AI as a tool contributes to faster and more efficient outcomes. It finds, writes, compiles and generates documents and images based on your prompts. But that is key – your prompt.
Think of your prompt as an instruction. The more expertise you have, the better
Even if your company hasn’t formally adopted AI yet, you still need an AI policy. This is true even if your company doesn’t allow employees to use AI or if it isn’t planning on purchasing any AI tools.
The reality is, if you employ people, AI is already present in your workplace. The only question
Technology has made it easier than ever to monitor how work gets done. With the rise of hybrid and remote work, digital productivity tools, and AI‑enabled systems, workplace monitoring has become a key compliance issue for Ontario employers.
Ontario does not have a single, comprehensive statute governing employee privacy in the workplace. However, under the Employment Standards Act, 2000 (“ESA”), employers with 25 or
Most conversations about AI at work focus on which tools to adopt and what policies to put in place. Those things matter, but they are not actually where the hard work happens. The harder work is getting your team into the right headspace to engage with change in the first place, and that is a culture question
AI is a useful tool for managing people in the workplace. It can track performance trends, flag patterns in attendance or productivity, and surface data that would have taken a manager hours to pull together. Used well, it makes day-to-day management faster and more informed.
The problem is not the data. The problem is what happens when the data
If you employ people, AI is already part of your workplace. It’s not really a prediction so much as the current reality.
Employees are using AI tools to write emails, summarize meetings, polish reports, prepare presentations, and speed through everyday tasks. Many are doing it quietly, and some are doing it without understanding the risks.
Beyond all the moral and ethical reasons for promoting a diverse workforce, the business case for diversity is clear.
A decade ago, a McKinsey study of 366 companies in Canada, Latin America, the United Kingdom, and the United States found clear business advantages for diverse businesses.
According to the study, companies
The AI revolution has begun
AI is changing how work is done, and people are taking notice.
According to a recent Gallup poll, 22% of employees in the U.S. are concerned that they will lose their jobs to generative AI. Four years ago, it was 15%.
Globally, AI is expected to transform the workforce by 2050. Experts estimate that up to 60% of current jobs will require significant adaptation due to AI, and Goldman Sachs predicts that up to 50% of jobs could be fully automated by 2045.
Continue Reading How to Future-Proof Your Workforce for the AI RevolutionMany companies are now using AI tools to sort through applications, with the goal of saving precious time for human resources teams. But how it’s used is as important as the fact that it’s used.
For some employers, their use of AI is resulting in some major liabilities. While we have yet to see litigation around AI implementation in Canada, in the U.S. there have already been some major cases.
Continue Reading AI in Recruitment — Here’s What Companies Can LearnEarlier today we learned that Sam Altman, CEO of OpenAI the company behind ChatGPT, was returning to his post as CEO, bringing a captivating story to a close (well at least for now).
In case you missed it, the company dismissed Altman on Friday. The company provided few details on its decision to terminate Altman beyond citing a lack of candour on his part when communicating with its Board.
Continue Reading Learning from OpenAI’s Pitfalls: Termination Ripple Effects