As artificial intelligence (AI) becomes an integral part of the workplace, it’s transforming not just how work is done, but also how work is managed, monitored, and valued. From automated hiring platforms to productivity tracking software, AI tools are redefining roles, responsibilities, and relationships in the workforce. In this rapidly evolving landscape, labor organizing is emerging as a crucial tool to ensure that the rights and dignity of workers are protected—while also addressing the practical needs of employers and the aspirations of employees.

The Union Perspective: Safeguarding Fairness and Dignity

For labor unions, the rise of AI raises urgent concerns about transparency, job security, and privacy. AI can be used to evaluate employee performance, track behavior, and even determine layoffs, often through opaque algorithms that workers and their representatives have no ability to question or audit. Unions argue that this undermines collective bargaining and due process.

Labor organizations are advocating for proactive measures, including:

• Bargaining for algorithmic transparency to ensure AI systems don’t make biased or arbitrary decisions.

• Pushing for policies that require human oversight of AI-driven employment decisions.

• Demanding training and reskilling programs so workers can remain competitive in a tech-heavy economy.

By bringing AI governance to the bargaining table, unions aim to secure worker-centered technology policies that prioritize fairness and dignity.

The Employer Perspective: Balancing Efficiency with Responsibility

From the employer’s point of view, AI represents a powerful opportunity to improve efficiency, reduce operational costs, and streamline decision-making. Automated systems can analyze data faster than humans, identify trends, and optimize workflows in ways that boost productivity.

However, many forward-thinking employers also recognize the reputational and operational risks of adopting AI without stakeholder buy-in. Concerns about employee morale, public backlash, and legal liabilities are pushing some employers to take a more collaborative approach.

Responsible employers are:

• Consulting with employee representatives early in the AI adoption process.

• Auditing algorithms for bias and making results transparent.

• Investing in employee development to ease transitions brought by automation.

Ultimately, employers who engage in open dialogue with their workforce can build trust and harness AI in a way that benefits everyone.

The Employee Perspective: Navigating Uncertainty and Opportunity

For individual workers, AI presents a paradox: it can be a tool of empowerment or a source of anxiety. On one hand, AI can take over repetitive or dangerous tasks, potentially freeing up employees to do more meaningful work. On the other hand, it can feel like a faceless overseer—tracking keystrokes, measuring efficiency in real-time, or predicting future behavior based on past data.

Employees are increasingly aware of both the risks and possibilities. Many are asking:

• “How is this technology being used to evaluate me?”

• “Will I lose my job to a machine?”

• “What training do I need to stay relevant?”

There’s a growing appetite for transparency, digital literacy, and involvement in decisions about how AI is deployed. Workers want a say—not just in what AI tools are used, but in how they’re used and why.

Moving Forward: A Shared Responsibility

AI is not inherently good or bad—it’s a tool. But how it is implemented will shape the future of work for generations. Labor organizing plays a vital role in ensuring that this future is not dictated solely by the interests of efficiency and profit, but includes the voices and values of those who do the work.

To build a just and inclusive AI-driven workplace:

• Unions must lead in negotiating guardrails and educating members.

• Employers must prioritize ethical adoption and collaboration.

• Employees must engage in shaping policies that affect their livelihoods.

As we stand on the edge of another industrial revolution, the time to organize, dialogue, and collaborate is now. Together, we can ensure that AI enhances—not erodes—the human experience of work.