Artificial

IntelligenceatWork:TheShifting

LandscapeofFutureSkills

and

the

FutureofWorkInsightsfromtheSurveyofEmployment

and

SkillsThe

FutureSkillsCentre

(FSC)

isaforward-thinkingcentre

for

research

and

collaborationdedicatedtodriving

innovation

inskillsdevelopmentsothat

everyone

in

Canada

can

bepreparedforthefutureofwork.We

partnerwith

policy

makers,

researchers,

practitioners,employersand

labourand

post-secondary

institutionstosolve

pressing

labour

marketchallengesandensurethateveryonecan

benefit

from

relevant

lifelong

learning

opportunities.Wearefounded

byaconsortiumwhose

membersareToronto

Metropolitan

University,BlueprintandTheConference

BoardofCanada

and

are

funded

bythe

Government

of

Canada’s

FutureSkills

program.The

Diversity

Instituteconductsandcoordinates

multi-disciplinary,

multi-stakeholder

researchtoaddressthe

needsofdiverseCanadians,

the

changing

nature

of

skills

and

competencies

andthe

policies,

processesandtoolsthatadvanceeconomic

inclusion

andsuccess.

Our

action-oriented,evidence-basedapproach

isadvancing

knowledgeofthe

complex

barriersfaced

byunderrepresentedgroups,

leading

practicestoeffectchangeand

producing

concrete

results.The

Diversity

Institute

isa

research

leadforthe

FutureSkillsCentre.Environics

InstituteforSurvey

Researchconducts

relevantandoriginal

public

opinion

and

social

research

relatedto

issuesof

public

policyandsocialchange.

It

is

through

such

research

thatorganizationsand

individualscan

better

understandCanadatoday,

how

it

has

beenchanging

andwhere

it

may

be

heading.ArtificialIntelligenceat

Work:

TheShiftingLandscapeof

FutureSkillsand

the

Future

of

Work

isfunded

bytheGovernmentofCanada’sFutureSkills

Program.Theopinions

and

interpretationsinthis

publicationarethoseoftheauthor

and

do

not

necessarily

reflect

those

oftheGovernmentofCanada.AuthorsDr.Wendy

CukierFounderandacademicdirector,

Diversity

Institute,Ted

RogersSchool

of

ManagementProfessor,entrepreneurship&strategy,Toronto

Metropolitan

UniversityDr.AlyssaSaiphooSenior

researchassociate,

Diversity

InstituteDr.Andrew

ParkinExecutivedirector,

Environics

InstituteforSurvey

ResearchContributorsDr.GuangYing

MoDirectorof

research,

Diversity

InstituteCarter

ManResearchassistant,

Diversity

InstitutePublication

DateOctober

2024AbouttheSurvey

onEmploymentandSkillsTheSurveyon

EmploymentandSkills

is

conducted

bythe

Environics

Institutefor

SurveyResearch,

in

partnershipwiththe

FutureSkillsCentreandthe

Diversity

Institute

atTorontoMetropolitan

University.

Inearly2020,theSurveyon

Employment

and

Skills

began

as

a

projectdesignedtoexploreCanadians’experienceswiththe

changing

nature

ofwork,

includingtechnology-drivendisruptions,

increasing

insecurityandshiftingskills

requirements.

FollowingtheonsetoftheCOVID-19

pandemic,thesurvey

was

expandedto

investigate

the

impact

of

thecrisisonCanadians’employment,earnings

andwork

environments.A

second

wave

of

thesurveywasconducted

in

December

2020,athirdwave

inJune

2021,

afourth

wave

in

March–

April2022,afifthwave

in

March

2023

anda

sixth

wave

in

October–November

2023.

Each

wave

ofthestudyconsistsofa

survey

of

over

5,000

Canadians

aged

18years

and

over,

conducted

inall

provincesandterritories.Atotalof34,740

Canadianswere

surveyed

across

the

six

waves.Thesurvey

includesoversamplesofCanadians

living

insmaller

provinces

and

territories,

thoseundertheageof34years,

racializedCanadians

and

Canadians

who

identify

as

Indigenous,

inorderto

providea

better

portraitofthe

rangeofexperiences

acrossthe

country.

