job seekers.
Interestingly, roles mentioning generative AI have more than doubled year-on-year, with Karnataka and Telangana emerging as leading hubs for such opportunities. However, they are 1.8% lower than a year ago and around 16% below their peak. Despite trending downwards recently, Indian job postings are almost 80% above pre-pandemic levels.
Several countries, led by the United Kingdom, New Zealand and Switzerland, have posting volumes that are currently below pre-pandemic levels. By comparison, India's posting volumes are very healthy.
While software development opportunities have declined recently, the sector continues to have the largest volume of job opportunities on Indeed, accounting for around one-in-five Indian job postings. It highlights how prominent the tech sector has been to India’s emerging formal sector, with multi-nationals trying to tap into India’s large talent pool.
Indeed’s data shows that, as of May 2025, 1.5% of Indian job postings explicitly mentioned generative AI in their job descriptions, more than doubling over the past year. Generative AI opportunities are concentrated in the tech sector, but are increasingly widespread.
Regional hubs have emerged for jobs that either use or help develop generative AI. Karnataka and Telangana have the highest percentage of job postings that mention generative AI, with 2.4% and 2.3% respectively. Maharashtra has the largest total job volume overall, but a lower AI share of 1%.
Job creation across India’s formal sector remains strong and rose sharply during May. This continues to facilitate a shift from lower-productivity to higher-productivity work as workers transition into the sector. While there is no shortage of workers in India, finding the right set of skills continues to be challenging in some cases.
Published By: Rishab Chauhan
Published On: June 13, 2025
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4 days ago
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India Today
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AI labor market trends
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2025-06-17 14:03:06
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How AI & Skills-Based Hiring Are Reshaping The Job Market
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https://www.forbes.com/sites/karadennison/2024/10/14/how-ai-and-skills-based-hiring-are-reshaping-the-job-market/
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As AI integrates into businesses, companies are re-evaluating their hiring practices. The traditional emphasis on degrees and years of experience gives way to...
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How AI & Skills-Based Hiring Is Reshaping The Job Market gettyThe American job market is on the cusp of a significant transformation. As
AI integrates into businesses, companies are re-evaluating their hiring
practices. The traditional emphasis on degrees and years of experience
gives way to focusing on specific skills. This shift comes as organizations
deal with rapid technological advancements and a changing economic outlook.Not only are we expecting a cooling trend in salary increases, but we are
also looking at a labor market in a transition. There’s a growing interest
in skills-based hiring, especially in technical roles. A recent report from
Test Gorilla found that 88% of tech companies use skills-based hiring to
recruit new talent. Additionally, 89% of tech managers are happy with their
skills-based hires in the past year.Switching to skills-based hiring has clear benefits, especially with AI.
But, adopting this new approach in companies is easier said than done.
Leaders and hiring managers across all sectors are finding that there’s
much work to do to prepare their organizations for this shift.Evolution of the Traditional Market From Jobs-Based to Skills-BasedEmployers have heavily relied on college degrees and years of experience
for decades to indicate a candidate's potential and abilities. However, a
new paradigm is challenging this long-standing approach. It prioritizes
specific skills over formal education. Job descriptions kept including the
requirement of a higher education degree, even if the job duties didn’t
require it, leading to companies passing on talented candidates who could
contribute to their future success.In a tight labor market where only 7.2 million unemployed workers are
available to fill about 8.1 million job openings in the U.S., skills
recognition and removal of college degree requirements have been greatly
considered among employers to harness the untapped pool of talent
previously overlooked.MORE FROM FORBES ADVISORBest High-Yield Savings Accounts Of 2024By Kevin
Payne, ContributorBest 5% Interest Savings Accounts of 2024By Cassidy
Horton, ContributorAnother catalyst for this change is due to rapid technological
advancements, particularly in artificial intelligence (AI) and automation.
Organizations are altering job roles faster than traditional education
systems can adapt. This has led to a persistent skills gap, with employers
consistently reporting difficulty finding workers with the right
capabilities despite high numbers of college graduates entering the
workforce each year.Also, there's a growing belief that degree requirements can exclude
talented people from underrepresented backgrounds. These individuals,
mostly Black, Latino, veterans, or rural residents, often lack access to
traditional higher education. This hinders efforts to improve equity and
diversity in the workplace.The changing nature of work itself is also driving this shift. The rise of
the gig economy and project-based assignments demand a more flexible,
skills-oriented approach to talent management. Organizations are evolving.
They're moving from fixed structures to flexible ones. They're shifting
from fixed jobs to matching skills to work. They're also moving from owning
all capabilities to using a mix of built, shared, and rented skills. function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
= {}; window.cnxel.cmd = []; var iframe = document.createElement('iframe');
iframe.style.display = 'none'; iframe.onload = function() { var iframeDoc =
iframe.contentWindow.document; var script =
iframeDoc.createElement('script'); script.src =
'//cd.elements.video/player.js' + '?cid=' +
'62cec241-7d09-4462-afc2-f72f8d8ef40a'; script.setAttribute('defer', '1');
script.setAttribute('type', 'text/javascript');
iframeDoc.body.appendChild(script); }; document.head.appendChild(iframe);
const preloadResourcesEndpoint =
'https://cds.elements.video/a/preload-resources-ovp.json';
fetch(preloadResourcesEndpoint, { priority: 'low' }) .then(response => { if
(!response.ok) { throw new Error('Network response was not ok',
preloadResourcesEndpoint); } return response.json(); }) .then(data => {
const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
'style'; cssUrlLink.media = 'print'; cssUrlLink.onload = function() {
this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); There are signs that skills-based hiring is fast gaining momentum, as
fourteen states in the U.S. have all dropped degree requirements for state
jobs. In fact, the federal government has encouraged skills-based hiring in
specialty areas such as cybersecurity, affecting 100,000 federal workforce
jobs. Additionally, according to a report from Havard Business School and
Burning Glass Institute, the annual number of job postings that removed
degree requirements has quadrupled between 2014 and 2023.Benefits of Skills-Based Hiring to Both Employers and WorkersFor employers, one of the primary benefits is access to a larger talent
pool. Removing the four-year Bachelor's degree requirement can help. It
will let companies consider more qualified candidates for some roles. This
should improve retention and cut turnover costs.For job seekers, skills-based hiring can open new doors. It can create
opportunities that were once out of reach. This is particularly significant
for workers who have been traditionally underrepresented in certain
industries or occupations. Many talented individuals with relevant skills
lack a four-year degree. HR systems often screen them out using degree
requirements as a filter.In practice, these benefits can be realized when combined with robust
training programs. By providing on-the-job training, employers can tap into
a wider talent pool. It also ensures that new hires develop the specific
skills needed for their roles. This approach not only fills immediate job
openings but also contributes to long-term workforce development.Furthermore, skills-based hiring can contribute to increased diversity in
the workforce. By focusing on skills, not degrees, organizations can
improve hiring. This will help their hiring be fairer and include more
qualified candidates from underrepresented groups. It will also boost
economic growth and social mobility.Possible Challenges of this New ApproachThe transition to a skills-based market comes with challenges. MMany hiring
managers and HR systems still favor degrees and traditional resumes.
Adopting a skills-based model requires new ways to assess and validate
candidates' abilities. This can be particularly challenging when it comes
to soft skills like leadership, creativity, or adaptability, which are
increasingly valued but harder to quantify.According to the Burning Glass Institute, for every 100 job openings that
removed degree requirements, fewer than four more non-degreed workers were
hired. This suggests that removing degree requirements does not guarantee
more diverse or inclusive hiring. Possible causes of this gap are:
unconscious bias, poor skills tests, or a mismatch between training and
actual job needs.The other challenge is the gap between training and employment. As noted in
the case of San Antonio's Ready to Work initiative, less than 50% of
program participants were placed in jobs within six months despite
receiving intensive case management and job training. This shows the
difficulty in turning skills into job placements, even with a solid effort
to do so.The Role of AI in Reshaping the Hiring ApproachWhile AI and automation drive the need for new skills, they can also
provide tools to implement skills-based hiring more effectively. AI can
help organizations identify and categorize the skills needed for various
roles. AI can also match candidates' skills to job requirements more
effectively than traditional resume screening and even power learning
platforms to help employees acquire new skills.As we look to the future, several trends are likely to shape the continued
evolution of the job market. The emphasis will likely shift from one-time
degree acquisition to continuous learning throughout one's career. New
forms of skill certification, such as digital badges or micro-credentials,
may gain prominence as alternatives or supplements to traditional degrees.
Career paths may become more fluid, with progression based on skill
acquisition rather than time spent in a particular role.The ability to work effectively alongside AI systems is also likely to
become an increasingly valuable skill, regardless of industry. As AI takes
over more routine tasks, human workers must focus on areas where they can
add unique value, such as complex problem-solving, creativity, and
emotional intelligence.
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8 months ago
|
Forbes
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data:image/jpeg;base64,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
| 44 |
AI labor market trends
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2025-06-17 14:03:06
| null |
Help Wanted in Healthcare: Employer Demand for Talent
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https://www.commerce.nc.gov/news/the-lead-feed/help-wanted-in-healthcare
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Employer demand for healthcare workers soared after the COVID-19 recession, with job openings peaking in 2022-2023 before moderating...
|
## Headline
Help Wanted in Healthcare: Employer Demand for Talent
## Subhead
Employer demand for healthcare workers soared after the COVID-19 recession, with job openings peaking in 2022-2023 before moderating throughout 2024.
## Author
Jonathan Guarine
## Publication Date
March 27, 2025
## Main Text
Employer demand for healthcare workers soared after the COVID-19 recession, with job openings peaking in 2022-2023 before moderating throughout 2024. Despite easing labor market conditions, healthcare employers still struggle with hiring challenges, ranging from having too few applicants to having candidates with insufficient work experience. In this second installment of a series on the healthcare workforce, we explore the healthcare labor market from the perspective of employers.
Healthcare hiring has been on a hot streak lately, even as the broader labor market has cooled from the rapid growth of the COVID era. Nationally, private-sector healthcare accounted for 45% of all job gains in 2024, more than any other sector. In North Carolina, private healthcare employers added 20,500 jobs throughout the year, 43% of the state’s total job growth.
But these impressive numbers mask underlying challenges: healthcare employers continue to grapple with hiring difficulties and labor shortages. In this second installment of our blog series, we explore the trends in healthcare job openings, the challenges employers face when hiring, and the technologies that may address labor shortages.
Demand for healthcare workers surged after the early stages of the COVID-19 pandemic, when infection risks and operational disruptions were prevalent. Early on, the healthcare sector faced mounting challenges: workers endured physical danger and psychological distress, elective procedures ground to a halt, and widespread layoffs ensued. But by 2022, the sector appeared to turn a corner, with employment surpassing pre-pandemic levels and job openings reaching record highs nationwide. Healthcare providers were in desperate need of workers as preventative care and elective surgeries ramped back up.
A similar story unfolded in North Carolina as pandemic challenges faded and healthcare providers sought to fill vacant positions. The growing need for workers was evident across healthcare occupations:
* Healthcare Support Occupations: Job openings for roles such as Home Health Aides, Personal Care Aides, Nursing Assistants, Medical Assistants, and Phlebotomists increased from 15,400 in January 2020 to a peak of 31,100 in August 2022. By the end of 2024, openings fell to 20,800 but were still 35% above pre-pandemic levels.
* Healthcare Practitioners and Technical Occupations: Job openings for positions such as Registered Nurses, Nurse Practitioners, Physicians, Dental Hygienists, and Pharmacy Technicians rose from 15,500 in January 2020 to a peak of 27,600 in June 2023. By the end of 2024, openings decreased to 20,300 but remained 31% higher than pre-pandemic levels.
Job openings have declined from their 2022 and 2023 peaks as labor market conditions have normalized. Healthcare employers are finding it easier to fill open positions than in previous years, but that’s not to say hiring challenges have disappeared. Competition for talent remains, and the ongoing gap between job openings and available jobseekers suggests labor shortages persist. In 2024, there were just 0.5 jobseekers per job opening for Healthcare Practitioners and Technical Occupations and only 0.2 jobseekers per job opening for Healthcare Support Occupations.
While data on job openings provide an overview of the hiring landscape, survey responses offer additional insights into the specific challenges that employers face. According to our latest 2024 Employer Needs Survey, 61% of North Carolina healthcare employers who attempted to hire within the previous year ran into challenges when filling vacant positions. This marked a sizeable decline from the 84% of healthcare employers who reported hiring difficulties in the previous 2021-2022 survey. Again, this suggests that hiring challenges continue but are not as pronounced as earlier in the pandemic recovery.
Healthcare employers hiring for entry-level positions pointed to a lack of employability skills—such as work ethic, motivation, and reliability—as the most common hiring obstacle. Having a low number of applicants was the second most frequently cited difficulty. Nearly half of the respondents noted that a lack of work experience or necessary education contributed to hiring challenges.
When recruiting for more experienced roles, healthcare employers said a low number of applicants was the primary difficulty. Additionally, 52% of employers reported that applicants were unwilling to accept the offered wages, making low pay a prominent concern for job candidates. A lack of technical skills or soft skills was also mentioned, but this ranked lower on the list compared to challenges like insufficient work experience or education.
Healthcare employers identified several barriers to employment for job applicants. Notably, 38% of employers highlighted childcare as a significant obstacle for entry-level applicants—a pertinent issue given the healthcare sector’s high proportion of female workers. Transportation challenges also posed a major barrier to many prospective jobseekers.
Faced with enduring hiring challenges, will healthcare employers turn to automation and artificial intelligence (AI)? The intuition is that these technologies could compensate for missing workers or substitute for tasks that were once exclusive to humans. However, we must acknowledge the inherent uncertainty—there’s still much we don’t know about AI’s long-term impact on the labor market, let alone how it may play out in the healthcare sector.
Survey findings provide a helpful starting point for this discussion. So far, there’s limited evidence that healthcare employers rely solely on AI or automation to resolve hiring difficulties. Our latest Employer Needs Survey revealed only 8% of healthcare employers in North Carolina increased their use of AI or automation in response to hiring challenges. Meanwhile, 74% of healthcare employers raised wages for new hires, and 64% raised wages for existing workers, indicating a stronger reliance on pay increases to deal with workforce challenges.
Nationally, AI usage in the healthcare sector remains relatively low, hovering around 6% of healthcare companies in recent months. This adoption rate lags behind other sectors like the Information sector and the Professional, Scientific, and Technical Services sector.
Several factors may limit AI adoption in the healthcare sector. Many roles require human interaction, clinical judgment, and compassion—qualities that technology cannot easily replicate. Ethical considerations and patient privacy concerns may also impede AI implementation in healthcare settings, not to mention, the potential for AI to “hallucinate”, producing incorrect or misleading results that could jeopardize patient health. That said, AI is already being applied in certain areas, such as enhancing diagnostic accuracy, optimizing drug dosages, and detecting early-stage cancers.
While AI holds promise in certain healthcare applications, its broader role in addressing labor shortages remains uncertain. For now, employers appear to lean on other strategies, like raising wages, to fill workforce gaps. Whether this trend shifts in the years ahead is something we’ll continue to watch.
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2 months ago
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NC Commerce (.gov)
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data:image/jpeg;base64,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
| 45 |
AI labor market trends
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2025-06-17 14:03:06
| null |
From AI to Demography — What’s Reshaping Hungary’s Labour Market?
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https://www.hungarianconservative.com/articles/culture_society/labour-market-hungary-trends-challenges-oeconomus-whc/
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What will the future labour market in Hungary look like, and what challenges must employees, employers, and the state overcome to create a...
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From AI to Demography — What’s Reshaping Hungary’s Labour Market?
Minister of the Prime Minister's Office Gergely Gulyás
Oeconomus/WHC
What will the future labour market in Hungary look like, and what challenges must employees, employers, and the state overcome to create a system that benefits all stakeholders? Oeconomus Economic Research Foundation and WHC joined forces to answer these questions in a comprehensive study examining current trends and future challenges, presented at a distinguished conference on Thursday.
Joakim Scheffer
— 15.05.2025
Budapest-based think tank Oeconomus Economic Research Foundation and Hungary’s leading HR service provider, WHC, co-organized a conference on 15 May, focusing on the challenges and future trends of the labour market. Titled ‘Labour market challenges, future trends,’ the event brought together government officials, CEOs, and experts who shared their perspectives on how to make the labour market work for all stakeholders—employers, employees, and the state.
## Resilient Labour Market
In his opening remarks, Minister of the Prime Minister’s Office Gergely Gulyás noted that two major challenges have defined the Hungarian economy in recent years: the COVID-19 pandemic and the war in Ukraine. He explained that the pandemic fundamentally reshaped the labour market, with alternative forms of employment emerging and persisting. While the war presents immediate security threats, its medium- and long-term impacts are primarily economic. ‘Soaring energy prices, general inflation, stagnation, or even recession,’ Gulyás listed among the consequences.
‘The greatest threat is the absence of peace—or the achievement of a bad peace,’ he highlighted. According to the minister, although there have been promising developments in global politics—referring to US President Donald Trump’s peace efforts—it remains uncertain whether the war will end anytime soon. ‘Peace provides the best chance for economic growth and risk reduction,’ he added.
> ‘The greatest threat is the absence of peace—or the achievement of a bad peace’
Discussing the state of the Hungarian labour market, Gulyás stressed key achievements since 2010, including one million additional people in employment, employment growth outpacing both regional and EU averages, and an unemployment rate consistently below the EU average. ‘In Hungary, those who want to work, do work,’ he said, noting that labour shortages remain the main challenge. Still, he concluded, the Hungarian labour market has demonstrated resilience throughout recent crises.
Péter Törcsi, Chairman of the Board of Oeconomus, concurred, stating that since 2020, Hungary and Europe have been in a state of ‘permacrisis’—with external factors driving ongoing disruptions. ‘The election of Trump and the new pope signal renewed geopolitical momentum,’ he said. Törcsi concluded that Hungary’s economy and labour market are more resilient than ever before.
## Key Trends Defining the Labour Market in 2025
At the conference, Oeconomus and WHC jointly presented a comprehensive study on labour market trends, challenges, and future directions. The research offers detailed analysis, data-driven forecasts, and strategic policy recommendations, taking into account global and domestic economic trends, demographic shifts, and the complex challenges posed by digitalization. Particular attention was paid to labour supply constraints, current skills gaps, brain drain, the rise of flexible work arrangements, and ways of integrating inactive groups—such as young people, mothers with small children, and persons with disabilities—into the workforce.
The findings were presented by Szabolcs Pásztor, Director of Research at Oeconomus. He explained that the report also includes a representative survey of 2,000 Hungarian workers, covering topics such as work values, attitudes toward remote work and commuting, and interest in further training. The results show a growing emphasis on working conditions tailored to individuals’ life situations and preferences.
While competitive salary remains the most important factor for job selection, cited by 60 per cent of respondents, a friendly work environment and proximity to home were also highly valued (34 per cent each). In evaluating their current jobs, respondents prioritized a friendly atmosphere (78 per cent), proximity to home (77 per cent), and job security (72 per cent). Notably, only 49 per cent listed salary alone as a key factor in their current employment.
According to the study, 49 per cent of respondents commute to work, with 80 per cent travelling less than an hour daily. Yet only 73 per cent receive any commuting benefit. Meanwhile, 59 per cent believe that the option of working from home would be an effective way to mitigate commuting challenges.
‘Our aim is to provide up-to-date data, in-depth analysis, and practical insights to support decision-makers, HR professionals, and the corporate sector across a wide range of areas,’ Péter Berta, Managing Director of WHC Group, said.
## Challenges Ahead
State Secretary for Employment Policy at the Ministry of National Economy, Sándor Czomba, also addressed the conference. He noted that the government agrees with most of the study’s conclusions. ‘If we want results, we must work together with employers,’ he said. Czomba reported that there are currently around 230,000 active jobseekers in Hungary and another 60,000 inactive individuals who are more difficult to reach, as there is little information available about them.
Reflecting on the past decade, Czomba underlined that labour productivity and the business environment in Hungary have significantly improved. Since the pandemic, labour market participation has steadily increased, and employment levels remain stable. ‘The government has a broad toolkit of employment policy measures to support job creation, including wage subsidies and EU-funded mobility programmes. Access to housing and travel assistance for newly employed workers is a key factor in helping them find work,’ he concluded.
The conference also featured panel discussions offering in-depth analysis of the labour market from both employer and governmental perspectives. A wide range of topics was covered, including the potential of the 600,000 to 700,000 Hungarians currently working abroad and how to encourage their return—a factor considered vital for the country’s long-term economic stability. Regional examples suggest that financial incentives, such as temporary tax exemptions, play a key role in attracting returnees. In 2024, 28,000 Hungarians chose to return home after working abroad.
## Hungary Steps Up as Regional AI Power
As the ‘grand finale’ of Thursday’s conference, Government Commissioner for AI Development László Palkovics addressed the audience via an AI-generated avatar. He emphasized that we are living through the fourth industrial revolution—one driven by artificial intelligence. According to Palkovics, Hungary aims to become a regional leader in AI through a renewed national strategy focused on leveraging data assets and delivering practical, impactful projects. The strategy includes educating one million citizens about AI, training 100,000 specialists, and expanding university and vocational programmes. Significant investment is planned in infrastructure, too, including increased supercomputing capacity and support for 200 AI start-ups by 2030.
Palkovics underscored that AI should be viewed as an opportunity—not a threat. ‘If successfully implemented, this strategy could increase Hungary’s GDP by at least 15 per cent by 2030, outperforming regional and global trends,’ he added. ‘Ladies and Gentlemen, Hungary has the capacity to prepare; the future is in our hands, and it is up to us how we shape it,’ Palkovics—via his avatar—concluded.
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1 month ago
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Hungarian Conservative
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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Impact of AI on White Collar Indian Work: An Analysis of ‘Bullshit Jobs’
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https://techpolicy.press/impact-of-ai-on-white-collar-indian-work-an-analysis-of-bullshit-jobs
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Despite the wide adoption of AI in Indian white-collar jobs, the AI boom is still in its nascent stage, writes Karthika Rajmohan.
