Policy Document Series · Issue 43 of 45 · Economy & Work
Automation &
Future of Work
Technology That Lifts Workers, Not Just Profits

30% of work hours are automatable by 2030, yet only 24% of displaced workers receive any retraining. The US spends 20 times less than Denmark on helping workers adapt. The question is not whether automation is coming — it is whether workers share in the gains or bear all the costs.

30% Of hours worked automatable by 2030 — accelerated by generative AI
57.3M Americans doing freelance work — 36% of the workforce, most without benefits
24% Of displaced workers receive any retraining — avg program: 10 weeks
0.1% Of GDP the US spends on worker transitions — Denmark spends 2%
Contents
Section 01

Executive Summary

Every previous technological revolution — steam, electricity, computing — required policy intervention to ensure the gains were shared. Automation and AI are no different. 30% of hours currently worked in the US could be automated by 2030. 57.3 million Americans already do freelance work, most without benefits. Only 24% of displaced workers receive any retraining, and the average program lasts 10 weeks. Denmark spends 2% of GDP on active labor market policies. The US spends 0.1%. The future of work is here. The policy framework is 40 years behind.

Denmark: Active Labor Market Spending
2.0%
Of GDP invested in retraining, job placement, and income support. 80%+ of displaced workers retrained. Most match prior salary within a year.
United States: Active Labor Market Spending
0.1%
Of GDP. 24% of displaced workers receive any retraining. Average program: 10 weeks. Average time to match prior salary: 3+ years.

Eight pillars closing the gap: portable benefits for every worker, lifelong learning accounts, an Automation Transition Fund modeled on Denmark's flexicurity, gig worker classification and protections, a 4-day work week framework, automation impact assessments for large firms, just transition expansion beyond fossil fuels, and platform accountability with algorithmic transparency.

Section 02

The Problem

Automation is not a future problem. It is a present one. Generative AI has accelerated the timeline, and the US has virtually no federal infrastructure for managing workforce transitions at scale.

McKinsey Global Institute estimates that 30% of hours currently worked in the US could be automated by 2030, accelerated by generative AI. This is not a distant threat — it is already reshaping customer service, data entry, transportation, legal research, and creative work. The workers most exposed are disproportionately lower-income, without college degrees, and concentrated in communities that have already been hit by deindustrialization.

57.3 million Americans — 36% of the workforce — do some freelance work (Upwork 2023). The gig economy has created flexibility but stripped protections: no employer-provided health insurance, no retirement contributions, no unemployment insurance, no workers' compensation. Platform companies like Uber, DoorDash, and Instacart have spent hundreds of millions on ballot measures to keep workers classified as independent contractors, avoiding the obligations that come with employment.

Only 24% of workers displaced by automation, trade, or restructuring receive any retraining (GAO). The average retraining program lasts just 10 weeks. The average time to match a prior salary after displacement: 3+ years. The Trade Adjustment Assistance program — the closest thing the US has to a transition framework — covers only trade-displaced workers and has been chronically underfunded. There is no equivalent for automation-displaced workers.

The US spends 0.1% of GDP on active labor market policies — training, placement, subsidized employment. Denmark spends 2%, a 20x difference. Germany's Kurzarbeit short-time work program saved an estimated 2.2 million jobs during the COVID pandemic by subsidizing reduced hours instead of layoffs. South Korea invests $2.6 billion annually in digital skills programs. The US has no comparable federal infrastructure for managing workforce transitions at scale.

Sources: McKinsey Global Institute — Generative AI and the Future of Work (2023) · Upwork — Freelance Forward 2023 · GAO — Displaced Workers and Retraining · OECD — Active Labour Market Policies Spending

Section 03

How We Got Here

The US once led the world in worker transition policy. The GI Bill retrained an entire generation. The Manpower Development and Training Act (1962) built a federal training system. Then came 50 years of systematic defunding — precisely as the need accelerated.

The employer-based benefits model was designed for lifetime employment at a single company. That world is gone. The average American changes jobs 12 times in a career. Gig and freelance work has exploded to 36% of the workforce. But the benefits system — health insurance, retirement, paid leave, workers' comp — still assumes a single full-time employer. The result: 57.3 million freelance workers, most with no access to the safety net that W-2 workers take for granted.

