We hypothesize that there are a lot of people who have previously been excluded from the workforce for a wide range of reasons who are now in a position to be part of it. This ranges from relatively to low skill to highly specialized and talented.
It can also be referred to as organizational metacognition, or knowing what an organization knows and how it acquires that knowledge (learning). If the medium is the message, then knowledge, by it’s function, transforms. As we learn, we change, as new knowledge potentially impacts everything we do.
Manual labour is difficult, and tiring. Emotional labour is also difficult, and tiring. Especially for companies who are more concerned with liability and efficiency than the emotional well being of their contractors or soon to be former contractors.
The consequence of believing in the myth that data (or AI) is neutral, is that it discourages people from asking what agenda that data serves, or what biases it may have.