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## Headline
Impact of AI on White Collar Indian Work: An Analysis of ‘Bullshit Jobs’
## Subhead
None
## Author(s)
Karthika Rajmohan
## Publication date
Mar 17, 2025
## Main text of the article
Earlier this year, India released its annual Economic Survey. Interestingly, the 2024-25 Economic Survey has a chapter titled ‘Labour in the AI Era: Crisis or Catalyst’. The Chapter takes a realistic stock of AI adoption trends and forecasts. It concludes that “estimates about the magnitude of labor market impacts (by AI) may be well above what might actually materialize.” Given the nascent stage of AI development and deployment, the National Economic Survey refrains from deterministically predicting the impact of AI on the labor market.
However, the survey poses an important question worth considering: “What were the problems in the world that demanded AI as the answer?” In other words, is AI a solution in search of a problem? This question is to be read in light of India’s unemployment crisis. The International Labor Organization’s India Employment Report 2024 revealed that the proportion of educated youth who are unemployed doubled from 35.2% in 2000 to 65.7% in 2022. The trend of AI adoption raises alarms about automating jobs, especially white-collar jobs. In October 2024, it was reported that Indian fintech company PhonePe laid off 60% of its customer support staff over the past five years as part of a shift to AI-powered solutions.
Recent reports indicate that India is a global leader in AI adoption, with 30% of Indian enterprises adopting AI compared to the global average of 26%. NASSCOM’s AI Enterprise Adoption Index 2.0 reveals that India’s 2024 AI adoption index score is 2.47 on a 4-point scale, compared to 2.45 in 2022, with a 2X rise in the number of companies in the Expert stage of AI adopters. With India’s AI market expected to grow at 25-35% CAGR over the next 3-4 years, there is no doubt that AI’s role in Indian corporate spaces is only expected to grow.
Apart from the PhonePe instance cited above, there is no conclusive data to predict the extent of job automation due to AI. A 2024 study by the Indian Institute of Management, Ahmedabad, on labor force perception of AI states that 68% of the surveyed white-collar employees expect AI to partially or fully automate their jobs in the next five years. 40% of white-collar employees perceive that their current skills will become redundant.
While the exact impact of AI on employment is yet to be established, the impact of earlier technologies on labor markets has been studied. In the context of the computer revolution, Goos and Manning, in 2003, observed a trend of labor polarization in the UK, marked by a growth in high-skill cognitive jobs and low-skill manual occupations, with a simultaneous reduction in middle-income routine jobs. In the same year, a study by Autor et al. confirmed this finding by providing a task model that categorized jobs into routine and non-routine and cognitive and manual and further observing that automation is limited to simple rule-based routine cognitive and manual routine jobs while this automation complements non-routine complex jobs. However, more recent studies have debunked the historical trend of automation being limited to routine and simple tasks. In 2013, Frey and Osborne observed that the recent technological advancements, which included AI and ML, are also leading to the automation of non-routine jobs. The study concludes that algorithms that run on big data allow for the automation of a wide array of skilled jobs.
Now that it is established that AI adoption is taking place in India and is likely to automate jobs irrespective of the skill level required, the nature of AI deployment and the manner of automation is also to be considered. The IIMA Study states that the interviewed employees shared multiple use cases for AI-powered solutions that lead to a workforce reduction. Based on the study, the main areas of automation are bucketed into three categories:
* Repetitive tasks: Data entry operators, quality inspectors, demand forecasters, and language translators are experiencing workforce reductions.
* Supervisory roles: Human supervisors are being replaced with monitoring and managing systems.
* Compliance roles: quality control inspectors and demand planners, management information systems (MIS) managers, and IT support teams are impacted by AI tools that perform their function.
While these jobs are currently being automated, there is also a trend of new jobs being created due to AI. The IIMA Study states that the interviewed business executives shared that AI technologies have led to the creation of new specialized roles such as visualization, forecasting, natural language processing (NLP) experts, and prompt engineers. Further, the study reveals that 63% of the interviewees expect AI to create new job roles over the next five years. The trend of simultaneous job reduction and creation as a result of technological innovation has been well documented. Technological progress is found to have two effects on employment: first, the destruction effect, where technology substitutes for labor, and second, a capitalization effect, where the growth from technological innovation will lead to the creation of jobs in industries with high productivity.
The outcome of these simultaneous forces will be analyzed through the theory of ‘bullshit jobs’ proposed by anthropologist David Graeber.
In his 2018 book, ‘Bullshit Jobs: A Theory,’ David Graeber argued that the 21St Century is riddled with people toiling away in jobs that don’t seem to do anything productive. He elaborates how John Maynard Keynes predicted in 1930 that due to technology, society would be able to cut down labor to a fifteen-hour work week. Instead of this utopia, David Graeber argues that in the UK and the US, there has been a decline in the number of workers employed as domestic servants, in industry, and in the farm sector, with a simultaneous rise in professional, managerial, clerical, sales, and service workers. People are working harder than they ever have in the ballooning service sector. Graeber argues that the reason for this is moral and political:
> The ruling class has figured out that a happy and productive population with free time on their hands is a mortal danger. (Think of what started to happen when this even began to be approximated in the sixties.) And, on the other hand, the feeling that work is a moral value in itself, and that anyone not willing to submit themselves to some kind of intense work discipline for most of their waking hours deserves nothing, is extraordinarily convenient for them.
Without delving into the morality of ‘bullshit jobs,’ Graeber’s observation of the rise in service jobs is true for India as well. Services in India account for 54% of the GDP and 31% of the labor force. Blume Venture’s Indus Valley Annual Report 2024 also argues that India’s youth dream of what they term ‘AC jobs’ or cushy office jobs in the public or private sphere. These are the same jobs that Graeber argued as ‘bullshit jobs’ or those that can be rendered away or easily automated.
With the rise of AI, scholars have taken a second look at Graeber’s theory and argued that AI will not create a Keynesian utopia but will only create more bullshit jobs. Graeber has categorized bullshit jobs into five types: (i) Flunkies, jobs that exist to make other people look important such as personal assistants, corporate receptionists, and gatekeepers; (ii) Goons, jobs that involve enforcing pointless rules or hierarchies such as security guards and corporate compliance officers; (iii) Duct Tapers or jobs that exist to fix problems created by other bullshit jobs such as IT support staff, corporate lawyers, and human resources personnel; (iv) Box Tickers or jobs that involve following pointless procedures or generating meaningless reports such as data entry clerks, paralegals, and insurance adjusters and lastly (v) Taskmasters or jobs that involve creating busywork for others or micromanaging their activities such as middle managers, certain human resource personnel, and some consultants.
Despite technological advancements, labor has not been reduced for humankind; instead, it has led to the creation of new "bullshit jobs." Graeber's theory can be used to analyze trends in Indian white-collar jobs, as observed in the IIMA study. The three identified avenues of automation in Indian white collar jobs perfectly fall into categories of bullshit jobs: Repetitive tasks of data entry operators, quality inspectors, demand forecasters, and language translators are Box Tickers; Supervisory roles of managers perfectly correspond with Taskmasters and Compliance roles of quality control inspectors and demand planners, management information systems (MIS) managers and IT support teams are Duct Tapers. Thus, as per recent trends, India is witnessing the automation of three categories of bullshit jobs: Duct Tapers, Box Tickers, and Taskmasters.
It is further argued that this trend of automation reveals that bullshit jobs that are getting automated are the ones that do not require a human presence. The remaining two categories of bullshit jobs, Goons, and Flunkies, require a corporeal person to serve their purpose. Thus, we have progressed enough that certain categories of bullshit jobs are getting automated.
## Conclusion
While the automation of bullshit jobs might be read as a welcome trend, this is to be read in conjunction with the other trend observed in the IIMA Study, the creation of new AI-focused jobs. It is argued that these AI-focused jobs will be nothing but new warped versions of the existing categories of bullshit jobs. Based on applying the bullshit jobs theory to the trends depicted in the IIMA Study, the following are the likely trends in Indian white-collar jobs in the coming few years:
* Box Tickers to be highly automated: Jobs that require processing information and generating outputs, such as data entry and clerking, will likely see huge levels of automation. It can be reasonably assumed that since this application of AI is widely used and is cost-effective, this category of bullshit jobs is likely to diminish significantly.
* New kinds of Duct Tapers: Compliance roles such as corporate law, IT support, and quality control are already seeing automation trends. This is likely only to increase as AI-powered solutions can minimize human error and minimize compliance costs. However, due to AI bias and inherent limitations, experts argue that we will likely see ‘human in the loop’ review mechanisms. This points to the emergence of new kinds of duct tapers. The deployment of AI is likely to be accompanied by certain ethical standards and guidelines, whether from the governmental or self-regulatory, to assuage fears of AI discrimination and bias. New duct tapers will emerge to maintain compliance and enforce these guidelines in AI deployment strategies.
* Rise of AI taskmasters: The Indian corporate sector is already seeing automated systems for monitoring and managing workflow processes. Given this trend, it is likely that corporates will deploy automated management systems to manage and micromanage their labor, including but not limited to attendance systems and hour trackers.
* Flunkies will remain, and new flunkies will emerge: Flunkies such as receptionists and personal assistants are likely to not be automated as their existence as a corporeal person is essential to their function. However, there are likely to be new AI-powered flunkies. A key example is AI-powered note-taking applications for meetings. Having AI-leveraged technology for tasks such as note-taking performs the same function as human flunkies: make the management look good by showcasing their capabilities and due diligence.
Despite the wide adoption of AI in Indian white-collar jobs, the AI boom is still in its nascent stage. While these predictions can help understand how AI will impact labor and white-collar work, a litany of factors, the key of which is the legal regulation of AI, will play a role in determining the trajectory of AI-integrated work.
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3 months ago
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Tech Policy Press
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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The AI Job Market Is Set to Snowball in 2025
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https://www.businessinsider.com/ai-job-market-to-grow-2025-employers-hiring-talent-tech-2024-12
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Labor market watchers told Business Insider that in 2025, as in 2024, many employers will likely be eager to hire people with skills in AI.
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The AI job market is set to snowball in 2025
By Tim Paradis
Dec 22, 2024, 10:42 AM UTC
Demand for AI skills is expected to grow in 2025, driven by tech and non-tech firms. Tech industry hiring could rebound after several slow years, driven by demand for AI skills. AI skills are often scarce, with high vacancy rates for roles like natural language processing.
People and companies are placing big bets on artificial intelligence. One of the safer ones is that demand for workers with AI skills will continue to grow. Labor market watchers told Business Insider that in 2025, as in 2024, many employers will likely be eager to hire people with skills in AI — like machine-learning specialists who train models, one of this year's most-talked-about roles — but also in wider areas that touch the technology.
In the tech industry, which has experienced years of lackluster hiring following a pandemic-era surge, there are early signs of a rebound, Hannah Calhoon, VP of AI at Indeed, told BI. If that continues, she said, hiring will likely include roles involving AI. Another area of demand, Calhoon said, could come from employers that aren't tech firms yet that need people skilled in incorporating off-the-shelf AI tools into their businesses and datasets.
However, unlike the tech giants, these employers aren't likely to try to build their own AI platforms, she said. So, rather than trying to recruit data scientists and those machine-learning engineers, these companies might instead want workers who can help decide which AI instruments to use and how to incorporate them into their workflow. "What they're going to be looking for is people who understand those systems and can help them implement those tools in their business," Calhoon said.
That's likely to translate to increased demand in 2025 for roles involving AI implementation and transformation — jobs like applications administrators or solutions architects, she said. There are other signs that the demand for talent involving AI is picking up. Last week, Salesforce CEO Marc Benioff said that the company is experiencing "a big hiring surge" and working to fill thousands of roles to help sell products, including those involving AI.
Benioff said the company has 9,000 referrals for the 2,000 positions it's opened. Masayoshi Son, the CEO of SoftBank, likewise recently talked up AI's potential. At an event with President-elect Donald Trump last week, Son said that the Japanese conglomerate would invest $100 billion into the US over the next four years and create at least 100,000 jobs in AI and related areas. Already, other employers are looking to grow around AI.
According to Indeed, job postings mentioning AI that saw the biggest growth in the first 11 months of 2024 were senior scientists, software engineering managers, research engineers, and researchers. The market may be growing, though it can be hard for employers to hire in some AI-related areas. The talent firm Randstad reports that it's twice as difficult to find and hire senior-level workers skilled in AI and automation as it is for other senior-level jobs in different industries.
Vacancy rates for roles involving specialized AI skills, like developing natural-language processing models, are as high as 15%, Randstad found. That's about double the overall job vacancy rate in the US. Randstad's estimate on AI jobs is based on an assessment of some 10 million job postings and 136 million résumés in the third quarter of 2024. According to Randstad, employers worldwide are having the hardest time finding workers skilled in natural language processing, predictive modeling, and "stakeholder communication."
The firm notes that this is partly because such abilities are specialized yet also in demand across industries. In the US, Randstad said, the vacancy rate for jobs that require skills like natural language processing stands at 14%. Indeed recently reported that, as of September, the share of US job postings that mention generative AI or related terminology was up 3.5 times year over year.
Yet that doesn't mean that all employers are looking for GenAI whizzes. Indeed found that only 2% of employers globally included skills related to AI in their job descriptions. By comparison, more than 20% called for basic computer skills. Nevertheless, Calhoon said, employers' demands for AI skills are only likely to grow. "Maybe not next year, but three or four years from now, in many roles, there will be an expectation that people will have basic fluency in being able to use some of these platforms," she said.
That's likely in part because it's not only major employers that will expect workers to have AI skills. Andy Schachtel, CEO of Sourcefit, an offshore staffing firm, told BI that businesses of all sizes are looking to AI to boost efficiency. The US Chamber of Commerce found in a mid-2024 survey of 1,100 small businesses that four in 10 reported using generative AI, up from 23% in 2023.
About three-quarters of small businesses surveyed said they plan to adopt emerging tech like AI. That could add to the already surging demand for leaders who are experts in AI. According to a review of more than 35,000 public and private companies in the US by Altrata, a research firm focused on executive data, the number of people in the role of chief AI officer or its equivalent — a job many people may not have heard of until this year — was up 70% year-over-year through late October.
That demand is likely one reason that workers with AI skills or who possess capabilities working with AI tools are, on average, 34% more likely to change jobs, according to Randstad. Nicole Kyle, who researches the future of work, told BI that even for parts of a business where AI might be expected to take on a good share of the workload — like call centers — its adoption would likely increase demand for other roles.
She said that in the case of call centers, for example, those added roles might include positions involving data governance and data cleaning, as well as customer experience. That's one reason Kyle, who's cofounder of CMP Research, said she remains optimistic about AI's impact on jobs. "I do think net-net, it will create jobs the way other technological advancements have," Kyle said.
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5 months ago
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Business Insider
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data:image/jpeg;base64,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AI labor market trends
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2025-06-17 14:03:06
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2025 Year-To-Date Review of AI and Employment Law in California
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https://www.klgates.com/2025-Review-of-AI-and-Employment-Law-in-California-5-29-2025
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California started 2025 with significant activity around artificial intelligence (AI) in the workplace. Legislators and state agencies...
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2025 Year-To-Date Review of AI and Employment Law in California
Date: 29 May 2025
US Labor, Employment, and Workplace Safety Alert
By: Kathleen D. Parker, Neil A. Eddington
California started 2025 with significant activity around artificial intelligence (AI) in the workplace. Legislators and state agencies introduced new bills and regulations to regulate AI-driven hiring and management tools, and a high-profile lawsuit is testing the boundaries of liability for AI vendors.
Legislative Developments in 2025
State lawmakers unveiled proposals to address the use of AI in employment decisions. Notable bills introduced in early 2025 include:
SB 7–“No Robo Bosses Act”
Senate Bill (SB) 7 aims to strictly regulate employers’ use of “automated decision systems” (ADS) in hiring, promotions, discipline, or termination. Key provisions of SB 7 would:
* Require employers to give at least 30 days’ prior written notice to employees, applicants, and contractors before using an ADS and disclose all such tools in use.
* Mandate human oversight by prohibiting reliance primarily on AI for employment decisions such as hiring or firing. Employers would need to involve a human in final decisions.
* Ban certain AI practices, including tools that infer protected characteristics, perform predictive behavioral analysis on employees, retaliate against workers for exercising legal rights, or set pay based on individualized data in a discriminatory way.
* Give workers rights to access and correct data used by an ADS and to appeal AI-driven decisions to a human reviewer. SB 7 also includes anti-retaliation clauses and enforcement provisions.
AB 1018–Automated Decisions Safety Act
Assembly Bill (AB) 1018 would broadly regulate development and deployment of AI/ADS in “consequential” decisions, including employment, and possibly allow employees to opt out of the use of a covered ADS. This bill places comprehensive compliance obligations on both employers and AI vendors—requiring bias audits, data retention policies, and detailed impact assessments before using AI-driven hiring tools. It aims to prevent algorithmic bias across all business sectors.
AB 1221 and AB 1331–Workplace Surveillance Limits
Both AB 1221 and AB 1331 target electronic monitoring and surveillance technologies in the workplace. AB 1221 would obligate employers to provide 30 days’ notice to employees who will be monitored by workplace surveillance tools. These tools include facial, gait, or emotion recognition technology, all of which typically rely on AI algorithms. AB 1221 also describes procedures and requirements for any analyzing vendor’s storage and usage of data collected by such a tool. AB 1331 more broadly restricts employers’ use of tracking tools—from video/audio recording and keystroke monitoring to GPS and biometric trackers—particularly during off-duty hours or in private areas.
Agency and Regulatory Guidance
CRD–Final Regulations on Automated Decision Systems
On 21 March 2025, California’s Civil Rights Council (part of the Civil Rights Department (CRD)) adopted final regulations titled “Employment Regulations Regarding Automated-Decision Systems.” These rules, which could take effect as early as 1 July 2025, once approved by the Office of Administrative Law, explicitly apply existing anti-discrimination law (the Fair Employment and Housing Act (FEHA)) to AI tools.
Key requirements in the new CRD regulations include:
Bias Testing and Record-Keeping
Employers using automated tools may bear a higher burden to demonstrate they have tested for and mitigated bias. A lack of evidence of such efforts can be held against the employer. Employers must also retain records of their AI-driven decisions and data (e.g., job applications, ADS data) for at least four years.
Third-Party Liability
The definition of “employer’s agent” under FEHA now explicitly encompasses third-party AI vendors or software providers if they perform functions on behalf of the employer. This means an AI vendor’s actions (screening or ranking applicants, for example) can legally be attributed to the employer—a critical point aligning with recent caselaw (see Mobley lawsuit below).
Job-Related Criteria
If an employer uses AI to screen candidates, the criteria must be job-related and consistent with business necessity, and no less-discriminatory alternative can exist. This mirrors disparate-impact legal tests, applied now to algorithms.
Broad Coverage of Tools
The regulations define “Automated-Decision System” expansively to include any computational process that assists or replaces human decision-making about employment benefits, which covers resume-scanning software, video interview analytics, predictive performance tools, etc.
Once in effect, California will be among the first jurisdictions with detailed rules governing AI in hiring and employment. The CRD’s move signals that using AI is not a legal shield and that employers remain responsible for outcomes and must ensure their AI tools are fair and compliant.
AI Litigation
Mobley v. Workday, Inc., currently pending in the US District Court for the Northern District of California, illustrates the litigation risks of using AI in hiring. In Mobley, a job applicant alleged that Workday’s AI-driven recruitment screening tools disproportionately rejected older, Black, and disabled applicants, including himself, in violation of anti-discrimination laws. In late 2024, Judge Rita Lin allowed the lawsuit to proceed, finding the plaintiff stated a plausible disparate impact claim and that Workday could potentially be held liable as an “agent” of its client employers. This ruling suggests that an AI vendor might be directly liable for discrimination if its algorithm, acting as a delegated hiring function, unlawfully screens out protected groups.
On 6 February 2025, the plaintiff moved to expand the lawsuit into a nationwide class action on behalf of millions of job seekers over age 40 who applied through Workday’s systems since 2020 and were never hired. The amended complaint added several additional named plaintiffs (all over 40) who claim that after collectively submitting thousands of applications via Workday-powered hiring portals, they were rejected—sometimes within minutes and at odd hours, suggestive of automated processing. They argue that a class of older applicants were uniformly impacted by the same algorithmic practices. On 16 May 2025, Judge Lin preliminarily certified a nationwide class of over-40 applicants under the Age Discrimination in Employment Act, a ruling that highlights the expansive exposure these tools could create if applied unlawfully. Mobley marks one of the first major legal tests of algorithmic bias in employment and remains the nation’s most high-profile challenge of AI-driven employment decisions.
Conclusion
California is moving toward a comprehensive framework where automated hiring and management tools are held to the same standards as human decision-makers. Employers in California should closely track these developments: pending bills could soon impose new duties (notice, audits, bias mitigation) if enacted, and the CRD’s regulations will make algorithmic bias expressly unlawful under FEHA. Meanwhile, real-world litigation is already underway, warning that both employers and AI vendors can be held accountable when technology produces discriminatory outcomes.
The tone of regulatory guidance is clear that embracing innovation must not sacrifice fairness and compliance. Legal professionals, human resources leaders, and in-house counsel should proactively assess any AI tools used in recruitment or workforce management. This includes consulting the new CRD rules, conducting bias audits, and ensuring there is a “human in the loop” for important decisions. California’s 2025 developments signal that the intersection of AI and employment law will only grow in importance, with the state continuing to refine how centuries-old workplace protections apply to cutting-edge technology.