Federal retraining programs were gutted over four decades. CETA (1973) was replaced by JTPA (1982), which was replaced by WIA (1998), which was replaced by WIOA (2014) — each iteration with less funding, shorter program duration, and weaker outcomes. The current system reaches 24% of displaced workers with an average 10-week program. Denmark's flexicurity system achieves 80%+ retraining rates with programs lasting 1–2 years. The US chose to disinvest. The results followed.

Platform companies built a new economy on regulatory arbitrage. Uber, Lyft, DoorDash, and Instacart classified millions of workers as independent contractors to avoid minimum wage, overtime, unemployment insurance, and workers' compensation obligations. When California passed AB 5 to close the loophole, these companies spent $200 million on Proposition 22 to override the law. The federal government has no equivalent standard — classification rules vary by state, and enforcement is fragmented (see Issue #13).

Sources: U.S. Department of Labor — Trade Adjustment Assistance · Upwork — Freelance Forward 2023 · OECD — ALMP Spending Trends

Section 04

What Other Countries Do

Every peer democracy that has confronted automation and workforce disruption has built a transition system. The US is the only advanced economy asking individual workers to bear the full cost of technological change.

Country ALMP Spending Key Program Result
Denmark 2.0% GDP Flexicurity: easy hiring/firing + 90% wage replacement + mandatory retraining 80%+ retraining rate; most workers match prior salary within 1 year
Germany 1.3% GDP Kurzarbeit: short-time work subsidies during economic disruption 2.2M jobs saved during COVID; employer-employee cost sharing
South Korea 0.8% GDP Digital New Deal: $2.6B/yr in digital skills + AI training programs Comprehensive retraining for automation-displaced workers
United Kingdom 0.5% GDP 4-Day Work Week pilot: 61 companies, 2,900 workers, 6 months 92% of companies kept it; productivity up 5–10% per hour
Netherlands 1.4% GDP Portable benefits + social insurance for self-employed workers Gig/freelance workers access same protections as employees
United States 0.1% GDP Fragmented: TAA (trade only) + underfunded WIOA + no automation framework 24% retrained; 10-week avg program; 3+ years to match prior salary

Denmark's flexicurity model proves that workforce flexibility and worker security are not opposites. Employers can hire and fire easily — but displaced workers receive 90% wage replacement, up to 2 years of retraining, and active job placement. The result: 80%+ of displaced workers are retrained, and most match their prior salary within a year. The US achieves 24% retraining with 10-week programs. The gap is not inevitable. It is a policy choice.

The worker transition investment gap:

Metric United States Peer Average
Active labor market spending (% GDP) 0.1% 1.0–2.0% (OECD avg ~0.5%)
Displaced workers retrained 24% 80%+ (Denmark)
Average retraining program length 10 weeks 1–2 years (Germany)
Time to match prior salary 3+ years <1 year (Denmark)

Sources: OECD — Public Spending on Labour Markets · IAB Germany — Kurzarbeit Employment Impact · 4 Day Week Global — Pilot Results · Autonomy — UK 4-Day Week Trial Report (2023)

Section 05

Our Policy — Eight Pillars

Eight pillars building a modern workforce framework — portable benefits, lifelong learning, automation transition support, gig worker protections, 4-day work week, automation accountability, just transition expansion, and platform transparency.

