Mid-20th-century leaders recognized organized labor not just as a bargaining tool but as a cornerstone of economic credibility. At the 1956 Amalgamated Clothing Workers of America Convention, Eleanor Roosevelt emphasized unions’ potential to represent all labor and improve the country, a message that remains relevant nearly seventy years later. With rapid advances in artificial intelligence (AI), the nature of work and the institutions protecting it face unprecedented challenges. Labor unions—historically vital in advocating for workers’ wages and conditions—now face the complex task of guiding transitions into a machine-augmented economy, where AI-driven disruptions may be subtle yet irreversible. Unions originated in the 19th-century trades and industrial movements, organizing around shared physical workplaces and clear tasks. Over time, they evolved into influential political forces, leveraging member dues to secure better wages, safer conditions, and legal protections. However, technology has persistently challenged labor’s scope: the mid-20th-century elimination of elevator-operator jobs due to automation was an early instance of this trend. Today, AI’s impact is broader and deeper, replacing whole functions from logistics and legal review to customer service and manufacturing, often outperforming humans in speed and cost-efficiency. Former President Barack Obama noted in 2024 that only elite coders may keep pace with AI-generated programming, highlighting automation’s reach into knowledge work and professional roles once seen as safe. This shift raises critical questions for unions. Traditional tools like strikes and contract negotiations were designed for human-centered workplaces; yet AI-powered workplaces involve algorithms and predictive models that do not respond to protests or conventional demands. Some unions have begun adapting by including contract clauses for algorithmic transparency, human oversight of AI decisions, and mandated re-skilling programs. Others advocate for labor laws that treat AI systems similarly to workplace safety measures, requiring audits and ethical standards. Political efforts may increasingly focus on candidates who prioritize digital rights and AI governance. Despite these steps, many unions remain reactive, addressing displacement after it occurs. AI’s faster learning curve and the invisibility of its disruptions until fully realized present a distinct challenge. The future of organized labor may rely on redefining its mission as a steward of equitable economic transitions rather than only a defender of existing jobs.

As elevator operators once yielded to automation, today’s workforce must acknowledge inevitable role transformations; unions’ ability to shape these changes remains crucial. The German model offers a promising example. In December 2024, Volkswagen AG and IG Metall, one of the world’s largest industrial unions, finalized the Zukunft Volkswagen (Future Volkswagen) agreement, illustrating how labor unions can influence technological shifts constructively. This deal entails a socially responsible reduction of over 35, 000 jobs across German plants by 2030 through early retirement, voluntary buyouts, and attrition rather than layoffs. Volkswagen guarantees job security for remaining workers through 2030 while adapting to automation and electric vehicle production. The agreement also introduced flexible work models, redistributed roles within the corporate network, and preserved core manufacturing functions. Importantly, IG Metall helped co-design this structural transition, giving workers a say in technology integration and labor reallocation. Financially, Volkswagen achieves €1. 5 billion in annual labor cost savings while maintaining production viability and aiming to lead the electric vehicle market by 2030 without discarding its workforce. For U. S. labor, despite different legal and economic frameworks, aspects of the Volkswagen-IG Metall model hold valuable lessons. Sectors such as logistics, transportation, customer service, administrative support, and healthcare face heightened automation risks. American unions might adopt strategies including negotiated workforce transition guarantees during technological deployments; mandatory re-skilling and redeployment programs funded by employers and public sources; AI audit provisions ensuring transparency in employment decisions affected by algorithms; and profit-sharing mechanisms to distribute productivity gains from AI. These approaches could transform unions from adversaries of automation into orchestrators of change, ensuring technology complements rather than replaces human capital. Historically, labor unions have adapted to technological shifts from the steam engine to the microchip. While AI presents a steeper challenge, it is not insurmountable. Unions that evolve to defend existing roles and proactively shape new frameworks may remain vital stakeholders in the changing economic landscape. In doing so, they have the opportunity to fulfill Eleanor Roosevelt’s vision: harnessing collective strength thoughtfully to align technological advancement with broadly shared prosperity.