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3 weeks ago
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K&L Gates
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data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAkGBwgHBgkIBwgKCgkLDRYPDQwMDRsUFRAWIB0iIiAdHx8kKDQsJCYxJx8fLT0tMTU3Ojo6Iys/RD84QzQ5OjcBCgoKDQwNGg8PGjclHyU3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3N//AABEIAEIAeAMBEQACEQEDEQH/xAAcAAACAgMBAQAAAAAAAAAAAAAFBgAEAgMHAQj/xAA7EAACAQMDAwIEAwUFCQAAAAABAgMEBREAEiEGEzEiQQdRYXEUgZEVIzKh0TNSYoPBFhc2QkOCsbLw/8QAGgEAAgMBAQAAAAAAAAAAAAAAAAIBAwQFBv/EADgRAAEDAQQHBQYGAwEAAAAAAAEAAhEDBBIhMQUUQVFSobETFWFxgSIjkcHR8CQzNELh8ZKisjL/2gAMAwEAAhEDEQA/ACXxlgoqaxJcShiuUbBaeojJVwSfGR7aswzSHckP4R3CeTq9YJ6ipeOeNzIu8srMMYLgnn7+dKDigCF3iS2Y9UDE/Rv9NTKZZQ1s8B2TAtj2bg6ghCJ09RFUDCnJPlT50qlKUVs/Z/xCqq56Z46Ke3RxLUcbS4kYkfTgr50SiE5JGV5VgR9NCFTq7PBUXSnuZ3LVQRPCDwVZGIJBH3UHjGoQqFzo5IJo6tVVVjyWCD+Lx+nvpghLPSfWJvPVVxo6UFaSnCrvYkhpOc4+2ouqL04Kz8R73V0lLFQU9PJ3a2QQxzJ/CmTySfoP/vfTBhcErnhsDem+0qyUESudxC+dKnQbrN4KikitnqarriYoUTz4yzfQAc50KDGRVIfhOjbHDiNlghAWQx8ke2SPfU4kqQGhqYYFiqow82x1YAqwHOmUJO+IliqOpemJKKmMYqY2WWMtwGIPj9M6DkojFJXw7X/Zi1VlTJTpLVGdRkkYIwMjI+R9vrqyhTFR0LJarSbPTL4Tf/vCqQATbYse37w/01r1IcS5nfTuDmpJ15PN6ZLRExxkfvGyP5ajU28Sbvl+XZ81WXrWflloI8LznuHj88aNSbxKBpp5/ZzVg9f1fb2T2+JwfBZyD/40ai3iQdNPGdPmsE6/qYz+7oY1Hy7h/pqdRHEo77dwc1vHxJqx5t0J/wAw/wBNRqI4kd9u4Oa1VvxBqaqneE0ESbhjcJDkfy0aiOJHfbuDmlbo2sHSxqikX4x6mUyu0zYOT58anURsclGmn7WD4olc+pZrhUwSvAESF94jDkgnTNsgAzUO0wXRLOaMQ/EKoijVBboSAMf2h/ppNRHEn77dwc0Mfqh26hF7WmIqOwYO20u5Av8AhBXKnj2PPvo1EcSjvp0zc5ob1JdqnqB6bvs0MEMgkeGNuJcHIDfTUiwt4lDtNPP7AuhWK9R1tlE5j7cikptB44+p1lfSuPLV17PaO3oipESitbRs8EggYqxU4+h1UtS+fbdR3Gk6iuCXGYd0O/eiDEYbIwSv28H5e+tNkPvfRcjS36aPEJ+nop63p2wJDFI6madGdVJCbpEAyfbWoPDaj58Oi5zqLqtnogDaeZTXVDF4mrIXcg26eFTQ+px25gAF/wAW0qMfPWQH2Lp3jPxC6rx74vHCRh4HqpEkqVtciIBC9yn/ABAjHo2fhsgN+Z9/fOpJF0eQ6oDSHujK8Z/x2oX1Ful6apoYhLUSMtIoi257JMRIK+/q8flq2jhVJOGf36LLbAXWYAYn2fTD5pGIKkgggjyDreuCRGBXmhQpoQpoQpoQpoQpoQpoQjNRarjVWywS06Ga295zXxCQbtocgbVzk8Z1yrQffFeq0eJsjPXqV1zWZdJcz+Idgp472l8iUrO8fZlI8OOMH7jGtVj/ADFy9MD8P6hUYKWaOz01Qbu1OtQ7CCmBk9RVhnxwOSDzrY5wvkXZjyXIp0nCi13aROQx3oi/TV1pZagC4lOxURwhkdhuMpXJH5sM/bVYr0yB7OzorzYa7CYfkQNu2FWnsVXTx1LQXJZIDBNLIyF17hiYK6kHycsOfGmFZpiW7uardY6jA6HyIJ24xmF5Q26uWihuS3IRuEE6xMWJEUbhdx9vSTwPlqXvbeLLv9lRSoVbgq34OceAMT6blmOkaxqz8M9TEJ3EzqDn1BGC5/7ieNRrTQ2QMMOabux5fdLsceX1Wv8A2XeOnjqKquip4mpFqWYozbFYgAEDnPI1OsgmAJxhJ3dDQ57oETkta9NytRJWrURmmeGWUSbW8RuF8fXOR+epNoAddjHDmlFgJZfvYQT8DH8qrerWlrNOFrI6kzxCUbI2XCEZU8j309KoXzhCptNnbRuw6Zx9FnDYp5bVT3ASII56oU4XnIzxuP0zxqDWAeW7hKZljc6k2pOZj+VcfpOeGeSOqq4oRGJ2dyrEBY9pJwOeQ4I0msgiQN3NXnRrmuhzoz5R9UIutBJbK+ajmZWeMj1L4IIBB/QjV1N4e28Fir0TRqFh2Kpp1SnTp6WL9kU6Tw7sbtrY5/iPvrl2ke9K9Zow/hW+vUroAOsq6CUviKh/ZSv7d1f9darJ+auZpb9N6hLUN0pj03TUDVs8Lwu7vCsO5ZssGXLZ4xj+etRpu7QuhcqnaKertYXRGyM8ZRefqyinBVu7gVIlB2eQKgP/AOijVQszh8Pl9VqdpGk4Qd8/7T0QyK/JV3G4/tKqlWmnppoICsQPbDOpHpGPYc6tNG61t0YyFmbbBUqP7R3skEDDeVDd7fHZmp43nedKWWjQGIBXVpQ4fOeOB40dm8vk5SCjWaTaN0EyAW5bzMrZH1FBHco6zdKxitiQAkf9VcH9Mg86U0HFt3xTttzBVD9zQPVXm6oopZZWSpnpGaKSOOVIdxQd4svGf7mBpBZ3CMJ/pX94UnE+1GeMeOHJVE6hpIbJNa1aWRWpJIlcpj19xipxnjKtzp+wcagf4/JUi2020DSzwI5lDLrPR3CCOZZmSSmo6eBY2X+0YDDfkMZzq2mHMMRmSVlrup1WBwOLQ0R1RGlv1vhtNNQGN8RRxOZQDnuCbey4zjGCedVOovLy77yWmnbKLaTae6PjMq1U9TUFcO3UPLGGhrIGkEW44kKhDjIzhVx+WlFne3Lw5Zq11vo1MHGMHDLeRHJLnUNdHcrxUVcAcRPtCb/OFULn+WdaaLCxgBXMtlVtasXty/hDdWrKun9E0UI6bpqtuZCXxn29bDXJtR96V63Rg/Ct9epTGrZ1nW9LXxD/AOHv89P9darJ+aubpb9MfMIT0/Z6G5WOGVoY+/KklKp2jmUEup++0Yzq2rVeyoRswKxWSzUqtAEjEgj1z6LKpo7c1JV9uhpgJVr5FcJ6k7JAj2n2HzHvqGvfIx4ead9KkWOhoxv/AOuSvVVqtou1DC1JRgPVMiiJONgg3ESe2dxBH00gqPuEycvnsVr7PR7VgujPld2qpBR26nqbj3aegWlpnpUSSoTIaIgksCBksw5+/wBtOXvIbBMmfiq20qLXPkCBdz3fUoLX0VJOljShjCrWSzIGx6mXvlVz9cYGr2PcL5dsjosVajTcKQpjBxP/AFgjl0t1FQXGvq47XEypTwtFTPH6ctL2z6fmQOPvrOx7nNAvbT0lba1CnTqOeGZAYeZhC7olLT9ORyR0lHTyzTVCmOeImdQJMBVb2Kjg51awudViScvLJZq4YyzSGgEk5jHP5LRRxU8vS8/ZooJKqMO8xlBEmzIw8bfJfBX66ZxIqiTh94HzVdJjHWUw2XYzv8x5bQj9VZKSjuNHuo6eNVoJ1czxZRnjUHuMPfz/AC1nbVc5px2jmt77LTZUb7I/8nMYSIxQmc0o6eqasQ2ruvVSRKwp2wyhFA7XHpPvzjzq4T2gbjl9yszizV3VIbMkZeGxb5BRVNztNHJQUcKXChG54YApSSQEBh9iBj7nUC8GucCcD0TE03VadMsADm7BtKWr48D3eq/CRLFAshSNFGBtXjP3OM/nrTSBDBOa5dqLTWdcEDL4JmorZW1/Stvmt1dNFLA7kxIww43t6SCCOftrmWqRWK9LowTZGevUp6Q41St6C9aUdTX2TsUkLSy91W2r8hnV9me1tSXLDpGk+rQusEmUn0lB1PQRxR01NNGkU/fQYQ4fbtz+nGtjqlBxJJXGpWe3UgAxuRnZmpFS9TxUMtElPMIJd24FVJw38QB8gH3xoL6BdelSKNvawsDcD5bc0MufVFbaq7Zca6Onqe53tsiqDu2bM+P7vGo/DxE/eamNIXpumZnIbo6KW64V/UFHJTW2UVkCJHG4jVeAmdgJ+mTqQ+gDen7KQ0Lc9lwtMYbtmSsS3S7WV7fapykEpO+jjkiQufVu9Jxn+L66gus7iSTn5p2Mt9NrWBuAywG9WaObqOAxinV/3asoVkRhgtu5B8+rkfLQ42c5lDGaQbEN6eaxnmv/AGUt9REWWod9vciQksx3N68cEnnyNAdQm8Ch1O3lnZluBnYNuaxgPUFKHtESSKU5MJVdyhsHAJ5CnAyM4ONSX2dxvEqGUbexvZtbh6KwydUYmDQSHvNIz5RMkyDa32yNQHWcRim7PSEERnO7bmvKOh6mjoHoKeiZqdy2VaJGwWGDgnkcD20OfQLrxOPqlZQtzKZphuHovf2P1R+JpKj8DN3aRUSFtqekLyv3/PU9rQgic0uq268113FuWWxVJumb8WaWW3TZYkk+nz+unFopAReVTtH2txJLOi8perafp9UttaJo5YydxRPVHk5zj3GubaXh1Qlq9Do9rqVnayoIOPVdTGq1sWYOoQvGHGhCCXe8x2kGSoG6IeQPP5aYBQTAlJvUdn6e6wtFzutqmWaoenypQZdHQEgbfOT4x9dBCXA4rR8CEhSwVLq4M8lQTIu4ZXAAAI9uBn89KMkybeqrHNd7tY6yFYwLdO0xfw+ccKP8JI5H0GgATigzsRCakEp3ooilHt7H7fLTBClDSd/D1JBj9lBB3ffSuUha66iZb3S1MSBYey0bOPnwRkfLg/qdAQc5VyGJ5XZW/wCXzgjOpKEbhjSNNsQGBpFK2A/PzoQtFZIscLNIQEwdx9tCF889d2e4XbqVRbopKiOZsLOF4AB5GffGlAhK4yV3pfGrFKyHjUoVWrJEZwToQkHrhi9iqt5LY2kZOcHI1KUpD6Kdour5O2xTMSE7TjJz51KrbmF0XpeCGDq65tBFHGZAhcooG48+fnqBkrP3J71CZUrySKE4OMkA6luagoXZHb8UV3HaUJxnjyNM5K1MI5Q50idLFPLItYpDsDuHIOn2JDmnOAnOqynGSsH30qlJnxLlkS10yJI6pJKQ6hsBhjPPz1BUOyU6IRT03R5UH92p8fnoQ3IL/9k=
| 1 |
AI regulation employment
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2025-06-17 14:03:10
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California’s New Potential AI Employment Regulations: What Employers Need to Know
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https://www.californiaemploymentlawreport.com/2025/05/californias-new-potential-ai-employment-regulations-what-employers-need-to-know/
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These rules, approved by the California Civil Rights Council in March 2025, signal a clear message: while AI tools can be valuable in...
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California’s New Potential AI Employment Regulations: What Employers Need to Know
By Anthony Zaller on May 23, 2025
In a first-of-its-kind move, California has finalized groundbreaking regulations that directly address the use of artificial intelligence (AI) and automated decision systems (ADS) in employment. These rules, approved by the California Civil Rights Council in March 2025, signal a clear message: while AI tools can be valuable in recruitment, hiring, and workforce management, they must not be used in ways that discriminate against applicants or employees.
These regulations are expected to take effect later this year, once approved by the Office of Administrative Law. Here’s what California employers need to know.
**1. Purpose and Scope of the New Regulations**
The regulations aim to ensure that the increasing use of technology in employment decisions complies with the Fair Employment and Housing Act (FEHA). In essence, the rules extend traditional anti-discrimination protections to the digital age by:
* Defining when and how automated systems are covered under California employment law
* Prohibiting discriminatory impacts stemming from ADS
* Setting recordkeeping and notice obligations for employers using these technologies
**2. What Is an Automated Decision System (ADS)?**
The regulations define an ADS as: “A computational process that makes a decision or facilitates human decision-making regarding an employment benefit,” including tools that rely on AI, machine learning, algorithms, or statistics.
Examples of ADS:
* Resume screeners
* Automated interview scoring systems that make predictive assessments about applicant or employee, measure applicant’s or employee’s skills, abilities or characteristics, measure an applicant’s or employee’s personality trait, aptitude, and/or cultural fit, or screen, evaluate, categorize, and/or recommend applicants or employees
* Video software that analyzes voice or facial expressions
* Tools that prioritize or rank candidates
* Systems that direct job ads to certain groups
**Excluded**: Basic tools like word processors, spreadsheets, and security software—as long as they don’t make or influence employment decisions.
**3. Key Prohibitions and Requirements**
**No Discrimination:** The regulations provide that, “It is unlawful for an employer or other covered entity to use an automated-decision system or selection criteria (including a qualification standard, employment test, or proxy) that discriminates against an applicant or employee or a class of applicants or employees on a basis protected by the Act, subject to any available defense.”
**Specific High-Risk Areas** – **Criminal Background Checks:** Employers may not use ADS to screen for criminal history before a conditional offer. Even after an offer, they must perform individualized assessments and cannot rely solely on automated outputs
**Duty to Provide Accommodations:** If an AI tool may disadvantage a candidate with a disability or protected characteristic, the employer must offer a reasonable accommodation (e.g., alternative assessment formats).
**Third-Party Vendors May Create Liability:** If a vendor or recruiter uses an ADS tool on your behalf, you may still be legally responsible. Contracts should clarify compliance responsibilities and include indemnification provisions.
**4. Documentation and Compliance Requirements**
Employers using ADS must:
* Retain relevant data, including results of automated decisions and demographic data, for at least four years
* Keep records separate from personnel files
* Conduct and document anti-bias testing on AI tools
* Respond appropriately to testing outcomes
**5. Next Steps for Employers**
If the regulations are adopted in California, employers should:
* **Review All ADS and AI Tools in Use** – Conduct an audit of technologies used in recruiting, hiring, promotions, and discipline.
* **Engage Legal Counsel or Compliance Experts** – Evaluate whether the tools are likely to have a discriminatory impact or violate FEHA.
* **Request Transparency from Vendors** – Ask for information on bias testing, training data, and system logic.
* **Implement Notice and Accommodation Policies** – Clearly inform applicants when ADS will be used and how they can request an accommodation.
* **Use Human Oversight** – Do not rely exclusively on AI for employment decisions. A human should review and approve final decisions.
If these regulations are adopted, California could join jurisdictions like New York City, Illinois, and Colorado in regulating workplace AI. While the federal government is still developing its approach, states like California could begin regulating how AI can be used in employment decisions.
Employers operating in California must treat AI and automation with the same care and diligence as any other employment practice subject to anti-discrimination laws.
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3 weeks ago
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California Employment Law Report
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AI regulation employment
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2025-06-17 14:03:10
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The Evolving Landscape of AI Employment Laws: What Employers Should Know in 2025, Law.com
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https://www.hunton.com/insights/publications/the-evolving-landscape-of-ai-employment-laws-what-employers-should-know-in-2025
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With 2025 in full swing, the legal landscape for employer use of artificial intelligence (AI) is poised for further evolution.
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The Evolving Landscape of AI Employment Laws: What Employers Should Know in 2025
February 12, 2025
With AI increasingly integrated into employee staffing, employee monitoring and workplace decision-making, employers must stay on top of evolving and varying AI compliance requirements and legislation.
Time 5 Minute Read
With 2025 in full swing, the legal landscape for employer use of artificial intelligence (AI) is poised for further evolution. In 2024 alone, over 400 AI-related bills were introduced across 41 states—a substantial increase from prior years. This unprecedented surge demonstrated growing concerns about privacy, bias and the broader impact of AI on the workplace. While members of Congress have proposed AI legislation covering crucial areas such as national security, intellectual property, online safety and education, it is unclear whether there is political support for comprehensive federal legislation on AI in the employment context.
Accordingly, we expect a continued rise in state-led AI policies. With AI increasingly integrated into employee staffing, employee monitoring and workplace decision-making, employers must stay on top of evolving and varying AI compliance requirements and legislation.
#### Key State Efforts and Upcoming Trends
In 2024, several states enacted pivotal legislation aimed at regulating AI in the workplace, setting the stage for more robust governance this year.
#### Colorado
Colorado led the charge in 2024 with a landmark law aimed at curbing discrimination from AI tools, the Colorado Artificial Intelligence Act (“CAIA”). In so doing, Colorado became the first state to enact a comprehensive law relating to the development and deployment of AI hiring tools. CAIA, which goes into effect on Feb. 1, 2026, is designed to protect against algorithmic discrimination and imposes various obligations relating to documentation, disclosures, risk analysis, and mitigation, among others for developers and deployers of “high-risk” Al systems. The law defines high-risk intelligence systems as any AI system that, when deployed, makes – or is a substantial factor in making – a “consequential decision” concerning a consumer. CAIA requires covered employers who use these systems to audit their A.I. systems for bias and maintain transparency regarding their use of automated decision-making.
#### California
California—a key player in the AI space—passed a whopping 17 A.I. bills last year alone. Among these is the CA AI Transparency Act, which requires "Covered Providers"—A.I. systems with over one million monthly users in California—to clearly indicate when content has been generated or altered by AI. This law also mandates the use of A.I. detection tools, specifies content disclosure standards and sets licensing practices to ensure public access only to compliant AI systems. Another law, the Artificial Intelligence Training Data Transparency Act, compels developers of generative AI systems available to Californians to reveal details about the datasets used in training their systems, promoting transparency and accountability. Both acts take effect in 2026.
#### Illinois
Illinois passed legislation requiring all Illinois employers to notify employees and applicants when they use AI to make employment decisions. This law, now part of the state's Human Rights Act, provides a broad definition of A.I. and prohibits its use in recruitment, hiring, promotions, and other employment-related areas if it results in discrimination against protected classes. Additionally, the law forbids using ZIP codes as stand-ins for these protected classes. Effective January 1, 2026, this legislation applies to any person or entity employing at least one individual in Illinois.
#### Maryland
Maryland previously passed legislation regulating the use of facial recognition services to create a facial template during an applicant’s interview without a signed waiver by the applicant. In March 2024, Maryland lawmakers introduced HB 1255, which seeks to limit employers' use of automated employment decision tools for certain employment actions. The bill requires employers to inform job applicants about the use of such tools within a specified timeframe. However, this bill has yet to be passed, highlighting ongoing debate around transparency and fairness in automated hiring practices.
#### Utah
Utah’s Artificial Intelligence Policy Act (UAIPA) went into effect on May 1, 2024. It imposes certain disclosure requirements on entities using generative A.I. tools with their customers and limits an entity’s ability to “blame” generative AI for statements or acts that constitute consumer protection violations.
Under the UAIPA, a company that has violated a Utah consumer protection law cannot defend itself by arguing that it was the generative A.I. tool that made the violative statement, took the violative act or was used in furtherance of the violation. In effect, companies governed by the UAIPA must treat statements generated by A.I. tools as equivalent to those made by their employees.
#### Texas
Texas House Bill 1709 (HB 1709), introduced as the Texas Responsible Artificial Intelligence Governance Act, establishes a comprehensive framework for regulating AI systems. With a potential effective date of September 2025, the bill aims to balance innovation with fairness, transparency and accountability, particularly as AI increasingly facilitates consequential decisions like hiring and employment background checks.
#### Notable Potential Legislation in 2025
Lawmakers in New York and Connecticut are also expected to pursue AI legislation this year. New York lawmakers, on the heels of passing laws on AI-assisted hiring, are exploring expanded measures to hold employers accountable for A.I.-driven employment decisions. Connecticut lawmakers are expected to push for enhanced worker protections against algorithmic discrimination.
#### What Employers Should Do to be Prepared
As more states introduce AI legislation, this year is crucial for employers navigating the complex landscape of new regulations. To reduce risk and promote compliance, employers should proactively assess their AI practices by conducting audits to evaluate tools for bias, documenting fairness measures and adjusting hiring algorithms as needed. Employers also should review and update their AI policies by consulting legal counsel to ensure alignment with emerging state laws, particularly concerning transparency, data privacy and nondiscrimination. Finally, employers should consider training their human resources and compliance teams on new AI laws as they are passed to stay with compliance of such laws.
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4 months ago
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Hunton Andrews Kurth LLP
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| 6 |
AI regulation employment
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2025-06-17 14:03:10
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Employment Law This Week Episode 385 - Artificial Intelligence Regulations for Employers [Video, Podcast]
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https://natlawreview.com/article/employment-law-week-episode-artificial-intelligence-regulations-employers-video
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AI Regulations for Employers. State laws are rapidly stepping in to regulate AI in the absence of federal legislation, with at least 45 states...
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Employment Law This Week Episode 385 - Artificial Intelligence Regulations for Employers
by: Frances M. Green, George Carroll Whipple, III of Epstein Becker & Green, P.C.
