Our decent work programme Lead, Tripta Virdee, on our work to make sure low-paid workers help shape changes at work.
Under our current grant funding strategy at Trust for London, making sure that worker experiences shape technology advancements at work is one of the three main goals of our decent work programme.
AI is changing the workplace at a dizzying pace. And while there’s been lots of discussion around the impact of AI on employment, less has been said on how it’s already affecting working conditions, particularly for those on the least pay.
The rapid speed of change must not come at the expense of hard-earned worker rights. As programme lead, I spend a lot of time thinking about who gets a say in the changes taking place. All workers, especially those that are low paid, need to understand how decisions are made, to be treated fairly and to have some control over their working conditions.
A central part of my role is to help amplify these voices, and to make sure they are heard not just within projects, but by employers, policymakers and other funders.
Why we’re focusing on worker voice on AI
A big part of my role is identifying where funding can make a difference in a fast-moving space. Low-paid jobs and tasks are often the first to be cut as automation takes over. For example, AI is being used to assign shifts or workloads. We’re also seeing increasing use of monitoring tools and AI‑driven performance management, often without transparency or input from workers. In some cases, this is making it harder for people to raise concerns or understand decisions about their own jobs.
This is different from more specialist roles, where tools like AI are often used to support or improve productivity, rather than replace them entirely. This makes low-paid worker voices during times of transformation more vital than ever.
Over the past few years, we’ve supported a number of organisations that help us understand how technology is affecting low‑paid workers, and how their voices can influence change.
We’re also seeing increasing use of monitoring tools and AI‑driven performance management, often without transparency or input from workers. In some cases, this is making it harder for people to raise concerns or understand decisions about their own jobs.
One of the projects we’re funding is Organise’s AI early warning system. This work is helping surface what's actually happening in workplaces by collecting insights directly from workers. What stands out to me from this work is how often people don’t even realise AI is shaping their jobs, whether that’s decisions about shifts, workload or performance. In a survey of 2,000 workers, Organise found that 40% of workers’ jobs have changed, got worse or been cut because of AI – but only 17% were offered any input into how it’s used.
If you don’t know something is happening, it’s almost impossible to question it.
How can AI be introduced into the workplace responsibly?
I also work closely with the Institute for the Future of Work (IFOW). IFOW is testing how new technologies are used in real workplaces, with workers involved in the process. As a funder, supporting this kind of work feels critical. It moves beyond theory and looks at whats happening on the ground and how it can be improved.
What we’re learning from IFOW is that decisions around introducing technology are often made without the right safeguards in place, and they’re already affecting job quality. This is particularly true for low‑paid workers, who often have the least influence over how changes are introduced.
Through IFOW’s wider role co-Chairing the Mayor’s AI and Jobs Taskforce, we will connect our funded partners with policymakers to help get their insights directly to the decision makers. We work to help surface learning, bring partners into policy conversations and create opportunities to influence decisions as they are being made.
Looking across the projects I manage, a clear pattern is emerging. Technology itself isn’t the problem - it’s how it’s introduced and used.
What stands out to me from this work is how often people don’t even realise AI is shaping their jobs, whether that’s decisions about shifts, workload or performance.
Navigating this as a funder
This is a complex and fast‑changing area, and there’s no single right way to invest our funding and time. A big part of my role is making judgement calls, balancing the need to act now with the need to keep learning.
I recently attended the National Lottery’s AI Funders Conference, and it was clear that there’s a shared challenge across the funding sector about how to respond to the pace of technological change.
At Trust for London, our approach as a funder is a mixed one. We’ve supported funding for research to build the evidence base, alongside funding for organisations working directly with workers. I’m also spending time learning about and understanding the space, to see where AI is being used, who it’s affecting and where there are gaps in funding.
What comes next
What feels clear to me is this: decisions about technology are already shaping the future of work. If low‑paid Londoners are not part of those decisions, inequalities will deepen and workers must be part of that conversation. By listening to their experiences and investing in work that centres their voices, we can start to shape a fairer approach to technology at work.
Looking ahead, we’ll continue to build this area of our work, strengthening partnerships and connecting it to our other areas of focus.
