Today is Martin Luther King Jr. Day. As I reflect on his dream for racial justice, I am reminded of the harsh realities that demanded his leadership and ultimately led to his assassination. Martin Luther King Jr. stood with Memphis sanitation workers in his final days, advocating fiercely for their rights.
The Stark Manifestation of Injustice
The 1968 Memphis sanitation workers’ strike was not merely about labor disputes. It symbolized the deep-seated economic and racial injustices embedded in our society. The tragic deaths of Echol Cole and Robert Walker ignited this strike, underscoring the critical need for economic equity. These issues still resonate within today’s HR landscape.
AI and the Future of Work
As we witness the rapid integration of artificial intelligence in the workplace, new challenges emerge, especially for “white-collar” professions. David Solomon of Goldman Sachs recently revealed at a conference how tasks such as drafting IPO prospectuses are now executed swiftly by AI. His revelation that AI can complete 95% of this work in minutes indicates a significant shift in the labor market, potentially making many professional jobs obsolete, especially HR.
We are on the brink of an AI-driven B2B economy. It remains uncertain how inclusive this new way of working will be. Without proactive measures, these technologies may deepen the economic and social disparities Martin Luther King Jr. fought against. These issues remain unresolved, posing a challenge for HR professionals.
HR’s Leadership in Economic Justice
Where can HR lead and truly make a difference? I think we must consider four areas.
Support Universal Basic Income (UBI): More than just a buffer, UBI serves as rightful compensation for citizens whose unpaid data labor on social platforms and search sites has helped build this new economy. UBI aligns with Martin Luther King Jr.’s 1967 vision for economic justice, offering a guaranteed minimum income as a dividend for societal contributions.
Eliminate Debt Disparities: In these transformative times, it is crucial to address burdensome debts such as consumer credit cards, student loans, and medical bills, which disproportionately affect people of color. These debts hold little relevance in a new economy. Forgiving these debts can unleash human potential, allowing for new ways to participate in the future. HR can lead advocacy efforts to forgive or restructure these debts, thus leveling the playing field.
Ensure Safe, Dignified Work: Advocating for safe working conditions honors Martin Luther King Jr.’s legacy. We must invest in advancements in bioengineering and robotics and apply lessons learned from COVID-19 about PPE to ensure that new technologies enhance workplace safety and dignity.
Promote Affordable Housing: As HR professionals, we can bridge the gap between businesses and communities by collaborating with civic groups, town councils, and non-profits. With the rise of remote work and the elimination of many jobs, ensuring everyone has access to safe, affordable housing is critical. This prevents an undue burden on our evolving economy.
A Call to Action
Some may view these goals as overly ambitious or naive. However, they are practical and necessary responses to the rapid technological and economic changes we are witnessing. By advocating for these policies, HR professionals can honor Martin Luther King Jr.’s legacy and protect and empower the architects of this new world.
This Martin Luther King Jr. Day, let’s do more than remember—let’s act. HR leaders are uniquely positioned to champion policies that ensure no one is left behind in our digital age. We don’t need permission to make a difference. We just need to start. The time to act is now to ensure that the future (of work) remains just and equitable for everyone.