AI Blog

AI’s Impact On The Job Market: What Kind Of Jobs Are Getting Automated Right Now?

AI began as a pursuit of human intelligence. The term itself is a representation of it. 

Although most of that quest has drifted into one sub-area of AI, Machine Intelligence. To broadly state, most of the current machine learning projects have limited domain (individually) with a large amount of data. However, they execute relatively simple tasks and are not very creative. 

Effectively, we have ended up creating machines that can solve some problems better than us, but they are nowhere close to us when it comes to “intelligence.” These AI-enabled machines are doing tasks that were being done before but in a more efficient manner. 

However, this doesn’t mean that machines aren’t taking away our jobs by these kinds of AIs. To start off with, it will mostly be routine jobs that are going to be replaced. In the near future, it won’t be the entire workforce, but surely 50-80% of jobs in multiple domains are capable of being automated. This is a significant number to shake up the entire workforce. 

When we think of routine jobs, there is a prevalent misconception that only blue-collared jobs like assembly lines or physical jobs that don’t require a high level of dexterity (like fruit picking and dishwashing) will get automated. However, it is likely that routine white-collar jobs are going to be automated.

Think of it, to replace white-collar workers, all you need is a piece of software but to replace a blue-collar worker; you need robotics, mechanical excellence, ability to deal with dexterity and the potential to navigate unknown environments. 

Some of the white-collar jobs like back offices where basic search and management of data takes place can already be replaced by advanced ML tools. Tasks that don’t require strategic decision makings like dealing with new employee orientation, simple computer programming, and copy-pasting stuff, can be done by AI.

In the next 5 years, the number of jobs lost, both white and blue-collar will be modest. However, it will increase exponentially after that when the technology improves and adoption increases. 

AI Blog Industry Trends

5 Leaders Who Championed Gender Equality In Their Organizations In 2019

Gender Equality and Diversity has been a buzzword for a few years now, at least when it comes to a company aligning its Public Communications with the latest sociological trend. In a survey of 1,000 respondents, Glassdoor found that 67% of job seekers overall look at workforce diversity when evaluating an offer. Numerous studies have linked increased productivity with the same phenomenon. 

While gender diversity seems an obvious way to go for all the companies, the implementation of it is a complex issue. From addressing the problem of “Equality of outcome vs equality of opportunity” to tackling one of the founding principles of capitalism: meritocracy; implementation of gender diversity is hard.

However, the leaders listed below went out of their way to not only champion gender diversity but to implement it in the right way in 2019.

Beth Whited

Executive Vice President and CHRO, Union Pacific Railroad

Union Pacific has constantly been named as the top gender diversity destination and one of the best employers, all because of leaders like Beth. Seeing a decline in engagement for female employees in 2018, she organized several diverse female employee focus groups. The result of these sessions was enhanced maternity benefits and also the introduction of paternity benefits. Additionally, Beth partnered with the company’s women’s ERG to better understand how the company could support the work-life integration needs of women in operating roles.

If the rail industry, which is thought to be a male-dominated domain can make such efforts, most companies can take this example. 

Sara Wechter

Global Head of Human Resources, Citi

In June 2019, Bloomberg revealed that men earn 29% more than women in the Citigroup. The numbers narrow down when adjusted to the number of hours worked and considering the job roles, however, the statistic is still a matter of concern, especially for the Global Head of Human Resources. Under Sara’s leadership, there is tremendous momentum behind efforts to increase diversity across the firm with a rigorous focus on outcomes. Realizing the business imperative of diversity, Sara has embedded these diversity goals alongside their business goals and is fostering an inclusive workplace environment for employees. 

Tony Colon

Head of CX Product Development, Cisco

Product development has traditionally been a male-dominated domain but Tony Colon wants to change that, at least for Cisco. To start with, he promoted diverse interview panels with equal gender representation in all panels. He also worked with Talent Acquisition to push for equal gender representation of female candidates in all candidate slates, regardless of market availability and type of role, including data scientists, software engineers, and engineering leaders were female candidates are far fewer.

Jennifer Abman Scott

Vice President of Strategic Partnerships, Society of Women Engineers

While more women than men are graduating with four-year degrees, women are significantly underrepresented in the engineering industry, and more likely to leave due to cultural influences. SWE partnered with career re-entry firm iRelaunch to implement a program that would target a hidden talent pool – women with technical degrees on career breaks – and engage them with internships as a vehicle for re-entry. The Task Force meets the needs of women wanting to return to work after a career break while also addressing the challenges encountered by employers in attaining a diverse workforce at all levels of their organizations. Jennifer has ensured that SWE utilizes its brand, global presence, and reach to find qualified talent and broaden the awareness of these programs to further the work of the Task Force. 

Vijay Anand

SVP Global Engineering, Intuit

Vijay is the Executive Sponsor of the Tech Women Intuit initiative which is a program created to attract, retain and advance women in technology roles at Intuit. His response to solving the diversity-in-tech problem in India was so effective that it changed the course of workplace culture across all of Intuit’s global sites, including adding tremendous support for women in tech at its headquarters in Mountain View. Vijay’s style of empathetic management resulted in several highly impactful programs that were implemented in India, including Women in Tech Ambassadors and the enhancement of benefits related to motherhood, caregiving, and flexible work options.