Tag Archives: CEO
#436261 AI and the future of work: The prospects ...
AI experts gathered at MIT last week, with the aim of predicting the role artificial intelligence will play in the future of work. Will it be the enemy of the human worker? Will it prove to be a savior? Or will it be just another innovation—like electricity or the internet?
As IEEE Spectrum previously reported, this conference (“AI and the Future of Work Congress”), held at MIT’s Kresge Auditorium, offered sometimes pessimistic outlooks on the job- and industry-destroying path that AI and automation seems to be taking: Self-driving technology will put truck drivers out of work; smart law clerk algorithms will put paralegals out of work; robots will (continue to) put factory and warehouse workers out of work.
Andrew McAfee, co-director of MIT’s Initiative on the Digital Economy, said even just in the past couple years, he’s noticed a shift in the public’s perception of AI. “I remember from previous versions of this conference, it felt like we had to make the case that we’re living in a period of accelerating change and that AI’s going to have a big impact,” he said. “Nobody had to make that case today.”
Elisabeth Reynolds, executive director of MIT’s Task Force on the Work of the Future, noted that following the path of least resistance is not a viable way forward. “If we do nothing, we’re in trouble,” she said. “The future will not take care of itself. We have to do something about it.”
Panelists and speakers spoke about championing productive uses of AI in the workplace, which ultimately benefit both employees and customers.
As one example, Zeynep Ton, professor at MIT Sloan School of Management, highlighted retailer Sam’s Club’s recent rollout of a program called Sam’s Garage. Previously customers shopping for tires for their car spent somewhere between 30 and 45 minutes with a Sam’s Club associate paging through manuals and looking up specs on websites.
But with an AI algorithm, they were able to cut that spec hunting time down to 2.2 minutes. “Now instead of wasting their time trying to figure out the different tires, they can field the different options and talk about which one would work best [for the customer],” she said. “This is a great example of solving a real problem, including [enhancing] the experience of the associate as well as the customer.”
“We think of it as an AI-first world that’s coming,” said Scott Prevost, VP of engineering at Adobe. Prevost said AI agents in Adobe’s software will behave something like a creative assistant or intern who will take care of more mundane tasks for you.
“We need a mindset change. That it is not just about minimizing costs or maximizing tax benefits, but really worrying about what kind of society we’re creating and what kind of environment we’re creating if we keep on just automating and [eliminating] good jobs.”
—Daron Acemoglu, MIT Institute Professor of Economics
Prevost cited an internal survey of Adobe customers that found 74 percent of respondents’ time was spent doing repetitive work—the kind that might be automated by an AI script or smart agent.
“It used to be you’d have the resources to work on three ideas [for a creative pitch or presentation],” Prevost said. “But if the AI can do a lot of the production work, then you can have 10 or 100. Which means you can actually explore some of the further out ideas. It’s also lowering the bar for everyday people to create really compelling output.”
In addition to changing the nature of work, noted a number of speakers at the event, AI is also directly transforming the workforce.
Jacob Hsu, CEO of the recruitment company Catalyte spoke about using AI as a job placement tool. The company seeks to fill myriad positions including auto mechanics, baristas, and office workers—with its sights on candidates including young people and mid-career job changers. To find them, it advertises on Craigslist, social media, and traditional media.
The prospects who sign up with Catalyte take a battery of tests. The company’s AI algorithms then match each prospect’s skills with the field best suited for their talents.
“We want to be like the Harry Potter Sorting Hat,” Hsu said.
Guillermo Miranda, IBM’s global head of corporate social responsibility, said IBM has increasingly been hiring based not on credentials but on skills. For instance, he said, as much as 50 per cent of the company’s new hires in some divisions do not have a traditional four-year college degree. “As a company, we need to be much more clear about hiring by skills,” he said. “It takes discipline. It takes conviction. It takes a little bit of enforcing with H.R. by the business leaders. But if you hire by skills, it works.”
Ardine Williams, Amazon’s VP of workforce development, said the e-commerce giant has been experimenting with developing skills of the employees at its warehouses (a.k.a. fulfillment centers) with an eye toward putting them in a position to get higher-paying work with other companies.