Unlessotherwise

indicated,thesurvey

results

inthis

reportareweighted

byage,gender,

region,education,

racial

identityand

Indigenous

identitytoensurethattheyare

representativeof

theCanadian

populationasawhole.Survey

reportscan

befoundonline

at:/projects/listing/-in-tags/type/survey-on-employment-and-skillsfsc-ccf.ca/research/2020-survey-on-employment-and-skills/www.torontomu.ca/diversity/research/future-skills/survey-on-employment-and-skills/ExecutiveSummaryiiContext

1Methods

3Results

6DiscussionandConclusion17References21ContentsiIntroductionCanada

isa

leadingtalent

hubforartificial

intelligence

(AI).

Despitethis,Canada

isfallingbehindglobally

inAIadoption.

BarrierstoAI

adoptionthatCanadian

experience

include

a

lack

ofawarenessofAItoolsthatcan

be

used

inthe

workplace,

as

well

as

ethical

and

privacyconcernswith

integratingAI

intooperations.

However,thetop

barriertoAIadoption

noted

byCanadian

businesses

isadifficulty

infindingemployeeswiththe

necessaryskills

and

expertisetosupportthe

integrationofthistechnology

intooperations.

However,

ifthe

datashows

thatthereare

plentyofAI

professionals

inCanada

readytowork,why

are

employers

experiencingthisdifficulty?Research

DesignIntheseventhwaveoftheSurvey

on

Employment

and

Skills,

conducted

bythe

EnvironicsInstitute

in

partnershipwiththe

Diversity

InstituteatToronto

Metropolitan

UniversityandtheFutureSkillsCentre,thisdisconnectwasfurther

investigated.The

surveywas

first

administered

in

2020andasoftheseventh

wave

in

2024,

now

has

over

40,000

participants.

Inthe

mostrecentwaveofthesurvey,questionsabout

familiarity,

use,

perceptions

and

training

on

AI

wereaddedto

investigateCanadians’

perceptionsofthisemergingtechnology.FindingsSurveyfindingsshowedthat

most

respondentsaresomewhatfamiliarwith

AItools

to

use

intheworkplace.Justoverathirdofthose

who

were

employed

indicatedthat

they

have

used

AI

atworkto

helpwithtaskswith

positiveeffects;the

majority

reportedthat

usingAI

had

made

them

more

productiveand

morecreativeatwork.

Despitethis,those

who

werethe

mostfamiliarwithAItools

intheworkplacewerethosewho

werethe

most

worried

about

theirjobs

becomingautomated.Perceptionsof

newtechnologieswere

mainly

mixedor

positive,withtheexception

oftrainingatwork:justover

halfof

respondentsfeltthattheiremployer

was

not

providing

enoughtraining

in

newtechnologies.Consistentwiththis,

most

respondentswho

had

usedAIat

workindicatedthatthey

haddoneso

largelywithoutanytraining

orformal

guidance

from

theiremployer.

Instead,employeesaretaking

it

uponthemselvesto

learn

howto

usethesetools,either

learningonthegowhile

usingthetechnologyor

seeking

out

and

engaging

intrainingthemselvesandgoverning

useofthesetoolsontheir

own.Groupdifferenceswerealso

identified.Youngeragegroups,

men,

Indigenous,

racialized

and

immigrant

respondentswere

more

likelythantheir

counterpartsto

befamiliarand

havereceivedtrainingonAItools

intheworkplace.ExecutiveSummaryiiConclusionsand

ImplicationsThe

resultsfromthiswaveofthesurvey

highlightthe

urgencyfor

employersto

create

policiesand

implementtrainingon

usingAItools

intheworkplace.

Employeesarealready

using

thesetools,withorwithoutguidelinesfromemployers

and

this

is

likely

to

increase

as

AI

toolsbecome

morewidespread.

Ifemployersdo

not

put

policies

into

placeand

providetrainingsoon

enough,adoptionofAI

into

businessoperationsdownthe

line

will

be

more

difficult

ifemployeesalready

havetheirown

informal

rulesaboutthis.The

relationship

betweenfamiliarityandworryaboutautomationsuggests

a

need

for

AI

literacy.

