The rise of AI and its Implications on Employment
AI technologies have power to drive major social and economic changes, especially as digital transformation continues to shape the world. They can revolutionize businesses, industries, and job markets, offering new opportunities and efficiencies. While challenges remain, generative AI can enhance customer experiences, streamline operations, provide valuable insights, and help businesses stay competitive. AI becomes more integrated into everyday work, employers must have right knowledge and tools to make smart decisions that foster both business growth and job opportunities.

Purpose of the report
This report brings together existing research on how AI is shaping work and employment, offering employers valuable insights to help them navigate these changes. The impact of AI on job markets is complex and constantly evolving, but a wealth of research can help guide decision-making and shed light on the key trends shaping this transformation.

Scope of AI Integration in the Workforce

In the introduction, we explore the basics of AI and the rise of generative AI in recent years. It addresses important questions about how AI might affect employment on global scale. We will also get to look at how AI is currently being used in workforce management, highlighting both its potential benefits and risks.

AI has also made some growth in specialised fields like AI and machine learning, AI assisted diagnostics and Algorithm trading and fraud. It examines AI-related policies, including international and national initiatives. Finally, the report wraps up with recommendations for employers and governments on AI development and advocacy.

Artificial Intelligence Vs. Generative artificial intelligence

Artificial Intelligence (AI) refers to computer systems designed to perform tasks that typically require human intelligence. These tasks include learning from data, recognizing patterns, making decisions, understanding language, and solving problems. AI systems can be rule-based or use machine learning to improve their performance over time without explicit programming. AI is widely used in areas like automation, healthcare, finance, customer service, and more.

Artificial intelligence is "a system's ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation"[1]. The modern conception of AI refers to "agents" or systems that can perform actions based on their perception of environment.[2]

Generative AI is a subset of AI that focuses on creating new content, such as text, images, music, or even videos. Unlike traditional AI, which primarily analyses and processes data, generative AI models can generate original content based on the patterns they have learned. This technology is powered by advanced machine learning techniques, especially deep learning and neural networks.

Generative AI is transforming industries by assisting in content creation, automating tasks, and enhancing creativity, but it also raises ethical and regulatory challenges regarding misinformation, intellectual property, and bias. Many AI experts believe that fake content will soon be impossible to detect. According to an article from The Economist, fake images, videos, and ads are becoming major challenge.

Even latest detection software struggles to identify them accurately. While some assume that AI-generated content leaves behind tell-tale signs, this isn't always true. It's becoming increasingly difficult for people to distinguish between real and fake visuals. Even most advanced detection programs still misidentify AI-generated images 13% of the time.

AI Implication On Job Market

Elon Musk's Department of Government Efficiency (DOGE) is actively working to reduce the number of federal employees. At the start of 2025 the department began offering buyouts and eliminating thousands of government positions and to compensate these reductions DOGE appears to be turning into artificial intelligence. [3]

Major Wall Street firms which includes Goldman Sachs and Morgan Stanley are reportedly exploring the use of AI to automate entry-level tasks. This includes responsibilities like assembling presentations and inputting data works which are traditionally assigned to junior employees as part of their early career development. By automating these processes banks could potentially save millions of dollars while streamlining their operations.

IBM plans to replace approximately 30% of its back-office workforce with AI over the next five years which amounts to around 7,800 positions. The company has already reduced hiring for administrative roles which including those in human resources. Beyond clerical tasks IBM CEO Arvind Krishna has expressed interest in automating more complex functions such as analysing workforce composition and productivity within the next decade.

JP Morgan now uses AI to review commercial loan agreements which was previously done by lawyers and lawyers used to take 3 60 000 hours annually but now it is completed in seconds. In May as advertising revenue declined Microsoft replaced dozens of journalists at MSN and Microsoft news with AI that is now capable of scanning and processing content. Similarly, iHeartMedia has also laid off numerous DJs just to leverage its investments in AI and technology.