She described an agreement Amazon had made in its Dallas fulfillment center with aircraft maker Sikorsky, which had been experiencing a shortage of skilled workers for its nearby factory. So Amazon offered to its employees a free certification training to seek higher-paying work at Sikorsky.
“I do that because now I have an attraction mechanism—like a G.I. Bill,” Williams said. The program is also only available for employees who have worked at least a year with Amazon. So their program offers medium-term job retention, while ultimately moving workers up the wage ladder.
Radha Basu, CEO of AI data company iMerit, said her firm aggressively hires from the pool of women and under-resourced minority communities in the U.S. and India. The company specializes in turning unstructured data (e.g. video or audio feeds) into tagged and annotated data for machine learning, natural language processing, or computer vision applications.
“There is a motivation with these young people to learn these things,” she said. “It comes with no baggage.”
Alastair Fitzpayne, executive director of The Aspen Institute’s Future of Work Initiative, said the future of work ultimately means, in bottom-line terms, the future of human capital. “We have an R&D tax credit,” he said. “We’ve had it for decades. It provides credit for companies that make new investment in research and development. But we have nothing on the human capital side that’s analogous.”
So a company that’s making a big investment in worker training does it on their own dime, without any of the tax benefits that they might accrue if they, say, spent it on new equipment or new technology. Fitzpayne said a simple tweak to the R&D tax credit could make a big difference by incentivizing new investment programs in worker training. Which still means Amazon’s pre-existing worker training programs—for a company that already famously pays no taxes—would not count.
“We need a different way of developing new technologies,” said Daron Acemoglu, MIT Institute Professor of Economics. He pointed to the clean energy sector as an example. First a consensus around the problem needs to emerge. Then a broadly agreed-upon set of goals and measurements needs to be developed (e.g., that AI and automation would, for instance, create at least X new jobs for every Y jobs that it eliminates).
Then it just needs to be implemented.
“We need to build a consensus that, along the path we’re following at the moment, there are going to be increasing problems for labor,” Acemoglu said. “We need a mindset change. That it is not just about minimizing costs or maximizing tax benefits, but really worrying about what kind of society we’re creating and what kind of environment we’re creating if we keep on just automating and [eliminating] good jobs.” Continue reading
Posted in Human Robots
#436200 AI and the Future of Work: The Economic ...
This week at MIT, academics and industry officials compared notes, studies, and predictions about AI and the future of work. During the discussions, an insurance company executive shared details about one AI program that rolled out at his firm earlier this year. A chatbot the company introduced, the executive said, now handles 150,000 calls per month.
Later in the day, a panelist—David Fanning, founder of PBS’s Frontline—remarked that this statistic is emblematic of broader fears he saw when reporting a new Frontline documentary about AI. “People are scared,” Fanning said of the public’s AI anxiety.
Fanning was part of a daylong symposium about AI’s economic consequences—good, bad, and otherwise—convened by MIT’s Task Force on the Work of the Future.
“Dig into every industry, and you’ll find AI changing the nature of work,” said Daniela Rus, director of MIT’s Computer Science and Artificial Intelligence Laboratory (CSAIL). She cited recent McKinsey research that found 45 percent of the work people are paid to do today can be automated with currently available technologies. Those activities, McKinsey found, represent some US $2 trillion in wages.
However, the threat of automation—whether by AI or other technologies—isn’t as new as technologists on America’s coasts seem to believe, said panelist Fred Goff, CEO of Jobcase, Inc.
“If you live in Detroit or Toledo, where I come from, technology has been displacing jobs for the last half-century,” Goff said. “I don’t think that most people in this country have the increased anxiety that the coasts do, because they’ve been living this.”
Goff added that the challenge AI poses for the workforce is not, as he put it, “getting coal miners to code.” Rather, he said, as AI automates some jobs, it will also open opportunities for “reskilling” that may have nothing to do with AI or automation. He touted trade schools—teaching skills like welding, plumbing, and electrical work—and certification programs for sales industry software packages like Salesforce.
On the other hand, a documentarian who reported another recent program on AI—Krishna Andavolu, senior correspondent for Vice Media—said “reskilling” may not be an easy answer.
