Bots at the beach: The Labor Day of the future?

I’ve never been asked to name my favorite federal holiday. With 11 to choose from, it could be hard. But my least favorite holiday? That’s easy: It’s tomorrow, Labor Day.

Sure, Labor Day’s origin story is significant. In post-Civil War America, working conditions were often harsh and workplaces unsafe. Labor activists organized and fought for improvements. They championed a federal holiday that would recognize their contributions.

The first recorded Labor Day celebration took place on Sept. 5, 1882, in New York City; more than 10,000 workers participated in a parade through the city streets.

No doubt my disdain for Labor Day has everything to do with its unfortunate spot on the calendar. Labor Day is the symbolic end of summer. That means a lot if you grow up in the Midwest, like I did. You feel certain the first snowfall is just days away. Plus, Labor Day signified that school would start soon. Oh, the dread.

But this Labor Day, I’m feeling nostalgic. I wonder: as artificial intelligence replaces jobs and workers, will Labor Day go away? Or will it endure as a remnant of bygone days, when it was people – not machines or software – doing all the work that required human intelligence?

There is broad consensus that AI will fundamentally change the nature of work – and that the impact will be greater for white-collar and knowledge-based jobs, rather than manual and manufacturing labor. In all, Goldman Sachs estimates that AI innovation could displace 6% to 7% of the U.S. labor force – 10 million people or more.

So, public concern and anxiety are unsurprising. In a Pew Research Center study published earlier this year, only 17% of Americans said they believe AI will have a very or somewhat positive impact over the next 20 years. That increases slightly, to 23%, when it comes to AI’s impact on workplaces.

How can we turn fear into hope and embrace the benefits of AI?

Earlier this summer, I spent some time with a member of my extended family and learned that he manages an AI Innovation Center at a major university, in collaboration with a leading sports technology company. He explained the many applications of AI in the sports world and the myriad ways it’s already having a profound impact – in areas like health (vascular monitoring) and performance enhancement (motor skill acquisition).

Understanding AI’s potential to have a positive impact on the sports industry made me think the same could be true in most every workplace, across sectors – including nonprofits like the National Conflict Resolution Center.

Recently, NCRC’s director of external relations, Ashley Virtue, discussed conflict resolution and AI on the “Mind the Machine” podcast with host Cheryl K. Goodman, a seasoned technology executive and CEO of FindGood.tech.

Virtue noted that fear is at the root of conflict; often, it manifests when people feel they don’t belong – and many Americans think that’s the case when it comes to scary technology like AI.

Goodman said, “AI isn’t magic. It’s math.” It depends on data, algorithms and computing power. The key is to become AI literate: to understand what it is, what it isn’t, and what it does, so you can use it wisely and not be misled by the hype. In the analog world, practice “makes perfect.” In a similar way, playing with AI, rather than fearing it, builds confidence.

In my own exploration, I’ve learned that AI is great at specific tasks but not necessarily “smart” in a human sense. Empathy and relationship building are not its strengths (yet). It doesn’t understand nuances.

Virtue and Goodman talked about this. AI can’t help people feel acknowledged, heard and safe. Nor is it good at being neutral: AI says you are right or wrong. It doesn’t know how to slow down, make space for reflection, or avoid jumping to a solution. It doesn’t engage disputing parties in crafting a solution. All are fundamental to conflict resolution that sticks.

Goodman called this the “last mile,” asking, “How do you code for sentiment and authenticity?”

As AI adoption and transformation continue, it’s important for employers to build trust among their employees and give voice to their concerns. At NCRC, we talk about the value of naming it: When a person feels overwhelmed by an emotion like fear or anger, simply naming what they are feeling can reduce its intensity.

Just naming my dislike of Labor Day has made me feel a whole lot better. Tomorrow, I’m going to find time to enjoy the humans in my life.