Wednesday, April 9, 2025
This week, we’re discussing the state-level, employment-related artificial intelligence (AI) laws and regulations sweeping the nation.
### AI Regulations for Employers
State laws are rapidly stepping in to regulate AI in the absence of federal legislation, with at least 45 states introducing AI-related bills this year. Hear from Epstein Becker Green attorney Frances M. Green as she outlines how employers can navigate this evolving landscape by developing governance policies and providing clear training and guidelines to ensure the safe, transparent, and accountable use of AI tools.
Authors:
Frances M. Green
George Carroll Whipple, III
Publication Date:
Wednesday, April 9, 2025
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2 months ago
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The National Law Review
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AI regulation employment
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2025-06-17 14:03:10
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AI, DEI, noncompetes reshape NY employment law
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https://rbj.net/2025/05/28/ny-employment-law-ai-dei-noncompetes-2025/
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NY labor and employment law is evolving fast amid AI regulation, DEI policy shifts, noncompete bans, and increased wage and hour litigation.
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AI, DEI, noncompetes reshape NY employment law
**Caurie Putnam**
May 28, 2025
NY labor and employment law evolves fast in 2025 amid AI regulation, DEI policy shifts, non-compete bans, and increased wage and hour litigation.
**Key takeaways:**
• AI in hiring and HR is prompting new compliance laws in NY
• Employers face growing divergence between state and federal laws
• Noncompete agreements under legislative threat in New York
• DEI initiatives face federal rollback but remain a state priority
As 2025 advances the pulse of activity in the labor and employment law sector remains incredibly strong — especially in New York State — according to six local attorneys who specialize in this work.
“We’re in an era of accelerated change, marked by regulatory volatility and innovation,” said Wende J. Knapp, a partner at Woods Oviatt Gilman, who is the head of the employment law practice group. “Nationally — and especially in New York — the labor and employment landscape is being reshaped by tech disruption, shifting policy agendas, and cultural tension points.”
From pending AI governance laws and renewed scrutiny of noncompete agreements to the chilling effect of executive rollbacks on DEI initiatives, the pace of change is forcing employers to rethink compliance frameworks in real time, Knapp said.
“More than ever, legal risk management requires anticipation, not just reaction,” she said. “In New York, we’re seeing legislation that’s ahead of the federal curve, particularly in areas like pay transparency, worker protections, and regulation of algorithmic tools in HR. The result? A moment of transformational pressure, but also real strategic opportunity for forward-looking organizations.”
In her own practice, Knapp sees AI and accountability; power dynamics in the workplace; and the post-pandemic reckoning, as the biggest drivers of labor and employment law activity right now.
“[Artificial intelligence] isn’t a future problem; it’s a current compliance issue,” she said. “Employers are already using AI in hiring, performance management, and productivity monitoring. In response, New York is proposing legislation like A5429, which would require formal AI impact assessments and even impose penalties for job displacement driven by automation.”
While using the latest tech tools such as AI can be transformative for employers, employers can also expose themselves to liability if they’re not aware of the pitfalls that come with using AI in the workplace, particularly in HR, Knapp notes.
“Union activity is on the rise, but it doesn’t stop there,” said Knapp, on the issue of power dynamics in the workplace. “The NLRB [National Labor Relations Board] has continued to expand employee protections across both unionized and non-union settings. New York has similarly enhanced rights for freelancers, whistleblowers, and employees speaking out against [discrimination].”
Knapp explains this means employers need to be aware about whether their practices and policies are keeping up with this power dynamic.
And in the area of the post-pandemic reckoning, she’s seeing businesses navigating complex terrain: return-to-office mandates, flexible work arrangements, and evolving leave policies, all while employee expectations continue to evolve faster than most handbooks.
“Right now, employers are wise to revisit their organizational culture, on-site workforce requirements, and strategic objectives to balance the needs of the organization with the new expectations of the current workforce,” she said.
The future of noncompete agreements remains a high-stakes watchpoint for employers, Knapp says, explaining that while the FTC’s proposed national ban has stalled, momentum overall hasn’t faded.
“New York State continues to push for legislation that would eliminate most noncompetes, with narrow exceptions,” she said. “Whether these laws survive legal challenges or not, the trend is unmistakable: workforce mobility is top of mind. Employers should consider redesigning restrictive covenant strategies now, with a sharper focus on trade secret protection, retention incentives, and targeted non-solicit clauses.”
Benjamin E. Mudrick, a partner at Harter Secrest & Emery, who leads the firm’s labor and employment practice, says the pulse of labor and employment law right now is one of unprecedented uncertainty.
“The Trump administration is making really significant changes in the way that they intend to enforce employment laws, but it’s being done through executive orders and agency guidance, so it doesn’t necessarily have the same force of law as a change in actual legislation,” Mudrick said.
Due to some of the big changes that the Trump administration is trying to make, Mudrick sees the distance between New York state law and federal law growing wider when it comes to employment matters.
“Employers find themselves in a position where they can have conflicting laws or requirements or guidance about the same issue, depending on which level of government they’re looking at,” Mudrick said.
He is seeing this most prominently in the DEI sphere.
“Employers are really trying to figure out what they have to do with respect to diversity and inclusion,” Mudrick said. “How can they ensure that they are treating their employees fairly and in compliance with the law, without also inadvertently violating what the Trump administration views to be illegal DEI programs.”
Overall, some questions are coming up for HR professionals and employment lawyers that six months ago would’ve had easy answers, Mudrick said, but are now more complex. He says employers should err on the side of caution and reach out to counsel with questions and not forget about the basics.
“The biggest potential liability that any employer faces in the employment law field is still a massive wage and hour claim involving how they pay employees,” Mudrick said. “So while employers are focused on some of these changes with the Trump administration, like DEI and non-discrimination, they shouldn’t lose sight of the fact that those types of claims are less likely to result in the types of liabilities that failing to pay overtime or tracking hours correctly would.”
Amy Habib Rittling, a partner at Lippes Mathias who serves as team leader for the firm’s employment practice team, says that since the Me Too movement started, labor and employment law has been one issue and hot topic after another that has kept the practice area moving at a rapid speed.
“There’s always a pulse in labor and employment law,” Habib Rittling said. “It shifts and changes at times, but there is always a pulse, and that is actually why I find this area of law to be so fulfilling and rewarding.”
She also says we’re currently in a period of increasing divergence between the federal government and some state governments, including New York, when it comes to labor and employment issues such as DEI initiatives.
“We have some clients that are authentically and firmly committed to DEI initiatives,” Habib Rittling said. “They care about their workforce and employees in those areas and don’t want to necessarily pull back but are wanting to make sure that they’re not in the crosshairs of the federal government.”
This is just one area Habib Rittling says she and her team are monitoring closely to ensure that these companies and their DEI policies and programs are not going to be subject to challenge but also allow them to still do what they feel is important and right to their workforce.
“Putting aside the changes we’re seeing right now in the federal government, I’d say that the top three buckets of claims and litigation we’re seeing are sexual harassment; misclassification across the board, whether it’s overtime, wage and hour, or independent contractor employee; and noncompetes,” Habib Rittling said.
Scott Rogoff, a partner at Barclay Damon, who serves as the firm’s hotels, hospitality and food service team leader, says his group is very busy and it stems foundationally from the businesses they work with wanting to do the right thing and trying to navigate all these changes in the law.
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3 weeks ago
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Rochester Business Journal
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
| 8 |
AI regulation employment
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2025-06-17 14:03:10
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California Finalizes AI Hiring Rules: Key Takeaways For Employers
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https://www.forbes.com/sites/alonzomartinez/2025/05/23/california-finalizes-ai-hiring-rules-key-takeaways-for-employers/
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California's ADS regulations establish a new framework for regulating AI and algorithmic tools in employment. The burden now falls on employers...
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California’s ADS regulations establish a new framework for regulating AI
and algorithmic tools in ... More employment. The burden now falls on
employers to evaluate how their systems work, ensure those systems don’t
discriminate, and preserve evidence to support that conclusion.gettyCalifornia has taken a historic step in regulating artificial intelligence
and automated decision-making in the workplace. The California Civil Rights
Council has voted to approve the final version of its Employment
Regulations Regarding Automated-Decision Systems. These rules underscore
California’s role as a national leader in shaping how AI can be used in
employment decisions. The regulations are now under review by the Office of
Administrative Law and, if approved, may take effect by July 1, 2025.While California employers are no strangers to evolving compliance
mandates, these rules require a renewed focus on how artificial
intelligence, machine learning, and other forms of automation are used
across the employment lifecycle. From resume screening to criminal history
adjudication, many digital tools that influence employment decisions may
now fall within the reach of California’s Fair Employment and Housing Act
(FEHA). The rules don’t necessarily create new prohibitions, but they frame
existing anti-discrimination protections in the context of emerging
technologies.What Is an Automated-Decision System?The regulation defines an Automated-Decision System (ADS) as a
computational process that makes a decision or facilitates human
decision-making regarding an employment benefit. This includes systems that
use AI, machine learning, algorithms, statistics, or similar data
processing techniques.The regulation outlines a broad range of use cases that qualify as ADS,
including resume screening, applicant ranking, directing targeted job ads,
analyzing facial expressions or tone in interviews, and evaluating
third-party data. Tools that assess personality, aptitude, reaction time,
or cultural fit are also included. While general-use technologies like
spreadsheets, spellcheckers, and cybersecurity software are excluded, these
tools fall outside the exemption if used to support employment-related
decisions.The term "facilitates" is not defined, which may leave room for
interpretation. For example, a tool that flags inconsistencies in an
applicant’s stated education may influence a hiring decision, even if it
doesn’t reject the candidate outright. Employers must assess whether such
tools support decisions in ways that trigger compliance obligations.MORE FOR YOUClarifying “Agent” and “Employment Agency”The regulation clarifies that agents acting on behalf of an employer are
subject to the same obligations under FEHA. An “agent” includes any person
acting on behalf of an employer to perform a function traditionally
exercised by the employer, including through the use of an ADS. This could
include third-party vendors involved in recruitment, promotion, pay
decisions, or other personnel functions.Because most employers do not traditionally conduct background checks
in-house, it’s possible that background screening vendors fall outside the
definition of an agent. However, employers should evaluate whether such
services influence employment decisions in ways that could be deemed
facilitative. Even if not agents, background screening providers are
unlikely to meet the definition of an “employment agency,” which is now
defined as any entity that, for compensation, procures job applicants,
employees, or work opportunities, including through the use of ADS.Impact on Criminal History ScreeningThe final regulation reinforces California’s Fair Chance Act. Employers may
not use an ADS to consider an applicant’s criminal record until after
making a conditional offer of employment. Any decision to withdraw that
offer must be based on an individualized assessment, regardless of whether
it is made by a human or through an automated tool. function loadConnatixScript(document) { if (!window.cnxel) { window.cnxel
= {}; window.cnxel.cmd = []; var iframe = document.createElement('iframe');
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iframe.contentWindow.document; var script =
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const cssUrl = data.css; const cssUrlLink = document.createElement('link');
cssUrlLink.rel = 'stylesheet'; cssUrlLink.href = cssUrl; cssUrlLink.as =
'style'; cssUrlLink.media = 'print'; cssUrlLink.onload = function() {
this.media = 'all'; }; document.head.appendChild(cssUrlLink); const hls =
data.hls; const hlsScript = document.createElement('script'); hlsScript.src
= hls; hlsScript.setAttribute('defer', '1'); hlsScript.setAttribute('type',
'text/javascript'); document.head.appendChild(hlsScript); }).catch(error =>
{ console.error('There was a problem with the fetch operation:', error);
}); } } loadConnatixScript(document); Earlier versions of the rule would have required employers to provide a
copy of any ADS-generated report used in the assessment. While this
requirement was removed from the final text, employers should still be
prepared to explain how an ADS influenced a hiring decision and ensure
compliance with procedural safeguards.Recordkeeping and Anti-Bias TestingThe regulation significantly expands recordkeeping requirements. Employers
must retain personnel records and ADS data, including inputs, outputs, and
data used to develop or customize the system, for at least four years. This
includes data about individual applicants or employees and information used
to support employment decisions.The regulation does not mandate anti-bias testing. However, it notes that
evidence, or the lack of evidence, of testing or similar efforts will be
relevant in determining liability. Employers who conduct and document
regular testing may be better positioned to defend against claims of
discrimination.Vendor and Third-Party ConsiderationsWhile the regulation expands the definition of employer to include agents,
it does not directly impose liability on third-party vendors or developers
of ADS tools. Still, employers may be liable for discrimination resulting
from the use of a vendor’s tool.Employers should take steps to understand how ADS tools are built, trained,
and used. This includes obtaining documentation on the purpose, design, and
testing of the system and clearly defining the vendor’s responsibilities
through contractual terms. If a tool makes or facilitates employment
decisions, employers must be able to demonstrate that its use complies with
California law.What Employers Should Do NowTo prepare for the regulation’s likely effective date, employers should: Inventory all tools used in hiring, promotion, compensation, and other
employment decisions. Assess whether those tools meet the definition of
ADS. Review vendor relationships to determine whether service providers
qualify as agents and whether their tools create legal exposure. Develop an
internal governance program that includes documentation, considers
anti-bias testing protocols, and a recordkeeping process that meets the
four-year requirement. Evaluate high-risk use cases, including tools that
rely on personality assessments, facial recognition, or criminal history
scoring. Parting ThoughtsCalifornia’s ADS regulations establish a new framework for regulating AI
and algorithmic tools in employment. The burden now falls on employers to
evaluate how their systems work, ensure those systems don’t discriminate,
and preserve evidence to support that conclusion.These rules are part of a broader national trend to regulate artificial
intelligence, but they offer the most specific guidance to date on what
compliance looks like in practice. Employers that prepare now will be
better positioned to meet California’s expectations and respond to future
regulatory developments across the country.
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3 weeks ago
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Forbes
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data:image/jpeg;base64,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
| 9 |
AI regulation employment
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2025-06-17 14:03:10
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AI and Workplace Discrimination: What Employers Need to Know after the EEOC and DOL Rollbacks
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https://www.huschblackwell.com/newsandinsights/ai-and-workplace-discrimination-what-employers-need-to-know-after-the-eeoc-and-dol-rollbacks
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Recent developments in federal AI policy, including the effective recission of Equal Employment Opportunity Commission (EEOC) and Department...
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AI and Workplace Discrimination: What Employers Need to Know after the EEOC and DOL Rollbacks
Published: February 07, 2025
Authors: Samuel M. Mitchell, Owen Davis
Recent developments in federal AI policy, including the effective recission of Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL) guidance on AI and workplace discrimination, have raised questions for employers. The rollback follows President Trump’s recent executive order aimed at reducing government oversight of AI and promoting U.S. leadership in the field.
Despite these changes, employers must remain vigilant. The elimination of government guidance does not alter fundamental anti-discrimination laws such as Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA) or their state counterparts. Employees and job applicants can still bring lawsuits over an employer’s use of AI (and have done so), and state and local governments are stepping in with their own AI regulations.
This legal update outlines key takeaways and best practices for employers navigating the evolving landscape of AI in employment.
1. **Federal anti-discrimination laws still apply to AI tools**
Although the EEOC and DOL have withdrawn their AI guidance or identified such guidance as potentially “out of date,” existing federal employment laws remain fully applicable to AI-driven hiring and workplace decision-making. Employers remain liable for:
* **Disparate impact discrimination:** AI tools that disproportionately exclude or disadvantage protected groups may violate Title VII, even if the bias is unintentional.
* **Disability discrimination:** AI systems that screen out candidates on disability-related characteristics may trigger liability under the ADA. Employers are responsible for ensuring reasonable accommodations when utilizing AI.
* **Vendor liability:** Employers can still be held responsible for AI-related discrimination, even if the tool was developed and implemented by a third-party vendor.
AI systems must be monitored regularly to ensure compliance with anti-discrimination laws. Employers utilizing AI systems should therefore conduct internal audits of those systems, require vendors to provide transparency into their AI algorithms, and carefully review any AI-liability provisions in their vendor agreements.
2. **The risk of increased state and local AI regulation**
As federal agencies step back, state and local governments are moving forward with AI regulations. Key developments include:
* **Colorado AI Act (effective February 1, 2026):** Regulates the use of AI systems that make or are a substantial factor in making “consequential decisions” in areas such as employment. The law will require AI deployers (i.e., employers using AI) to use reasonable care to avoid algorithmic discrimination, implement risk management policies, complete annual impact assessments, provide notice when certain AI systems are used, and provide employees an opportunity to appeal adverse consequential decisions resulting from AI (among other requirements).
* **Illinois HB 3773 (effective January 1, 2026):** Prohibits employers from using AI in a way that results in employee discrimination on the basis of protected classes under the Illinois Human Rights Act. Requires employers to notify workers when AI is used with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment. The law further prohibits AI systems that use zip codes as a proxy for protected classes.
* **Illinois AI Video Interview Act (went into effect January 2020):** Governs the use of AI to analyze recorded video interviews of job applicants by requiring disclosure, consent, deletion rights, and government agency reporting.
* **New York City Local Law 144 (went into effect July 2023):** Regulates the use of automated employment decision tools for hiring or promotion decisions by requiring employers to provide advance notice of such tools, conduct independent bias audits annually, and publish the results of such audits.
Employers should track and comply with state and local AI laws. Multi-state employers must be prepared for a patchwork of AI regulations governing hiring, promotion, and termination decisions. Less than two months into 2025, state legislatures have already introduced 27 bills that would specifically regulate the use of AI in the employment setting.
3. **AI best practices for employers moving forward**
Even in the absence of federal guidance, employers should proactively address AI-related discrimination risks. Consider these best practices:
* **Implement an AI use policy:** See our prior article for additional information and guidance.
* **Conduct AI audits:** Regularly evaluate AI tools for potential biases against protected classes and document results.
* **Review vendor agreements:** Ensure AI vendors provide transparency regarding how their algorithms function, confirm compliance with anti-discrimination laws, and carefully scrutinize warranty, disclaimer, and indemnity provisions.
* **Implement human oversight:** AI should be used as a tool—not a sole or substantial decision-maker—for hiring, promotions, and terminations. Human review is crucial and internal policy controls should be implemented to ensure appropriate human involvement.
* **Monitor legal developments:** Stay ahead of evolving federal and state AI regulations. Proactively adapting to new legal requirements can mitigate risk.
**What this means to you**
While the recission of federal AI guidance removes certain government-endorsed best practices, it does not alter the fundamental legal risks associated with the use of AI with respect to employment-related decisions.
Employers must ensure that decision-making that involves the use of AI complies with anti-discrimination laws and proactively address bias concerns.
**Contact us**
For more information or to discuss how these changes may impact your organization, please contact our employment law team.
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4 months ago
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Husch Blackwell
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| 10 |
AI regulation employment
|
2025-06-17 14:03:10
| null |
AI Employment Regulations Make Compliance ‘Very Complicated’
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https://www.shrm.org/topics-tools/employment-law-compliance/ai-employment-regulations-compliance-complicated
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AI Employment Regulations Make Compliance 'Very Complicated' · Notifying applicants and employees of AI use. · Gathering consent before use.
| null |
6 months ago
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SHRM
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data:image/jpeg;base64,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
| 11 |
AI regulation employment
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2025-06-17 14:03:10
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New AI Laws May Go Into Effect As Early As July 1, 2025
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https://www.callaborlaw.com/entry/new-ai-laws-may-go-into-effect-as-early-as-july-1-2025
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On March 21, 2025, the California Civil Rights Council adopted its final regulations regarding automated decision-making systems.
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Apr 4, 2025
# New AI Laws May Go Into Effect As Early As July 1, 2025
By: Linda Wang
On March 21, 2025, the California Civil Rights Council adopted its final regulations regarding automated decision-making systems. In the employment context, automated decision-making systems can include a wide range of tools that employers use to increase efficiency, such as AI systems to assist in hiring, firing, promotion, cost-cutting, and more. In response to businesses’ growing interest in utilizing automated decision systems, California legislators are looking to address legal concerns associated with such systems.
Previously, on February 7, 2025, the Civil Rights Council published its second round of modifications to proposed employment regulations regarding automated decision systems and invited public comments. Since then, the deadline to submit public comments passed on February 24, 2025. Shortly after, the Civil Rights Council adopted the most recent proposed regulations as final. Once the final regulations are approved by the Office of Administrative Law and published by the Secretary of State, they will likely become effective on July 1, 2025.
As a reminder, below are some highlights to keep in mind (more details can be found here):
* The definition of "agent" now includes anyone acting on behalf of an employer, such as third parties involved in recruitment, hiring, or promotion through AI systems.
* Employers may face a higher burden to prove they have tested for bias and made efforts to prevent discrimination. A lack of evidence could be used against them.
* Employers must keep AI-related records for four years. These include applications, personnel files, and data from automated decision systems.
* Employers using AI to filter applicants must show the criteria are job-related and necessary, with no less discriminatory alternative that meets their goals.
AI tools will likely become integral to many businesses to maximize efficiency. It is essential to work with legal counsel to understand the implications of potential legal liabilities and stay informed about the laws in this area.
Feel free to contact Linda Wang or your preferred CDF attorney for a consultation.
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2 months ago
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CA Labor Law blog
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| 12 |
AI regulation employment
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2025-06-17 14:03:10
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Illinois Steps Up AI Regulation in Employment: Key Takeaways for Employers
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https://ogletree.com/insights-resources/blog-posts/illinois-steps-up-ai-regulation-in-employment-key-takeaways-for-employers/
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Illinois has joined the growing list of states taking legislative action to further regulate the use of AI in employment settings.
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Illinois Steps Up AI Regulation in Employment: Key Takeaways for Employers
August 29, 2024
By Simone R.D. Francis, Benjamin W. Perry, and Lauren N. Watson
In an era when artificial intelligence (AI) is rapidly transforming the workplace, Illinois has joined the growing list of states taking legislative action to further regulate the use of AI in employment settings, which follows the May 17, 2024, enactment of more sweeping legislation in Colorado.
