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September always has a ‘new term’ feel: Parliament is returning, party conferences are upcoming… and we are excited to be shortly reconstituting our APPG on the Future of Work, and to be hosting in-depth policy explorations based on research from our Pissarides Review.
As Parliament returns, its key legislative and policy agenda will be in full flow. We look forward to supporting this, and today release two key resources which we believe will be relevant to an agenda looking to deliver innovation that supports growth and productivity, while sustaining good work and promoting wellbeing.
The first of these is our Case Studies report, which offers fascinating insights into the nuts and bolts of how AI and automation technologies are being adopted across the UK. A key regulatory challenge that the report draws attention to is the limited ability of businesses buying new systems to truly understand them, and that this can itself reduce worker satisfaction and wellbeing. See more in the Deep Dive below.
We are also delighted to be publishing a blog post by our Research Fellow, Charlotte Unruh, on integrating workers’ preferences into algorithmic management systems. While we believe this is possible, and critical where systems are used for algorithmic management Charlotte highlights the conditions for success and limitations of the approach.
This is also a moment of new beginnings for the IFOW team. We are excited to announce the promotion of Kester Brewin to Associate Director of Communications and Training Development, and Oliver Nash to Associate Director of Operations and Development. We hope that you have had a refreshing summer, and look forward to working with you in this time of opportunity and new beginnings.
Anna, Abby and the IFOW team
As part of our Nuffield-funded Pissarides Review into the Future of Work and Wellbeing, over the last two years, we conducted eleven in-depth case studies across UK workplaces to document the current adoption practices of AI and robotic technologies. The aim was to gain a better understanding of how these systems affect people’s working lives. In each case, we were able to speak directly to people who regularly use these technologies and to understand the organisational context within which they were implemented. Some of the sectors studied included, e.g. healthcare, manufacturing, service, logistics, information technology (IT), and the public sector.
The case studies show that new technologies have both positive and negative impacts when they are implemented in the workplace, and managerial support for users within an organisation is one crucial factor that determines how workers experience these changes. A more supportive organisational environment can help workers overcome implementation frictions and maximise the benefits gained. Not all employers are prioritising training in the way required to ensure new technology is a success. But beyond this, more critical thinking is needed about what ‘upskilling’ means, when some workers can see their contribution reduced despite training to use new tools.
While we focused on just eleven firms, it is significant that in none of these cases did employers plan to use adoption to delete roles. This suggests human knowledge and activities remain valuable in the business environment today. Humans are important checkers and gatekeepers of information, and they set up the standard for intelligent machines to meet. Also, human workers are more flexible and adaptive to changes compared with machines.
Our findings also provide implications for the need for governance and regulations. While new technologies can support compliance with existing regulations, they also present new risks and unknowns in terms of compliance with wider regimes. The increasing popularity of robotic technologies in the workplace poses new questions related to equipment safety and maintenance, as well as questions about the qualifications required for robot operators in some industries. Issues concerning transparency of choices made in algorithmic system design and development are shown to create new kinds of reputational and regulatory risk.
In our latest blog, Dr. Charlotte Unruh explores the ethical implications of integrating worker preferences into algorithmic management systems. Drawing from her research at the Technical University of Munich, she discusses how these systems can enhance worker autonomy by allowing employees to input their preferred tasks and shifts. However, she also highlights the potential challenges, such as privacy concerns, fairness, and the limitations of preference-based algorithms.
MIT researchers have unveiled a new repository that catalogs various risks associated with artificial intelligence. This comprehensive resource aims to help developers, policymakers, and businesses better understand the potential dangers of AI technologies. The repository includes detailed information on ethical concerns, security vulnerabilities, and societal impacts, providing a valuable tool for those working to mitigate AI-related risks and ensure responsible AI development.
The UK Government has announced the rollout of advanced AI tools designed to assist teachers by streamlining tasks such as homework marking and lesson planning. But will this lead to better job quality and improved wellbeing? Our Guide for Workplace Reps, published with the TUC, sets out to conduct an Algorithmic Impact Assessment focused on engaging workers – as supported by research, including our new Case Studies report.
In a recent episode of AI & Equality, Elisabet Haugsbø explores the intersections of cybernetics, digital surveillance, and tech governance. The conversation highlights the growing influence of technology on labour unions, privacy, and the ethical governance of digital tools. Haugsbø emphasises the importance of robust frameworks to manage these challenges, ensuring that technological advancements serve the public good without compromising individual rights.
This essay in Minds and Machines addresses the growing scepticism surrounding AI, particularly focusing on ethical considerations in AI-human interactions. The paper examines whether conversations between humans and AI should be analysed differently from those between humans, especially when it comes to understanding phrases like "please stop" or "please respect my boundaries." Drawing on the ideas of Alan Turing and Stanley Cavell, the essay explores the importance of recognising the speaker as a machine and the implications this has for consent and coercion in AI communications.
The Resolution Foundation is hosting an important event to discuss the Government's promised workplace reforms, which could lead to the biggest changes in a generation. These reforms, part of the ‘New Deal for Working People,’ aim to address issues such as unfair dismissal, sick pay, zero-hours contracts, and the minimum wage, with a focus on improving conditions for low earners.
The event will feature insights from the upcoming Low Pay Britain 2024 report and expert discussions on the future of employment policy in the UK. It will be held in person and also streamed online, with interactive opportunities for viewers to participate via Slido.
Register here.
As AI continues to reshape industries, HR stands at the forefront of this transformation. But are HR departments truly ready to harness AI's potential while navigating its ethical and practical challenges? Can they ensure transparency, accountability, and address Diversity, Equity, and Inclusion (DE&I) concerns? And how will data literacy impact AI adoption?
Hosted by the UCL School of Management in partnership with LinkedIn, this debate features two teams—Team 'Yes' and Team 'No'—led by industry leaders, offering a compelling discussion for HR professionals, tech enthusiasts, and future-of-work advocates.
Get tickets here. In-person tickets are on a lottery basis.
Our friends at The Ada Lovelace Institute are joining with the Nuffield Council on Bioethics for this event based on their new report assessing the potential, risks and appropriate role of AI-powered genomic health prediction in the UK health system. Beyond this though, it will also widen the discussion to the live policy debates concerning the use of AI and new technologies in the NHS (and public services more broadly) and the UK’s approach to data protection and AI regulation.
Reserve a ticket here.
Register here.
Public sector leaders and technology experts will be discussing the latest innovations in digital government. The event will focus on how digital transformation is reshaping public services, with sessions covering topics such as cybersecurity, data management, AI, and citizen engagement.
AI’s integration into public services has been much heralded by the new government, but it remains a highly contentious area, with serious concerns on cost, equality impacts and the influence of big tech. We hope that this event will offer a forum for these issues to be debated.
Register here.
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If you have any ideas, comments or suggestions for future round-ups, please drop us a line at team@ifow.org.
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Anna Thomas MBE