According to Rob LoCascio who is the CEO of LivePerson which is a company specialising in conversational AI stated that the business that once required a 1000 person call centre could now operate with just 100 employees and chatbots. He shares that while a skilled call centre representative can handle six customer queries per hour a bot can manage 10,000 in the same time frame. In David's Bridal which is a retailer with about 300 stores across North America and the UK implemented a chatbot named Zoey through LivePerson. By integrating AI David's Bridal has reduced call centre costs by 35%. [4]

In April 2023 Chinese marketing agency BlueFocus terminated the contracts of its human content creators and designers and relied on the generative AI. In 2024 U.S. software company Salesforce laid off 700 employees which represents about 1% of its global workforce. The company did not explicitly link these job losses to AI but its shrinking hiring budget and increased investments in artificial intelligence suggest that automation is replacing many of these roles.


The Indian workforce is increasingly experiencing the impact of artificial intelligence on employment. Recently digital payments company Paytm terminated approximately 1000 employees across its various departments. The company attributed these layoffs to AI powered automation as a part of broader effort to reduce employee cost by 10-15%. On a global scale technology giant Google is reportedly restructuring its sales division of around 30,000 employees with its AI driven campaign management system reducing the need for human involvement. [5]

Vijay Sivaram who is the CEO of Quess IT Staffing pointed out that while AI has been evolving for some time its effects on employment are becoming more pronounced due to rapid advances in generative AI technologies. He noted that certain skill sets particularly among older engineers who have not updated their expertise are at higher risk of being replaced. IT hiring market is also facing a slowdown majorly due to excessive recruitment during the COVID pandemic period for which the companies are now looking to streamline their workforce through AI driven automation.

In July Bangalore based e-commerce company Dukaan took an aggressive approach to AI adoption. CEO Summit shah replaced 90% of company's customer support staff with an internally developed chatbot as it reduced customer support costs by 85% and also shortened the wait times for customers.

In January 2024 language-learning platform Duolingo cut 10% of its contractor workforce and shifted toward AI-generated content translation. Even though these individuals were not classified as permanent employees the company acknowledged that AI played a role in its decision to terminate their contracts.

AI and Employment: Opportunities and Challenges

Recently research analysis regards introduction of AI has led to labour substitution i.e. doomsayer's perspective or there is efficiency gain and generation of new type of employment from AI Implementation i.e. optimist's perspective. "If we consider both approaches, then we arrive to more balanced approach which states that AI has at least three effects on employment: job displacement, augmentation and creation. Regarding the latter, 50 per cent of employers worldwide expect AI to promote job growth in the next five years."[6]

"The World Economic Forum predicts that by 2025, 97 million new roles may emerge adapted to the new division of labour between humans, machines, and algorithms." [7]These roles include AI ethicists, data scientists, machine learning engineers and AI- human interaction designers. By 2027, some of fastest-growing jobs for employers will include AI and machine learning specialists, sustainability analysts, and business intelligence analysts. In addition to boosting demand for existing roles, AI is also expected to create entirely new job opportunities. Emerging positions such as prompt engineers, AI model developers, data trainers, and specialists in AI governance and ethics are just few examples of careers that will be shaped by this technological shift.

Jobs that involve face-to-face interaction and social skills will become even more important as AI advances since these tasks are harder to automate. Meanwhile, certain professions like healthcare, construction, and hospitality are unlikely to be significantly affected by AI when it comes to their core skills.

AI will definitely impact job demand, but rather than replacing jobs entirely, it will mostly enhance them. According to International Labour Organization (ILO), AI could improve productivity in about 13% of jobs worldwide, but only 2.3% of jobs can be fully automated with current technology. Initially, experts thought AI would mainly take over routine tasks, increasing demand for creative roles and data analysts. However, with rise of generative AI capable of both creativity and problem-solving Deloitte (2023) suggests that AI can now automate and improve a variety of administrative and analytical tasks across different industries.

