International Labour Organization Calls for Responsible Use of Artificial Intelligence in Employment
Artificial intelligence (AI) is creating new tools and opportunities for the employment of persons with disabilities. However, its application requires careful oversight and regulation. An article on the opportunities and challenges of AI in the field of employment has been published on the International Labour Organization (ILO) website.
There are approximately 1.3 billion persons with disabilities of working age globally, and seven out of ten are unemployed. Modern technologies can both expand and limit their opportunities in the labour market. AI creates additional prospects and enhances the functionality of assistive technologies. For instance, real-time captioning, speech-to-text conversion, and sign language avatars can serve as additional communication channels for individuals with hearing, speech, or visual impairments. For persons with cognitive conditions, AI can act as an assistant in work organization and time management.
However, significant risks exist in the use of AI for employment. Systems can perpetuate historical biases against persons with disabilities and create new forms of discrimination, leading to serious legal and ethical implications. For example, in candidate screening, AI may downgrade the ratings of applicants whose resumes mention awards related to disability. AI video tools that analyze non-verbal cues, such as eye contact and vocal intonation, can disadvantage individuals with speech or facial expression differences, misinterpreting their behavior.
To ensure the responsible use of AI in employment, the ILO advocates for adherence to several key principles:
· Inclusive Design and Testing: Developers should involve persons with disabilities and accessibility experts in the AI creation and testing processes. This will ensure the seamlessness and accessibility of the technologies.
· Human-in-Command Oversight: Employers must ensure human oversight over decisions aided by AI. Technology should complement, not replace, human decision-making. Clear accountability for any potential discriminatory outcomes must be established.
· Capacity Building and Culture: Fostering an inclusive culture and enhancing the digital literacy of staff is crucial. HR professionals and managers should be trained in the ethical use of AI.
· Robust Legal Frameworks: Strengthening the legal framework governing artificial intelligence is essential. Laws must protect persons with disabilities from potential discrimination through the use of AI in HR processes.
· Accessibility by Design: When developing AI tools, it is vital to ensure their accessibility and inclusivity. This will help employers avoid discrimination and uphold inclusion principles.
International organizations are actively working on establishing ethical standards for AI application. They aim to ensure that technology fosters inclusion rather than creating new barriers for persons with disabilities.
GCTU News
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Viktor Pinsky: GCTU Should Play a Leading Role in Organizing Trade Union Education in the CIS
Viktor Pinsky, Secretary General of the General Confederation of Trade Unions (GCTU), believes that the GCTU should take a leading role in developing a system for training, retraining, and upgrading the skills of personnel, exchanging experiences, and educating leaders and trade union activists across the Commonwealth of Independent States (CIS)
"We already have successful experience in organizing trade union education. This year over 400 people from six countries participated in the GCTU’s first two educational programs. The idea to launch such programs came directly from the requests of our member organizations. Internships are another in-demand format, especially among young people. They provide an opportunity to personally visit international organizations and see their work from the inside," said Viktor Pinsky.
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For trade unions, March 8 is not just a day of spring and renewal.
For trade unions, March 8 is not just a day of spring and renewal.
For trade unions, March 8 is not merely a day of spring and renewal. Above all, it is an opportunity to once again reflect on the role of women in the world of work and in global development as a whole. Today, women perform 55% of the world’s total labor. They work longer hours than men—by 6 to 13 hours per week—and still earn less: on average, women’s wages amount to 66–84% of men’s wages, depending on the country. There is objective evidence that the more a country values women’s labor and the smaller the gender pay gap, the more developed its economy. A special issue is the “invisibility” of women’s domestic and, as experts call it, reproductive labor. This is why trade unions should continue to fight for justice for working women.
I congratulate all women of the CIS, my colleagues in the parliamentary corps, and women in trade unions on International Women’s Day. I wish you justice, decent work, success, and prosperity!
Viktor Pinsky
General Secretary of the General Confederation of Trade Unions, Member of the State Duma
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General Confederation of Trade Unions Proposes Securing Trade Union Rights in Enterprise Bankruptcy
General Confederation of Trade Unions Proposes Securing Trade Union Rights in Enterprise Bankruptcy
The General Confederation of Trade Unions’ (GCTU) proposals are reflected in the draft CIS model law “On Cross-Border Insolvency and Bankruptcy.”
Trade unions must have the right to represent and protect workers’ interests in the bankruptcy of international companies, according to Viktor Pinsky, Member of the State Duma of the Russian Federation and General Secretary of the GCTU.