The adoption and integration of AI should be a top priority for employers
The Skills Index 2023 report from BTG (Business Talent Group) uncovered some mind-blowing facts about artificial intelligence and its integration into today’s workplace. Data science, artificial intelligence and machine learning remain skills in demand, with data science and machine learning up 100%+ in demand compared to previous years. And this is expected to be the case for at least the next few years as AI tools continue to roll out after GPT chat hits the market in November 2022.
However, while demand is at an all-time high, one year after the launch of ChatGPT, around 71% of employers still face challenges due to a lack of internal expertise on how to effectively use AI, specifically genetic AI intelligence, as part of their non-technical workflow.
Some of the key challenges highlighted in the report include a lack of clarity on AI regulations, little understanding among senior leadership teams, concerns about data protection and security, being too busy with other important issues and , finally, the lack of understanding as to where it can best be applied. This poses a significant challenge to the integration of AI and means that the World Economic Forum’s predictions of genetic AI boosting the economy by up to 14.4 trillion may be delayed in development due to limited knowledge.
So what can be done to address this internal knowledge gap?
Become AI Aware
The first step is for key internal stakeholders and business partners to develop awareness of AI and its capabilities through education and how it can improve decision-making, prediction, analysis and daily workflows. With this knowledge, leaders can be empowered to make the right choices for their organizations.
Working with consultants
Another simple solution would be for employers to call in external AI consultants who are verified subject matter experts in this field and whose expertise specifically relates to AI ethics and regulations and data protection and security. These consultants could work in partnership with employers to advise them on how to integrate AI into their work without compromising data or trust.
AI Change Management and focus groups
Another longer-term approach that may be more appropriate for some employers would be to over-hire someone to oversee AI change management or have an AI focus group. Although the concept is relatively new, this type of change management can prove highly effective in growing the use of AI, department by department, until everyone is using AI tools to boost their productivity.
You may want to consider running pilot projects to test user experience and acceptance before a company-wide rollout and gather that feedback to evaluate which tools are best for you and your organization’s goals. Once you’ve done that, you can work on incremental scaling and gathering feedback for each user group.
Education at all levels
Another important step would be to provide extensive training to employees at all levels, from senior leadership to mid-level and entry level, on how to develop artificial intelligence and establish ethical guidelines around its potential. This will help clear up any misconceptions or concerns about using this technology.
The adoption and integration of artificial intelligence should be a top priority for employers. If it’s not yours now, it will be when your competitors get the upper hand and steal your talent and your customers. Through persistence, experimentation, and training, genetic AI can be the new normal of work life, freeing employees for more creative endeavors and enabling improved mental health and wellness through reduced work.
Who knows, this might lead to the long-awaited four-day work week?