According to LoCascio Businesses still require "bot builders" to train the AI and call-centre agents who transition into these roles can see their pay rise by about 15%. Despite this optimistic view the reality is that far fewer bot builders are needed compared to traditional call centre agents. Workers without college degrees or those lacking access to retraining programs face limited mobility which leads them to job displacement.[8]

"In January 2025, the IT sector experienced a significant rise in unemployment, reaching 5.7%up from 3.9% in December 2024."[9] This increase is attributed to the growing automation of routine IT tasks and substantial investments in Ai infrastructure by major tech companies. If used wisely, AI can drive economic and social progress. Instead of fearing AI we should see it as a tool that can help tackle big challenges, like improving access to healthcare, education, job training, and social security. The idea that we must either fully embrace AI or completely reject it is misleading it's not an all-or-nothing choice.

AI has always been a general-purpose technology so its impact on job quality and working conditions can be both positive and negative. Some research highlights concern about "algorithmic management" where AI is used to monitor and manage workers that leads to the raising issues around data privacy, surveillance, and worker autonomy. AI is actually now transforming workplace training. Virtual AI-powered trainers can personalize learning experiences that helps to adapt to various individual needs and helping employees develop new skills effectively. Eventually when AI has been used responsibly It has create better working environments and improve overall job conditions.

There has been seen progress in business as they are moving towards the era of digital simultaneously the competition is growing with more players entering the market and new business models emerging. A global PwC survey (2024) found that 68% of CEOs believe generative AI will make their industries even more competitive. In this landscape, AI is a crucial tool, especially for small and medium-sized enterprises (SMEs) that need smart strategies to stay ahead.

AI helps businesses identify new opportunities, take advantage of them, and transform their operations. Companies are expected to use AI in various areas, including process optimization, customer analysis, product and service innovation, and demand forecasting. AI-powered tools provide businesses with competitive edge by improving efficiency and decision-making.

When it comes to logistics and supply chain challenges, big data analytics can help reduce risks and improve knowledge sharing. Within organizations, AI enables better cross-team collaboration and data integration, making operations more efficient. In marketing and sales, AI is already being used to automate e-commerce, screen potential customers, and enhance customer service through chatbots. Overall, AI is improving products, services, customer experiences, and workplace efficiency, making it powerful tool for businesses of all sizes.

There are areas where using AI fully will be beneficial in the workplace. Even if AI will likely cause some jobs to disappear while creating new ones. The key is to make sure people can transition smoothly into new roles. This means having flexible job markets and strong education systems that help workers gain the skills needed for future jobs. It will be important to focus on the ability to quickly learn new things.

AI is used to monitor work and boost productivity, but there are concerns about it being misused, like causing unfair treatment or violating workers' rights. We need rules to make sure AI is used fairly that follows work regulations and is transparent which also protects the creators' intellectual property.

As AI grows it's becoming more important to protect user's data and keep workplace information safe from cyberattacks. We need to make sure that users' personal data isn't misused by AI systems. AI can sometimes create fake information such as false certificates or wrong details about users. This is something that needs careful regulation in order to avoid harm in the workplace.

Ethical Considerations In AI

Prime Minister Narendra Modi at the RAISE 2020 global AI summit expressed his vision of making India a global leader in artificial intelligence. He described AI as testament to human intelligence, emphasizing how our ability to think has led to creation of tools and technologies i.e. tools that can now also think and learn on their own. His vision aligns with his "Digital India" initiative, which promotes technological advancements across the country.

However, in a more recent address during the "Diwali Milan" event, Modi voiced concerns over the misuse of AI, particularly the rise of Deepfake Technology. Deepfakes involve manipulating photos and videos to make it appear as though someone said or did something they never actually did. This technology has become increasingly common, especially on social media, raising ethical and security concerns.

Beyond misinformation, AI-driven advancements, while creating new job opportunities are also expected to disrupt employment. While experts argue that AI will generate more jobs than it eliminates, challenge lies in reskilling workers for these new roles. Not everyone will have access to the necessary training, which could widen employment gaps and create hurdles for many in adapting to the changing job market.

