If you work in realm of IT then there is no doubt about it, you have heard about AI (Artificial Intelligence). Even if you don’t work in IT there is a very strong chance that you have heard about AI. It’s been the buzz word on everyone’s lips for the past few months. What is it? How does it work? How will it affect jobs? What are the regulations around it?
What is Artificial Intelligence & how does it work?
According to IBM:
“Artificial intelligence, or AI, is technology that enables computers and machines to simulate human intelligence and problem-solving capabilities.”
AI works by using machine learning to create algorithms, which mirror the brains decision making process. Artificial intelligence is also built and gathers its information from the data available to it. AI in a corporate setting can become a highly niche asset. As it can perform specific objectives such as automating regular processes and analysing data.
What is the difference between AI & Generative AI?
While AI has been around for some time, generative AI is generally considered a newer variation or subset of AI.
An example of AI given by Forbes is Netflix’s use of AI. The AI uses special algorithms and adopts machine learning to study and process the genres of tv shows and movies that you watch. It learns your preferences and notes how you use the streaming platform. In doing this the AI can then recommend other content for you, based off your past viewing that it thinks you will enjoy.
Whereas the difference with Generative AI is that it has the ability to generate/create or produce new things such as images or indeed written content.
How will it affect jobs?
The most obvious concern among most employees when discussing AI in the workplace is the possibility of people losing their jobs due to them being able to be carried out via AI instead. However, many claim that there is a just a shift in mindset that needs to take place. Instead of fearing that AI will take your job, learn more about AI and how you can play an essential role in supervising, monitoring and improving the automation.
However, in Hay’s recent report webinar ‘What Workers Want: Working with AI 2023 report’.
“Almost four-fifths (78%) of the employees we surveyed stating they don’t have all the right skills to leverage AI” and they further suggest that “employers shouldn’t delay investing in their people and instilling confidence through close communication”.
What’s clear is that AI is not going away, therefore it could be seen as more beneficial to view the growth of AI & generative AI as an opportunity as opposed to a negative. AI could possibly just redefine the scope of current jobs, with both employers and employees being open to opportunities to upskill and grow in this area to adapt and thrive in the future of an AI influenced workplace.
What are the regulations around IT?
In May of this year the AI Act was introduced at the Transport, Telecommunications and Energy Council. This new EU regulation will aim to promote the adoption of reliable AI, while also protecting people’s fundamental rights and their safety.
According to the Minister of State for Trade Promotion, Digital and Company Regulation, Dara Calleary: "The AI Act is a hugely significant piece of legislation and the first of its kind, ensuring AI systems will be used in a trustworthy and ethical manner to protect individuals’ rights while harnessing the benefits that this technology brings."
The EU AI Act, once implemented into law will also place regulations around the use of artificial intelligence in employment settings. For example, organisations that may use an AI system to aid their recruitment process when reviewing CV’s – they would have to comply with strict regulations in relation to this act. The regulations would be in place to ensure that the organisation was being compliant in relation to the below areas:
- Data Governance
- Human Oversight
- Record keeping
- Risk Management
- Transparency
- Activity Logs
- Technical Documentation
IBEC have also noted that: “Employers should also be aware that Article 22 GDPR sets out an entitlement for data subjects, with limited exceptions, not to be subjected to fully automated decision making which has a legal or similarly significant effect on them. As such, if using an AI system as part of an automated recruitment or performance management system, it is important to retain an element of human oversight and judgment throughout the process.”
For example, there was a case in the United States were a company had to pay out a settlement to a job applicant who discovered that the company’s AI hiring system was discriminating against applicants over the age of 55 by rejecting them from the process. When using an AI tool, it is imperative that organisations ensure that the results are verified and comply with all employment legislation.