How might workplace AI negatively impact older employees?

As artificial intelligence (AI) becomes more prevalent in workplaces, concerns arise about its potential impact on older employees. Judah Adeniyi, a doctoral candidate at Memorial University in Newfoundland, highlights how training for AI adoption might not be effective for the growing segment of workers over 55. The increasing use of AI in the workplace has led to a rise in training budgets and the emphasis on "upskilling" employees.

However, for experienced employees who are already burnt out, additional training can be detrimental rather than beneficial.

Research suggests that poorly timed, overly complex, or insufficiently supported training can cause extra job demands, leading to eroded workers' sense of capability and pushing them closer to retirement. With Canada's workforce aging, retaining experienced workers with valuable skills and experience has become crucial. Between 2001 and 2022, the share of workers aged 55 and older in the average organization nearly doubled, from 9.3% to 18.8%.

This demographic shift makes it essential for employers to consider the unique challenges faced by older employees when implementing AI training programs.

To better understand how technological change affects older workers, Adeniyi conducted two studies. The first involved a systematic review of existing research, identifying 14 significant gaps in knowledge about the effects of technology on aging workers. The second study surveyed 361 participants, examining how burnout and perceived work ability intersect to influence older workers' intentions to retire.

By applying job demands-resources theory, a widely used framework in occupational psychology, the study found that burnout weakens workers' sense of work ability, accelerating retirement intentions. Furthermore, he discovered that the way and timing of technological training play a significant role in determining employee well-being.

While technostress, or the anxiety and fatigue associated with adapting to new technology, affects workers of all ages, older employees face unique challenges due to their retirement decisions. A TD Bank survey found that only 37% of Canadian workers reported receiving sufficient training from their employers. However, what sets older workers apart is the stakes involved: burnout that diminishes work ability can lead to retirement decisions that younger workers might not face.

This burnout undermines the training employers rely on, as workers who are "running on empty" have less motivation and capacity to utilize new skills when back at their desks.

Employers investing in AI training programs for older employees must carefully consider the pacing and design of these programs. Effective training involves spreading instruction over time, breaking complex material into smaller, manageable pieces, and providing guided practice and opportunities for experimentation. Additionally, easing surrounding pressures such as workload, deadlines, and expectations can help employees absorb new information.

By tailoring upskilling programs to meet the needs and capabilities of older workers, employers can harness their valuable knowledge and experience while minimizing the risk of premature retirement due to burnout.