“People in rooms like this … don’t realize that a lot of people don’t want to work that much,” Andavolu said. “They’re not driven by passion for their career, they’re driven by passion for life. We’re telling a lot of these workers that they need to reskill. But to a lot of people that sounds like, ‘I’ve got to work twice as hard for what I have now.’ That sounds scary. We underestimate that at our peril.”
Part of the problem with “reskilling,” Andavolu said, is that some high-growth industries involve caregiving for seniors and in medical facilities—roles which are traditionally considered “feminized” careers. Destigmatizing these jobs, and increasing the pay to match the salaries of displaced jobs like long-haul truck drivers, is another challenge.
Daron Acemoglu, MIT Institute Professor of Economics, faulted the comparably slim funding of academic research into AI.
“There is nothing preordained about the progress of technology,” he said. Computers, the Internet, antibiotics, and sensors all grew out of government and academic research programs. What he called the “blue-sky thinking” of non-corporate AI research can also develop applications that are not purely focused on maximizing profits.
American companies, Acemoglu said, get tax breaks for capital R&D—but not for developing new technologies for their employees. “We turn around and [tell companies], ‘Use your technologies to empower workers,’” he said. “But why should they do that? Hiring workers is expensive in many ways. And we’re subsidizing capital.”
Said Sarita Gupta, director of the Ford Foundation’s Future of Work(ers) Program, “Low and middle income workers have for over 30 years been experiencing stagnant and declining pay, shrinking benefits, and less power on the job. Now technology is brilliant at enabling scale. But the question we sit with is—how do we make sure that we’re not scaling these longstanding problems?”
Andrew McAfee, co-director of MIT’s Initiative on the Digital Economy, said AI may not reduce the number of jobs available in the workplace today. But the quality of those jobs is another story. He cited the Dutch economist Jan Tinbergen who decades ago said that “Inequality is a race between technology and education.”
McAfee said, ultimately, the time to solve the economic problems AI poses for workers in the United States is when the U.S. economy is doing well—like right now.
“We do have the wind at our backs,” said Elisabeth Reynolds, executive director of MIT’s Task Force on the Work of the Future.
“We have some breathing room right now,” McAfee agreed. “Economic growth has been pretty good. Unemployment is pretty low. Interest rates are very, very low. We might not have that war chest in the future.” Continue reading
Posted in Human Robots
#436167 Is it Time for Tech to Stop Moving Fast ...
On Monday, I attended the 2019 Fall Conference of Stanford’s Institute for Human Centered Artificial Intelligence (HAI). That same night I watched the Season 6 opener for the HBO TV show Silicon Valley. And the debates featured in both surrounded the responsibility of tech companies for the societal effects of the technologies they produce. The two events have jumbled together in my mind, perhaps because I was in a bit of a brain fog, thanks to the nasty combination of a head cold and the smoke that descended on Silicon Valley from the northern California wildfires. But perhaps that mixture turned out to be a good thing.
What is clear, in spite of the smoke, is that this issue is something a lot of people are talking about, inside and outside of Silicon Valley (witness the viral video of Rep. Alexandria Ocasio-Cortez (D-NY) grilling Facebook CEO Mark Zuckerberg).
So, to add to that conversation, here’s my HBO Silicon Valley/Stanford HAI conference mashup.
Silicon Valley’s fictional CEO Richard Hendriks, in the opening scene of the episode, tells Congress that Facebook, Google, and Amazon only care about exploiting personal data for profit. He states:
“These companies are kings, and they rule over kingdoms far larger than any nation in history.”
Meanwhile Marietje Schaake, former member of the European Parliament and a fellow at HAI, told the conference audience of 900:
“There is a lot of power in the hands of few actors—Facebook decides who is a news source, Microsoft will run the defense department’s cloud…. I believe we need a deeper debate about which tasks need to stay in the hands of the public.”
Eric Schmidt, former CEO and executive chairman of Google, agreed. He says:
“It is important that we debate now the ethics of what we are doing, and the impact of the technology that we are building.”
Stanford Associate Professor Ge Wang, also speaking at the HAI conference, pointed out:
“‘Doing no harm’ is a vital goal, and it is not easy. But it is different from a proactive goal, to ‘do good.’”
