MAP Provides a Way Forward as Technology Disrupts the Workforce
On February 5, 2020, the Civil Rights and Human Services Subcommittee of the House Committee on Education and Labor convened a hearing to discuss some of the emergent challenges of the future of work and the civil rights of workers in the digital age. According to subcommittee chair Congresswoman Suzanne Bonamici (D-OR-1) and Jenny Yang, senior fellow at the Urban Institute and one of the witnesses called to testify, the key takeaway from the hearing is that as long as new technologies are developed and used correctly, they have the potential to provide great benefits to the workforce.
One of the advancements that was discussed at length was using artificial intelligence (AI) in the hiring process. Some employers have begun using AI technology to comb through résumés and even to interview job candidates. According to an article by Vox, this can reduce the time and effort required from recruiters by allowing an algorithm to screen recorded interviews for traits found in good employees. However, as Chairwoman Bonamici said in her opening statement, unless the product has been designed transparently and responsibly, this use of AI and other digital tools “can further perpetuate and even exacerbate long-held biases that have led to workplace disparities, particularly for workers of color, women, individuals with disabilities, and older workers”. This can happen when the data used to create the program is tainted by past systematic discrimination, for example.
There was bipartisan agreement during the hearing that bias in hiring should be curbed to the greatest extent possible, but there was a divide over what approach to take. Conservative members of the subcommittee including Ranking Member James Comer (R-KY-1) and Congressional Future Caucus member Elise Stefanik (R-NY-21) argued that existing civil rights statutes extend sufficient protection to workers. On the other hand, Democratic members including Chairwoman Bonamici and Rep. Lee argued that we need more specific legislation. The witnesses called to testify were also split on the issue. Siding with the Democrats, Ms. Yang and Dr. Ifeoma Ajunwa proposed a workers’ bill of rights and an Employee Privacy Protection Act, respectively. Esther Lander, a third witness, sided with the conservatives, holding that current civil rights statutes properly cover scenarios brought about in the digital age.
The use of AI as a hiring tool illustrates the fine line that new technology often walks between a time-saver for simple tasks and a tool that completely overhauls the relationship between employers and employees. The debate during this hearing about the value of AI is indicative of parallel conversations taking place around the Hill. These conversations focus on the need to advance technology while remaining cognizant of its fallibility and its underlying purpose as a tool for humans, not a replacement. Additionally, lawmakers are being confronted with the new challenge of a rapidly evolving target; as Congresswoman Susie Lee (D-NV-3) pointed out, “new technologies are far outpacing our ability to focus on regulating”. In making decisions around regulation, Congress must consider the younger generations that will be most affected by these technological changes. Input from these groups will be important for Congress to fully consider the repercussions of advancements in technology.
Because the future of work is vital to members of the Millennial and younger generations, the Millennial Action Project (MAP) has designated it a Priority Issue. Today, the future of work in many sectors remains uncertain. The United States is currently confronting a growing skills gap between highly educated and under-educated workers, an ongoing brain drain of talented people from already talent-poor regions, and lagging protections for those in the nontraditional workforce.
In November 2019, MAP published a policy brief outlining several bipartisan strategies to modernize the American workforce and ensure preparedness for current and future disruptions. The solutions proposed in the brief center around three main ideas: 1) aligning state policy initiatives and improving labor market data so that states can better address their particular needs, 2) expanding and improving access to high-quality education and training to close the skills gap, and 3) modernizing worker benefits and protections to strengthen the relationship between employers and employees. While these three initiatives would combine to shape a more efficient and effective workforce in the long term, the rapid rise of new technologies in the workplace magnifies the challenge and presents new dilemmas for the future of work.
In order to help bring the workforce into the digital age, we propose a strategy to provide better and more prevalent education on where technology is headed in the short term. By including tech and AI classes in early education as well as in career and technical schools, the skills gap could be narrowed and productivity heightened, leading to a more efficient and effective workforce of tomorrow. To counter the moral dilemmas brought on by technological advances, it is also important to educate on the ethical responsibilities workers have as an active participant in the workforce. Outside of the classroom, employers should be encouraged to invest in their own employees by keeping them up to date with the newest advancements. KPMG has positioned itself as a leader in this trend by developing a $430 million training facility for new technologies, where their employees can attend classes and professional development sessions. The public sector — particularly Members of Congress — must pay attention to these changes happening across the country and think deeply about how they relate to their own jobs, in addition to examining the broader impacts. Technology will continue to take on a greater role in policymaking, and it is imperative that members of Congress and staffers are literate in AI and tech as they continue to legislate policy in the area.
The future of work has become increasingly convoluted, and action must be taken in short order to ensure that the workforce of coming generations is as efficient, fair, and open as possible. There are certainly benefits to using new technologies in this process, so long as the technology is developed correctly. In addition, new technological developments can assist in accomplishing some of the policies that MAP has already suggested, including improving labor market data and expanding access to quality education. This education would be designed to focus on technological advancements and the shifting skills required to compete in the workforce.
Congress should create and refine legislation that protects workers from discrimination and other negative impacts of technology while examining and addressing the needs of tomorrow’s workforce. Additionally, lawmakers must prepare themselves for policymaking in a world where technological advancements are outpacing the ability of Congress to keep up. Some self-reflection will be required: members of Congress must determine how their own work is being changed by the very things on which they are legislating. It is now up to lawmakers and those with the most at stake in the future of work to decide the character of America’s workforce of tomorrow.
By Adam Isaacs-Falbel