Pillar 1 · Structural Portable Benefits Act
57.3M freelance workers without employer benefits · Netherlands model: portable social insurance for self-employed · benefits follow the worker, not the job
  • Every worker — W-2, 1099, gig, freelance — gets access to health insurance, retirement, paid leave, and workers' comp through a portable benefits system that follows the worker, not the job. The employer-based model was built for lifetime employment. That world ended decades ago.
  • Funded by pro-rata employer contributions based on hours worked or revenue generated. Every hiring entity contributes proportionally. If you use a worker for 10 hours, you contribute 10 hours of benefits. No more classifying your way out of obligations.
  • Modeled on the Netherlands' approach and Washington State's portable benefits pilot. Benefits are held in individual accounts managed by a public administrator. Workers keep their benefits when they change jobs, take gigs, or start freelancing.
Pillar 2 · Transformative Lifelong Learning Accounts
Singapore's SkillsFuture model · $5,000/yr matched by employers · any worker, any age, any point in career · 20M workers in first 5 years
  • Federal individual training accounts: $5,000/year, matched by employers, for any worker to upskill or retrain at any point in their career. Usable at accredited programs, community colleges, apprenticeships, or certified bootcamps. No age limit. No job-loss requirement.
  • Replace the patchwork of underfunded, short-term retraining programs with a permanent system. The current model requires you to lose your job before you can access training. Lifelong Learning Accounts let workers invest in themselves before displacement happens.
  • Modeled on Singapore's SkillsFuture program. Cover 20 million workers in the first 5 years, prioritizing workers in automation-exposed industries (see Issue #34).
Pillar 3 · Safety Net Automation Transition Fund
Denmark flexicurity: 80%+ retraining · wage insurance at 80% for 2 years · replaces the 10-week average US program · no worker left behind
  • When companies automate jobs, displaced workers receive 2 years of wage insurance at 80% of prior salary, retraining, relocation assistance, and career counseling. Not a 10-week program and a handshake — a real transition with real support.
  • Funded by per-position transition assessments on companies with 500+ employees that reduce headcount through automation (see Pillar 6). This is not a robot tax — it is a transition contribution. The goal is not to stop automation. It is to ensure displaced workers land on their feet.
  • Modeled on Denmark's flexicurity framework. Denmark achieves 80%+ retraining rates and most displaced workers match their prior salary within a year. The US can match that outcome with comparable investment.
  • Companies must provide 180-day advance notice when automation will eliminate positions. Workers receive transition support before the job disappears, not after.
Pillar 4 Gig Worker Classification & Protections
ABC test as federal standard · Uber drivers earn ~$9.21/hr in W-2 terms · $200M spent on Prop 22 to avoid employer obligations
  • ABC test as the federal employment classification standard. Workers are employees unless the hiring entity proves all three prongs: (A) free from control, (B) outside the usual course of business, (C) independently established in that trade. Legal presumption of employment for platform workers (see Issue #13).
  • Platform companies must provide minimum hourly guarantees, overtime, workers' comp, and unemployment insurance. Uber drivers earn approximately $9.21/hour in W-2-equivalent terms — below minimum wage. The gig economy business model is wage theft subsidized by public safety nets.
  • Override Prop 22-style state carve-outs at the federal level. No state can create a lower-protection classification for platform workers than federal law requires. The $200 million campaign to buy a lower standard ends.
  • Gig workers gain the right to organize. Platform workers can collectively bargain over pay, conditions, and algorithmic management — the same rights every other worker has.
Pillar 5 4-Day Work Week Framework
92% of companies in global trials kept it · UK trial: productivity up 5–10%, burnout down 71%, resignations down 57% · revenue unchanged
  • Federal pilot program for government agencies: 32-hour/4-day work week at current pay. Voluntary participation across 10+ agencies. Results published after 6 months.
  • Tax incentives for private companies that adopt a 32-hour/4-day standard at full pay. 92% of companies in global trials kept the policy permanently. UK trial results: productivity per hour up 5–10%, burnout down 71%, resignations down 57%. Revenue was unchanged.
  • The productivity dividend should benefit workers, not just shareholders. American workers produce more per hour than at any point in history. When technology makes work more efficient, the gains should translate into time and quality of life — not just higher margins.
Pillar 6 Automation Assessment on Large Firms
500+ employees · $100M+ revenue · annual disclosure of automation impact · transition contributions fund Pillar 3
  • Companies with 500+ employees and $100M+ annual revenue must conduct and disclose annual automation impact assessments — how many positions will be affected, what transition plans exist, and how productivity gains are being shared with workers.
  • Per-position transition assessment when automation eliminates jobs. Revenue funds the Automation Transition Fund (Pillar 3). Phased in over 3 years. Small businesses exempted entirely. This is not a tax on technology — it is accountability for transition.
  • Transparency about productivity gains. When automation increases output per worker, the assessment tracks whether those gains flow to workers (wages, hours, benefits) or only to shareholders (dividends, buybacks). The data informs policy (see Issue #2).
Pillar 7 Just Transition for All Displaced Workers
Expand beyond fossil fuels · wage insurance + retraining + relocation · community economic development grants · no town left behind
  • Expand Trade Adjustment Assistance to cover automation-displaced and climate-transition workers. The current framework covers only trade-displaced workers. Automation and decarbonization displace workers through the same mechanism — the policy response should be the same (see Issue #11).
  • Wage insurance, retraining, and relocation assistance for all displaced workers — whether the job was lost to a trade deal, a robot, or a decarbonization timeline. No worker left behind based on the cause of displacement.
  • Community economic development grants for areas with concentrated job loss. When an industry leaves a town, the federal response must include investment in what comes next — infrastructure (see Issue #25), clean energy (see Issue #11), and broadband (see Issue #42).
Pillar 8 Platform Accountability & Algorithmic Transparency
Workers cannot negotiate what they cannot see · algorithmic management must be transparent · platform cooperatives as alternative
  • Platforms must disclose how algorithms assign work, set pay, and deactivate workers. When an algorithm controls your income, you have a right to know how it works. Opaque algorithmic management is unaccountable management.
  • Workers have the right to appeal algorithmic decisions to a human. No worker should lose their livelihood to an automated decision with no explanation and no recourse (see Issue #36).
  • Data portability: workers own their ratings and work history. A driver's 4.9-star rating and 10,000-ride history should not be trapped in one platform. Portable reputation enables real competition and worker mobility.
  • Platform cooperatives receive federal startup grants as an alternative ownership model. Workers who build the platform should have the option to own it (see Issue #32).

