smaller and informal enterprises often face barriers related to finance, infra- structure and skills. Addressing these constraints is essential to ensure that AI contributes to broad-based economic growth and decent job creation. Without specific policy action, digital divides risk becoming structural fault lines. Often missed in the current debates is the impact of AI on job quality in terms of its implications for wages, working con- ditions, labour protection and workers’ rights. On the positive side, AI can reduce exposure to hazardous tasks and improve occupational safety and health. At the same time, algorithmic management is increasingly used to recruit, monitor and evaluate workers. While these tools can improve efficiency and productivity, they can also intensify work, reduce autonomy and create new forms of surveillance. Safe- guards are needed to eliminate biases and discrimination, particularly in hirin processes. Digital and AI skills are increasingly important for jobs and workforce adapt- ability, although demand for these skills is materialising slowly in low- and middle- income countries. But employers do not seek these skills in isolation. ILO analysis of vacancy data shows that jobs demand- ing AI and digital skills, also require foundational digital and cognitive skills, as well as managerial and socio-emotional competencies. Developing broad bundles of skills is, therefore, essential for workers to benefit from this digital transformation.
ing international labour standards, which play a critical role in ensuring that funda- mental principles and rights of work are respected in the context of AI. Social dia- logue is central to this approach. Engaging governments, employers and workers in shaping how AI is used in workplaces is essential for building trust, managing transitions and ensuring that technologi- cal change benefits all. Policy responses must be comprehen- sive. They include strengthening social protection systems to support workers through transitions, investing in skill- ing and lifelong learning, and integrating AI into employment policies. Governance frameworks need to promote transpar- ency, accountability and the protection of workers’ data. At the same time, efforts are needed to close the digital divide through investments in infrastructure, digital public goods and skilling. The challenge of promoting a human-centred and inclusive adoption of AI is therefore not only technological, but also one of national policy and global cooperation. G7 members are urged to address both the opportunities and risks through a comprehensive policy approach spanning key areas, including employ- ment, skills development, job quality and working conditions, in line with inter- national labour standards. Effective responses require strong social dialogue and collective bargaining, underpinned by robust and up-to-date evidence on the implications of these technologies for decent work. These efforts depend on strengthened international cooperation to advance a human-centred approach to the adoption of AI, drawing on national insights and policy experience, with the G7 playing a critical role.
BUILDING A HUMAN-CENTRED AI FRAMEWORK
Against this backdrop, the ILO’s vision is clear. The development and deployment of AI are shaped by a range of factors, includ-
// GILBERT HOUNGBO Gilbert Houngbo became director-general of the International Labour Organization in October 2022. He was president of the International Fund for Agricultural Development from 2017 to 2022. He previously served as deputy director-general of the ILO where he led field operations in more than 100 countries. From 2008 to 2012, he was prime minister of the Republic of Togo. He has also held numerous leadership positions at the United Nations Development Programme.
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