From 23th to 24th November 2023 took place in Sofia, Bulgaria, the EZA Kick-off seminar with the topic “Ready for AI? – The world of work in the upcoming revolution”. 105 representatives of workers’ organizations (84 on site, 21 online) from Germany, Belgium, Italy, Austria, Netherlands, Slovakia, Poland, Portugal, Romania, Cyprus, Croatia, France, Lithuania, Spain, Czech Republic, Malta,Slovenia Bulgaria, Denmark, Greece, Hungary, North Macedonia, Serbia and Ukraine participated in the conference. It was organized by PODKREPA CL (Confederation of Labour PODKREPA) in cooperation with EZA and funded by the European Union.
The seminar’s objectives
1.To give an opportunity for in-depth reflection on the latest themes of the social dialogue and the priorities of the European employment and social policy.
2. To provide basic knowledge about AI regarding support the creation of a common knowledge base for the participants on AI main characteristics, application, the corresponding side effects, and the respective necessity to adopt new legal regulations.
3. Explore the legal and ethical issues and challenges related to AI in general and in the world of work, posing a special focus on employment and on the distribution of wealth.
4.To investigate the upcoming changes in the world of work about the application of AI and its capacity to increase productivity and to change the content of jobs.
5. Map-out the implications of AI on job quantity and quality and to stimulate reflection on how to make the impact of AI beneficiary for working people.
Description of the seminar
The event was opened by an inauguration session with greetings to participants and key messages on the different dimensions of AI - ethical, social, environmental, legal, technological - and their impact on the world of work and on the recent developments in the EU social dialogue.
The opening session was followed by four thematic panels with EP members and experts from academia, EU institutions and trade unions, sharing their insights and knowledge about AI, building a 360° view of how AI is disrupting and reshaping the world we live in:
Panel I – Artificial intelligence: A new reality…also at the workplace;
Panel II – AI in the world of work – Legal and ethical aspects;
Panel III – AI in the world of work – Employment-related issues
Panel IV – Putting AI at the service of mankind – regulatory and non-regulatory approaches to handle negative effects
Panel V – AI: What do workers’ organizations need? Social dialogue in the age of AI was dedicated on the necessary involvement of workers’ representatives and trade unions in shaping sustainable and ethical AI tools.
Every thematic panels was followed by Q&A session and general discussion.
Panel VI – AI: Closing session – Recommendations for policy actions, gives to the participants the possibility to express their own perspective and observations on the key findings, discussion points and general information, presented during the seminar.
Closing remarques, conclusion and evaluation of the seminar
Key ideas
The topic of the kick- off seminar is crucial – the World is undergoing a twin transition with inter- related crises and artificial intelligence (AI) industry is growing at an incredible speed. In such complex situation, everybody needs to have a comprehensive understanding on the reality. Many questions have not precise answer – should we be afraid or must we support the application of AI systems, are they already part of our work and life, or not? However, we know that probably there will be no return back. It’s already obvious - over the last years the most advanced AI systems, known as ‘foundation models’, started to be used on everyday basis for a wide range of purposes. At the same time, due to the scale and amounts of memory, data and hardware required, AI models are primarily developed by the technology giants. Practically, now a days Big Tech have the near-monopoly in AI algorithms. In result - the application of AI develops fast, comparing to its legal regulation, thus provokes changes in the world of work, carrying new risks not only in the workplace, but to the fundamental rights and interests of working peoples. In addition, Governments and employers most frequently use artificial intelligence to take decisions that can have a significant impact on our lives. The reason is simple. whether modelling climate change, selecting job candidates or predicting if someone will commit a crime, AI may at certain extend to replace humans and make more decisions quicker and cheaper. In such context AI is already delivering real economic benefits, respectively working people need to know more about the AI algorithms and to have more legal regulations on its application at work.
Yet, AI systems may also threaten our fundamental rights. For example, algorithms that moderate content on social media platforms can restrict free speech in an unfair manner and influence public debate. Biometric mass surveillance technologies violate our right to privacy and discourage democratic participation. Algorithms rely on massive sets of personal data, the collection, processing and storage of which frequently violates our data protection rights. Algorithmic bias can perpetuate existing structures of inequality in our societies and lead to discrimination and alienation of minorities.
