Workers Embrace AI Management for Fairness and Efficiency
A recent survey by Resume Now reveals that a significant majority of American workers favor the integration of artificial intelligence (AI) in management roles. Conducted in June 2024, the survey found that 66 percent of respondents believe AI-led management would enhance workplace fairness and efficiency. This insight reflects a growing acceptance among employees for AI to handle logic-based and administrative tasks, while still valuing human managers for their emotional and motivational skills.
The findings highlight a pivotal shift in workplace dynamics, as workers increasingly adopt AI tools. Approximately 78 percent of those surveyed by cybersecurity firm Anagram indicated they are already using AI in their jobs, often without clear company guidelines. Alarmingly, 45 percent admitted to utilizing banned AI tools at work. This trend underscores the urgency for employers to scale AI solutions while maintaining trust and legal compliance.
AI’s Role in Decision-Making
The Resume Now survey included responses from 968 U.S. workers and found that 73 percent support AI involvement in major company decisions, such as hiring and budgeting. Additionally, 55 percent stated that AI could make better promotion decisions compared to their human counterparts. According to Lance Ulanoff, editor-at-large at TechRadar, these sentiments stem from a perception that human managers often make biased decisions based on favoritism and intuition rather than objective data.
Despite this enthusiasm for AI, workers are cautious about its limitations. 64 percent believe that motivating teams is a uniquely human skill, while 57 percent insist that only humans can genuinely empathize with their colleagues. Just 34 percent expressed a preference for an AI manager. Ulanoff cautions that while AI could potentially reduce bias, it is not immune to it. He notes, “Many people don’t realize that some business bias can be baked into AI systems,” highlighting the risk of perpetuating existing prejudices if AI is trained on flawed data.
Concerns and Future Implications
The rapid adoption of AI in workplaces has not come without concerns. In a February 2025 study conducted by the Pew Research Center, 52 percent of U.S. workers voiced anxiety about AI’s long-term impact on employment, with 32 percent fearing it would diminish job opportunities. Business leaders are urged to invest in training and organizational changes to effectively leverage AI’s potential, as only a small fraction of companies have reached maturity in AI deployment despite plans for increased investment.
Experts like Bryan Driscoll emphasize the need for transparency in AI management. He stated, “Workers think AI would be fairer because they’re fed up with human managers’ bias, favoritism, and double standards.” Driscoll warns, however, that AI is not a panacea. “It can replicate discrimination and enforce corporate priorities without pushback,” he added. Meanwhile, Sara Gutierrez, chief science officer at SHL, asserts that while AI can standardize decision-making processes, the idea of “fairness by default” is misguided. Responsible design and ongoing monitoring are essential to ensure that AI systems function as intended.
Looking ahead, employers considering AI for management decisions will likely face pressure regarding transparency and ethical practices. The Resume Now survey found that 85 percent of workers believe increased AI transparency would foster greater trust, while 39 percent expressed concerns about potential surveillance and data misuse. Driscoll cautions, “If companies lean on AI as the boss, workers risk trading one flawed system for another, this time with less accountability and no humanity.” He emphasizes that fair workplaces are established not by replacing people with algorithms, but by actively addressing bias, enforcing accountability, and centering worker input in decision-making processes.
As attitudes toward AI in management evolve, the balance between technology and human oversight will be crucial in shaping the future of work.