Sources: McKinsey Global Institute — Future of Work · Upwork — Freelance Forward 2023 · 4 Day Week Global — Pilot Results · Autonomy — UK 4-Day Week Trial (2023) · OECD — ALMP Spending · EPI — Uber Driver Earnings · IAB Germany — Kurzarbeit

Section 06

How We Pay For It

The current system — where displaced workers bear the full cost of technological change — is not free. It costs the economy $700+ billion annually in lost output from involuntary unemployment. It costs taxpayers $250+ billion in unemployment insurance, SNAP, Medicaid, and disability for workers whose jobs disappeared with no transition plan. Total 10-year investment: $185–285 billion, funded primarily by automation assessments on large corporations and employer contributions — not by general taxation. Total 10-year offset: $200–400 billion in reduced safety net spending and increased economic output from higher employment and wages. Denmark spends approximately 2% of GDP on its “flexicurity” model and has an employment rate of 77% — 16 points higher than the U.S. rate for prime-age workers without a college degree.

Component 10-Year Cost Funding Mechanism & Source
Portable Benefits system $40–60B Pro-rata employer contributions: every hiring entity pays per hour or per revenue dollar for health, retirement, and paid leave benefits — regardless of whether the worker is classified as W-2 or 1099. Estimated $4–6B/year in employer contributions. No new taxes on workers or taxpayers. This extends existing employer obligations proportionally to all workers including gig, contract, and freelance. (National Employment Law Project; Economic Policy Institute cost modeling)
Lifelong Learning Accounts ($5,000/yr per worker) $50–75B Three-way funding: federal contribution of $2,000/year from progressive revenue (corporate tax reform generates $100B+/year under CGP tax proposals), employer match of $2,000/year (tax-deductible), and worker contribution of $1,000/year (pre-tax). Covering 10–15 million workers in automation-exposed industries at $5,000/year. Workers invest in skills before displacement, not after. (Georgetown CEW; Aspen Institute Future of Work Initiative)
Automation Transition Fund $20–30B Per-position automation assessment of $25,000–50,000 on companies with 500+ employees that eliminate positions through automation. Small businesses exempt. At 100,000–200,000 automated positions per year, this generates $2.5–10B/year. Revenue funds wage insurance (2 years at 80% of previous salary) and retraining for displaced workers. Modeled on Germany’s Kurzarbeit short-time work program, which saved 2.2 million jobs during the 2008 financial crisis at a fraction of unemployment costs. (McKinsey Global Institute; Brookings Institution automation displacement estimates; IAB Institute for Employment Research, Germany)
Gig worker reclassification & protections $0 federal cost (employer-funded) ABC test reclassifies 10–30 million misclassified workers as employees. Companies pay the employer obligations they have been avoiding: payroll taxes, unemployment insurance, workers’ compensation. Generates an estimated $12–20B/year in additional payroll tax revenue currently evaded through misclassification. Reduces public safety net spending by $5–10B/year as workers gain employer-provided benefits. (Treasury Department misclassification estimate; National Employment Law Project; California AB5 fiscal analysis)
4-day work week federal pilot & private sector incentives $5–10B Federal pilot across 10+ agencies: budget-neutral because productivity per hour increases 20–40% and output remains constant (UK pilot: 92% of companies maintained or increased revenue). Private sector incentive: $5,000 tax credit per employee for companies that adopt 32-hour work weeks at full pay during a 5-year pilot — $500M–$1B/year. Offset by reduced healthcare costs (workers report 65% reduction in sick days) and higher retention (57% reduction in turnover). (Autonomy Research / UK 4-Day Week Pilot, 2023; Iceland 4-day week trial results)
Just Transition expansion (automation + climate) $30–50B Extend the Trade Adjustment Assistance (TAA) framework from trade-displaced to automation-displaced workers: $3–5B/year covering retraining grants, relocation assistance, and community economic development for areas losing major employers. Funded by automation assessment fees and dedicated revenue from corporate tax reform. For comparison, the current TAA program costs only $800M/year and is widely regarded as underfunded. (Congressional Research Service; DOL TAA program data; Brookings Institution)
Platform accountability & algorithmic transparency $2–3B FTC enforcement division expansion ($100–200M/year) for algorithmic auditing and platform labor practice oversight. Platform cooperative development grants ($100M/year) to fund worker-owned alternatives. Compliance costs borne by platforms, not taxpayers. (FTC budget justification; Platform Cooperativism Consortium)