"In February 2024, UNESCO hosted the 2nd Global Forum on the Ethics of Artificial Intelligence, focusing on effective and ethical AI governance"[10]. The forum facilitated discussions among countries at various stages of technological and policy development emphasising the importance of ethical standards in AI deployment. Now it's "3rd UNESCO Global forum on Ethics of Artificial Intelligence is also going to held from 24 to 27 June 2025 which is going to be held in Bangkok, Thailand." [11]The forum is going to highlights achievements in AI ethics since UNESCO's 2021 Recommendation on the same.

The forum will bring together global leaders, AI experts, industry pioneers and policymakers to address the challenges and opportunities in AI development. In September 2024, SAP updated its AI ethics policy in alignment with UNESCO's recommendations highlighting the growing trend of corporations adopting ethical frameworks to guide AI development and implementation.

Kamal Karanth who is the co-founder of staffing company Xpheno emphasised that large scale AI induced layoffs are tangible risk in the near future. He stated that it is not the first time we are seeing technological advancement and previous advancement has facilitated the creation of more jobs than were lost. There are growing concerns about ethics as AI becomes a bigger part of the workplace especially in hiring and employment decisions. AI is now commonly used to scan resumes, screen applicants, assess skills, and even make decisions about things like performance reviews, promotions, and pay.

It has been observed that AI systems can inherit and even magnify the biases of people who create them especially if they're trained on biased data. Suppose a resume screening tool used by Amazon was found to favour male candidates over females. if this is not addressed properly it will negatively impact job opportunities, pay, and career growth. There is a need of updating the current labour laws to avert discrimination in AI systems and new rules can set an oversight mechanism in order to tackle these issues.

Regulations that promote transparency in how AI works would actually help to identify and fix biases. Laws should require regular audits to check if AI is producing bigoted results predominantly for groups protected by discrimination laws. AI based hiring tools must comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013.

Generally, when bias is found companies need to be able to explain their decisions and there should be a way for employees to appeal if they feel they've been treated unfairly. One thing that can help reduce biases caused by lack of different perspectives is encouraging diverse teams to build these systems. AI training data and algorithms should be designed to avoid reinforcing social biases. With right laws and company practices in place we can ensure that AI helps to make more ethical and unbiased decisions. But if nothing is done there's a risk that hidden biases could continue to affect important career choices.

As AI tools process personal data there's risk of losing control over that information that can potentially make it publicly accessible without consent which could have significant impact on job opportunities and employment market. While AI is expected to create more jobs than it eliminates it needs many workers to learn new skills in order to fill these roles. But seeing the current scenario not everyone has opportunity or ability to adapt to changes brought by AI.

Under the Digital Personal Data Protection Act (DPDP), Clause 3(c)(ii) states that the law doesn't apply to data that has been made public or shared publicly by the user. This allows AI companies to access and use data that's publicly available without needing consent or facing legal consequences. Currently, there's no law specifically preventing AI from infringing on privacy. For instance, services like OpenAI's ChatGPT can access publicly available data from internet without legal issues.

The purpose of new law is to protect people's personal data while still allowing necessary processing for legal or legitimate purposes. In case of Anivar Aravind v. Ministry of Home Affairs, it was argued that such technology violates citizens' personal privacy rights but the court ruled that these uses do not violate privacy laws and comply with the Personal Data Protection Act.

AI will not only affect job opportunities but also the rights of workers. As automation increases especially in sectors like manufacturing, transportation and services there will be less demand for human workers. This shift could make it harder for workers to defend their rights such as fair wages, reasonable working hours, and safe working conditions.

With AI becoming more common in the workplace workers may face challenges in organizing unions or negotiating better terms through collective bargaining. When jobs are at risk due to automation workers may struggle to advocate for better working conditions.

AI systems can also be used to monitor workers' performance which can lead to increased stress and pressure. These systems might assign tasks that are too difficult or beyond workers' skills limiting their ability to make decisions and affecting their autonomy in workplace. This could create tense and hostile working environment where workers are more vulnerable to exploitation especially on AI-driven platforms with limited protections.

