As workplace surveillance technology fueled by artificial intelligence (AI) continues to advance, Canadian laws are struggling to keep pace with its implications.
Experts warn that the prevalence of AI-driven monitoring systems poses significant challenges to privacy and workers’ rights.
The explosive growth of AI-powered surveillance
Advancements in AI technology have revolutionized the way employers monitor their employees, with capabilities ranging from tracking location and bathroom breaks to analyzing mood and productivity.
According to Valerio De Stefano, a Canada research chair in innovation law and society at York University, electronic monitoring has become a standard practice in most workplaces, driven by the accessibility and affordability of AI.
The integration of AI extends beyond mere surveillance, extending to the hiring process itself. Automated hiring processes are becoming increasingly common, with a significant portion of Fortune 500 companies in the United States utilizing AI for recruitment.
This autonomous decision-making aspect of AI raises concerns about bias and discrimination in employment practices.
Challenges for workers
The implications of AI-powered surveillance technology for workers are profound. Bea Bruske, president of the Canadian Labour Congress, describes scenarios where workers are subjected to constant monitoring, with every movement tracked and analyzed.
Despite the pervasive nature of these technologies, there is limited data available on their prevalence in Canada, as employers often fail to disclose their surveillance practices.
Existing laws governing workplace privacy in Canada are inadequate in addressing the challenges posed by AI-driven surveillance. A patchwork of legislation provides employers with considerable leeway in monitoring their employees, with little protection afforded to workers. Ontario has taken steps to address this issue by requiring employers to disclose their electronic monitoring policies, but critics argue that these measures fall short of providing meaningful protections.
Proposed legislation and concerns
Efforts to address the regulatory gaps surrounding AI surveillance are underway, with the federal government proposing Bill C-27. This legislation aims to regulate “high-impact” AI systems, particularly those involved in employment decisions.
However, critics have raised concerns about the bill’s lack of explicit worker protections and its delayed implementation.
Amidst growing concerns, voices from within the industry and workers’ unions are calling for greater transparency and consultation in the adoption of AI surveillance systems. Valerio De Stefano emphasizes the need for workers to be fully informed and allowed to express their concerns about the use of such technologies.
Governments are urged to distinguish between monitoring performance and intrusive surveillance, with certain technologies, such as “emotional AI” tools, potentially warranting outright bans.
Union intervention and advocacy
Emily Niles, a senior researcher with the Canadian Union of Public Employees, highlights the importance of asserting workers’ control over AI systems that rely on their data. As AI continues to shape the future of work, unions play a crucial role in advocating for workers’ rights and ensuring that their voices are heard in the development and implementation of these technologies.
The proliferation of AI-powered surveillance technology in Canadian workplaces raises significant concerns about privacy, autonomy, and fairness. While efforts are being made to regulate these technologies, there remains a pressing need for greater transparency, accountability, and worker involvement in their deployment.
As the debate continues, the balance between innovation and the protection of workers’ rights will undoubtedly shape the future of employment in the age of AI.
