The impact of robotics and computerization on the labour marketinclusive insight from a Law and Economics perspective

Abstract

is research aims to achieve three objectives: First, to analyse the evolution of robots in the world in order to draw initial conclusions regarding the behaviour of some countries, then verify if countries with a higher density of robots per worker are countries whose jobs have a lower risk of being replaced by automation and are more competitive. We have can observe empirical evidence that that those countries that have a higher density of robots, per worker, generally have a lower unemployment rate. Similarly, we can observe empirical evidence that those countries whose workers are more productive present a lower risk of automation of their jobs. Automation itself is not bad. In fact, countries with a higher productivity per worker are countries whose jobs have a lower risk of being replaced by automation. Secondly, we identify the capabilities and skills demanded in the expected positions in the coming years. We make a first approximation to the jobs that could be destroyed, but also that will be created. Jobs requiring physical and manual skills, and basic cognitive skills will be the first to be automated; while the most demanding jobs will require social, emotional and technological skills. Through data analysis and the extrapolations made (2016-2030) we can conclude that United States would lose 9,730,337 jobs but would need 21,179,775 new jobs (higher cognitive skills, social and emotional skills, and technological skills). The net balance would be an increase of 11,449,438 jobs. Western Europe would lose 18,792,969 jobs, but would need 27,605,046 new jobs. The net balance would be an increase of 8,812,077 jobs. Western Europe would lose many more jobs than the United States, and would not recover them in the same proportion. Our third objective is to define a legal and economic framework to facilitate the transition period, taking into account the changes in the training that workers should receive in order to adapt to new jobs. The best solution would be to offer equal opportunities and to make efforts to reallocate the gains. The equality principle, understood as non-discrimination, calls for a search of legal actions in favor of vulnerable groups due to new forms of disability, such as the lack of technological skills. As predictions related to the risks of workers» displacement in a company may vary with the passage of time, due to the speed of the technological change and the improvements of robotics endowed with systems of artificial intelligence, a company should consider the possibility of transferring the probable risk of displaced workers in the future to a third party.