Legal Framework And Policies On AI

It is crucial to examine AI implications under Indian labour laws as AI has become increasingly integrated into workplaces. The Industrial Disputes Act 1947 also regulates layoffs and retrenchments that may arise due to AI-driven job displacement. This code ensures that the employer provides justifiable reasons and compensation while terminating workers and must ensure that employees are not unfairly dismissed due to technological advancement.

With the rise of AI there is a risk that employers may attempt to classify AI augmented work differently that may lead to wage suppression. The Code on Wages 2019 also ensures that minimum wage requirements apply in AI dominated workplaces and ensures fair compensation regardless of AI intervention. AI driven workplace needs to be monitored in order to ensure that algorithmic management does not violate employee rights to safety and dignified working conditions.

Contractualisation of employment is another challenge that needs to be tackled down. Since there is a shift in the market to AI driven jobs many positions are shifting from permanent roles to contract based or gig economy jobs which means there is fewer protections under traditional labour laws. The Code on Social Security 2020 was introduced to extend some benefits to gig workers such as those employed by platforms like Swiggy, Ola and Zomato where Ai based algorithms determine work allocation.

However unlike permanent employees these workers lack protections such as fixed wages, paid leave, and grievance redressal mechanisms. The rise of AI-managed workforces calls for stronger legal safeguards to prevent precarious employment conditions. In India, there are no specific laws focused solely on AI, but there are existing legal provisions that cover aspects of AI-related issues.

The Information Technology Act 2000 governs data privacy as AI systems collect and process data of worker and employee's digital privacy must be safeguarded against AI-enabled biases and potential misuse by employers. Section 43A and 72A of the Information Technology Act, Section 43A holds organizations accountable for mishandling sensitive personal data. If company fails to implement proper security practices and this leads to financial harm or data breaches, they can be held liable for damage.

Section 72A addresses breaches of confidentiality, particularly when someone gains access to personal data without consent. Violators could face fines, imprisonment, or both. If someone uses AI to commit crime, they would be punished under this law.


Personal Protection Bill, this bill which regulates how public and private entities manage personal data of Indian citizens, both within India and abroad was renamed Digital Personal Protection Bill. It requires companies to obtain consent before processing personal data. However as mentioned earlier data that is publicly available or shared by the user is excluded from law.

K.S. Puttaswamy Vs Union of India, in this landmark case the Supreme Court highlighted the importance of having comprehensive laws to protect data privacy especially with the rise of AI. The court recognized privacy as a fundamental right that emphasise the need to safeguard personal data from AI systems. Employers implementing AI-based tracking tools, biometric attendance systems, and productivity monitoring software must ensure that they do not violate employees' privacy rights.

The Digital Personal Data Protection Act, 2023 (DPDP Act) introduces legal obligations for organizations collecting personal data. Employers using AI for monitoring must now obtain explicit consent from employees before processing their personal data. The Act restricts how companies can store and utilize employee data that reduce the risk of misuse by AI-driven HR systems. These legal provisions are much needed to prevent overreach by employers and ensures AI does not erode workers' rights to privacy.

Indian Copyright Act, this law protects intellectual property of creators, including literary, artistic, musical, and dramatic works. As AI-generated content becomes more common, debates around copyright ownership have arisen. For example, in 2011 case of Gramophone Company of India Ltd. v. Super Cassettes Industries Ltd., court ruled that AI-generated music isn't protected by copyright because it wasn't created by a human.

This case clarified that AI-generated media is not covered by India's copyright laws. While these laws address use of AI, they don't regulate technology itself or provide legal obligations for AI systems. They mostly focus on actions of individuals or organizations using AI, rather than regulating AI directly.

Policies that have been Developed at the International Level
In October 2024, the Biden administration issues a national security memorandum focusing on AI's applications and competitions with other nations.[12] The policy aims to align AI use with democratic values secure the AI chip supply chain and prioritize AI intelligence against foreign competitors.

The European Union's AI Act has set a precedent for global AI regulation, emphasising a nuanced approach to managing the technology's risks while fostering its development. This evolution has shown that legislative frameworks can balance oversight with creative freedom.