Had Silicon Valley’s Hendricks been there, he would have agreed. He said in the episode:
“Just because it’s successful, doesn’t mean it’s good. Hiroshima was a successful implementation.”
The speakers at the HAI conference discussed the implications of moving fast and breaking things, of putting untested and unregulated technology into the world now that we know that things like public trust and even democracy can be broken.
Google’s Schmidt told the HAI audience:
“I don’t think that everything that is possible should be put into the wild in society, we should answer the question, collectively, how much risk are we willing to take.
And Silicon Valley denizens real and fictional no longer think it’s OK to just say sorry afterwards. Says Schmidt:
“When you ask Facebook about various scandals, how can they still say ‘We are very sorry; we have a lot of learning to do.’ This kind of naiveté stands out of proportion to the power tech companies have. With great power should come great responsibility, or at least modesty.”
Schaake argued:
“We need more guarantees, institutions, and policies than stated good intentions. It’s about more than promises.”
Fictional CEO Hendricks thinks saying sorry is a cop-out as well. In the episode, a developer admits that his app collected user data in spite of Hendricks assuring Congress that his company doesn’t do that:
“You didn’t know at the time,” the developer says. “Don’t beat yourself up about it. But in the future, stop saying it. Or don’t; I don’t care. Maybe it will be like Google saying ‘Don’t be evil,’ or Facebook saying ‘I’m sorry, we’ll do better.’”
Hendricks doesn’t buy it:
“This stops now. I’m the boss, and this is over.”
(Well, he is fictional.)
How can government, the tech world, and the general public address this in a more comprehensive way? Out in the real world, the “what to do” discussion at Stanford HAI surrounded regulation—how much, what kind, and when.
Says the European Parliament’s Schaake:
“An often-heard argument is that government should refrain from regulating tech because [regulation] will stifle innovation. [That argument] implies that innovation is more important than democracy or the rule of law. Our problems don’t stem from over regulation, but under regulation of technologies.”
But when should that regulation happen. Stanford provost emeritus John Etchemendy, speaking from the audience at the HAI conference, said:
“I’ve been an advocate of not trying to regulate before you understand it. Like San Francisco banning of use of facial recognition is not a good example of regulation; there are uses of facial recognition that we should allow. We want regulations that are just right, that prevent the bad things and allow the good things. So we are going to get it wrong either way, if we regulate to soon or hold off, we will get some things wrong.”
Schaake would opt for regulating sooner rather than later. She says that she often hears the argument that it is too early to regulate artificial intelligence—as well as the argument that it is too late to regulate ad-based political advertising, or online privacy. Neither, to her, makes sense. She told the HAI attendees:
“We need more than guarantees than stated good intentions.”
U.S. Chief Technology Officer Michael Kratsios would go with later rather than sooner. (And, yes, the country has a CTO. President Barack Obama created the position in 2009; Kratsios is the fourth to hold the office and the first under President Donald Trump. He was confirmed in August.) Also speaking at the HAI conference, Kratsios argued:
“I don’t think we should be running to regulate anything. We are a leader [in technology] not because we had great regulations, but we have taken a free market approach. We have done great in driving innovation in technologies that are born free, like the Internet. Technologies born in captivity, like autonomous vehicles, lag behind.”
In the fictional world of HBO’s Silicon Valley, startup founder Hendricks has a solution—a technical one of course: the decentralized Internet. He tells Congress:
“The way we win is by creating a new, decentralized Internet, one where the behavior of companies like this will be impossible, forever. Where it is the users, not the kings, who have sovereign control over their data. I will help you build an Internet that is of the people, by the people, and for the people.”
(This is not a fictional concept, though it is a long way from wide use. Also called the decentralized Web, the concept takes the content on today’s Web and fragments it, and then replicates and scatters those fragments to hosts around the world, increasing privacy and reducing the ability of governments to restrict access.)
If neither regulation nor technology comes to make the world safe from the unforeseen effects of new technologies, there is one more hope, according to Schaake: the millennials and subsequent generations.
Tech companies can no longer pursue growth at all costs, not if they want to keep attracting the talent they need, says Schaake. She noted that, “the young generation looks at the environment, at homeless on the streets,” and they expect their companies to tackle those and other issues and make the world a better place. Continue reading
Posted in Human Robots