Data

suggeststhat

AIadoption

isassociatedwithjobcreation

ratherthanjob

loss,

buta

lackof

understanding

andfear

mongering

inthe

mediaaboutthesetools

mightcontributetothisworry.

IncreasingAIliteracy

inthegeneral

populationcouldgoa

longway

to

reducing

skepticism

aboutthesetechnologiesand

increasingAIadoption.These

resultsalso

highlightan

important

shift

to

self-

guidedtraining.

Employeesaretaking

it

uponthemselvesto

keep

upwiththese

newtechnologiesandare

notwaitingfortheiremployerto

offertraining

or

guidance.

Overall,employers

needtocatch

uptoemployeesandexpand

the

talent

pool

if

Canada

is

to

keep

its

lead

intheglobalAI

race.iiiCanada

is

positionedto

becomeaglobal

leader

inartificial

intelligence

(AI).Already,

Canada

is

a

leader

inAItalent,withover

140,000AI

professionals

in

2023;this

isa

29%

increase

from2022.1

Canadaalso

leads

ingenderdiversity

inAI.Within

mosttechnologyfields,there

is

aknowngendergapwhen

itcomesto

employmentand

wages.

However,

Canada

saw

a

67%growth

inthe

numberofwomen

inAIfrom2022to

2023

—the

largest

year-over-year

growth

seenworldwide.2SeveralCanadiancompaniesareadoptingAI

intheir

operations.

Drivers

of

AI

adoption

byCanadian

businesses

include

makingoperations

moreaccessibleand

reducingoperating

costs.3

A

report

by

IBMshowedthatAIadoption

is

beingseen

mainly

in

largerorganizations,4

andmostly

in

informationandcultural

industries.5

ThespecificAIapplications

used

byCanadian

businessesvariesacross

industries.

Natural

language

processing

is

mostcommonly

used

ininformationandcultural

industries,

imageand

pattern

recognition

is

used

mostcommonly

inprofessional,scientificandtechnical

industriesandvirtualagents

or

chatbots

are

mostcommonly

used

bythefinanceand

insurance

industry.AIadoption

is

mostcommonlyseen

in

marketing,sales

and

business

administration

processes.However,

itsapplicationvariessignificantlyacross

industries.

Ingoods-producingsectors,

AI

is

primarily

usedfor

production

and

ICTsecurity,whereas

inservice-based

industries,

its

use

inproduction

is

minimal.

Instead,these

industriesfocuson

usingAIfor

ICTsecurity,sales,businessadministrationandenterprisesolutions.6,7

Theadoption

ofAItools

into

businessoperations

requireschangeswithinthe

businesstoaccommodatethe

newtechnology.Whenbusinessesthat

usedAI

inthe

productionofgoodsor

delivery

ofservices

were

asked

about

theadjustments

madeduring

implementation,the

mostcommonchanges

included

retrainingexistingstaffto

useAItools

(39%),developing

newworkflows

(35%),and

modifying

data

collectionor

management

practices

(21%).8Despite

leading

inAItalent,Canada

lags

behindothercountries

interms

ofAI

adoption.Asurvey

by

KPMGshowedthat35%ofCanadian

businesses

are

using

AI

intheir

operations.Whilethis

isoverone-thirdof

businessessurveyed,

this

number

pales

in

comparisonto

AIadoption

inthe

U.S.,where

nearlythree-quartersof

businessessurveyed(72%)

are

using

AIwithintheiroperations.9

Similarly,whilealmosttwo-thirdsof

U.S.

companies

(65%)say

they

areusingthegenerativeAI

platformChatGPTto

improveoperations,only

about

one-third

(37%)

of

Canadian

businessessaytheyare

looking

intothis.10

Canada

is

notonly

behind

inAI

adoptionwithin

NorthAmerica,

butalsoglobally.Globally,Canadafallsfar

behind

leading

countries,

withlessthan4%

(3.7%)offirms

indicatingthatthey

haveadoptedAI

intotheir

operations.This

ismuch

lowerthanothercountriesthat

haveAIadoption

rates

morethan

double

those

ofCanada’s,with

Denmark

havingthe

highestat24%.11Context1What

barrierstoAIadoptionareCanadian

businessesexperiencing?

