Generative AI and work
Generative artificial intelligence (Generative AI) is making a massive entry into the world of work. For business leaders, it represents an incredible opportunity for productivity and innovation. For employees, it sparks both curiosity and fear: will it replace their skills, their jobs, and their value within the company?
This debate should not be about opposing one side against another, but rather about understanding how this technological revolution can benefit everyone.
👔 On the employer’s side: a productivity revolution
For business leaders, generative AI is a game-changer. It promises:
✅ Productivity gains: automation of repetitive tasks, instant report writing, and idea generation at the click of a button.
✅ Cost reduction: less time wasted on administrative tasks and better resource allocation.
✅ Accelerated innovation: AI acts as a creativity booster, providing unprecedented solutions and concepts in seconds.
💬 “AI is not here to replace employees but to help them work better and faster,” say executives.
But let’s be honest: behind this enthusiasm lies a lingering question. If AI can handle a part of human work, doesn’t that risk making some jobs obsolete?
👩💼 On the employee’s side: fear of obsolescence?
Workers see things differently. As promising as AI may be, it raises legitimate concerns:
😨 Will we still be needed?
😨 Do our skills still have value compared to a machine that can generate content instantly?
😨 Will this technology dehumanize work and turn us into mere executors?
💬 “AI sells us dreams, but in reality, who guarantees that our job won’t be the next one eliminated?” some wonder.
The concern is understandable. But what if AI wasn’t a threat, but an opportunity to transform work for the better?
🤝 What if AI were an ally?
Rather than fueling a sterile opposition, it’s time to change perspective. Generative AI is neither a looming catastrophe nor a miracle solution, but rather a powerful tool. And like any tool, its impact depends on how we use it.
🎯 It doesn’t replace, it assists.
A good employee doesn’t disappear because of AI; they become more efficient. Repetitive and tedious tasks? AI takes care of them, allowing humans to contribute what machines can never offer: creativity, emotional intelligence, and decision-making.
🎯 Fewer tedious tasks, more added value.
Less time spent drafting endless emails, compiling reports, or conducting long searches… More time to think, innovate, create, and develop human relationships.
🎯 Mastering AI means mastering your future.
The real danger isn’t AI itself, but not knowing how to use it. Those who learn to leverage AI will have a competitive edge in the job market. Rather than fearing it, let’s learn to harness it!
🚀 A choice to make
🔹 Companies have everything to gain by training their employees in AI to make them more competent and fulfilled.
🔹 Employees should see AI not as a competitor but as a tool for growth and skill enhancement.
🔹 The challenge is collective: it’s not about replacing but about elevating the level of human work.
Ultimately, AI won’t decide for us. It’s up to us to choose how to integrate it into our work and turn it into an asset rather than a threat.
questions social partners should ask about introducing generative AI in the workplace
1. Impact on employment and working conditions
- Which jobs will be directly affected by the introduction of generative AI?
- Will AI lead to job cuts or a reallocation of tasks?
- How can we ensure a fair transition for employees whose jobs will be transformed?
- Could AI increase workers’ mental load by demanding more versatility?
- How can we ensure that AI does not widen the gap between employees skilled in digital tools and those who are not?
2. Training and employee support
- What training programs should be implemented to help employees adapt to generative AI?
- Who will finance these training programs: the company, public authorities, or employees themselves?
- How can we support workers who struggle to adapt to these new technologies?
3. Role and place of employee representative bodies
- What role should unions and employee representatives play in the introduction of AI in the workplace?
- Is a specific regulatory framework needed to ensure the fair and ethical adoption of AI?
- How can social partners be involved in strategic decisions regarding AI?
4. Ethics and workers’ rights
- How can we ensure that AI does not infringe on employees’ privacy (excessive surveillance, data collection)?
- What safeguards should be in place to prevent AI-driven biases in HR decisions?
- How can we ensure AI is not used solely to maximize productivity at the expense of working conditions?
5. Evolution of workplace relationships
- Will AI reduce worker autonomy, or, on the contrary, give them more decision-making power?
- How can we maintain high-quality human interaction in an increasingly automated work environment?
- Can AI serve as a tool for improving quality of life at work, and if so, under what conditions?