On August 9, 2024, Governor JB Pritzker signed House Bill (HB) 3773 into law, marking a significant addition to the Illinois Human Rights Act. This new legislation, effective January 1, 2026, represents a unique expansion of the Illinois legislature’s efforts to address the risks associated with the use of AI in hiring and employment activities, particularly with regard to the possibility that AI could unintentionally perpetuate discrimination against protected classes.
Modern dark data center interior
Quick Hits
Illinois’s new AI regulations under HB 3773 take effect on January 1, 2026, giving employers a limited window to prepare for compliance.
The law broadly defines “artificial intelligence” to include any machine-based system that generates outputs influencing employment decisions, with no specific exemptions provided.
Employers must provide notice to employees if AI is used in recruitment, hiring, promotion, or other employment-related decisions.
HB 3773 represents an additional AI-related law applicable to job applicants in Illinois.
Overview
HB 3773 amends the Illinois Human Rights Act, which applies to any person (with certain limited exceptions) employing one or more employees within Illinois during 20 or more calendar weeks within the calendar year of or preceding the alleged violation, to make it a civil rights violation for employers to use AI in ways that result in unlawful discrimination against protected classes. The law targets the use of AI in various employment processes, including “recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or [the] terms, privileges or conditions of employment.” It also addresses the use of zip codes as a proxy for protected classes, recognizing the potential for such practices to lead to discriminatory outcomes.
The law defines “artificial intelligence” broadly to encompass any “machine-based system that, for explicit or implicit objectives, … generate[s] outputs such as predictions, content, recommendations, or decisions that can influence physical or virtual environments.” This includes “generative artificial intelligence,” which is defined by HB 3773 to refer to AI systems capable of producing human-like content, such as essays, images, or multimedia outputs, in response to prompts.
Key provisions of the law include the following:
Prohibition of discriminatory AI practices. The law explicitly prohibits the use of AI that has the effect of discriminating against employees based on protected characteristics, even if such discrimination is unintentional. As a result, employers may want to assess whether their AI tools might disproportionately impact certain groups—such as those based on race, gender, or age—formally document the assessments, maintain records of the same, and regularly reevaluate the AI tools deployed. Unlike New York City’s and Colorado’s AI laws governing employment, Illinois HB 3773 does not require formal bias or impact assessments. However, these assessments may prove important in defending against alleged violations of the law.
Notice requirement. Employers are required to notify employees if they use AI for the purposes mentioned above. While the law does not specify the exact form this notice must take, the Illinois Department of Human Rights is tasked with adopting rules to describe the circumstances and conditions requiring employee notice, the timeline for providing that notice, and the means of providing notice to ensure that employees are adequately informed.
Enforcement and remedies. The Illinois Department of Human Rights, along with the Illinois Human Rights Commission, is tasked with enforcing this law. Employees who believe they have been subjected to discrimination due to AI use can file a charge with the Department. Remedies for proven violations may include back pay, reinstatement, emotional distress damages, and attorneys’ fees.
The broad scope of the law’s AI definition and the prohibition on discriminatory effects, rather than just intent, presents a significant compliance challenge for employers. Unlike other state laws, such as the Colorado Artificial Intelligence (AI) Act, the Illinois law does not offer exemptions or carve-outs for specific types of AI. This means employers will likely want to conduct thorough impact assessments or bias audits to ensure their AI tools do not inadvertently lead to discrimination. This may also necessitate employers closely monitoring updates to each AI tool they use and refreshing their impact assessments or bias audits to ensure new versions of previously evaluated technologies do not subsequently result in discrimination against protected classes.
Moreover, while HB 3773 does not mandate the adoption of a formal risk management policy, employers may want to implement such policies voluntarily. Doing so could help identify potential risks associated with AI use and mitigate them before they result in legal liability. Employers might also consider revising their employee handbooks and training materials to reflect these new requirements and educating their workforces on the proper use of AI in decision-making processes.
Finally, it bears repeating that HB 3773 is yet another AI-related law in Illinois governing use of certain types of AI in the recruiting process. As a reminder, the Artificial Intelligence Video Interview Act, which took effect in 2020, requires Illinois employers that use AI to analyze the performance of applicants undergoing video interviews to notify the applicant, explain how the AI tool being used works, obtain consent to the use of the tool, limit sharing of the videos, and to delete them upon request. Employers relying solely upon AI analysis of a video interview to screen candidates for further in-person interviews must also collect and report demographic data to ensure the AI analysis does not result in bias against any protected classes.
Next Steps
The passage of HB 3773 underscores the growing trend among states to regulate the use of AI, particularly in employment settings. For Illinois employers, the key takeaway is clear: it is essential to evaluate and adjust AI practices to ensure compliance with both the Artificial Intelligence Video Interview Act, this new law, and other applicable laws. Employers that proactively and persistently address these challenges will not only minimize their legal risks but also contribute to a more equitable workplace.
As the January 1, 2026, effective date approaches, employers may want to pay close attention to rules or guidelines issued by the Illinois Department of Human Rights. These developments will be critical in shaping how businesses across the state find their place in the intersection of AI and employment law.
In addition to monitoring for rules implementing these provisions, employers may wish to do the following:
Identify the AI systems that are currently in use or anticipated to be placed into use on or after January 1, 2026.
Assess the substance and manner of any notifications that are currently provided to employees and applicants and begin to consider what additional notifications may be required.
Consider whether privileged audits or other proactive measures may be advisable to address possible impacts of these systems on any of the protected classifications recognized by the Illinois Human Rights Act.
Commence development of processes to ensure compliance with applicable federal laws or laws in other jurisdictions where the organization conducts business.
Ogletree Deakins will continue to monitor developments and will provide updates on the Cybersecurity and Privacy, Illinois, and Technology blogs.
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9 months ago
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Ogletree
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data:image/jpeg;base64,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
| 14 |
AI regulation employment
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2025-06-17 14:03:10
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New Proposed Regulations Will Significantly Shape How Businesses Leverage AI in Personnel Decisions
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https://natlawreview.com/article/new-proposed-regulations-will-significantly-shape-how-businesses-leverage-ai
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The California Civil Rights Council is proactively developing new laws aimed at preventing potential employment discrimination related to protected...
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New Proposed Regulations Will Significantly Shape How Businesses Leverage AI in Personnel Decisions
by Ashley N. Lopeztello of Barnes & Thornburg LLP
Thursday, March 6, 2025
Businesses are actively exploring new ways to harness AI for improved efficiency, especially in creating automated decision-making systems that can streamline hiring and recruitment processes. In response, the California Civil Rights Council is proactively developing new laws aimed at preventing potential employment discrimination related to protected characteristics when using AI in these personnel decisions. This includes examining whether seemingly neutral factors, such as criminal history, could still lead to discrimination.
On February 7, 2025, the Civil Rights Council announced its second round of modifications to the proposed employment regulations related to algorithmic decision systems. For employers looking to adopt AI in their personnel decision-making processes, here are some significant changes to consider:
* The new definition of an "agent" has been expanded to include any person acting on behalf of an employer, directly or indirectly, to exercise a function traditionally exercised by the employer or any other Fair Employment and Housing Act-regulated activity. This may include recruitment, applicant screening, hiring, promotion, or other decisions regarding pay, benefits, or leave, including when such activities and decisions are conducted in whole or in part through the use of an automated decision system. This broad definition aims to cover both employers and any third parties assisting employers with AI systems.
* Employers carry a significant responsibility to demonstrate their commitment to preventing unlawful discrimination through anti-bias testing and other proactive measures. "Lack of evidence" could be used against employers who are unable to demonstrate tangible efforts to avoid discrimination. It is essential for employers to provide clear evidence of their initiatives, including the quality and effectiveness of their actions, the timeliness of their efforts, and the scope of such efforts. Moreover, they should be prepared to present the outcomes of their testing and any subsequent actions taken, along with a thoughtful response to those results.
* Employers are now required to retain AI-related records for an extended period of four years, instead of the previous two-year requirement. These records include information about the development, testing, and deployment of automated decision systems, as well as any audits or evaluations conducted to ensure compliance with anti-discrimination laws.
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3 months ago
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The National Law Review
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data:image/jpeg;base64,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
| 15 |
AI regulation employment
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2025-06-17 14:03:10
| null |
New Proposed Regulations Will Impact How Businesses Utilize AI to Make Personnel Decisions
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https://www.callaborlaw.com/entry/new-proposed-regulations-will-impact-how-businesses-utilize-ai-to-make-personnel-decisions
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The California Civil Rights Council is actively working on new laws to address potential employment discrimination based on protected characteristics when...
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New Proposed Regulations Will Impact How Businesses Utilize AI to Make Personnel Decisions
Feb 13, 2025
By: Linda Wang
It is no surprise that businesses are seeking ways to utilize AI to increase efficiency, including developing automated decision-making systems to assist in hiring and promotion processes. The California Civil Rights Council is actively working on new laws to address potential employment discrimination based on protected characteristics when using AI in personnel decisions. This includes considerations of whether facially neutral factors (e.g., criminal history) may still constitute discrimination.
On February 7, 2025, the Civil Rights Council published its second round of modifications to proposed employment regulations regarding automated decision systems. For employers in the process of implementing AI to make personnel decisions, here are some notable changes to keep in mind:
* The new definition of an "agent" has been expanded to include any person acting on behalf of an employer, directly or indirectly, to exercise a function traditionally exercised by the employer or any other FEHA-regulated activity. This may include recruitment, applicant screening, hiring, promotion, or other decisions regarding pay, benefits, or leave, including when such activities and decisions are conducted in whole or in part through the use of an automated decision system. This broad definition aims to cover both employers and any third parties assisting employers with AI systems.
* Employers may bear a higher burden of proving they have performed anti-bias testing or similar proactive efforts to avoid unlawful discrimination. "Lack of evidence" could be used against employers who cannot demonstrate concrete efforts to avoid discrimination, including the quality, efficacy, recency, and scope of such efforts, the results of such testing or other actions, and the response to those results.
* Employers must retain AI-related records for a longer period—four years instead of two. These records include all applications, personnel records, employment referral records, selection criteria, automated-decision system data, and other records created or received by the employer or any other covered entity dealing with employment practices that affect any employment benefit, applicant, or employee.
* Employers need to be cautious when using AI to filter out applicants based on protected characteristics (e.g., disabilities for physically demanding jobs). They must demonstrate that the criteria used to exclude applicants are job-related and consistent with business necessity, and that there is no less discriminatory standard, test, or other selection criteria that serves the employer’s goals as effectively.
The deadline to submit public comments to this round of modifications is February 24, 2025.
As AI tools continue to transform workplaces and employers strive to implement AI systems to maximize efficiency, they inevitably encounter various legal pitfalls that are tricky to navigate. It is prudent to work with legal counsel to understand the implications of potential legal liabilities and stay informed about the ever-evolving laws in this area. Feel free to contact Linda Wang or your preferred CDF attorney for a consultation.
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4 months ago
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CA Labor Law blog
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data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAkGBwgHBgkIBwgKCgkLDRYPDQwMDRsUFRAWIB0iIiAdHx8kKDQsJCYxJx8fLT0tMTU3Ojo6Iys/RD84QzQ5OjcBCgoKDQwNGg8PGjclHyU3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3Nzc3N//AABEIAEIAdwMBIgACEQEDEQH/xAAbAAABBQEBAAAAAAAAAAAAAAAFAAMEBgcBAv/EADcQAAIBAwIEBAQEBAcBAAAAAAECAwAEEQUhBhIxQRMiUYFCYXGRBxQyoRUjscEkM1JTYnLhFv/EABkBAAMBAQEAAAAAAAAAAAAAAAABAgMEBf/EACARAAIDAAICAwEAAAAAAAAAAAABAgMRITEEEiKhsUH/2gAMAwEAAhEDEQA/AM4iABFSlG9NpHtUq2jJJ5hQI7zqkTOR0oTLqMxZlXCY9OtEdTPhQqq48xyaCTAeNt3WqSEMXk7SDzMSfrT2nwhIzKw8x/aocuTIAOxzRWcgWyFds4oQzZOFbePiThG1kjx+btF8B8/Fy9M+29U3V9Gd9QNtHbv+ZLY8MDfNFvwW1Ix6tc6eW8lxGJFH/Jdj+2KO8R8W2dtxJcRWyxl7MeHJJy7k9WH9qznUm9RrXa4r1ZUr/Ro+HdHuJ5+U3PhnJ9PkKy2RCTk9T1rTfxH1VLvTrVoW8l1hx/161nZTf6Vajhm3r1jKL5alW97dWhzBM6j0zkfavBXCgdzXJAApz6UxFn0fUG1KCTxFUSxnfl6EetPSpv0qvcPXIttQHiEhZV5D9e1WaTdqQA6VcGu0/MlKgCPC+cUTtipGTQyCMgjapF1OYo+RN3YfYVK5GQr+cSSsQRgbDNCXkCsrEbhv2p66LKcE7ntUCSQgEHpWhODhXFzip86YgXNOaF4f8asnltorpGdVaCUkK+dtyNx1zntijeqapwhcLNbpouqWdyjFP5N0HQMDj487e1Q5Y8wrNIPCervo+r2t9Hu0TkEE9QRj+9WC/wCGbvVTFqdnDMonuvDnPLtvuzD1BPfpVWg1CG2JTTrRIXHWeciaQn5ZHKvsufnVntOKdbn0W0aPUblEt7lFf+acMiqcg/XI2oblnA4pAjjNAurx2oPlgjVQOwFApUWPJPejWo6ql5qtw9xbRTRM55PhdR2ww3++RStr3hxSkVzot3e3RflRWu+VN8ADy47/ACocml0GJvsrsZ8SUsRtXhmDs52wKIa4wi1S7RbaC2COUWKAeUAdCPXI3z86F24D9emelNPVomsO9wwzsdquensby0inHdd/kR1qoXHXAo7wrqKp/gGRiZGLK4O3ShiCk0eKVPzrSpAQYiqjLdBQae6eaR2QbE9ac1W58GNIx1fc79qEzTs2OR2GB8K7VSAkzqEj8Vxg5+9c0/TLrWb2G1soXeSU4QY/V/5sagO8jDzEsB3PatB/BdD/ABq7ugAWt4gFz6s3X7Aj3qZt5wJtR5YRl/DafSrfxL2+8Kd4SiGOLmEbNsTnI7cw9852qs8QaKbO8uLtSHhmlL5AwULHOCPrWxcSXF5qcTIYCSyExyAeVMYwPXJOPbNZ7xRIP/mdNmMSK8txJG55cMcE9T7064vuRhK35fFlBzyyZHei9q0k2gGBNlF2xbtkcinf71EsdJ1HVxdPYWzXH5cK8vIRkc2cYHfodhRC007VlsTaxWF14z3DFk8Ig8vIm/0pSa06op5oKj/UzelWrgDgq/1u+h1N15LKGUSZIyX5TtgfUDf5UBbStUsiGns7mDzDzNASAc9zjFa5w7rM1joQSzUquXQlUJEapgBdu/T7inJOSyJhZYq+ZGbcV8Kz6fuZ1up44fDlyPDJIOzDcg7bYz2qmWuefByN+9bDczS6y0kNzmdJesoj5jBkfqDADYHHyIyNu1B13Qzp8NlqDNlbwMSP9JBP9cVXo4rkivyIzeAh405SwGfqa8WN29jex3Ee3KfMPUd648wGyjb1zmmHIPUn7UjoNBlKuoZTsRkUqEaFctNpiB2yUJX2HSlUgV+6mW4vXZjhV8ufp6U9HBGVONmPf0obzcjtzdcmnIZyH5idqpMAibSIEY987k1Y+FNRfQ3keIRrCyN4nkHM3oM/XH03quQXAboPep1pcTxTo1vJySk4U0/5wRKPssZoOk2Wr8Xal/EYNUnD27JymF+VEA3AMfT7/vRvW+DLi7sRb6nqyg8zyQKlug5ZGOXbbHqa7ofDqT2ELT314kxXzGGUKPtioV/fzaXr0um2esaiyRRIW55wTznfGw9OX71jZbOK3PsdXjxlJLSTbWsmlEWWi2NrFaqoHMpPM59WOMk/M1x7hbO4LXtyQxj6L0znpvUDUdW4jBMPhu8eNnaXmJ96r1xN4TFdQndXIzhcDcn3rjet6z1lkVgf1C9Z4uexuREQMsrHIan9F02z1NhLb3z2d5Lu0UUmDzbg+U7MDg7EdKo13hXWSzu1Vh0x5T+1Npq19yDlu5lI6FXI/pWkJSi+Dk8ilWFj40fWdBthZX88EdrMSPHFusbyr3XAA9dyOxx3NUziHVZb1beN5GezEatbowAULj1HU5yD860i2vJxo0c9nq93bzyQhsvcc+Gx6N86zbXeJOILuV4NR1SWYKcfpUA/PYV1+85PX+nDXRXDr8AfOq/ACKbdgQa8u7MSWOc96aZt6emoX4euhFLJExAVhzb+opUKgDPKAhwfWlSAcvQPFc4qP8IpUqks9AkYwTTwkfmj87bHbelSq0QaBw5e3X5dR+Zmxj/cNMajI519nLtzMoLNncnHeuUqys6N6uySlxOY2BmkPX4jQPUmZiOYk5ds5P0rtKuddnVIGjaTHavUjMBsx6jvXaVbLsykFdbkkRSqOyqNgAcACq9qX+VEe+TvSpVujkkDT3ryKVKkwRNsFHiE4Gcda7SpUhn/2Q==
| 16 |
AI regulation employment
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2025-06-17 14:03:10
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AI in Job Postings: What Employers in Canada Need to Know
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https://natlawreview.com/article/ai-job-postings-what-employers-canada-need-know
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Employers in Canada may also want to consider their use of AI tools in conjunction with human rights legislation to ensure that their...
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AI in Job Postings: What Employers in Canada Need to Know
by Erin Schachter of Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Wednesday, May 21, 2025
Artificial intelligence (AI) is rapidly changing the hiring landscape. Whether scanning resumes with machine learning tools or ranking candidates based on predictive models, employers in Canada may now want to ensure transparency when using AI during recruitment. This is no longer just a best practice—it is increasingly being reflected in legislative requirements.
Quick Hits:
* In Ontario, if AI is used to screen, assess, or select applicants, a disclosure may be required directly in the job posting.
* Employers with fewer than twenty-five employees are exempt from Ontario’s requirement.
* In Quebec, if a decision is made exclusively through automated processing (such as AI), employers need to inform the individual and offer a mechanism for human review.
* Across Canada, privacy laws (Quebec, Alberta, British Columbia, and federally under PIPEDA) suggest that individuals be informed about the purposes for collecting their personal data and openness requirements, which suggests disclosing AI use.
* In Quebec, individuals also have the right to know what personal data was used, the key factors behind an automated decision, and to request corrections.
With the coming into force of Ontario’s Working for Workers Four Act, 2024 and the coming into force of Quebec’s Act to Modernize Legislative Provisions as Regards the Protection of Personal Information, which began in 2022, alongside longstanding privacy obligations in Alberta, British Columbia, and under federal law, the Personal Information Protection and Electronic Documents Act, employers may want to carefully review how AI is used in job postings and the broader hiring process.
Quebec—Regulatory Context
Quebec’s Act Respecting the Protection of Personal Information in the Private Sector was significantly amended and is now in force. These provisions apply to all private sector organizations collecting, using, or disclosing personal information in Quebec. This includes employers hiring employees located in Quebec, regardless of where the employer is based, as long as they are considered to be doing business in Quebec.
Section 12.1 provides that any individual whose personal information is the subject of a decision made exclusively through automated processing may be informed of the decision, the main factors and parameters that led to it, and of their right to have the decision reviewed by a person. As such, employers may want to ensure that systems that are used for any automated decision-making in Quebec are explainable so that if they receive a request on the factors and parameters that led to the decision they are able to provide this information.
Although the law is not specific about how such a request must be made, we ...[TRUNCATED]
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4 weeks ago
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The National Law Review
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| 17 |
AI regulation employment
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2025-06-17 14:03:10
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AI on the Job: How to Stay Ahead of Employment and Data Privacy Risks
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https://www.jdsupra.com/legalnews/ai-on-the-job-how-to-stay-ahead-of-empl-58872/
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AI is transforming the workplace—but regulation is racing to catch up. Organizations must now juggle complex risks at the intersection of...
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June 3, 2025
# AI on the Job: How to Stay Ahead of Employment and Data Privacy Risks
Christine Hogan, Ashley Orler, Ryan Steidl
Constangy, Brooks, Smith & Prophete, LLP
AI is transforming the workplace—but regulation is racing to catch up. Organizations must now juggle complex risks at the intersection of hiring, workplace decision-making, employment law, and data privacy. Are you ready?
Join Constangy’s AI Practice Group co-chairs Christine Hogan, Ashley Orler and Ryan Steidl for an insider’s look at how today’s shifting AI landscape is creating new legal challenges—and what you can do now to stay ahead.
We’ll explore how the evolution of data privacy laws offers a blueprint for AI regulation, what recent and proposed laws say about using AI in employment contexts, and how organizations can start building an AI governance framework that’s both compliant and resilient. Whether you’re shaping HR strategy or safeguarding employee data, this session will give you the tools to navigate AI’s legal frontier with confidence.
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2 weeks ago
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JD Supra
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| 18 |
AI regulation employment
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2025-06-17 14:03:10
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States Ring in the New Year with Proposed AI Legislation
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https://natlawreview.com/article/states-ring-new-year-proposed-ai-legislation
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Stay updated on proposed AI regulations impacting hiring and employment practices in several states. Learn how to ensure compliance and...
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States Ring in the New Year with Proposed AI Legislation
by: Adam S. Forman, Greta Ravitsky, Elizabeth S. Torkelsen, Jennifer Stefanick Barna of Epstein Becker & Green, P.C.
Tuesday, January 21, 2025
As we enter 2025, the rapid growth of artificial intelligence (AI) presents both transformative opportunities and pressing legal challenges, particularly in the workplace.
Employers must navigate an increasingly complex regulatory landscape to ensure compliance and avoid liability. With several states proposing AI regulations that would impact hiring practices and other employment decisions, it is critical for employers to stay ahead of these developments.