Despite

Canada

leadingglobally

inAItalent,thetop

barriercited

byCanadiancompaniesto

AI

adoption

is

difficultyfindingemployeeswithAIexpertise.Aboutone

infive

(21%)

of

organizations

surveyed

saidtheydo

notcurrently

haveemployeeswiththe

adequate

skillsto

use

AI

tools

they

plan

tointegrateandjust

underone

infive

(17%)cannotfind

newemployeesto

fill

up

this

gap.12

TwoinfiveCanadianorganizations

(41%)

inonesurvey

saidthat

limited

AI

skills

and

expertise

wasthetop

barriertoAIadoption.13

Overone-half

(54%)of

Canadian

businesses

in

another

surveysaidtheyareconcernedabouttheaccuracy

of

the

AI

algorithms

they

are

using

and

that

they

might

be

makingdecisions

basedon

poorlydesignedalgorithms.

However,just

under

one-half(47%)

inthesamesurveysaidthey

lackthe

expertise

amongtheirworkforce

to

validate

andverifythealgorithmsthey

have

in

place.14LackofawarenessoftheAItoolsthat

are

available

is

also

a

barrier

often

citedto

adoption.

Thismay

make

identifyingthe

businesscaseforAIachallenge;

infact,

nearlythree-quarters

(69%)ofCanadian

businessessaytheystruggleto

identifythe

business

baseforAI.15Another

barriertoadoptioncited

byCanadian

businesses

isethical

concerns

andtrust

ofAI

tools.16

AItools

areoftenassociatedwitha“black

box,”

meaningthateven

if

people

are

experienced

userstheymight

not

understand

howthesetoolswork

“behindthescenes.”17

The

uncertaintyaboutjust

exactly

howthesetoolsworkcan

leadtoskepticismand

a

lack

oftrust

in

thesetools.

In

fact,Canada

hasoneofthe

lowest

levelsoftrust

inAItechnology.18

Thisalso

highlightsthe

need

forgovernance

policiesfor

usingthesetools

intheworkplace.Here,weseeadisconnect.

On

one

hand,the

data

showsthat

Canada

is

leading

in

AI

expertise.

We

havea

highlyskilledworkforcethat

is

readyto

meetthe

increasingdemand

forAI

skills

asAIadoption

increases.Ontheother

hand,Canadian

businesses

say

they

are

struggling

to

findworkerswiththeAIskillsthey

need.What

isthecause

ofthis

disconnect?

In

the

most

recentwaveofourSurveyon

Employment

andSkills,

conducted

in

partnership

with

the

EnvironicsInstituteandfunded

bythe

FutureSkillsCentre,we

hopedto

further

understand

thisdisconnectanddetermine

howto

bridgethisgap.本報告來源于三個皮匠報告站（）,由用戶Id:349461下載,文檔Id:623194,下載日期:2025-04-122To

bridgethegap

betweenemployersandemployees

in

regardto

AI

adoption

and

skills,

wemustfirstgraspa

better

understandingofthisgap

andthe

source

of

it.As

such,

the

purpose

oftheanalysiscovered

inthis

reportwastofurther

investigatethefollowing

research

questions:1.How

often

are

Canadians

usingAI

inthe

workplace?2.Howfamiliarare

Canadians

with

AI

tools

that

can

be

used

in

the

workplace?

Are

thereanygroupdifferences

infamiliarity?3.Howdoesfamiliarity

relate

to

perceptions

of

AI

in

the

workplace?4.How

muchtraining

andguidance

do

employees

receive

fromtheir

employer

on

how

to

useAI

intheworkplace?Toanswerthesequestions,we

usedatafromthe

Survey

on

Employment

and

Skills,

acollaboration

betweenthe

Environics

Institute,the

Diversity

InstituteatToronto

Metropolitan

Universityandthe

FutureSkillsCentre.Thesurvey

began

in

early

2020

as

a

project

designed

toexploreCanadians’experienceswiththechanging

nature

ofwork,

includingtechnology-drivendisruptions,

increasing

insecurityandshiftingskills

requirements.

