2024 年的人工智慧：工人需要了解的五個趨勢

The impact of artificial intelligence (AI) is anticipated to make a more significant impact this year in areas such as hiring bias, inclusivity, regulation, and more. As much as 2023 was a pivotal year for AI, it is expected to have an even larger influence in 2024. This time, however, workers are prepared. Generative AI has been on the radar of employees for over a year, positioning them not only to comprehend its role in the modern work landscape but also to embrace the changes and opportunities it brings. It's time to leverage this advantage. To stay ahead, workers should be aware of the upcoming trends in the AI space, including these five trends that are set to shape the year.

The first trend is that AI will promote widespread inclusivity. AI is likely to become a potent tool for workers with disabilities, and these advances could instigate change for all people. Many machine-learning tools developed to assist disabled workers could become increasingly accessible, according to Victor Santiago Pineda, director of the Inclusive Cities Lab at UC Berkeley, US. Consider, for example, algorithm-based speech-to-text and text-to-speech tools that provide additional information to visually- and hearing-impaired users. Pineda believes that AI-powered assistive technologies have the potential to dismantle barriers and empower individuals with disabilities, fostering a sense of independence and inclusion. He also posits that the mainstream adoption of tools designed to assist disabled people can benefit everyone. As large language models continue to refine real-time, multilingual closed captioning, all people will have access to a broader and more diverse range of information.

The second trend is that AI will make hiring and layoff processes more equitable. Human-resource professionals are already prepared to utilize AI in the hiring process to create a more equitable hiring landscape, but the current technology is far from perfect. In response, academics and industry experts are striving to reduce algorithmic bias on electronic hiring platforms and other HR tools through AI. Some experts are already prioritizing these goals. The Hire Aspirations Institute, led by Cynthia Dwork, professor of computer science at Harvard, is focused on identifying bias in screening tools and the professionals who use them. Beyond the hiring process, some companies, including the global consultancy firm Deloitte, are leveraging AI technology to retain talent. The firm is currently experimenting with using AI data to more effectively reallocate budgets, move workers to more in-demand positions, and, in turn, stave off layoffs. This could particularly benefit marginalized groups, who are often the targets of corporate cuts. However, many experts and HR professionals concur that although AI development will be beneficial in creating a more diverse candidate funnel, it may not be able to resolve all issues, including human bias in hiring. However, a heightened awareness of hiring inequity may help HR professionals understand their own implicit judgements and how to move past them.