### New York
New York’s proposed legislation, which if passed would become effective January 1, 2025, would require employers to conduct an impact assessment prior to using AI in making employment decisions.
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4 months ago
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The National Law Review
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AI regulation employment
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2025-06-17 14:03:10
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Regulating Artificial Intelligence in Employment Decision-Making: What’s on the Horizon for 2025
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https://natlawreview.com/article/regulating-artificial-intelligence-employment-decision-making-whats-horizon-2025
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2024 saw a surge in AI-related employment laws. Learn about new state regulations like Colorado's AI Act and Texas' proposed TRAIGA,...
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Regulating Artificial Intelligence in Employment Decision-Making: What’s on the Horizon for 2025
by: Michael F. Ryan of Foley & Lardner LLP
Monday, December 23, 2024
Employment law in 2024 could aptly be summarized as the “Year of Artificial Intelligence Legislation.” Indeed, all but five states introduced new artificial intelligence (AI) legislation in 2024, with four of the five outliers simply not having 2024 legislative sessions. Texas was one such outlier state but is poised to join the majority when its legislature reconvenes in January 2025 and considers recently proposed legislation known as the Texas Responsible AI Governance Act (TRAIGA). As we transition into the new year, employers — particularly those operating in multiple states — need to be aware of current and proposed AI-related legislation in their jurisdictions to ensure they remain in compliance with the ever-evolving AI regulatory landscape.
AI regulation is a frequent topic of this blog because, even though there is no comprehensive federal legislation on the topic, the Equal Employment Opportunity Commission (EEOC) and the Department of Labor (DOL) have issued guidance documents and are strongly focused on ensuring human oversight of responsible AI utilization. Valid concerns abound, particularly in the use of AI tools for human resources decision-making, ranging from data privacy and algorithmic discrimination to job security and transparency.
A patchwork of state regulations of varying complexity have currently been implemented or are anticipated to come online soon. One of the most robust and talked about examples of AI regulation enacted in 2024 was the Colorado Artificial Intelligence Act (CAIA), heralded as among the first in the world to define and comprehensively regulate “high-risk artificial intelligence systems”. Under the CAIA, employers deploying such AI tools must use “reasonable care” to protect employees from algorithmic discrimination, including a requirement to develop a risk management policy to mitigate potential bias as well as conduct annual impact assessments. Moreover, the CAIA includes a requirement similar to that required by the federal Fair Credit Reporting Act, where employers must provide notice and obtain consent from employees before utilizing AI in the decision-making process.
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5 months ago
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The National Law Review
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| 20 |
AI regulation employment
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2025-06-17 14:03:10
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The right refuses to take AI seriously
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https://www.vox.com/future-perfect/416339/ai-openai-automation-big-beautiful-reconciliation-trump
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Republicans are gutting the safety net as job-killing mass automation looms.
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The right refuses to take AI seriously
by Dylan Matthews
Jun 11, 2025, 12:30 PM UTC
Republicans are gutting the safety net as job-killing mass automation looms.
I’m writing this on a plane back to Washington, DC, from a conference in the Bay Area, the land of tomorrow. While the conference wasn’t about AI, this is the Bay Area, and thus roughly 90 percent of conversations were about AI.
It is hard to overstate the scale of the gap between the cultures of the Bay Area and DC on this topic. AI has certainly become a real part of the policy conversation in DC, but only in quite technical, near-term, and not especially high-profile ways: How should we regulate deep fakes? How should we handle data centers’ increasing demands for energy? Should we require Nvidia processors to have a little component that can tell if the chip is physically in China to prevent Beijing from getting its hands on too many?
But if DC’s AI concerns are quotidian, the Bay Area’s are existential.
In Berkeley, or at least among the crowd I was talking to, the questions were more like: Are we ever going to be able to stop these machines from cheating on our attempts to evaluate us, from blackmailing us when we obstruct their goal, from actively working to avoid being shut down? (These are all real things that researchers have found leading-edge AI models can do.) If we don’t fix these problems, will we survive the next 10 years?
There’s one section of the bill that’s directly about AI, which is the proposed moratorium on most state-level attempts to regulate AI for the next 10 years. Originally, this was an outright ban, but because of the limits on what reconciliation bills can do on non-budgetary matters — and attempting to regulate regulation is clearly non-budgetary — it now takes the form of a requirement that states abstain from regulation if they want to get broadband money.
The reconciliation bill takes a number of actions to lower the odds that data centers are fueled by clean sources. It of course slashes the generous subsidies the Inflation Reduction Act created to encourage clean energy, which can offset as much as 30 percent of the cost of a new power plant.
The nuclear industry, the clean source to which Republicans are usually friendliest, has warned that the cuts could seriously hurt them as well. The bill also takes a hatchet to the Loan Programs Office, an Energy Department tool for investing in clean energy that’s especially important for nuclear and geothermal.
But the big, big problem with the bill is its obsession with larding on more onerous, poorly administered, ineffective work requirements on programs like Medicaid and food stamps.
I thought these were bad policies before AI became a big deal, and I am happy to rant at length about why. They’re cruel, they do not lead people to work more, and for Medicaid in particular, even conservatives who normally like work requirements accept they’re totally ineffective.
But back up for just one second. Right now, the leaders of the world’s AI companies are declaring that within the decade, they will be able to fully automate a huge share of human labor. Maybe you think they’re out of their gourds and nothing remotely like that will happen. It’s possible. It’s also possible that even much, much less powerful AIs, like those available today, will eventually cause meaningful employment loss. We’re seeing some indications that’s already happening.
In a world where Uber and truck drivers are suddenly out of work due to no fault of their own, adding work requirements to food stamps and Medicaid is cruel. It won’t cause them to find work, at least in the near term; the work in their vocation is gone. Perhaps they should change occupations — but are we really confident their new job won’t be automated the same way? Do they not need some help as they transition?
Vice President JD Vance gave a speech in March where he reminisced about the steel plant in his Ohio hometown, saying, “it was the lifeblood of the town that I grew up in. When it went from 10,000 jobs to 2,000 jobs, the American working people started to get destroyed in the process. We can’t keep doing that.”
But his party’s budget bill does exactly that. It sees people whose livelihood might be destroyed imminently and actively takes support away from them. “We can’t keep doing that”? You’re doing that right now.
In a world of truly transformative AI, automating 10 or 20 or perhaps even 100 percent of human labor, work requirements go from cruel to some combination of cruel, bizarre, and silly. They’d be like if Congress were, today, to pass a dedicated law setting labor standards for horse-and-buggy drivers. Imagine telling folks in a world of transformative AI “you have to work to get food stamps.” Work? What work? Unemployment is 30 percent and rising, what are you even talking about?
David Sacks, a venture capitalist and one of Trump’s closest advisers on AI, has generally been dismissive about the potential of AI to threaten jobs. But even he conceded on a recent episode of his All In podcast, “If there is widespread job disruption, then obviously the government’s going to have to react and we’re going to be in a very different societal order.”
At the same time, on X, he’s declaring, “The future of AI has become a Rorschach test where everyone sees what they want. The Left envisions a post-economic order in which people stop working and instead receive government benefits. In other words, everyone on welfare. This is their fantasy; it’s not going to happen.”
Fine, you don’t want that. But AI will certainly displace many jobs if not eliminate them, and Sacks himself admits you need massive government intervention in that case. I don’t have a clear idea what that intervention would ideally look like; we know so little about how this technology is going to diffuse through society, how fast it will improve, and what this means for jobs. It’s an area that needs far more attention, from AI companies, governments, and civil society.
But I feel confident on one point. AI is going to make some employment more precarious. Occupations will be threatened. People will lose their jobs. The questions are how many of them will, and whether and how quickly they’ll get new ones.
Given all that, adding new work requirements to safety net programs isn’t just cruel or unwise. It’s a sign that this administration, and its tech advisers like Sacks, do not take the future of AI seriously at all.
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6 days ago
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Vox
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| 22 |
AI regulation employment
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2025-06-17 14:03:10
| null |
Risk Management in the Modern Era of Workplace Generative AI
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https://www.mwe.com/insights/risk-management-in-the-modern-era-of-workplace-generative-ai/
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Explore the legal and practical considerations for HR teams when integrating generative AI in recruitment and workforce management...
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# Risk Management in the Modern Era of Workplace Generative AI
May 8, 2025
Marjorie C. Soto Garcia, Brian Casillas, Rebecca L. Richard
## Overview
Generative artificial intelligence (GenAI) is becoming more prevalent in the workplace, including as a tool for human resources (HR) leaders to use in their employment practices. At the same time, close to a dozen states have enacted (or are considering) legislation regulating the use of GenAI in employment practices. Companies’ legal, HR, and IT teams should work together to review the technology they are deploying in the workplace for legal compliance with employment, privacy, and AI laws at the federal and state levels.
Using these burgeoning technologies without understanding how their algorithms work and the data they rely on to produce certain outputs can expose employers to potential class actions based on privacy, AI regulations, and employment claims – specifically, alleged disparate impact discrimination and wage and hour infractions. This article examines areas of focus for employers, recent legal developments governing the use of GenAI in the workplace, potential approaches to compliance, and next steps to avoid legal risks.
## In Depth
### Generative AI at a Glance
AI can primarily be classified into two categories: “predictive” and/or “generative.” Predictive AI performs statistical analysis to predict an outcome. GenAI, while similarly premised on predictive elements, creates something completely new.
For purposes of this article, most AI programs contemplated for deployment in human resources and workforce management today rely on large language models (LLMs). A subset of generative AI, LLMs are learning models that are pretrained on vast amounts of data sources from a myriad of places, including the World Wide Web. LLMs take text inputs, analyze them, and provide an output based on the pretrained model. LLMs undergo a learning process, also known as “supervised learning,” which is a category of machine learning that utilizes pre-labeled datasets to train the AI to recognize patterns and predict outcomes.
To illustrate, a company might be contemplating a software system to significantly streamline human capital spent on reviewing and selecting candidates to interview for an open role from thousands of resume submissions. By using GenAI, the company may be able to sift through thousands of resumes in seconds based on criteria specified by the company. The desired outcome (i.e., selection of only candidates with a certain skillset or expertise) is called the “target.”
In a growing movement to maximize efficiencies in HR management, many companies are considering and utilizing GenAI for at least one or more purposes, such as:
* Recruitment (i.e., Greenhouse, Workable)
* Workforce management (i.e., Workday, BambooHR)
* Performance management (i.e., Talent Signal by Rippling)
* Payroll (i.e., Rippling, Gusto).
However, the vast universe of data an LLM might rely on – one of its key advantages – can also lead to pitfalls when not properly controlled. For instance, the LLM might predict or output a nonsensical or wholly inaccurate response (i.e., a “hallucination”).
For this reason, it is crucial to leverage GenAI not to make decisions in employment but, rather, as a tool to create efficiencies in human-led processes. More than ever, companies need to learn from their developers and vendors precisely how the supervised learning phase of a contemplated technology works and if diverse datasets are used to train the model that would increase the fidelity of the outcome.
### Legal Landscape
Given the relative novelty of GenAI and LLM models, over the past few years state legislators have sought to place parameters on the development and use of these technologies. The parameters focus on addressing bias, imposing obligations on employers to self-audit the GenAI technologies they are implementing, and providing job applicants and employees with greater transparency by requiring notice of the use of GenAI in job application and workplace management processes. The following are a few notable examples:
* **Colorado: Senate Bill 205 (eff. 2026).** Colorado has enacted the most comprehensive legislation in the United States to date by requiring (1) notice to job applicants if AI assisted in an adverse decision and (2) an opportunity for applicants to challenge the decision and seek human review of their application. The state attorney general recently made a statement that the goal of the legislation is to target “flagrant” violations.
* **Illinois: House Bill (HB) 3773 (eff. 2024).** Employers who analyze video interviews using AI must (1) notify each employee in advance, (2) explain how AI works and what characteristics it is evaluating, and (3) obtain the applicant’s consent. Employers who rely solely upon AI analysis must also collect and report the race and ethnicity of job applicants to the Illinois Department of Commerce and Economic Opportunity. HB 3773 also amends the Illinois Human Rights Act (IHRA) to prohibit employers from using AI in a way that causes a discriminatory effect for any protected class under the IHRA.
* There are also several similar pending bills in California, Connecticut, Massachusetts, New Jersey, New York, Vermont, and Utah.
* The California Civil Rights Department has proposed regulations that, if approved, would go into effect either July 1, 2025, or October 1, 2025, and would advise that the absence of anti-bias testing of any automated decision-making system constitutes relevant evidence in discrimination claims, among other things. Presumably, this guidance will be leveraged to support future disparate impact discrimination claims against businesses using automated processes in workplace management.
At the same time, the Trump administration is moving toward governmental deregulation of AI development and, accordingly, issued Executive Order (EO) 14179, Removing Barriers to American Leadership in Artificial Intelligence, on January 23, 2025. The EO encourages the development of AI systems that are “free from ideological bias or engineered social agendas” and revokes certain Biden administration AI policies (EO 14110, published October 20, 2023) to promote US global leadership in AI development. Although EO 14179 is largely directed at governmental agencies, it nevertheless signals the Trump administration’s position as favorable toward the use and development of AI.
Courts are also seeing their fair share of activity in the GenAI workplace landscape. For instance, in _Mobley v. Workday, Inc._, 740 F. Supp. 3d 796 (N.D. Cal. 2024), a job applicant filed a class action against Workday alleging that Workday’s AI-driven applicant screening tools discriminated against him on the basis of his race, age, and disability. Mobley further alleged that he submitted more than 100 job applications to different employers who utilized Workday’s software (candidate skills match) and was rejected by each one. His theory of liability is that Workday’s algorithms led to disparate impact discrimination. The court denied Workday’s bid to get the case dismissed and is presently considering arguments to conditionally certify a class action. The court recently noted that “people were getting rejected ‘across the board’ from jobs for which they were generally qualified” and that the one common component was Workday’s machine learning job recommendations. The court hinted that if Workday was “creating what is effectively a common test, it is the common question . . .”
### Next Steps
Given the potential risks and landmines associated with implementing GenAI technologies in HR and workplace management processes, companies should carefully vet and address the following issues when implementing GenAI-based HR and employment management software:
* **Comply with notice requirements.** Although only a handful of states have passed employment-specific regulations on AI, more are soon to follow. These laws generally have a few principles in common, including obligations on users to alert applicants about the AI system in use, what the AI system is looking for, and how the business is using this data.
* **Maintain records and implement strict privacy safeguards.** Because AI systems rely on large volumes of applicant data, implement strong data security measures to protect against security breaches and protect applicants’ sensitive personal information.
* **Preview AI results to assess the existence of potential bias.** Conduct privileged internal review of the AI software being used to determine if a bias has developed and, if so, promptly remove it from the system. This includes review of inputs, how the technology undergoes the supervised learning process, and defined targets.
* **Understand from AI vendors how their systems process data.** Find out how the AI technology being contemplated or used creates criteria, controls, and final decisions. For example, if your company is working with a GenAI vendor to screen resumes, either work with the vendor to tailor the program so that it broadly and widely captures candidates or provide broad terms for skills matching to cast a wide net and provide (in writing, perhaps on the job posting itself) a mechanism for those who believe they are qualified but do not receive a follow-up an alternative method for submission.
* **Collaborate with counsel to review vendor contracts.** Review how a vendor might want to collaborate to combat potential issues that arise when implementing their AI technology.
* **Develop proprietary AI.** If business considerations permit, develop in-house AI tools to ensure compliance with federal, state, and local laws and to tailor its usage to business needs.
* **Provide training on the AI system to staff involved in the hiring procedures.** Ensure that your staff knows what to look for when implementing AI systems and train them on how to explain the AI systems to applicants that ask about the process.
* **Allow individuals with disabilities to request reasonable accommodations.** If implementing technology that could disparately impact individuals with disabilities, provide another easy to access option to those who request accommodations.
* **Engage meaningfully with the workforce.** Increasing technology, concerns about job loss, and highly publicized concerns about AI may cause unrest, which could lead to decreased morale. Take time to gauge workplace sentiments pertaining to AI and, when business needs allow, address employee concerns.
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1 month ago
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McDermott Will & Emery
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data:image/jpeg;base64,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
| 23 |
AI regulation employment
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2025-06-17 14:03:10
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AI Regulation: California Lawmaker Proposes 'No Robo Bosses' Act
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https://www.shrm.org/topics-tools/employment-law-compliance/ai-regulation-california-lawmaker-proposes-no-robo-bosses
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Stay informed on California's AI legislative proposals SB 7 and AB 1018. Discover how they might impact workplace AI governance and...
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California Lawmaker Proposes 'No AI' Bill to Regulate Workplace Technology
A California lawmaker has introduced a bill that would regulate the use of artificial intelligence in the workplace, including a provision that would allow employees to opt out of being managed by AI systems.
The bill, which is still in its early stages, aims to address concerns about the impact of AI on workers and the need for transparency and accountability in the use of AI systems in the workplace.
The proposed legislation would require employers to disclose the use of AI systems in the workplace and provide employees with the option to opt out of being managed by AI.
It would also establish guidelines for the development and deployment of AI systems in the workplace, including requirements for transparency, explainability, and human oversight.
The bill's sponsor, Assemblymember Ash Kalra, said the goal of the legislation is to ensure that AI systems are used in a way that complements human workers, rather than replacing them.
"As AI technology continues to advance, it's imperative that we prioritize transparency, accountability, and worker protections," Kalra said.
The proposed legislation has been welcomed by labor unions and worker advocacy groups, who have raised concerns about the impact of AI on job security and working conditions.
However, business groups have expressed concerns about the potential costs and regulatory burdens of the proposed legislation.
The bill is still in its early stages, and it's unclear whether it will pass into law.
But it reflects a growing recognition of the need for policymakers to address the impact of AI on workers and the workplace.
As AI technology continues to advance, it's likely that we'll see more proposals like this one aimed at regulating its use and mitigating its negative consequences.
In the meantime, employers should be aware of the potential risks and benefits of using AI systems in the workplace and take steps to ensure that they are used in a way that is transparent, accountable, and respectful of worker rights.
This includes providing employees with clear information about the use of AI systems, ensuring that AI systems are designed and deployed in a way that complements human workers, and establishing procedures for addressing concerns or problems related to AI.
By taking a proactive and responsible approach to the use of AI, employers can help to ensure that the benefits of this technology are shared by all, while minimizing its negative consequences.
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2 months ago
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SHRM
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| 24 |
AI regulation employment
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2025-06-17 14:03:10
| null |
The “No Robo Bosses” Act (SB 7): How California’s New Bill Targeted at AI Could Impact the Workplace
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https://www.callaborlaw.com/entry/the-no-robo-bosses-act-sb-7-how-californias-new-bill-targeted-at-ai-could-impact-the-workplace
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The newly introduced “No Robo Bosses Act” seeks to regulate the use of AI in the workplace and prevent automated decision-making processes...
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Mar 18, 2025
The “No Robo Bosses” Act (SB 7): How California’s New Bill Targeted at AI Could Impact the Workplace
By: Renate B. Fessler
The newly introduced “No Robo Bosses Act” seeks to regulate the use of AI in the workplace and prevent automated decision-making processes in employment decisions. For employers, understanding the implications of this bill is essential to maintaining compliance and minimizing legal risks, especially as AI becomes increasingly integrated into workplace practices. If enacted, SB 7 would have an immediate impact on employers using AI for workforce management.
California State Sen. Jerry McNerney, who introduced the bill, helped set federal AI policy while he previously served in Congress, where he co-founded the Artificial Intelligence Caucus and authored the AI in Government Act. “Businesses are increasingly using AI to boost efficiency and productivity in the workplace. But there are currently no safeguards to prevent machines from unjustly or illegally impacting workers’ livelihoods and working conditions,” Sen. McNerney said. However, we noted that the California Civil Rights Division is currently considering similar regulations regarding automated decision-making systems (“ADS”). See our prior blog and the status of proposed regulations.
The bill seeks to stop California employers from relying solely on ADS for critical workplace decisions—like hirings, terminations, disciplinary actions, and promotions. Under SB 7, “worker” means any person who is a job applicant to, an employee of, or an independent contractor providing service to, or through, a business or a state or local governmental entity in any workplace. Therefore, it would apply to job applicants and independent contractors, not just employees.
The bill defines an ADS as any computational process that uses machine learning, statistical modeling, data analytics, or artificial intelligence to produce simplified outputs—such as a score, classification, or recommendation—that assist or replace human decision-making and materially impact individuals. However, common workplace technologies were omitted from the definition, such as spam email filters, firewalls, antivirus software, and identity management tools.
In terms of enforcement, SB 7 would prohibit an employer from discharging, threatening to discharge, demoting, suspending, or in any manner discriminating or retaliating against any worker for taking certain actions asserting their rights under this Act. In addition, it would require the Labor Commissioner to enforce its provisions and would authorize a public prosecutor or any worker who has suffered a violation or their representative to bring a civil action.
If the bill is signed into legislation, California employers would need to take steps to ensure compliance in several ways, including but not limited to:
1. **Human Oversight Requirement**: Employers would need to ensure that any employment decision influenced by AI also passes through meaningful human review. AI cannot be the sole source of employment-related decisions under SB 7.
2. **Transparency**: Employers would be required to notify employees, in writing, when AI tools are being used in decision-making processes. The bill would further require the employer to maintain a list of all ADS currently in use and would require the notice to include the updated list. This could necessitate revising employee handbooks and updating onboarding procedures to include AI usage disclosures.
3. **Data Privacy**: Employers must ensure that data used in AI-decision making is handled responsibly and securely.
4. **Predictive Behavior Analysis**: If AI-driven decisions result in disparate impacts on protected classes, employers could face discrimination claims. Implementing robust auditing processes of ADS and conducting regular bias testing will be essential to mitigate this risk.
5. **An ADS cannot obtain or infer information about an employee’s immigration status, ancestral history, health history, credit history, or other statuses protected by state law**: Employers would need to implement protections in their ADS in this regard.
6. **Enhanced Training for Employees**: Employers may consider additional specific training on AI and provide procedures to oversee AI-driven decisions.