10-year fiscal summary: Total investment of $185–285 billion funded by: automation transition assessments on large corporations ($25–100B), employer portable benefits contributions ($40–60B), employer Lifelong Learning Account matches ($20B), recovered payroll taxes from gig worker reclassification ($120–200B), and targeted revenue from CGP corporate tax reform. Net new federal spending: approximately $50–75 billion over 10 years, offset by $200–400 billion in reduced unemployment insurance, SNAP, Medicaid, and disability payments from keeping workers employed and skilled. (CBO; EPI; Brookings Institution)

The Denmark model proves it works. Denmark spends approximately 2% of GDP (~$7,500 per worker per year) on its flexicurity system: generous unemployment benefits, aggressive retraining, and flexible labor markets. The result: 77% employment rate, low long-term unemployment, and a workforce that adapts to technological change instead of being destroyed by it. The CGP proposals cost roughly 0.7–1% of U.S. GDP — less than half the Danish investment — while targeting the highest-risk workers. The question is not whether we can afford it. The question is whether we can afford the current system, which costs $700+ billion per year in lost output. (OECD Employment Outlook; Danish Ministry of Employment; Bureau of Labor Statistics)

Section 07

Implementation Timeline

Phase 1 — Day 1 to Month 6
Executive Action and Rulemaking
Portable benefits executive order for all federal contractors. 4-day work week pilot launched in 10+ federal agencies. DOL rulemaking initiated for federal ABC test (90-day comment period). Lifelong Learning Account pilot launched for 1 million workers in automation-exposed industries. Algorithmic transparency requirement for platforms with federal contracts. Trade Adjustment Assistance expanded to automation-displaced workers by executive action.
Phase 2 — Month 6 to Year 1
Legislative Foundation
Portable Benefits Act introduced. Automation Transition Fund authorized. Gig worker classification legislation enacted. Platform accountability and algorithmic transparency bill introduced. Just Transition expansion legislation introduced to cover all displaced workers. 4-day work week pilot results published.
Phase 3 — Year 1 to Year 3
Scale-Up
Lifelong Learning Accounts expanded to 10 million workers. Automation assessments phased in for companies with 2,000+ employees, then 500+. Portable benefits system operational for all gig and freelance workers. Private sector 4-day work week tax incentives enacted. Platform cooperative startup grants distributed. Community economic development grants deployed to automation-concentrated areas.
Phase 4 — Year 3 to Year 5
Full Implementation and Measurement
Lifelong Learning Accounts reach 20 million workers. Automation Transition Fund fully operational — measure retraining rates against 24% baseline and time-to-salary-match against 3+ year baseline. Portable benefits universal for all workers. Platform accountability framework assessed. 4-day work week adoption measured across federal and private sectors. Compare US outcomes to Denmark's flexicurity benchmarks.
Section 08

