Moving Forward Together: Balancing AI Innovation and Worker Security at Unionized Organizations

There is no question that Generative AI (GenAI) is reshaping industries at an unprecedented pace, promising significant advancements in productivity, innovation, and efficiency. However, its transformative nature can also present unique challenges, particularly within unionized environments where concerns about job security and fair compensation are paramount.

There are over 500 unions that employ approximately 29% of employees in Canada, that provide critical services across varying industries such as Education, Healthcare, Government, Manufacturing, Retail and Transportation. This article examines the impacts of GenAI, the five barriers to its adoption most commonly faced by unionized organizations, and five strategic considerations to help with improved outcomes for organization’s people, and their productivity.

GenAI has the potential to revolutionize how organizations operate, impacting talent, culture, and efficiency. Results from a recent survey of approximately 450 CxO’s conducted by Accenture in the fall of 2023, revealed that 81% of companies surveyed identify GenAI as a critical lever for enterprise reinvention, indicating widespread recognition of its strategic importance. The significance of Gen AI is huge. In Canada there is a projected $187 billion in economic growth expected by 2030 because of Gen AI alone, and many unionized organizations can be expected to be at the forefront of this exciting period. However, this growth is heavily dependent on the workforce adopting and being comfortable working with AI.

While these are very exciting times, the journey to GenAI integration can seem fraught with complexity, and balancing this with the unique concerns of a unionized workforce can seem daunting. Is it as bad as it seems though? The reality is that the interests of the organization and workforce are not as far apart as one would expect. Through our experience, here is what we are observing:

Unions have an openness to adopting GenAI provided they clearly understand the impacts of GenAI and what it means for their people. Equally important to organizations is the willingness to be transparent about why GenAI is important for the future.

We have identified five key areas of concern that continue to be raised for GenAI adoption within unionized workforces:

1. Job Security & Displacement Concerns

Unions are legitimately concerned about GenAI impact to their jobs. Will their jobs be replaced by GenAI?  Will their roles be significantly altered?

2. Tech Change Clauses in Collective Agreements

Collective agreements set the terms and conditions of employment for employees – the ‘source of protection’ if you will, for the unions. They often include clauses that require union approval around areas that directly impact the workforce such as technological changes, any mandated training, and layoffs. However, they can also create challenges for adopting GenAI, as organizations must navigate any of the legal and procedural frameworks within the collective agreement.

3. Resistance to Change & Cultural Shift

There may be hesitance around the implementation of GenAI due to worries about disruption to the work culture, everyday operations and long-term job security, reflecting a shared desire to protect workers from negative impacts.

4. Lack of Trust & Transparency

If not handled with care, organizations risk losing trust when introducing GenAI, especially if union workers see it as taking away their decision-making power or being rolled out without clear and honest communication.

5. Non-Union-Friendly Change Management Strategies

Rolling out GenAI successfully needs thoughtful strategies that bring unions on board from the beginning. Get them involved early, make sure workers get the right training, and work together on every part of the transition.

Strategic Considerations

Our experience with our Canadian unionized clients, has taught us that the most important thing is to make sure that people feel heard, supported, and ready to take on this exciting new challenge.  Let’s look at the following five tips and considerations for how everyone can work together for the best outcomes:

1. Define a Considerate Value Proposition

A thoughtful value proposition should shine a light on the perks of GenAI for everyone. By understanding our shared priorities, we can discover common ground between unions, organizations, and employees, focusing on benefits that uplift all parties.  Make this happen by focusing on purpose and crafting a value proposition together with input from both organizational leadership and union representatives.

2. Engage Early & Often

Engaging early and frequently with unions, organizational stakeholders, and employees is key to building meaningful dialogue and partnership. By sharing timely information about upcoming changes, we can reduce assumptions, foster trust, and ensure everyone is prepared, leading to a smoother transition.  One idea to consider is to host inclusive workshops with union reps, organizational leaders, and employees to openly chat about technological changes and input into your change strategy.

3. Lay Foundations & Prove Initial Use Cases

Laying solid foundations means ensuring that union representatives, organizational leaders, and workers are all well-informed and actively engaged in the GenAI implementation process. Showcasing initial benefits and practical use cases helps to foster collective trust and address any concerns early on and collaboratively discuss solutions.

4. Focus on Talent Strategy & Upskilling

Developing a clear and inclusive talent strategy, along with an upskilling plan that welcomes input from everyone and ensures that all team members are equipped to work seamlessly with GenAI. This collaborative approach not only boosts productivity but also fills skill gaps across the workforce, benefiting the organization and its workers alike.

5. Scale in Partnership

Scaling GenAI should be done in partnership to ensure everyone’s interests are considered, and disruptions are minimized. A collaborative scaling approach fosters positive relationships and aligns technological advancements with fair and inclusive practices.

Conclusion

The successful implementation of GenAI at unionized organizations requires a thoughtful approach that considers the unique needs of the whole workforce. By focusing on job security, transparent communication, and comprehensive upskilling and ‘what’s in it for me’, leaders can highlight the technology’s potential to positively impact the working lives of their people. As organizations navigate this transformative journey, the key to success lies in early engagement, collaborative partnerships, and a commitment to addressing the concerns of all stakeholders.

Generative AI presents a generational opportunity for unionized organizations, offering the potential to enhance efficiency and innovation. By addressing barriers to adoption through the five strategic considerations, leaders can build trust and foster collaboration to realize the best possible future for them and their people.