这篇文章指出，GenAI 的采用正面临明显落差：英国就业研究《AI and the Future of Work》访问了 2,000 名具代表性的英国民众、1,000 名 16 至 29 岁青年、1,000 名大学生与 500 名雇主，访问时间为今年 4 月 16 日至 29 日。结果显示，69% 的企业对 AI 带来的工作机会感到乐观，但仅有 35% 的员工与 28% 的一般民众持同样看法；在使用 AI 的劳工中，47% 认为它对工作表现没有实质影响，而 86% 的雇主则表示已看到至少温和的生产力提升。
报告作者 Bobby Duffy 指出，公众正被大量 AI 恐慌新闻影响，而企业与大众之间出现「真空」。这种忧虑也被 Standard Chartered 宣布计划裁减近 8,000 个职位、将 AI 作为新策略核心，以及 Anthropic 执行长 Dario Amodei 预测到本 दशक末可能消灭一半入门级白领工作所加深；相较之下，World Economic Forum 所称 AI 到 2030 年创造的职位将是被取代职位的两倍，似乎未被大众接受。
企业端的回应是推动更细致的导入方式：CBI 的 Naomi Weir 表示，AI 采用仍处于早期，因此结果常呈现极端；CBI 已成立一个由 150 家公司组成的工作小组，并主张「inclusive transition」与 task-level change，而不是全面改造流程。TUC 的 Adam Cantwell-Corn 则强调透明、清楚说明与补救机制，并呼吁产业层级的集体协议，以确保生产力收益能回馈员工；而所有受访群体中的大多数都认为，AI 的经济利益将主要流向富有投资者与大公司。
The article highlights a sharp adoption gap around GenAI. In a survey for AI and the Future of Work, researchers interviewed 2,000 representative Britons, 1,000 people aged 16 to 29, 1,000 university students, and 500 employers between April 16 and 29 this year. The results showed that 69% of businesses are optimistic about AI-driven job opportunities, versus 35% of employees and 28% of the general public; among workers who use AI, 47% said it makes no real difference to job performance, while 86% of employers said they had seen at least modest productivity gains.
The scepticism is being reinforced by high-profile warnings and layoff news. Standard Chartered said it planned to cut almost 8,000 positions as AI became central to its strategy. Anthropic chief executive Dario Amodei has predicted AI could eliminate half of all entry-level white-collar jobs by the end of the decade. By contrast, the World Economic Forum’s claim that AI will create twice as many jobs as it displaces by 2030 does not appear to be resonating with the public.
Business responses are still early and cautious. Naomi Weir of the CBI said the data are at an early stage and can exaggerate extremes, but interest among member companies is rising quickly; the CBI has created a working group of 150 companies and is pushing an inclusive transition focused on task-level change rather than sweeping workflow redesign. Adam Cantwell-Corn of the TUC argued that transparency, clear explanation and redress should be central, and that sector-level collective agreements could help ensure productivity gains are shared more fairly.