<

!Google ads have two elements of code. This is the 'header' code. There will be another short tag of code that is placed whereever you want the ads to appear. These tags are generated in the Google DFP ad manager. Go to Ad Units = Tags. If you update the code, you need to replace both elements.> <! Prime Home Page Banner (usually shows to right of logo) It's managed in the Extra Theme Options section*> <! 728x90_1_home_hrreview - This can be turned off if needed - it shows at the top of the content, but under the header menu. It's managed in the Extra Theme Options section * > <! 728x90_2_home_hrreview - shows in the main homepage content section. Might be 1st or 2nd ad depending if the one above is turned off. Managed from the home page layout* > <! 728x90_3_home_hrreview - shows in the main homepage content section. Might be 2nd or 3rd ad depending if the one above is turned off. Managed from the home page layout* > <! Footer - 970x250_large_footerboard_hrreview. It's managed in the Extra Theme Options section* > <! MPU1 - It's managed in the Widgets-sidebar section* > <! MPU2 - It's managed in the Widgets-sidebar section* > <! MPU - It's managed in the Widgets-sidebar section3* > <! MPU4 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_1 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_2 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_3 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_4 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_5 are not currently being used - It's managed in the Widgets-sidebar section* > <! Bombora simple version of script - not inlcuding Google Analytics code* >

AI will bring an end to work, Musk tells Sunak

-

In a high-profile interview with UK Prime Minister Rishi Sunak, Elon Musk, the CEO of Tesla and owner of X (formerly Twitter), shared his belief that artificial intelligence (AI) will ultimately eradicate the need for traditional jobs.

This revelation came during the conclusion of the AI Safety Summit, where Mr. Musk argued that AI technology would soon be capable of “doing everything,” with human employment becoming a matter of personal choice for “personal satisfaction.”

However, Mr. Sunak, who disagreed with Musk’s assertion, argued that work provides individuals with a sense of purpose and meaning.

The two prominent figures presented contrasting views on the impact of AI on the workforce during the summit, which took place in Whitehall and featured an audience of around 300 business leaders.

Mr. Musk also used the occasion to call for tax incentives aimed at encouraging tech entrepreneurs in the United Kingdom to establish innovative companies. He emphasised the potential benefits of AI, suggesting that AI-driven robots of the future could even become companions to humans. However, he urged the importance of incorporating physical “off switches” into these AI systems in case they malfunctioned.

The “most disruptive force in history”

In his statements, Musk labelled AI as “the most disruptive force in history” when it comes to jobs. He argued, “There will come a point where no job is needed – you can have a job if you want to for personal satisfaction. AI can do everything. I don’t know if that makes people comfortable or uncomfortable. It’s both good and bad. One of the challenges in the future will be: how do we find meaning in life?”

Contrarily, Mr. Sunak characterised AI as a “co-pilot” rather than a replacement for human jobs. He contended, “AI is a tool that can help almost everybody do their jobs better, faster, quicker, and that’s how we’re already seeing it being deployed. I’m of the view that technology like AI, which enhances productivity over time, is beneficial for an economy. It makes things cheaper, it makes the economy more productive.”

The summit also witnessed discussions on fostering entrepreneurship in the UK, with Mr. Musk advocating for low-tax systems that facilitate growth in the AI sector. Mr. Sunak playfully referred to this as a “pitch on tax,” highlighting that capital gains tax in the UK is relatively lower than in Europe and the US.

Both leaders acknowledged the importance of a robust education system, talent, and an openness to the world to drive AI development. Mr. Sunak expressed his desire for people to be more comfortable with risk-taking and entrepreneurship, stating, “It is important to be open to the world.”

Will robots become our friends?

Elon Musk’s remarks extended to the potential for AI robots to become “real friends” due to their extensive knowledge and memory. However, he underscored the necessity of having an “off switch” to ensure AI safety. He also cautioned about the potential dangers of humanoid robots and the importance of regulating AI technology.

The summit concluded with Mr. Sunak’s announcement that a group of “like-minded” countries and the European Union had agreed to collaborate on testing AI technology to assess “potentially harmful capabilities.” This collaborative effort, involving governments and AI companies, seeks to ensure that AI models are vetted for safety, a significant departure from the practice of companies self-regulating their AI technology.

Mr. Sunak stressed the importance of involving intelligence agencies in this process, emphasising the responsibility of sovereign governments. While the agreement remains voluntary, Mr. Sunak acknowledged that “binding requirements” may become necessary to regulate AI in the future.

The UK will oversee the testing through the AI Safety Institute, which will draw upon the expertise of the defense and national security community. The summit also saw the signing of the Bletchley Declaration, which warned of the potential for AI to bring “catastrophic harm” and marked the beginning of a global conversation on AI governance.

In closing, Mr. Sunak expressed his belief that the achievements of the summit would “tip the balance in favor of humanity” by demonstrating political will and capability to control AI technology for the benefit of society.

Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.

Latest news

James Rowell: The human side of expenses – what employee behaviour reveals about modern work

If you want to understand how your people really work, look at their expenses. Not just the total sums, but the patterns.

Skills overhaul needed as 40% of job capabilities set to change by 2030

Forecasts suggest 40 percent of workplace skills could change by 2030, prompting calls for UK employers to prioritise adaptability.

Noisy and stuffy offices linked to lost productivity and retention concerns

UK employers are losing more than 330 million working hours each year due to office noise, poor air quality and inadequate workplace conditions.

Turning Workforce Data into Real Insight: A practical session for HR leaders

HR teams are being asked to deliver greater impact with fewer resources. This practical session is designed to help you move beyond instinct and start using workforce data to make faster, smarter decisions that drive real business results.
- Advertisement -

Bethany Cann of Specsavers

A working day balancing early talent strategy, university partnerships and family life at the international opticians retailer.

Workplace silence leaving staff afraid to raise mistakes

Almost half of UK workers feel unable to raise concerns or mistakes at work, with new research warning that workplace silence is damaging productivity.

Must read

Luke Menzies: Tougher-than-expected Gender Pay Gap enforcement

In all the commentary written on the Gender Pay Gap reporting (GPGR - not to be confused with GDPR) legislation, very little has touched on the consequences of an employer failing to comply with its duty to report and publish.

Geoffroy de Lestrange: How HR leaders can set a culture of challenging unconscious bias

"It is the duty of the HR leaders to ensure that there is a culture of challenging unconscious bias to guarantee the workplace is not only diverse, but safe for everyone."
- Advertisement -

You might also likeRELATED
Recommended to you

Exit mobile version