Over past decade, the global response to AI governance has largely focused on developing frameworks and principles that governments and companies can adapt to guide their own AI strategies. For example, the United Nations has established a High-Level Advisory Body to provide recommendations on how AI should be governed internationally by mid-2024.[13]

"ILO Centenary Declaration for the Future of Work (2019)" This encourages a human-centered approach to work, focusing on enhancing people's skills, strengthening labour institutions, and promoting inclusive and sustainable economic growth and decent work.

"OECD AI Principles (2019)" These principles support human-centered values like respecting the rule of law, human rights, and democracy throughout entire AI process. The goal is to foster inclusive growth and ensure AI development is transparent.

"UNESCO Recommendation on AI (2021)" This recommendation emphasizes the need for human oversight of AI systems and advocates for policymakers to collaborate with various stakeholders, such as private sector, civil society, and unions, to ensure a fair transition.

"G7 Hiroshima AI International Guiding Principles and Code of Conduct (2023)" These guidelines focus on the safe and responsible development of AI, covering areas such as risk management, transparency, governance, security, research priorities, and the adoption of standards.

"European union (EU) AI Act (2024)" classifies AI-driven hiring tools as High-risk that requires companies to maintain transparency and human oversight in AI based employment decisions. The Indian legal framework currently lacks such specific AI governance in employment so it is necessary to introduce AI-specific employment regulations.

"the United States has implemented regulations like New York's AI Hiring Law (2023)" mandates the employers audit AI tools for bias. In July 2023 New York City implemented local law 144 to address potential discrimination arising from the use of Automated Employment Decision Tools (AEDTs) in hiring and promotion processes.

This legislation imposes a mandate provision of conducting annual independent bias audits of any AI driven tools used in employment decisions. Critics point out that the law allows employer significant discretion in determining whether their AI systems fall within its scope, leading to inconsistent compliance.

A study conducted in 2024 revealed that out of 391 employers surveyed only 18 had posted audit reports and 13 had provided transparency notices which suggests that the current framework may not effectively ensure accountability. Additional bills aimed at closing existing loopholes and enhancing the law's enforcement mechanisms have been proposed by the New York state legislators.

AI tools can mass produce applications while assisting job seekers which can be a problem to employers and HR systems. Courts have begun addressing AI's role in hiring, privacy, workplace monitoring and legal decision-making. In the case of Christian Mallon (UK 2024), he was an unemployed individual in the UK who used AI to generate over 4600 job applications and later on filed 60 legal claims alleging discrimination by employers. He owned one case and managed to secure £35,000 in settlements. The court deemed his actions "vexatious".

AI systems rely heavily on large database for decision making which bring a requirement for a stronger data privacy laws in employment, employer accountability, and transparency in AI powered recruitment. In Google Spain SL Vs Agencia Española de Protección de Datos (Court of Justice of the European Union, 2014), right to be forgotten under General Data Protection regulation (GDPR) was established where it allowed individuals to request the removal of personal data from search engine results mainly the information which is outdated or no longer relevant.

Recommendations For Employers And Government
According to Team Lease Digital a human resources services firm over 16 million workers in India will require reskilling and upskilling by 2027 due to the increasing influence of AI. Simultaneously some experts highlight that new opportunities will emerge in sectors such as manufacturing and retail but there lies an immediate concern about job losses.

LinkedIn's 2024 Jobs on the Rise Report highlights several AI-related roles among the fastest-growing, including AI consultant. Machine learning engineer and AI research Scientist, indicating a surge in demand for professionals skilled in AI. The International Monetary Fund estimates that AI will affect almost 40% of jobs worldwide, with some roles being replaced and others complemented by AI technologies.

This underscores the need for balanced policies to harness AI's potential while mitigating its risks. AI is clearly changing the job market, offering both new opportunities and challenges. While it can create millions of new jobs and drive economic growth, it also risks displacing many existing jobs.

By focusing on reskilling and upskilling workers, creating ethical policies, and encouraging innovation, we can manage the changes brought by AI and ensure a future where everyone benefits. The impact of AI on jobs is significant, but with the right approach, it can lead to a more flexible and inclusive job market.

