Labor strikes have traditionally centered around ensuring better working conditions, fair wages, and manageable hours.
However, as industries increasingly rely on automation and artificial intelligence, the focus of labor disputes is shifting. In recent years, one dominant theme has emerged and is expected to continue well into the future: resistance to technology and to AI in particular.
Workers in various fields, including health care and manufacturing, are pushing back against feared displacement resulting from automation.
The new theme in labor strikes isn’t just about wages—it’s about defending the role of workers in a rapidly changing technological landscape.
Automation was a central issue in the recent International Longshoremen’s Association (ILA) strikes, which came to a temporary resolution, halting work stoppages until at least Jan. 15, 2025, while they continue to negotiate a long-term agreement. Workers voiced concerns about the increased use of automated cranes and driverless vehicles at the ports, which could reduce the need for human labor.
Port operators, on the other hand, were eager to embrace automation for its cost-cutting and time-saving benefits.
“One thing is clear: automation and generative AI are here to stay,” said Johnny C. Taylor, Jr., SHRM-SCP, President & Chief Executive Officer of SHRM in a statement. “Avoiding or banning these technologies is not a sustainable solution. With rapid technological advancements, there are significant growth opportunities if approached proactively. Our objective should be to bridge the workforce to new roles and opportunities, ensuring employees are equipped with the skills needed to thrive alongside advances in technology.”
Other Unions’ Resistance to Automation and AI
Other labor unions have been resisting automation and AI, however. Technology played a crucial role in the 2023 United Auto Workers (UAW) strike, particularly concerning the transition to electric vehicles (EVs). Automakers’ shift to EV production means they require fewer workers compared to traditional gas-powered vehicle manufacturing, raising concerns about job losses.
The UAW sought to protect workers from being displaced by this technological change, negotiating for job protections and the ability to strike over plant closures tied to EV production.
Technology also played a significant part in the recent health care strikes, primarily through issues related to automation and staffing technology. Many health care workers raised concerns about understaffing, which they felt was exacerbated by increased reliance on technology for patient care management.
Automation and digital tools were introduced to streamline processes, but some workers argued that these technologies couldn’t fully compensate for the loss of hands-on, human care.
In the Writers Guild of America and Screen Actors Guild-American Federation of Television and Radio Artists strikes last year, technology—particularly AI—played a pivotal role as writers and actors raised concerns about AI being misused to potentially take over creative work.
The writers feared that AI could be used to generate scripts, diminishing their role in the creative process, while actors were concerned about studios using AI-generated likenesses to replace them in future projects. These fears led both unions to demand stronger guarantees against the unchecked use of AI in their respective industries.
Widespread Impact
David Pryzbylski, an attorney with Barnes & Thornburg in Indianapolis, said that other industries, if not all, would be affected by automation and AI.
“I think retail could be the next big one,” Pryzbylski said. “You know, we’ve already seen it with cashiers going by the wayside in many stores. I think those types of positions are going to continue to be impacted by automation. So I think maybe retail or warehouses and logistics—kind of the back end or the front end depending how you look at it, of those operations—could be the next sector where we start to see a lot of murmurs around this. But at the end of the day, I don’t think any industry ultimately is going to not be impacted.”
HR’s Proactive Role
As AI and automation reshape the workplace, HR departments face crucial tasks: averting strikes sparked by technological change and reskilling the workforce to prepare for the future. The key lies in proactive strategies that address employees’ concerns and foster adaptation.
Transparent communication forms the foundation of these efforts. HR should establish open channels to discuss upcoming changes and their impacts, using regular town hall meetings and Q&A sessions to address concerns before they escalate.
Employee development is equally critical. By identifying skills gaps and offering comprehensive training programs, HR can help workers adapt to new technologies. For roles at risk, reskilling initiatives focusing on transferable skills and emerging opportunities within the organization are essential.
Fair transition policies, including clear guidelines for job changes, severance packages, and internal transfer options, can bolster employee relations. In unionized environments, early engagement with representatives helps build trust and find mutually beneficial solutions.
“The best practice is just being proactive and not reactive in these areas,” said Bradford Kelley, an attorney with Littler in Washington, D.C. “Providing resources to see AI in a positive way rather than a negative way is really critical. Employers should definitely consider getting ahead of this. You’ll want to get buy-in across the board from employees and employers alike.”
Developing ethical guidelines for AI and automation use addresses concerns about privacy, bias, and job displacement. HR should also implement feedback mechanisms to gauge employee sentiment and adjust strategies accordingly.
According to Littler’s data, 44% of businesses have policies in place covering generative AI (GenAI) use in the workplace and 31% currently offer GenAI training to employees.
“I think having an AI policy is a really good way of starting off,” Kelley said, “by establishing guardrails where you can tell employees that you’re aware of the concerns. I feel like a very effective AI policy says that, you know, ‘We’re interested as a company in using AI because of its increased efficiencies, its operational benefits, etc., but we’re aware of the risk of AI.’ ”
By taking these steps, HR can mitigate strike risks and foster a collaborative approach to technological change. This proactive stance not only maintains workforce stability but also positions the organization as a responsible employer in the AI age.
Bryan Levine is a contributor for SHRM.org.
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