AI changes in the workplace and possible gender-related effects

00 Blog DGB NRW KI in der Arbeitswelt - Lamarr Institute for Machine Learning (ML) and Artificial Intelligence (AI)
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As an umbrella organization, the German Trade Union Confederation (German: Deutscher Gewerkschaftsbund; DGB) represents its eight member unions in dealings with political decision-makers, parties, and associations. It is the political voice of the unions and coordinates union activities. It comments on draft legislation and coordinates representation in social insurance matters, chambers, and courts. With approximately 5.7 million organized workers, the DGB is the world’s largest trade union federation. In North Rhine-Westphalia, it represents around 1.3 million members.

Artificial Intelligence is generally understood as an umbrella term for computer applications that independently and automatically perform specific tasks. To act independently, such systems must be programmed. AI can be applied in a wide variety of processes, such as in personnel selection, manufacturing, medical diagnoses, work process management, work planning, and much more.

AI applications as learning software and decision-making systems are attributed with great potential. This applies both to automation and intelligent assistance for human work.

We as unions also recognize these fundamental potentials, but the application in everyday business must be designed with the involvement of employees. This way, the opportunities and risks for operational use can be jointly assessed before an investment decision and/or implementation. Although there is currently no explicit right of workplace co-determination for AI implementation according to the Works Constitution Act, a participatory approach should be prioritized before its introduction in the workplace.

AI systems and their impact on employees

In some cases, the works council inevitably becomes involved later on. If the AI setup is potentially suitable for monitoring employee behavior or performance, the works council must have a say, at the latest, by that point. This also applies to AI systems that pose threats to the physical or mental health of employees. In any risk assessment that needs to evaluate the impacts of AI, the works council must be involved. Questions arise, such as: What impact do AI systems have on the health of each individual? Are there specific impacts on certain groups in the workplace? How can gender-specific aspects be taken into account, and how burdensome is it when a computer becomes the boss? For instance, does the pace of work increase, despite or precisely because of AI?

Thus, there are different evaluations, hopes, and concerns that mainly show that the use of AI-based systems is not solely technically determined; there is always a social dimension in its application at work. Therefore, the primary focus is on how and for what purpose Artificial Intelligence is used. Application isn’t just about adhering to data privacy limits but actually developing “Good Work by Design.” This is the DGB’s approach. This involves, alongside determining the system’s goals, transparency through comprehensible and verifiable information as well as explainability regarding functioning and connections. This includes questioning for what purpose personal—and even anonymized—data should and may be used. Responsibilities for this should be established in the workplace, with strict purpose limitations and impact assessments implemented.

Participation is the key factor. Therefore, it is essential to shape the changes in the working world and in everyday business life in a participatory manner and in the spirit of “Good Work by Design.”

A differentiated view on gender must be ensured

As already mentioned at the beginning, a differentiated view of gender is essential given the far-reaching changes brought by AI. It must be ensured that algorithmic systems do not reproduce existing structural disadvantages. For example, if applications for personnel selection are created with data that, due to the underrepresentation of women in leadership positions, automatically favor men, this represents a major setback. Therefore, it also makes sense from an equality policy perspective to involve works and staff councils early on. AI and the transformation of the working world offer the opportunity to be consciously designed in a gender-friendly manner.

The substitutability potential in occupations predominantly held by women is slightly lower than in occupations predominantly held by men. This is significantly influenced by the fact that, for example, less human labor is replaceable in care professions.

Looking at industries where AI is particularly relevant, it is noticeable that office jobs, which are predominantly carried out by women, are more replaceable than, for example, management positions. At the same time, there is already an enormous shortage of skilled workers in the IT sector. With the current proportion of IT specialists being over 80% male, it is obvious that even the development and implementation of AI is skewed, and women are hardly involved in this process. This issue is also addressed in the German federal government’s third gender equality report. Targeted promotion of women in IT training and education can shape the transformation positively, secure skilled workers and jobs, and advance gender equality. Many of the aspects only briefly touched upon in this article are being demanded by the DGB within the framework of a revised Works Constitution Act. This concerns not only legally anchored co-determination in the operational use of artificial intelligence but also the co-determination and initiative rights of the works council on equality issues and the establishment of an equality committee. All of this contributes to implementing “Good Work by Design.”

Deutscher Gewerkschaftsbund

As an umbrella organization, the German Trade Union Confederation (German: Deutscher Gewerkschaftsbund; DGB) represents its eight-member trade unions in dealings with political decision-makers, parties and associations. It is the political voice of the trade unions and coordinates trade union activities. For instance, it comments on draft legislation and coordinates representation in social insurance schemes, chambers and courts. With around 5.7 million organized employees, the DGB is the world’s largest trade union […]

Caroline Heß

Caroline Heß is head of the department for women’s, equality, family and university policy at the German Trade Union Confederation in North Rhine-Westphalia. She also deals with occupational health and safety issues.

Dr. Jörg Weingarten

Dr. Jörg Weingarten heads the Industrial and Structural Policy department, as well as the Energy and Climate Policy department at the German Trade Union Confederation of North Rhine-Westphalia. He is responsible for issues relating to transformation and digitalization.

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