7. **Appeals**: Employees would have opportunity for appealing decisions made by an ADS. Employers would need to work on an appeals process.
As AI continues to gain traction across industries to improve efficiencies and reduce costs, it is important for California employers to proactively assess their current practices and implement safeguards if they use AI in employment decisions. CDF will monitor the status of the “No Robo Bosses” bill as it moves through the California legislative system.
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2 months ago
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CA Labor Law blog
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| 25 |
AI regulation employment
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2025-06-17 14:03:10
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New Illinois Labor and Employment–Related Laws Cover E-Verify, ‘Captive Audience Meetings,’ Noncompetition, AI, and More
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https://ogletree.com/insights-resources/blog-posts/new-illinois-labor-and-employment-related-laws-cover-e-verify-captive-audience-meetings-noncompetition-ai-and-more/
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The following article summarizes important legal advancements in Illinois that every employer won't want to miss.
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New Illinois Labor and Employment-Related Laws Cover E-Verify, Captive Audience Meetings, Noncompetition, AI, and More
By: DevonWake
Publication Date: February 6, 2023
The new year has brought a multitude of new labor and employment laws in Illinois. Here are some of the most significant changes that took effect on January 1, 2023.
...[TRUNCATED]
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2 months ago
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Ogletree
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| 26 |
AI regulation employment
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2025-06-17 14:03:10
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Regulations to Ban Discriminatory AI Systems in California Move Ahead
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https://www.shrm.org/topics-tools/employment-law-compliance/regulations-to-ban-discriminatory-ai-systems-california
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Understand California's proposed regulations limiting employers' use of AI hiring tools, intended to prevent bias and ensure fair employment...
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Regulations to Ban Discriminatory AI Systems in California
Subhead: California Takes Step to Protect Workers and Job Applicants from Bias in AI Hiring
Authors: Allen Smith, JD
Publication Date: March 10, 2024
Main Text:
California has enacted a law that will ban the use of discriminatory artificial intelligence (AI) systems in hiring and employment decisions, effective July 1, 2024.
The law applies to employers with 15 or more employees and includes provisions that define automated decision systems and require notices to applicants.
Employers should review their hiring processes to ensure compliance with the new law and consider alternative methods of assessing applicants.
The use of AI systems has become increasingly prevalent in hiring, but concerns about bias have led to calls for stricter regulation.
California's new law aims to address these concerns by holding employers accountable for ensuring their AI systems do not discriminate against applicants.
Further guidance from the state is expected, and employers should be prepared to adapt to any changes or updates to the law.
Note: Unfortunately, the raw text does not contain the full content of the article; therefore, the above main text content may not be complete.
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1 month ago
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SHRM
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| 27 |
AI regulation employment
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2025-06-17 14:03:10
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Top 10 Labor, Employment, and OSHA Trends for 2025
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https://natlawreview.com/article/top-10-labor-employment-and-osha-trends-2025
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Artificial intelligence regulations, National Labor Relations Board restructuring, noncompete rules & evolving paid leave laws shape 2025's...
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Top 10 Labor, Employment, and OSHA Trends for 2025
by: Nancy J. Puleo, Robert K. Carrol, Berin S. Romagnolo, Alexandra M. Romero, Kelly K. Ballentine, and Lauren C. Schaefer of ArentFox Schiff LLP
Thursday, May 22 is not the publication date, the correct date is
June 17, 2025
#### Related Practices & Jurisdictions
* Artificial Intelligence
* Labor Employment
* Civil Rights
* Immigration
* Administrative Regulatory
* All Federal
* D.C. Circuit (incl. bankruptcy)
Top 10 Labor, Employment, and OSHA Trends for 2025
by: Nancy J. Puleo, Robert K. Carrol, Berin S. Romagnolo, Alexandra M. Romero, Kelly K. Ballentine, and Lauren C. Schaefer of ArentFox Schiff LLP
June 17, 2025
#### Related Practices & Jurisdictions
* Artificial Intelligence
* Labor Employment
* Civil Rights
* Immigration
* Administrative Regulatory
* All Federal
* D.C. Circuit (incl. bankruptcy)
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4 weeks ago
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The National Law Review
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data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAHgAAABECAMAAAB9AgE2AAABEVBMVEX+/P0GMlX///8RSmcRZJD/r2hOncsAL1NUn8z2+ftKmsqCttddo875+fvx9vlZoc08lMdnqNHi7fSxz+TQ4u6exd9yrdPF2uoAhcCNu9p6sdXp8faWwNy41OcpjsTa6PIAQWcOQ2H+qFj99/LhoWcAI1QAKlT/tm0AIk0AHUoAYJD738b/8+b/vXv/nEN7ZF79zaZ7b2kPWYNMSVn+wpBNWmb85tUAHVO/jWP917qQb1mTgXVzZ2xic4hHVnF3g5U1Q2Hf4eTBxs6LkqCutb4AFEQAe7sACUMASHovcp2ftsxvjaJIco5+hoyjkoXFn4TSpX+yjHDAubNsd4AjK0eLg4DWn23nn1mpfl0zUGb/mTDPdji/AAAKJUlEQVRogb2ZC3sTNxaGJwqRNZI8kuaiuWsSB+JAA6XZNAXapdALbXe3u8teCuX//5D9NGPHF+zYzwJVnsexPRq9OkffOToaB3fm7Xh04Nvo8+nR0CaPT4MPa6ePJ8NQ0y8OD9ZaMOdeDtyD0Z9m2KtT8oHcICCnVwP6y3XuAnzzzWiw+Jp8ONejrx8CPT0ZbQMf31z56u5HMndGDuDvu/e2WXy5mNG9J0dHTz8WtkdfT59sBS8MPjh7Nr3+mFyQL77+cQt4yeCD828+mptvyOGf728GL31x9jz62FyQybfr5GDd0c8/jprfQ6+Tg1VHn734NNz3ycGKo89efAI/z8nPzxag0SXAx4uPBy8/GTcg9Ysbz46O7wTLC3z+3afjgvzdwtl37gRL3Pvff0quX+bzGekS4AV39Hy89Ray+n/14q2wpaskGpwNRwO8WPD7/QKP+xYEYTT0jiC3KK4JRiB1V98M5/uSGq+kIySMhjn3Nw0DkAFZp/5WMnwiP/w45y6Bz7/1o2SOO06LnBQ695/TVy7snOJOxIQYnvSjkVRSERGSMXwMeUuY6y/Ur4o4KLjWtBBt2fr7VZGUpSiFyPs7e5PvrIF9JJGWc2m5SYmjjf+cOBrWzFDGXEdK3Y9PUiZLo0nqeBeQnPHOUOE754XqxpRyI3mGQeAFYkwmFVN0mLI3eXS5Cj7vlUUSLqWRBhazyo8lOItiLo3hVpKKZ75TVLrKMJqFDBMhFTMRk9p3brhMA62sZLaplO6wIEJmSkrG6MxXo8HRS+CfohlYWGNlGnJuIu8qa+KY2rKkhnelznqvGMxOWR2WUhKiXRZKqkNcwJ15QPFqbGMpLQGudMkYM7y/E12+P7uzCj77drjQGhOFYURibnVMgrGWVVdL2ZFcs6ShPVgYm8RW6jTlus61iyOMnEKDRlZ5wFQXQpEwm9feY0ncWdPGgyzJy5/XwD8NuYMk0vaWx0xCNKRjGCuueIzVomXDPDimJoOQNW3glrxxNqy58a6MlazasXG91o1hfgAB2YUlz+dRRX5ZBY/Ohyskd2LQj1JQl5+HaWsuIaLMlI13GEm1wfQJnE8ss5Q1JJYK6oLMrM3GnHvjYCqXCsKHqkLhFuC/PFgBn8+SFml11Udd7qTCOyErntRUweLENKUXF97YXsLShol2mqakc4ZhtRtj0UHrPnINNAV5VRJgiz5zcLcGnmVpjGqyLOswAWl4PRYlZ2VtVectLBvpwaXpV7qzrA4LqjSBD5gtQiKEYtVYyibLEh9HxpQQF8CG3lgckDXw/OvWaM51iwkIo7uICoRQZDH1muskY16oGW/7bGFhmtHQLoyvLE8jK4QuQ8OppgyhlQtFQ4vVCa1LF+C/PlgCj57Pk3GrOdyXk0Q18FJqNOKr5ixLmOWxKBIfmnQAMxOTrJdgq2Be1hmZcUmQuJy23tRO87x0LQkVXwL/sAyeL3EPdtpbrLOMiZaL3JUxZ1yWtCJCNd7Vg0ZrSWNEHY364G9ZBW2ljhJNMYAhBkRKTWkz7+ol8MvlzHX/uxuwUsitKWlckjoLTeZcxFJTmyFgGj6Ak36NJVwdSe4TvM6gLywEbERCF02Z9Xm9kYZ6MEJ+Ab5YXuOzlwuLRa/qimYxkgdPc1VhONPwEk7WHpzNErPjEYm47iOrJE4J3sacw9VRPwAs7iQr4b2wWrI4uPjbAjw6qOfgRA9xLIo2YrZiUapMx5VocnzZ52qSU+7zY6Ml9kXnvA+QJbQVNK6VDjXvE4gEMagYcjXEpReqDsivDxbgF/MS4MZiioWsBOIhpSxVGKvPlZAospnrteIU9Fy/kj5LAVKicw1qxHkfxxID+BjxcWzcMvjvy2CyAFd527a1ph3JSowdVxK7YJ9psRGVuIjFlRHWG+ImtYarAwNIkhnhndohp6NTbL3FY0aR3kNOl8H/2AxmEpFc5Ayhm0vTkNroVCJz+YuNotbpFk6msqgY9oBYFSQILcBYkso7NcWuqrSuKtb6RShkA3HJdjcY2yHlLnXYmzoqcy+flNMBLLgx1CWIa+mExX6NLA1wRKHaiEL22KFzDMCoy4S3mHScl/DDyhr/cyM4cdhqOU9MgVgpkSKI4y12vv6i1ZYp5MDEcW5N3Q/sfA5DZkJaj8mYq0Rrizxayr4agsYxnarYDc6rxldIXaahNy85opouy6JhVojQsoRoEipNNxQjDaquxHSzelKUsUCXUiRpO3QIsRRZ0wWbwTfhFJB5C+cdw1mJuLjoC9U6nO0qffCNx8udyU2/xaCbwYsE8ge002Xw/R/+OPDFisXP9wIvuWztTEG2nDI2jHH9egl8cH+fZ2kkzubxSGKvc1LP1nYckyhLor3AT79eAf9rj/mi0pSzblFRdCSqfHnlLY0K5ivOvcBX/14Gn32+Fxjb7fAu1UgXNec4N7XtOKiRb/Se4Okvq+XtZ7vJJOdsBs6w4ZFIISPVGuVsh5ehutw5xsWbtYL+2V7gucWVRGYOLPaJDrWvLx+iPcFPnzxYAR/8Z7fJKJxn4FDhMBWiAMh8Md362qBWdC/w9L9r4Htv9wCrOZhW+lWNrTHDdiYy1DhZbfaxmFxM1o4wMHnnA0yISw0Hnc4w5ktRbkgjUIj54wbdx2Jy9duDdfD524sd5BuLSYtaBOeonCsiKlQLluWx2sNiGPzre+CD0dUucCqHOEZZWSYoYTvqiC2EjVC/1pXaA3x19OA9VyOWdzgbJUkx9Ch1kmqcEgseFqaSOFN2deV2gsn15OsN4IOzJ7c7m+TFYHGkWR5JWUeUd04ol+NQXevdrj49enN8ePk+ePTidmcjdHTfIQYwQHmF40LCjNZJRf3ZahcYjv7i5BDtcg0MZz++jewr6n7f7xSzhqOCs1zwShmBo3Isd7maPJ48OT6ctcsVMJx9WxrBJtGrGomKU8YrQUoteSaowkmi3pWryWeTu4eLtgoejd7cssx9+Pj/DeOUWmNIxiTLMtiPMnhHHIN79OXJNjCWebr9hwH/mKAvxyqtFTdcRTi+qySXangos4v7xfFWi/0ybydDXDIry7Y2RRqMaygs1ThE4FzMUHlWzW2r9HQyXeEeBoP1JycnB8Pj1HvPHm6bu9+dLMpmbIL+1GZoG7mqqDusd4eTxHZxEXI1mX6zwj0Mlt4P7K/ePtxiM8TFK4rDleP9czwclqgogpox1PIp5/E27sV0dX3XwTP0vSdbyD6BUMWr4ZEUgqvyz0BwNOLYImPKNltMyNOj6d3f17hrYI/228WWn7zqpMUfDmjDI4HEP1SOZi8kyTfP9vrhZPr68L22Dj48PAb52eTx5mfiwwlhdm2twt14g/859e6qrLaBvdHnn7+b7tok92jk9PGjd0evf9/A3QT25HtvHj16+oE/QZHg6eTdo8mXm7CbwSCf/XY0eTf57APQ0BSwjya/beZuBh+enL09Ojp65NH/J9Y7Gdij6est4P8BQr3qW8QglwsAAAAASUVORK5CYII=
| 28 |
AI regulation employment
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2025-06-17 14:03:10
| null |
Passage of Reintroduced California AI Bill Would Result In Onerous New Compliance Obligations For Covered Employers
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https://www.theemployerreport.com/2025/02/passage-of-reintroduced-california-ai-bill-would-result-in-onerous-new-compliance-obligations-for-covered-employers/
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Shortly after taking office, President Trump rescinded Biden's Executive Order on Safe, Secure, and Trustworthy Artificial Intelligence.
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Passage of Reintroduced California AI Bill Would Result In Onerous New Compliance Obligations For Covered Employers
By Amanda Cohen, Caroline Burnett, Bradford Newman, & Jonathan Tam on February 4, 2025
Shortly after taking office, President Trump rescinded Biden’s Executive Order on Safe, Secure, and Trustworthy Artificial Intelligence. Biden’s Executive Order sought to regulate the development, deployment, and governance of artificial intelligence within the US, identifying security, privacy and discrimination as particular areas of concern. Trump signed his own executive order titled “Removing Barriers to American Leadership in Artificial Intelligence,” directing his advisers to coordinate with the heads of federal agencies and departments, among others, to develop an “action plan” to “sustain and enhance America’s global AI dominance” within 180 days.
While we wait to see if and how the federal government intends to combat potential algorithmic discrimination and bias in artificial intelligence platforms and systems, a patchwork of state and local laws is emerging. Colorado’s AI Act will soon require developers and deployers of high-risk AI systems to protect against algorithmic discrimination. Similarly, New York City’s Local Law 144 imposes strict requirements on employers that use automated employment decision tools, and Illinois’ H.B. 3773 prohibits employers from using AI to engage in unlawful discrimination in recruitment and other employment decisions and requires employers to notify applicants and employees of the use of AI in employment decisions. While well-intentioned, these regulations come with substantial new, and sometimes vague, obligations for covered employers.
California is likely to add to the patchwork of AI regulation in 2025 in two significant ways. First, California Assemblymember Rebecca Bauer-Kahan, Chair of the Assembly Privacy and Consumer Protection Committee, plans to reintroduce a bill to protect against algorithmic discrimination by imposing extensive risk mitigation measures on covered entities. Second, the California Privacy Protection Agency’s ongoing rulemaking under the California Consumer Privacy Act will likely result in regulations restricting the use of automated decision-making technology by imposing requirements to mitigate algorithmic discrimination.
Even in the absence of new legislation expressly targeting algorithmic discrimination, existing federal anti-discrimination laws like Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and similar state and local laws, prohibit discrimination against individuals in the terms or conditions of employment based on their membership in one or more protected classes. These laws apply regardless of whether an employer’s recruiting and hiring tasks are performed by human employees or by AI-powered tools.
#### **Anticipated California Bill on Algorithmic Discrimination**
Assemblymember Bauer-Kahan recently signaled that in 2025 she intends to reintroduce legislation to protect against algorithmic discrimination. This will mark her third attempt regulate automated decision tools, following bills previously introduced in January 2023 and February 2024.
[Assembly Bill 2930](https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB2930) (introduced last February) sought to impose requirements on developers and deployers of automated decision systems that make or play a “substantial” role in making a “consequential decision.” In relevant part, the bill defined “consequential decision” has one that has a “legal, material, or similarly significant effect” on an individual’s employment with respect to pay or promotion, hiring or termination, or otherwise impacting material terms or conditions of employment. AB 2930 passed the California State Assembly and underwent several amendments in the Senate. Ultimately Bauer-Kahn pulled the legislation before it could reach Governor Newsom’s desk, so it was never subject to a vote prior to becoming inactive.
AB 2930 included requirements for developers and deployers of automated decision systems to provide workers or applicants with advance notice of AI use, to regularly perform detailed impact assessments on the systems, and to create robust governance programs to mitigate risks of algorithmic discrimination. It also obligated required deployers to give individuals opportunities to correct any incorrect personal data that the system processed in making or contributing to consequential decisions, and to accommodate opt-out requests.
It defined “algorithmic discrimination” broadly to mean “the condition in which an automated decision system contributes to unlawful discrimination, including differential treatment or impacts disfavoring people based on their actual or perceived race, color, ethnicity, sex, religion, age, national origin, limited English proficiency, disability, veteran status, genetic information, reproductive health, or any other classification protected by state or federal law.”
Bauer-Kahan says that the 2025 version of the bill will address a lack of clarity in some of the key definitions of AB 2930. One of the chief concerns of AB 2930 was how exactly HR professionals were to comply with some of its vague requirements. It remains to be seen if this next attempt is more practical.
Bauer-Kahan has also stated that the newest version will mainly rely on government enforcement. AB 2930 authorized the California Civil Rights Department to bring civil actions to enforce the act. We are waiting to see how the enforcement mechanism of the next anti-discrimination AI bill differs.
#### **CPPA’s Proposed ADMT and Risk Assessment Regulations**
In November 2024, the CPPA published [proposed regulations](https://cppa.ca.gov/regulations/pdf/ccpa_updates_cyber_risk_admt_ins_text.pdf) that would, if enacted in their current form, require covered businesses to conduct a risk assessment before using ADMT for a significant decision concerning a California resident or for extensive profiling. “ADMT” would mean any technology (including AI) that processes personal information and uses computation to execute a decision, replace human decision-making, or substantially facilitate human decision-making. A “significant decision” would mean, among others, a decision that results in access to, or the provision or denial of financial or lending services, housing, insurance, education enrollment or opportunity, criminal justice, employment or independent contracting opportunities or compensation, healthcare services, or essential goods or services. “Extensive profiling” would include profiling California residents in work and educational contexts, in public, or for behavioral advertising.
Businesses conducting risk assessments must weigh the benefits of the proposed activity against its risks, including whether and the extent to which the activity would involve “discrimination upon the basis of protected classes that would violate federal or state antidiscrimination law.” If a covered business determines that the proposed activity would involve unlawful discrimination, the business must refrain from the proposed activity until it can comply with applicable laws. If a business uses ADMT for a significant decision, for extensive profiling, or for certain ADMT training purposes concerning a California resident, the proposed regulations would impose various duties on the business, including giving California residents information about the proposed use and allowing them to opt-out of such use, subject to certain exceptions.
Even if a business does not use ADMT, the proposed regulations would require businesses that process “sensitive personal information,” outside of certain defined employment functions and CCPA-exempt activities, to conduct risk assessments and document how they mitigate unlawful discrimination. The CCPA’s definition of “sensitive personal information” overlaps with some protected classifications under human rights laws, such as racial origin, religious beliefs, and sexual orientation, and includes other data categories such as precise geolocation and social security numbers.
Notably, in the employment context, these proposed rules and regulations both overlap with, and create additional obligations not found in AB 2930. For example, both include onerous impact assessment requirements, whereas extensive obligations regarding the processing of sensitive personal data are only found in the proposed CCPA regulations.
#### **What Companies Should Do to Prepare**
Companies who deploy AI systems in the HR/employment space should not wait for enactment of algorithmic discrimination laws in California, since passage of some form of legislation is highly likely in 2025, and discrimination is independently unlawful. As a best practice, companies should – in a privileged setting led by the legal function – inventory and audit the AI systems they are developing or deploying, identify the systems that could result in different treatment of individuals based on protected classifications, and evaluate and mitigate the risks of unlawful discrimination. Examples of safeguards that can mitigate the risks of algorithmic discrimination include compiling balanced training datasets, adjusting algorithms to account for detected biases, performing thorough red-teaming and quality assurance testing, maintaining human oversight in the decision-making processes and leaving any final employment-related decisions to a human. Employers should prepare privileged advisory memoranda to account for and remedy compliance gaps and take action to improve risk assessment and transparency. Baker McKenzie’s cross-functional AI Group will continue to monitor developments in both legislative and regulatory arenas.
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4 months ago
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The Employer Report
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data:image/png;base64,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
| 29 |
AI regulation employment
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2025-06-17 14:03:10
| null |
AI Watch: Global regulatory tracker - United States
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https://www.whitecase.com/insight-our-thinking/ai-watch-global-regulatory-tracker-united-states
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The US relies on existing federal laws and guidelines to regulate AI but aims to introduce AI legislation and a federal regulation authority.
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## Article Content
### Headline
AI Watch: Global regulatory tracker
### Subhead
The global dash to regulate AI
### Author(s)
Not specified
### Publication Date
Not specified
### Main Text
Artificial intelligence (AI) has made enormous strides in recent years and has increasingly moved into the public consciousness. Increases in computational power, coupled with advances in machine learning, have fueled the rapid rise of AI. This has brought enormous opportunities, as new AI applications have given rise to new ways of doing business. It has also brought potential risks, from unintended impacts on individuals to the risk of misuse of AI by malicious third parties.
Governments and regulatory bodies around the world have had to act quickly to try to ensure that their regulatory frameworks do not become obsolete. In addition, international organizations such as the G7, the UN, the Council of Europe, and the OECD have responded to this technological shift by issuing their own AI frameworks. But they are all scrambling to stay abreast of technological developments, and already, there are signs that emerging efforts to regulate AI will struggle to keep pace.