Addressing Counterarguments

"An automation transition fund is a tax on innovation. It will slow technological progress."
The assessment is not on automation itself — it is on the transition costs that automation creates. Denmark has the strongest worker transition system in the world and ranks near the top in innovation and technology adoption. Germany's Kurzarbeit saved 2.2 million jobs and German industry leads Europe in automation. Companies that invest in transition actually adopt technology faster because worker resistance decreases when workers know they will land on their feet. The choice is not innovation versus transition — it is innovation with transition versus innovation with social wreckage.
"A 4-day work week is unrealistic. Businesses cannot operate on reduced hours."
92% of the companies that tried it in global trials kept it permanently. The UK trial — 61 companies, 2,900 workers, 6 months — showed productivity per hour increasing 5–10% while burnout dropped 71% and resignations dropped 57%. Revenue was unchanged. Microsoft Japan saw productivity increase 40% during a 4-day week trial. The evidence is not ambiguous. The model is a federal pilot and voluntary private-sector adoption with tax incentives — no mandate. Companies that try it keep it because it works.
"Gig workers prefer flexibility. Reclassifying them as employees destroys the gig economy."
The ABC test does not eliminate flexibility — it eliminates the ability to avoid minimum wage, overtime, and workers' comp while controlling how workers do their jobs. Uber drivers earn approximately $9.21/hour in W-2-equivalent terms — below minimum wage. The "flexibility" argument is a corporate talking point used to justify wage theft. The Portable Benefits Act (Pillar 1) ensures that genuinely independent workers — those who truly set their own hours, prices, and methods — retain flexibility while gaining protections. Both pillars work together.
"The market will create new jobs to replace automated ones. It always has."
The market created new jobs after every previous technological revolution — but only after policy intervention ensured the gains were shared. The industrial revolution produced child labor and 16-hour days before labor laws intervened. Computing eliminated millions of clerical jobs but created new ones only because education policy expanded access. The market does not distribute gains automatically. Without policy, the pattern is clear: productivity rises, wages stagnate, inequality widens (see Issue #13). Automation will create new jobs — but only deliberate policy ensures the displaced workers can access them.
"Portable benefits are too complex to administer."
The Netherlands administers portable benefits for its entire self-employed workforce. Singapore runs SkillsFuture accounts for every citizen. The US already administers Social Security, Medicare, and the Thrift Savings Plan — all portable, all following the worker. The complexity argument is about political will, not administrative capacity. The current system — where 57.3 million freelancers have no access to employer benefits — is the actual administrative disaster.
Section 09

Cross-References

What this platform does — every commitment in plain language:

Action Detail
Portable benefitsHealth, retirement, leave, workers' comp for all workers — W-2, 1099, gig, freelance; pro-rata employer funding
Lifelong Learning$5K/yr matched accounts; any worker, any age; accredited programs + apprenticeships + bootcamps; 20M workers
Automation Transition2 years wage insurance at 80%; retraining + relocation; 180-day advance notice; Denmark-model outcomes
Gig worker protectionsFederal ABC test; minimum wage + overtime + workers' comp; right to organize; override Prop 22
4-day work weekFederal pilot + private tax incentives; 32 hours at full pay; 92% of companies that tried it kept it
Automation assessment500+ employees / $100M+ revenue; annual disclosure; transition contributions fund Pillar 3
Just TransitionExpand TAA to automation + climate; wage insurance + retraining; community development grants
Platform accountabilityAlgorithmic transparency; human appeal rights; data portability; cooperative grants
Issue 2
TaxationProgressive revenue funds Lifelong Learning Accounts and Just Transition grants. Automation productivity gains tracked against shareholder versus worker distribution.
Issue 13
Labor, Unions & Minimum WageGig worker classification, non-compete bans, and sectoral bargaining are shared pillars. The PRO Act expands organizing rights to platform workers.
Issue 11
Climate & EnergyThe Just Transition framework originated here. Expanding it to cover automation-displaced workers uses the same infrastructure and principles.
Issue 15
Social Safety NetPortable benefits and the Automation Transition Fund extend the safety net to workers the current system misses — gig, freelance, and automation-displaced.
Issue 34
Education ReformLifelong Learning Accounts connect to the broader education investment agenda. Community colleges and apprenticeships are the backbone of retraining infrastructure.
Issue 36
AI & TechnologyAlgorithmic transparency and platform accountability are shared pillars. AI governance must include worker protections, not just consumer safety.
"Every previous technological revolution — steam, electricity, computing — required policy intervention to ensure the gains were shared. Automation and AI are no different. Without deliberate policy, the pattern is clear: productivity rises, wages stagnate, and inequality widens. 30% of work hours are automatable by 2030. 57 million Americans freelance without benefits. Only 24% of displaced workers get retrained. The future of work is here. The policy framework is 40 years behind. This platform closes the gap."
— The Common Good Party
Paid for by The Common Good Party (thecommongoodparty.com) and not authorized by any candidate or candidate's committee.