Gradually AI is becoming more common in workforce and is bringing up important ethical and policy challenges. All these Issues such as data privacy, bias in algorithms, and unequal access to technology need to be tackled to make sure everyone benefits from AI. Innovations should not come to an end it's just that Policymakers should create rules that protect workers' rights while still making innovations.

There should be policies in place to help workers who lose their jobs due to AI such as unemployment benefits, job placement services, and social safety nets. All these will ensure that these workers can have a transition smoothly for maintaining social stability and economic growth.

Companies should encourage culture where AI adoption is seen as positive opportunity. This includes experimenting with AI, learning from successes and mistakes and staying updated on AI trends to adapt strategies when necessary which would foster a culture of innovation. Companies should develop AI Strategies just like they adapted to past technological changes to guide their efforts. This is especially important for large enterprises where majority already have AI strategies in place. Smaller businesses should focus on building resources, managing data, and ensuring responsible AI use.

It's crucial for businesses to prioritize training workers in AI-related knowledge and skills. In 2023 many workers still lacked guidance on using AI in their roles so investing in skill development should be top priority. Companies should carefully assess the ethical implications of AI tools especially regarding data privacy and governance. Collaboration with governments and workers is essential to address these ethical concerns and ensure AI is introduced responsibly.

Governments should prioritize regular risk assessments and develop contingency plans especially for cybersecurity. Investing in cybersecurity infrastructure particularly for small businesses can help prevent data breaches. For example, Trinidad and Tobago introduced a tax incentive for businesses investing in cybersecurity.

Governments need to monitor and review how workers' data, company data (like HR and financial information), and IT equipment are handled to protect against impersonation and data theft. It should offer digital literacy programs at all levels which will help citizens prepare for working in an AI-driven economy. Unemployment relief or retraining programs should be offered to assist workers who are affected by AI-driven job changes.

End Notes:

• Kaplan and Haenlein, 2019
• Russell and Norvig, 2020
• Isobel O'Sullivan, The Companies That Have Already Replaced Workers with AI in 2024 & 2025, Tech.co, (February 2025), https://tech.co/news/companies-replace-workers-with-ai
• Alana Semuels, Millions of Americans Have Lost Jobs in The Pandemic- And Robots and Ai Are Replacing Them Faster Than Ever, TIME, (August 2020), https://time.com/5876604/machines-jobs-coronavirus/
• Himanshi Lohchab, India job scene sees early signs of disruption from AI, The Economics Times, (Jan 2024), https://m.economictimes.com/tech/technology/india-job-scene-sees-early-signs-of-disruption-from-ai/amp_articleshow/106422589.cms?utm_source=chatgpt.com
• Gilbert, 2023
• Steve Torso, The Profound Impact of AI on the Job Market in 2024: Disruption, Adaptation, and opportunity, WHOLESALE INVESTOR (July 2024)
• Alana Semuels, Millions of Americans Have Lost Jobs in The Pandemic- And Robots and Ai Are Replacing Them Faster Than Ever, TIME, (August 2020), https://time.com/5876604/machines-jobs-coronavirus/
• Belle Lin, IT Unemployment Rises to 5.7% as AI Hits Tech Jobs, WALL ST. J. (Jan. 2025), https://www.wsj.com/articles/it-unemployment-rises-to-5-7-as-ai-hits-tech-jobs-7726bb1b
• https://www.unesco.org/en/articles/global-forum-ethics-artificial-intelligence-2024
• https://www.unesco.org/en/forum-ethics-ai
• Mohar Chatterjee and Joseph Gedeon, New Biden policy takes a big swing at AI- and sets political traps, POLITICO (October 2024), https://www.politico.com/news/2024/10/24/biden-ai-policy-national-security-00185407
• https://www.un.org/techenvoy/ai-advisory-body. The UN General Assembly, indicating the direction where the Advisory Body might go in terms of AI governance, adopted a resolution in March 2023 that called on all Member States and stakeholders

Written By: Samparna Mishra