Most jurisdictions have sought to strike a balance between encouraging AI innovation and investment, while at the same time attempting to create rules to protect against possible harms. However, jurisdictions around the world have taken substantially different approaches to achieving these goals, which has in turn increased the risk that businesses face from a fragmented and inconsistent AI regulatory environment.
Certain trends are becoming clearer at this stage:
1. **"AI" means different things in different jurisdictions**: One of the foundational challenges that any international business faces when designing an AI regulatory compliance strategy is figuring out what constitutes "AI." Unfortunately, the definition of AI varies from one jurisdiction to the next.
2. **Emerging AI regulations come in different forms**: The various emerging AI regulations have no consistent legal form – some are statutes, some are executive orders, some are expansions of existing regulatory frameworks, and so on.
3. **Emerging AI regulations have different conceptual approaches**: The next difficulty is the lack of a consistent conceptual approach among emerging AI regulations around the world – some are legally binding while others are not, some are sector-specific while others apply across all sectors, some will be enforced by regulators while others are merely guidelines or recommendations, and so on.
4. **Flexibility is a double-edged sword**: In an effort to create AI regulations that can adapt to technological advances that have not yet been anticipated, many jurisdictions have sought to include substantial flexibility in those regulations, either by using deliberately high-level wording and policies, or by allowing for future interpretation and application by courts and regulators.
5. **The overlap between AI regulation and other areas of law is complex**: A substantial number of laws that are not directly focused on AI nevertheless apply to AI by association within their respective spheres, meaning that any use of AI will often trigger compliance issues and legal challenges even where there is not (yet) any enforceable AI-specific law.
Businesses in almost all sectors need to keep a close eye on these developments to ensure that they are aware of the AI regulations and forthcoming trends, in order to identify new opportunities and new potential business risks. But even at this early stage, the inconsistent approaches each jurisdiction has taken to the core questions of how to regulate AI is clear. As a result, it appears that international businesses may face substantially different AI regulatory compliance challenges in different parts of the world. To that end, this AI Tracker is designed to provide businesses with an understanding of the state of play of AI regulations in the core markets in which they operate.
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2 months ago
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White & Case LLP
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data:image/jpeg;base64,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
| 30 |
AI regulation employment
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2025-06-17 14:03:10
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California Takes Steps to Regulate the Use of AI for "Significant Employment Decisions"
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https://calemploymentlawupdate.proskauer.com/2024/11/california-takes-steps-to-regulate-the-use-of-ai-for-significant-employment-decisions/
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The regulations would impose sweeping requirements on employers who rely on assistance from artificial intelligence (AI) tools in making “significant...
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California Takes Steps to Regulate the Use of AI for “Significant Employment Decisions”
By Jonathan Slowik, Jennifer McDermott & Guy Brenner on November 25, 2024
On November 8, 2024, the California Privacy Protection Agency (CPPA) voted 4-1 to proceed with formal rulemaking regarding automated decision-making technology (“ADMT”), which the draft regulations define as “any technology that processes personal information and uses computation to execute a decision, replace human decisionmaking, or substantially facilitate human decisionmaking.” If enacted, the regulations would impose sweeping requirements on employers who rely on assistance from artificial intelligence (AI) tools in making “significant employment decisions,” which the regulations define to include “[h]iring; [a]llocation or assignment of work; salaries, hourly or per-assignment compensation, incentive compensation such as bonuses, or other benefits [];[p]romotion; and [d]emotion, suspension, and termination.” The draft regulations take a similar approach to laws that have been enacted in New York and Colorado, in that they require certain disclosures and risk assessments, and require that employees and applicants be able to opt-out of being evaluated by AI in some contexts.
The key elements of the draft regulations include the following:
* **Pre-Use Notice** – Employers that use ADMT for significant employment decisions must inform “consumers”—which includes not only employees, but also independent contractors, and job applicants—about the employer’s use of ADMT, the consumer’s right to opt-out of ADMT, and the consumer’s right to access ADMT prior to the employer’s processing of any personal information.
* **Bias Review** – Employers that use physical or biological identification or profiling for a significant employment decision must conduct a bias review to ensure that the software does not discriminate based on “protected classes” (which is undefined in the current draft).
* **Opt-Out** – Employers “must provide consumers with the ability to opt-out of ADMT” for significant employment decisions. However, employers may deny an opt-out request for decisions regarding hiring, allocation of work, and compensation if the ADMT has “accuracy and nondiscrimination safeguards,” meaning the employer “has conducted an evaluation of” and “implemented policies, procedures, and training to ensure that the automated decisionmaking technology works as intended for the business’s proposed use and does not discriminate based upon protected classes.”
* **Cybersecurity Audits** –Employers that use ADMT for significant employment decisions must complete an annual cybersecurity audit to, among other things, “assess and document the effectiveness of” the employer’s cybersecurity program “in preventing unauthorized access, destruction, use, modification, or disclosure of personal information,” “[i]dentify and describe in detail the status of any gaps or weakness” in the employer’s cybersecurity program,” and “[d]ocument the business’s plan to address the gaps and weaknesses.”
* **Risk Assessments** – Employers that use ADMT for significant employment decisions must complete a risk assessment within “24 months from the effective date of the[] regulations,” and thereafter must complete a risk assessment “every calendar year” before initiating the processing of personal information “to determine whether the risks to consumers’ privacy from the processing of personal information outweigh the benefits to the consumer, the business, other stakeholders, and the public.”
Now that the CPPA has published its notice of proposed rulemaking, the public comment period begins. The CPPA requested that the standard 45-day public comment period be extended due to the holidays. Thus, comments will be due in early 2025, but no specific date has been set.
We will continue to monitor these developments.
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6 months ago
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California Employment Law Update
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data:image/jpeg;base64,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
| 31 |
AI regulation employment
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2025-06-17 14:03:10
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4 Biggest Employer Takeaways From California’s New AI Policy Report
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https://www.fisherphillips.com/en/news-insights/californias-new-ai-policy-report.html
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A high-profile AI policy report commissioned by California Governor Gavin Newsom has just set the stage for potential new AI regulation that could soon impact...
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# 4 Biggest Employer Takeaways From California’s New AI Policy Report
Insights
3.20.25
A high-profile AI policy report commissioned by California Governor Gavin Newsom has just set the stage for potential new AI regulation that could soon impact your hiring processes, workplace surveillance, and AI-fueled decision-making. While the March 18 draft report is open for feedback until April 8 and could be revised before finalization, its recommendations are already shaping legislative discussions, including a proposed AI safety bill (SB 53) that could introduce new AI-related compliance and disclosure obligations. AI regulation is soon coming to California, and employers must prepare for this new wave. What are the four biggest takeaways from this report and what should you do about them?
**4 Biggest AI Policy Proposals That Could Affect Employers**
You can read the entire 41-page report from the Joint California Policy Working Group on AI Frontier Models here – but we’ve made it easy and pulled the four biggest policy proposals that impact the workplace below.
**Mandatory AI Risk Assessments and Third-Party Audits**
The report strongly emphasizes independent, third-party AI safety assessments to prevent potential harms.
**What This Means for Employers:**
* Businesses using AI for hiring, promotions, performance reviews, and terminations may soon be required to conduct formal risk assessments.
* Companies may need to engage third-party auditors to verify that AI tools are not introducing bias, privacy risks, or unfair employment practices.
* AI-powered systems must demonstrate compliance with risk mitigation protocols to avoid liability.
**Action Steps:**
* Conduct an internal AI audit to assess bias risks and compliance with existing laws (like FEHA, Title VII, ADA, etc.).
* Establish a vendor vetting process for AI providers, ensuring they meet transparency and risk-assessment standards.
* Develop internal AI accountability frameworks to prepare for third-party audits.
**Transparency Requirements for AI Development and Deployment**
California policymakers are increasingly focused on forcing AI companies and employers to disclose how AI models function, what data they use, and how decisions are made.
**What This Means for Employers:**
* Your HR and compliance teams may soon be required to explain how AI-driven hiring and workplace decisions are made.
* AI developers and deployers may be required to disclose the data sources behind AI models, ensuring they do not rely on biased or unlawfully obtained information.
* AI-powered workplace tools may need to include explainability features that clarify how they reach decisions.
**Action Steps:**
* Ensure AI vendors provide documentation on training data sources, bias mitigation, and model accuracy.
* Establish internal policies for employee notification and explanation of AI-driven decisions (e.g., hiring, performance evaluations).
* Implement data governance standards to track the sources and legal compliance of AI training datasets.
**AI Whistleblower Protections and Compliance Oversight**
The report advocates for stronger legal protections for employees who expose AI-related risks. This means businesses could face new liabilities if they retaliate against workers who report AI-related issues.
**What This Means for Employers:**
* AI whistleblowers may be protected under expanded labor laws, similar to those covering workplace safety violations.
* Employers could face penalties for failing to investigate AI-related complaints.
* Internal compliance teams will need to update whistleblower policies to incorporate AI concerns.
**Action Steps:**
* Consider updating your whistleblower and compliance policies to explicitly cover AI-related concerns.
* Train HR and legal teams on handling AI-related employee complaints without retaliation.
* Establish internal AI oversight mechanisms to identify and mitigate risks before they escalate into legal disputes.
**Adverse Event Reporting and AI Incident Disclosure**
The report calls for mandatory reporting systems that require companies to disclose AI-related failures, discrimination, or harm.
**What This Means for Employers:**
* If AI causes harm (like biased hiring decisions or data breaches), employers may soon be required to report incidents.
* Companies using AI in workforce management could face stricter documentation and reporting requirements.
* Regulators could end up imposing penalties for failing to disclose known AI risks.
**Action Steps:**
* Develop incident response protocols for AI-related risks and harm.
* Keep detailed records of AI-driven decisions, including hiring and performance evaluations.
* Assign an AI compliance officer or designate a legal team member to oversee AI reporting obligations.
**What’s Next?**
Again, this draft report was prepared to seek feedback from stakeholders, including employers. Your organization can submit comments by April 8. The Joint California Policy Working Group on AI Frontier Models will review all comments and incorporate them into a final report, expected by June 2025.
**What Else is Brewing?**
Meanwhile, several pieces of AI-related legislation are working their way through the state’s legislative process, including:
* Assembly Bill 1018 seeks to regulate AI decision-making tools in employment and other key areas, imposing strict oversight on automated decision systems (ADS) in an attempt to prevent discrimination in the workplace and elsewhere.
* The “No Robo Bosses” Act (Senate Bill 7) also seeks to regulate the use of ADS in employment, hoping to strictly limit AI-driven tools when hiring, promoting, disciplining, and terminating workers.
* Senate Bill 53 builds on failed legislative efforts by introducing whistleblower protections for AI workers, increasing transparency requirements for AI models, and potentially mandating independent risk assessments to ensure AI systems do not pose significant societal or workplace harms.
**What Should You Do?**
With over half of the world’s top AI companies headquartered in California, state regulations are likely to influence other states’ laws. Even businesses operating outside California should monitor these developments, as similar laws may soon emerge in your area. Make sure you engage your Legal and HR teams to consider the recommendations listed above.
If you want assistance in formulating comments to response to this report, consider reaching out to our FP Advocacy Team for assistance in shaping your remarks and having your voice heard.
**Conclusion**
We will continue to monitor developments and provide updates as warranted, so make sure you subscribe to Fisher Phillips’ Insight System to gather the most up-to-date information on AI and the workplace. Should you have any questions on the implications of these developments and how they may impact your operations, contact your Fisher Phillips attorney, the author of this Insight, any attorney in any of our California offices, or any attorney in our AI, Data, and Analytics Practice Group.
Authors:
Benjamin M. Ebbink
Richard R. Meneghello
David J. Walton, AIGP, CIPP/US
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2 months ago
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Fisher Phillips
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SEGupwQVG95Ygfu2wAmaIo4hzFQoAEVQ4AH6XRFtXr1b38u+AMVYYpAEkiRlW9lZQQOzAAjUgCokAAADnYevACYBdoSdzn5Z5d65P8AxvjLTfyHZ3myge8NzuU//9k=
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The current laws governing AI in hiring—and the 5 states enforcing them | News
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https://archinect.com/news/article/150477361/the-current-laws-governing-ai-in-hiring-and-the-5-states-enforcing-them
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In March 2025, the California Civil Rights Council adopted final regulations on using AI in recruitment, moving such regulations closer to...
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The current laws governing AI in hiring—and the 5 states enforcing them
By Niall Patrick Walsh
Apr 24, '25 1:32 PM EST
As artificial intelligence systems continue to grow in capability and accessibility, successive studies have signaled interest among architects in integrating AI systems into their workflows.
Across the economy, one of the most prevalent integrations of AI in business is in recruitment. According to the University of Southern California, 55% of companies are investing in automated recruiting measures that use AI. While proponents argue that using AI in hiring can reduce administrative work and speed up candidate screening, skeptics argue that the practice can introduce biased audits and reduce transparency.
Recognizing the growth of AI-assisted hiring, several US states have begun implementing laws that govern the use of AI in recruitment. Below, we have listed the details of laws in five states, either recently enacted or soon to go into effect. In addition to the legislation listed below, several other states are currently considering the adoption of AI laws that encompass employment, including Connecticut, New York State, Massachusetts, New Mexico, Virginia, and Texas.
For more details on the use of AI in the architecture industry, follow our ongoing coverage of the technology here, and review our extensive Archinect In-Depth: Artificial Intelligence series.
### California (Enactment expected in 2025)
**Relevant legislation:** CCR 2/4.1/5/2
**Requirements:**
In March 2025, the California Civil Rights Council adopted final regulations on using AI in recruitment, moving such regulations closer to enactment. Under the regulations, it is unlawful to use an AI system with selection criteria that discriminate against the applicant based on protected classes. The law also targets the use of AI systems that screen, rank, or prioritise applicants based on certain characteristics such as skill, dexterity, or reaction time, which may discriminate against individuals with certain disabilities.
### Colorado (Effective February 1, 2026)
**Relevant legislation:** Colorado Artificial Intelligence Act
**Requirements:**
Colorado’s new legislation requires employers to provide notice to employees when AI is used to make employment decisions, and provide an explanation to employees adversely effected by a decision made by an AI system, inlacing the principal reason for the decision, the degree to which the system contributed to the decision, and the types and source of data processed by the system. Employers must also complete an annual impact assessment for the AI system or contract the assessment to a third-party, as well as develop a risk management policy for using the systems.
### Illinois (Effective January 1, 2026)
**Relevant legislation:** HB 3773
**Requirements:**
Illinois’ provision, which amends the Illinois Human Rights Act, notes that employers cannot use AI systems that have the effect of subjecting employees to discrimination on the basis of protected classes or to use zip codes as a proxy for protected classes. Employers must also notify candidates and employees when AI is being used in recruitment, promotion, employment renewal, or selection for training or apprenticeships. An earlier law, currently in effect, also requires employers to inform and gain consent from candidates for using AI to analyze the video recording of interviews.
### Maryland
**Relevant legislation:** HB 1202
**Requirements:**
Under current Maryland law, employers using AI systems such as facial recognition technology in employment interviews must gain consent from the interviewee before doing so and produce a waiver ensuring interviewees are fully informed about the technology’s use. Employers must also report annually on their use of the technology to ensure it is used ethically.
### New York (New York City only)
**Relevant legislation:** INT 1894-2020
**Requirements:**
Under New York City law, employers using AI system are required to notify candidates or employees that reside in the city about the use of such tools in the assessment or evaluation process for hiring or promotion. They must also be notified about the job qualifications and characteristics that will be used by the tool. Finally, employers must conduct a bias audit on the tool prior to its use.
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1 month ago
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Archinect
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data:image/jpeg;base64,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AI Hiring Regulations Are Coming: How Virginia’s HB 2094 Could Set A National Standard
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https://www.forbes.com/sites/alonzomartinez/2025/02/28/ai-hiring-regulations-are-coming-how-virginias-hb-2094-could-set-a-national-standard/
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Virginia's HB 2094, the High-Risk Artificial Intelligence Developer and Deployer Act, represents one of the most significant state-level efforts to regulate AI...
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No article content is present in the provided text. The text appears to be a navigation menu from the Forbes website, containing various links to different topics and categories. There is no headline, subhead, author, publication date, or main text of an article to extract.
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3 months ago
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Forbes
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AI regulation employment
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“Somebody’s Watching Me” – What You Need to Know About California’s Proposed AI Employee Surveillance Laws
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https://natlawreview.com/article/somebodys-watching-me-what-you-need-know-about-californias-proposed-ai-employee
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by: Anthony J Oncidi, Philippe A. Lebel, Sehreen Ladak of Proskauer Rose LLP - California Employment Law Update. Tuesday, May 13, 2025. AI workplace...
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Somebody’s Watching Me – What You Need to Know About California’s Proposed AI Employee Surveillance Laws
by Anthony J Oncidi, Philippe A. Lebel, Sehreen Ladak of Proskauer Rose LLP
Tuesday, May 13, 2025
California continues to police artificial intelligence (“AI”) in the workplace. Following proposed rulemaking on the use of AI for significant employment decisions, Assemblymember Isaac Bryan introduced Assembly Bill 1221 (“AB 1221”) this legislative session. The bill aims to regulate workplace surveillance tools, including AI, and use of employee data derived therefrom. Applicable to employers of all sizes, AB 1221 could present significant challenges for businesses.
Key Provisions of AB 1221
If enacted, AB 1221 would regulate workplace surveillance tools and the data they collect. The bill broadly defines a “workplace surveillance tool” to encompass any system or device that actively or passively collects or facilitates the collection of worker data, activities, communications, biometrics and behaviors and includes incremental time-tracking tools, geolocation, and photo-optical systems, among others. The bill has several key provisions that will impact businesses:
1. **Notice:** Employers will be required to provide written notice to employees 30 days before using any surveillance tool, detailing the data collected, its purpose, frequency, storage, employment-related decisions, and workers’ rights to access and correct their data.
2. **Data Security:** The bill also sets forth robust measures to protect employee data, including required provisions in employer contracts with vendors they engage to analyze or interpret employee data.
3. **Prohibit...
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1 month ago
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The National Law Review
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data:image/jpeg;base64,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
| 35 |
AI regulation employment
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2025-06-17 14:03:10
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Illinois Takes Aim at Artificial Intelligence in Employment
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https://natlawreview.com/article/illinois-takes-aim-artificial-intelligence-employment
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Illinois will protect prospective and current employees from discriminatory AI practices during recruitment, hiring, promotion, renewal of employment.
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Illinois Takes Aim at Artificial Intelligence in Employment
by: James G. Austin, John L. Litchfield of Foley & Lardner LLP
Tuesday, February 11, 2025
In a significant move to regulate artificial intelligence (AI) in the workplace, the Illinois Legislature amended the Illinois Human Rights Act (IHRA or “the Act”) to address the growing use of AI at various points throughout the employment process.
Under House Bill 3773, effective January 1, 2026, Illinois will protect prospective and current employees from discriminatory AI practices during recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, and tenure as well as the terms, privileges, and conditions of employment. The amendment also prohibits the use of zip codes as a proxy for protected classes.
As amended, employers are required to notify employees of the use of AI at any of these touchpoints throughout the employment process. However, the amendment does not provide specific notice requirements or prescribe affirmative steps employers must take to prevent discriminatory outcomes as a result of using AI. Rather, the amendment simply states that the Illinois Department of Human Rights (IDHR) will adopt rules to implement and enforce these new standards at an undefined future date.
Illinois has remained at the forefront of workplace AI regulation since passing the Illinois Artificial Intelligence Video Interview Act in 2019, which requires employers to disclose and obtain consent for the use of AI in analyzing video interviews. Since this time, a growing number of cities and states have joined Illinois in expanding regulatory frameworks governing the use of AI in the employment process. Alongside Illinois, Colorado passed a similar law requiring employers to use “reasonable care” to protect Colorado residents from known or foreseeable risks of “algorithmic discrimination.” New York City has also passed legislation requiring employers to conduct “bias audit[s]” within one year of using automated employment decision-making tools.
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4 months ago
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The National Law Review
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data:image/jpeg;base64,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
| 36 |
AI regulation employment
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2025-06-17 14:03:10
| null |
Virginia Governor Vetoes AI Bill As States Struggle to Approve Regulations
|
https://natlawreview.com/article/virginia-governor-vetoes-ai-bill-states-struggle-approve-regulations
|
The Virginia General Assembly passed the “High-Risk Artificial Intelligence Developer and Deployer Act” during the 2025 legislative session. The...
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Virginia Governor Vetoes AI Bill As States Struggle to Approve Regulations
by: Robert T. Quackenboss, Reilly C. Moore of Hunton Andrews Kurth
Tuesday, April 1, 2025
Virginia Governor Glenn Youngkin vetoed an artificial intelligence (“AI”) bill on March 24 that would have regulated how employers used automation in the hiring process. While the veto relieves employers of a new layer of regulation, the bill represented one of several state-level efforts to prevent potential harmful uses of AI in the employment context.
The Virginia General Assembly passed the “High-Risk Artificial Intelligence Developer and Deployer Act” during the 2025 legislative session. The bill would have regulated both creators and users of AI technology across multiple use cases, including employment. It defined “high-risk artificial intelligence” to cover any AI systems intended to make autonomous consequential decisions, or serve as a substantial factor in making consequential decisions. As relevant to the employment context, “consequential decisions,” included decisions about “access to employment.”
The law would have required Virginia employers to implement safeguards to prevent potential harm from “high-risk” AI, including adopting a risk management policy and conducting an impact assessment for the use of the technology. It also would have required users of covered AI systems to disclose their use to affected consumers, including employment applicants. The bill called for enforcement by the Virginia Attorney General only, with designated civil penalties for violations and no private right of action. But it also specified that each violation would be treated separately, so it created the potential for significant penalties if, for example, an employer failed to disclose its use of AI to a large group of applicants, resulting in a $1,000 penalty for every applicant impacted.
Youngkin said he vetoed the bill because he feared it would undermine Virginia’s progress.
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2 months ago
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The National Law Review
| null | 37 |
AI regulation employment
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2025-06-17 14:03:10
| null |
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