Followingtheonset

oftheCOVID-19

pandemic,thesurveywasexpandedto

investigatethe

impactofthe

crisis

onCanadians’employment,earningsandworkenvironments.A

second

wave

ofthe

survey

wasconducted

in

December2020,athirdwave

inJune

2021,afourth

wave

in

March

to

April

2022,

afifthwave

in

March

2023,asixthwave

in

Octoberto

November

2023

and

a

seventh

wave

in

MaytoJuly

2024.Eachwaveofthestudyconsistsof

a

survey

of

more

than

5,000

Canadians

aged

18

and

over,conducted

inall

provincesandterritories.Atotalof40,595

Canadians

has

been

surveyed

acrossthesevenwaves.Thesurvey

includesoversamplesof

Canadians

living

in

smaller

provinces

andterritories,those

undertheageof34,

racializedCanadians

and

Canadians

who

identify

asIndigenous,to

providea

better

portraitofthe

rangeofexperiences

acrossthe

country.Data

presented

inthis

report

is

basedontheseventhand

most

recentwave

of

the

survey(n=5,855).Giventhe

increasing

interest

inAI,thiswave

includedseveralquestions

aboutperceptionsofAI

intheworkplace,the

useofAI

inthe

workplace,

andtraining

and

guidancereceivedon

usingAI

intheworkplace.Specificquestions

addedforthiswave

can

be

found

in

Table

1.Methods3QuestionOptionsAskedtoHowfamiliarwouldyousayyou

are

withartificial

intelligence

programsthat

peoplecan

use

intheworkplace?Notat

all

familiarNotveryfamiliarSomewhatfamiliarVeryfamiliarEntiresampleHaveyouever

usedany

of

these

artificialintelligence

programsforanyofthefollowing?Foryourown

personal

useor

enjoymentEntiresampleTo

helpwithassignments

atschool,

college

oruniversityStudentsonlyTo

helpwithtasks

atworkThosewhowere

employedWhichspecificartificial

intelligence

programor

programsdidyou

use?Open-endedTothosewhosaidthey

used

AI

at

workPleasethinkaboutthe

impactthat

usinganartificial

intelligence

program

has

hadonthe

wayyou

doyourjob.Wouldyousaythat

it

has

madeyou:A

lot

lessproductive/creativeA

little

lessproductive/creativeNeither

more

nor

less

productive/creativeA

little

moreproductive/creativeMuch

moreproductive/creativeTothosewhosaidthey

used

AI

at

workTable

1.Questionsabout

perceptions,

usageandtrainingonAI

intheworkplace

addedtoWave

74QuestionOptionsAskedtoDidyou

receiveanytrainingto

helpyou

learn

howto

useartificial

intelligence

programsat

work?Yes,andthistrainingwas

provided

by

myemployerYes,

butthistrainingwas

not

provided

by

myemployerNo,

Idid

not

receive

any

ofthis

kindoftrainingTothosewhosaidthey

used

AI

at

workMoregenerally,

how

muchguidance

hasyouremployergivenyouabout

usingartificialintelligence

programsatwork?A

lotofguidance–

myemployer

haswrittenguidelinesabout

usingAI

programsat

workSomeguidance–

myemployer

hastalkedto

meabout

using

AIprogramsat

workNot

muchguidance–

Iam

figuringout

howto

useAI

programsat

work

on

my

ownTothosewhosaidthey

used

AI

at

work5QuestionOptionsAskedtoDoyoustronglyagree,

somewhat

agree,somewhatdisagreeorstrongly

disagreewitheachofthefollowingstatements

aboutthe

impactof

new

informationor

computertechnologiesonyourjob:Myworkplace

has

beentooslowto

adaptto

theopportunitiesoffered

by

new

informationorcomputertechnologies.Ifind

it

hardto

keep

upwiththechanges

at

workthat

have

beencaused

by

newinformationorcomputertechnologies.Iworrythat

I

might

lose

myjob

inthecoming

years

becausethework

Idowill

soon

beautomated

(inotherwords,

itwillsoon

be

done

bycomputersor

robots).I

haven’t

receivedenoughtrainingat

workenable

metotakeadvantageoftheopportunitiesoffered

by

new

informationorcomputertechnologies.StronglydisagreeSomewhatdisagreeSomewhatagreeStronglyagreeTothosewhosaidthey

