For years, labor economists have been warning of a growing shortage of talent that will worsen as we approach 2030 and beyond. By 2030, the number of working-age citizens in the U.S. (ages 15 – 64) will be at the same level it was in 1950 (UN DESA Population Division). We’ve seen 52 straight years of below replacement birth rates in the U.S. Put simply, there will be fewer humans available to work. While North Carolina enjoys a lot of “in migration” from other states, that flow won’t last forever. Finding talent will be harder, and the graphs only get worse over time.
Will AI and Robots Really Take Our Jobs?
Artificial Intelligence (AI) has rapidly evolved from a futuristic concept to a transformative force in today’s workplace. From self-checkout kiosks to chatbots, and from automated manufacturing lines to advanced data analytics, AI is reshaping how businesses operate and how people work. And as these technologies become more capable, a pressing question emerges: Will AI take our jobs?
AI and automation are indeed changing the employment landscape. Tasks that are repetitive, predictable, or data-driven are increasingly performed by machines. For example:
A 2023 report from the World Economic Forum estimated that by 2025, automation could displace 85 million jobs globally while also creating 97 million new roles better suited to the new division of labor between humans, machines, and algorithms. A recently released study from AIResumeBuilder.com found that 30% of companies plan to replace employees with artificial intelligence in 2026, particularly those in IT, financial services, and accounting.
New Jobs and Human-AI Collaboration
While AI does automate certain tasks, it also creates new opportunities. Many jobs are evolving rather than disappearing. For instance:
Jobs Most at Risk and Most Resilient
All industries will face some level of AI transformation, and the fear of job loss due to AI is real. Workers in affected industries may face uncertainty and anxiety, particularly older workers not as interested in upskilling or reskilling. In fact, a 2023 IBM study found that 40% of the workforce will need to reskill due to AI and automation over the next three years.
Fortunately, history shows that technological revolutions—like the Industrial Revolution or the rise of computers and the internet- ultimately led to new kinds of work and higher productivity. AI is not simply taking jobs—it is transforming them. The challenge is to ensure that workers are equipped to adapt and thrive in this new environment. By focusing on education, collaboration, and responsible innovation, organizations can harness AI’s potential while minimizing its risks.
What Can Be Done Now?
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Policy and Support: Organizations must create safety nets and invest in workforce development. I know of many Catapult members, including us, who are rolling out Microsoft CoPilot across their organization to drive productivity gains. Some are even placing AI agents on the org chart!
Who Owns the Workplace Transformation?
One important question remains for organizations - Whose role will it be to determine how people and AI will combine to deliver the future? Many functional areas and their respective associations are making their pitch for ownership from Executive Leadership to HR to IT to Operations to Process Control. Everyone can’t own it. Economist Milton Friedman reminded us long ago that "When everybody owns something, nobody owns it, and nobody has a direct interest in maintaining or improving its condition."
I’m not going to take sides, and the answer will probably be a collaborative effort. I will state, however, that your organization’s survival will depend on how effectively you utilize AI/Technology/Automation. You can’t avoid it, no matter your industry, and at some point, if not already, you’re going to face a severe shortage of skilled workers.
If you’re an HR Leader and your company has its collective head in the sand when it comes to AI plus plus plus, then why don’t you be the person who steps up and starts the conversation? I know it might be more comfortable to stay in the recruiting, retaining, and regulatory lane. However, you own the Human part of the organization, so insert yourself now in crafting those humans’ future!
Don’t know how to start that conversation? Just ask ChatGPT! Or call us and we can help. Think about it!