From a trade union perspective, every effective, rights-protecting AI regulation must contain the following safeguards:
- to prohibit technologies that violate our fundamental right at work, -such a prohibition should not contain exceptions that allow corporations or public authorities to use them “under certain conditions”;
- workers should have the right to take action against invasive AI systems used by their employer without fear of retaliation;
- it must be adopted clear rules of transparency – workers, exposed to AI must be informed and consulted on time and in a comprehensive manner about the models of algorithms;
- AI regulation should also contain safeguards to protect the most vulnerable and low skilled workers. It should set up a system that allows people who have been harmed by AI systems to make a complaint and get compensation.
There is a general uncertainty about the roles and responsibilities of the different actors in the use of AI at the workplace. This uncertainty is particularly challenging for workers organizations, first - statutory framework and the industrial relations mechanisms just are not ready at this moment. And second - the risk of eliminating jobs and impoverishing workers must not be undermined. In addition, trade unions also fear that decontextualized algorithmic decision-making could intensify work, with severe safety implications and negative impact workers’ mental well-being. In that respect, trade unions are alarming at the prospect of machine-learning systems echoing discriminatory ideals embedded deep within their training data.
All those, already mentioned challenges are exacerbated by the fact that AI is complex. We still do not have a good understanding of the possible risks AI systems can pose to our societies. technical issues are too complicated to be understood by the general public. To prevent and protect us from these threats, AI must be regulated. Legislators across the globe have to this day failed to design laws that specifically regulate the use of AI. This allows profit-oriented companies to develop systems that may cause harm to humans.
Leading the EU-level debate, the European Parliament /EP/ already has approved a number of non-legislative resolutions, calling for adoption of EU legislation in the field of AI, robotics and related technologies and for harmonization of the legal framework for civil liability claims and imposition of a regime of strict liability on operators of high-risk AI systems. Furthermore, the EP has adopted a series of recommendations calling for a common EU approach to AI in the intellectual property, criminal law, education, culture and audiovisual areas, and regarding civil and military AI uses. In short, EP is pushing strongly to clearly define the areas in which the use of AI is appropriate and to introduce legal restrictions in which cases it cannot be used. Following such a risk-based approach and establishing obligations for providers and users, EP makes one of the first steps in the world to properly regulate the application of AI systems with the e idea that it is the person, not the machines, which must be in the centre of all policies and actions.
To ensure trustworthy use of AI systems in the EC, the European Commission / EC/ tabled a proposal for an EU regulatory framework on AI in April 2021. The draft AI act is still in process, EP voted on its position in June 2023 and EU lawmakers are now starting consultation and negotiation in trialogues to finalize it with the general purpose to guarantee the proper functioning of the single market by creating the conditions for the development and use of trustworthy AI systems in the EU. In addition, the AI act proposal seeks first to ensure legal certainty and to facilitate investment and innovation in AI; second - to enhance governance and effective enforcement of EU law on fundamental rights and safety requirements applicable to AI systems, third - to address the risks associated with certain uses of this new technology.
AI is undisputed for the sustainability of the economy, but Europe is lagging far behind the USA and Asian countries. Only a small percentage of companies use AI or plan to do so in the coming years. In this respect, the Commission's objective to mobilize l20 billion annually in AI investments over the next ten years is an important step. But, this EU ambition - to be at the forefront of technical innovation, must go together with a legal guarantee, that new EU legislation will be based on the European social model and its fundamental rights and values. Here, the challenges for workers organization are not to permit to AI systems at work to jeopardize fundamental workers’ rights, such as the right to non-discrimination, freedom of expression, human dignity, personal data protection and privacy.
In practice, the use of AI at the workplace can adversely affect a number of fundamental rights and safety at work. Therefore, the central policy question for trade unions is how to guarantee robust protection of fundamental rights, health and safety, personal privacy, democracy and rule of law. Here, first tack for trade union is to demand legal provisions, that will oblige employers to inform workers and workers’ representatives about every modality of introductions of AI in their workplace - which data will be collected, where this data will be stored, who or which institution or organization will process this data, the purpose of this data processing and to whom or to which other institutions or organizations this data is transmitted. In other words, trade union will support any new EU legislation, which is to enhancing the protection of privacy, personal data and human dignity, making information and consultation of workers an effective right.
In that respect, the use of AI application at the workplace must be discussed by social partners and solutions must be negotiated to mitigate negative impacts on workers. The basis for any trade union strategy to tackle AI at the workplace is to succeed to deliver a right to training during working hours and cost-free for workers to meet the challenges of AI.