used

AI

at

workAItoolsare

being

used

intheworkplace

in

beneficialwaysAllsurvey

respondents

inWave7wereasked

ifthey

have

used

AI

for

their

own

personal

use

orenjoyment.Just

underone-half(48%)of

respondents

indicatedthatthey

have

usedAI

forthis

purpose

(see

Figure

1).

Resultsalsoshowthatstudentsare

more

likely

to

use

AI

at

schoolthan

employeesareto

useAIatwork;

60%ofstudents

surveyed

indicated

that

they

have

used

AI

at

school,whileonly34%ofthosewho

were

employed

said

they

have

used

AI

at

workto

helpwithtasks

(see

Figure

1).

Forthosewho

useAIatwork,the

impact

is

positive:

most

say

it

has

madethem

more

productive

(81%)and

morecreative

(71%).Results6Most

respondentsaresomewhatfamiliarwithAItoolsNearly3

in5survey

respondents

(57%)saythey

are

familiar

(very

and

somewhat

combined)withAI

programsto

use

intheworkplace.Ofthis,

most—abouttwo

infive

(40%)—are

onlysomewhatfamiliarwithAItoolsthatcan

be

used

intheworkplace.This

leavesjust

underone

infive

(18%)whoare

highlyconfident

intheirfamiliaritywithAItoolsto

use

in

the

workplace

(seeFigure2).Thissuggeststhatthere

isstillworkto

be

done

to

improve

confidence

in

usingAItools

atwork.Figure2.

Familiaritywithartificialintelligence

intheworkplaceFigure

1.

Useofartificialintelligence

by

respondents7Perceptionsof

newtechnologies

intheworkplaceAsseen

inTable

2,overall

perceptionsofAI

intheworkplace

are

mainly

mixed

or

positive.Perceptionsofthespeedatwhichtheirworkplace

is

adapting

to

new

technologies

is

mixedwith

51%agreeingthattheirworkplace

istooslow

intheir

adaptation.

On

the

other

hand,

most

respondentsare

notfinding

itdifficultto

keep

upwithchanges

at

work

caused

by

newtechnologies

(61%)and

most

(61%)are

notworried

aboutautomation.

Perceptions

abouttraining

provided

bytheiremployerareslightly

negative,with

53%

of

respondents

agreeingthatthey

haven’t

receivedenoughtrainingon

newtechnologies

intheworkplace.Table2alsoshowsthe

breakdownof

perceptions

by

education

level.

Here,

we

can

see

a

slightrelationship

betweeneducation

levelandworryaboutautomation:

as

educational

attainmentincreases,thegap

betweenthosewhoareandare

not

worried

increases.Those

with

less

thana

highschooleducationare

mixedonthe

subject,with

49%

indicating

that

they

are

worriedabouttheir

role

becomingautomated.

However,thisdecreasesasyou

move

upto

those

with

acollegedegree,ofwhichonly32%

are

worried

about

automation

andthose

with

a

bachelor’sdegree,ofwhichonly35%areworried

about

automation.

This

trend

suggests

that

respondentsmay

believethatfurthereducation

may

protecttheirjobsagainstautomation.Table2.

Perceptionsofnewtechnologiesintheworkplace;

overall

and

by

educationalattainmentHighschool(%)Grad.Degree(%)Myworkplace

has

beenslow

toadaptto

newtechnologiesAgree53Disagree50414957554747It's

hardto

keep

upwith

changes

atworkcaused

by

newtechnologiesAgree39414440313743Disagree61595660696357I'mworriedabout

myjob

becoming

automatedAgree39494636323539Disagree61515565686661I

haven't

received

enoughtraining