In airports across Canada, security screening staff are becoming increasingly vulnerable to the threat of artificial intelligence. Already, AI has the ability to inspect a passenger’s luggage, identify and flag someone for carrying unauthorized goods, and scrutinize a traveller’s identity using facial recognition tools such as iris scanners – all job functions that were previously performed by humans.
But in a way, the union push might be too little, too late. Many employers want to use AI tools immediately, without having conversations with workers about how to transition them into new roles, says Mr. Chartrand. He believes that without robust labour legislation and immediate renegotiations of collective agreements, AI will be catastrophic for workers.
In Canada, the Canadian Labour Congress has taken the lead on understanding what unions can do to protect their members from AI. The CLC has been working on a report and action plan, but it is only expected to be completed this summer. Unions such as the United Food and Commercial Workers, which represents employees in the retail sector who are particularly vulnerable to being replaced by technology, are relying on the CLC for that guidance on AI.
There are two major risks of algorithmic management tools, he says. One is that the actual job of the worker becomes tougher and more stressful because they are being monitored and judged on pace. The other is the risk that they might be laid off if human managers rely on the decisions of AI about productivity. “There is no legislation that prevents workers from being laid off at the direction of a piece of technology. This is already happening all over,” said Prof. De Stefano.
At Unifor, one of Canada’s largest private-sector unions, conversations about AI between bargaining committees and employers has ramped up recently, according to Kaylie Tiessen, economist and policy analyst at Unifor. The union says a majority of employers are moving quickly to adopt AI, even though the technology might not live up to its hype in replacing specific tasks. “It’s a concern for us in all sectors, but particularly in journalism and customer service roles.
“This is exactly why unions are pushing to be notified in advance, so we have time to understand the technology, and can negotiate solutions into collective agreements,” said Ms. Tiessen.