Only buy joining efforts and action we will enable a successful digital transformation of the European industry, ensuring at the same time a fair digital transformation for workers.
Conclusions and recommendations
The future of work in the 21st century is one of change. Being the most sustained productivity booms of the past 200 years, AI models transformed the way we are living and producing, destroying the geographical and organizational boundaries of the workforce. In most cases, AI technology is going to support workers and make their work better. With AI tools, we will see more productivity, greater efficiency and increases in employee satisfaction. We will face also several social shocks - decrease in contractual stability, fragmentation of tasks, increase of atypical employment, The legal framework for employment rights is now outdated, having been written in a century where legislators were more focused on physical risks than unseen digital dilemmas in the workplaceExisting social mechanisms can no longer cope and workers ‘organizations need urgently:
-to radically rethink how to safeguard workers’ rights amid the rapid rise of workplace AI;
-to keep up with the pace and complexity of AI and to demand accessible and understandable information and clearly defined responsibilities;
-to mobilize - working people may not be left alone against the interests of Big thech;
-start to invest resources to improve its representatives’ understanding of how AI systems work;
-to look for dialogue and partnership, to lobby and to campaign regarding ensure that European workers will benefit from new technologies developed and functioning according to the EU’ s values and principles.
The EU must become a driver in regulating AI use, and trade unions are the most relevant partners to guarantee its compliance with workers’ dignity, working conditions and well-being. Only the active involvement of trade unions may guarantee that the future EU legal framework on AI will address properly all aspects of the workplace dimension. Because the imbalance of power between employers and workers should lead the EC to consider a robust AI framework to create quality jobs, invest in worker’s AI literacy, promote and increase the safeguarding of workers’ rights, workers’ protection and ensure that trade unions and workers’ representatives participate actively in shaping AI at work.
The future European AI framework should cover all workers and employers in the private and public sectors, for all business models including online platforms. it is important to note that AI does not automatically lead to good or bad jobs. The outcome for workers depends on how AI is shaped and used at all levels: from the legal framework, through regulation, to a tailor-made approach through social dialogue and collective bargaining especially at sectoral and company level by the social partners.
Collective bargaining and social dialogue are key to ensuring that the productivity gains from AI are shared with workers in the form of wage increases, reduced working time and access to training. Securing a collectively guaranteed ‘right to training’ will also be crucial to ensure a fair and just digital transformation for all and impact members’ lives in a positive way.
Technologies are not deterministic and nobody may be able to describe the future of work precisely. But trade unions do know that the skills required will be different. And in the case that trade unions would like to influence the future of labour, they must start to prepare the workforce for this future:
- adopting a proactive approach to managing the impact of AI and capitalize on the opportunities offered by AI:
- identify areas where AI can have the most significant impact and addressing potential challenges and risks;
- address ethical concerns by negotiating clear guidelines and standards for AI use by prioritizing transparency, fairness, and accountability.
- increase workers' knowledge about the safe and productive use of AI technologies;
- participate in the implementation of measures for upskilling and reskilling of the workforce;
- foster a culture of internal discussion for change - encourage trade union activist and members to embrace change and to provide regular training, workshops, and brainstorming sessions focusing on AI's potential applications in the trade union organization.
Last, but not least .AI can be a powerful tool to help trade unions in various aspects of their activities AI can be used by trade unions for a variety of purposes in support of campaigns, for mobilization activities, for direct communication with members., to provide information and advice on employment rights, as well to exchange ideas for actions, protests, strategies.
AI platforms can be also used to provide personalized training and help workers acquire new skills, which is important in the context of rapid change in technology and work methods. AI can be used to automate health and safety hazardous tasks, reducing the risk to workers. For example, in a manufacturing environment, automating certain processes can reduce the possibility of accidents. Trade unions may profit also from the possibility of AI to anticipate needs for improvements: By analyzing data about working conditions and feedback from workers, AI can help predict needs for improvements in the work environment. This will allow to propose protective measures In addition. AI can help trade unions experts more quickly to detect trends and irregularities in the workplace, as well in the labour market. AI can analyze large volumes of data about workers, labor market trends and socio-economic factors. This allows trade unions to make better predictions about workers' needs and challenges In such way, workers’ representatives and teams will be better prepared, with up-to-date reasonably arguments and opinions, for the collective negotiations.