Checking in on the state of Amazon’s chickenized reverse-centaurs
I'm on a tour with my new book, the international bestseller Enshittification: catch me next in Vancouver, Montreal, Ottawa! Full schedule here (New dates just added in San Diego and Denver!).
Amazon has invented a new kind of labor travesty: the chickenized reverse centaur. That's a worker who has to foot the bill to outfit a work environment where they nevertheless have no autonomy (chickenization) and whose body is conscripted to act as a peripheral for a digital system (reverse centaur):
"Chickenization" is a term out of labor economics, inspired by the brutal state of the poultry industry, where three giant processing companies have divided up the market so that every chicken farmer has just one place where they can sell their birds. To sell your birds to one of these plants, you have to give them total control over your operation. They sell you the baby chicks, they tell you what kind of coop to build and what lightbulbs to install and when they should be off or on. They tell you which vet to use and which medicines can be administered to your birds. They tell you what to feed your birds and when to feed them. They design your coop and tell you who is allowed to maintain it. The one thing they don't tell you is how much you'll be paid for your birds – that's something you only discover when it's time to sell them, and the sum you're offered is based on the packer's region-wide intelligence on how you and all your competitors are faring, and is calculated to be the smallest amount to allow you to roll over your loans and go into more debt to grow more birds for them.
At its root, "chickenization" is about de-risking, cloaked in the language of entrepreneurship. Chicken farmers assume all the risk for the poultry packers, but they're told that they're their own bosses. The only way in which a chicken farmer resembles an entrepreneur is that they have to bear all the risk of failure – without having any upside for success. Packers can (and do) secretly decide to experiment at farmers' expense, ordering some of their farmers to vary their feeding, light and veterinary routines to see if they can eke new efficiencies out of the process. If that works, the surplus is reaped by the packer. If that fails, the losses are borne by the farmer, who is never told that they were funding an experiment.
Amazon makes extensive use of chickenization in its many commercial arrangements, tightly defining the working conditions of many "self-employed" workers, like the clickwork "turkers" who power the Mechanical Turk service. But the most chickenized of all the people in Amazon's network of cutouts and arm's-length arrangements are the "entrepreneurs" who are lured into starting a "Delivery Service Platform" (DSP) business.
To start a DSP, you borrow lots of money to buy vans that you outfit to Amazon's exacting specifications, filling them with interior and exterior sensors and cameras, painting them with Amazon livery, and kitting them out with shelving and other infrastructure to Amazon's exacting specification. Then, you hire workers – giving Amazon a veto over who you hire – and you train them – using Amazon's training materials. You sign them up for Amazon's platforms, which monitor and rank those workers, and then you get paid either $0.10 per parcel, or maybe $0.50 per parcel, or sometimes $0.00 per parcel, all at Amazon's sole discretion.
That's a pretty chickenized arrangement. But what about reverse centaurs?
In automation theory, a "centaur" is someone who is assisted by some automation system (they are a fragile human head being assisted by a tireless machine). Therefore, a reverse centaur is a person who has been conscripted to serve as a peripheral for a machine, a human body surmounted and directed by a brute and uncaring head that not only uses them, but uses them up.
The drivers that DSPs hire are reverse centaurs. Using various forms of automation, Amazon drives these workers to work at a dangerous, humiliating and unsustainable pace, setting and enforcing not just quotas, but also scripting where drivers' eyes must be pointed, how they must accelerate and decelerate, what routes they take, and more. These edicts are enforced by the in-van and on-body automation systems that direct and discipline workers, tools that labor activists call "electronic whips":
The chickenized owners of DSPs must enforce the edicts Amazon brings down on their reverse centaur workers – Amazon can terminate any DSP, at any time, for any reason or no reason, stranding an "independent entrepreneur" with heavily mortgaged rolling stock that can only be used to deliver Amazon packages, long term leases on garages and parking lots, liability for driver accidents caused by automation systems that punish drivers for e.g. braking suddenly if someone steps into the road, and massive loans.
So when Amazon directs a DSP to fire or discipline a worker, that worker is in trouble. Amazon has hybridized chickenization and reverse centaurism, creating a chickenized reverse centaur, a new kind of labor travesty never seen before.
In "Driven Down," a new report from the DAIR Institute, authors Adrienne Williams, Alex Hanna and Sandra Barcenas draw on interviews with DSP drivers and Williams's own experience driving for Amazon to document the state of the Chickenized Reverse Centaur. It's not good:
"Driven Down" vividly describes – often in drivers' own words – how the life of a chickenized reverse centaur is one of wage theft, privacy invasions, humilation and on-the-job physical risks, for drivers and the communities they drive in.
DSP drivers interact with multiple automation systems – at least nine apps that monitor, score and discipline them. These apps are supposed to run on employer-supplied phones, but these phones are frequently broken, and drivers face severe punishment if these apps aren't all running during their shifts. As a result, drivers routinely install these apps on their own phones, and must give them broad, far-reaching permissions, such that drivers' own phones are surveilling them for Amazon 24/7, whether or not they're on the clock. It's not just DSP owners who are chickenized – it's also drivers, footing the bill for their own electronic whips.
First and foremost, these apps tell the drivers where to go and how to get there. Drivers are dispatched to hundreds of stops per day, on a computer-generated route that is not vetted or sanity-checked by a human before it is non-negotiably handed to a driver. Famously, plotting an efficient route among many points is one of the most insoluble computing problems, the so-called "traveling salesman" problem:
But it turns out that there is an optimal solution to the traveling salesman problem: get a computer to make a bizarre and dangerous approximation of the optimal route, and then blame and fine workers when it doesn't work. This doesn't optimize the route, but it does shift all the costs of a suboptimal route to workers.
Crucially, Amazon trusts its computer-generated routes, based on map data, over the word of drivers. For example, drivers are often directed to make "group stops" – where the driver parks the van and then delivers to multiple addresses at once (for example, at an apartment complex or office block). Amazon's mapping service assumes that addresses that are in the same complex or development are close together, even when they are very distant. If a driver dares to move and re-park their van to deliver parcels to distant addresses, the app punishes them for making an unauthorized positional adjustment. If a driver attempts to deliver all the parcels without moving the van, they are penalized for taking too long. Even if drivers report the mapping error, it persists, resulting in strings of infractions, day after day.
When drivers fail to make quota, the DSP's per-parcel payout is reduced. DSPs whose drivers perfectly obey the (irrational, impossible) orders of Amazon's apps get $0.50 per parcel delivered. If drivers fall short of the apps' expectations, the per parcel-rate can fall to $0.10, or, in some cases, zero.
This provides a powerful incentive to DSPs to pressure drivers to engage in unsafe practices if the alternative would displease the app. Drivers are penalized for sudden braking and swerving, for example, but are also penalized for missing quota, which puts drivers in the impossible position of having to drive as quickly as possible but also not to swerve or brake if a sudden traffic hazard pops up. In one absurd tale, a driver describes how they were shifted to an electric van that did regenerative braking when they released the accelerator. The app expected drivers to slow down by releasing the accelerator, not by touching the brakes, but this meant that the van's brake lights never switched on. When a driver slowed at a yellow light, they were badly rear-ended by a following UPS truck, whose driver had assumed the Amazon DSP driver was going to rush the light (because the van's brake lights didn't light up).
Meeting quota means that drivers are also not able to stop for bathroom breaks or to take car of other personal hygiene matters. This is bad enough when it means peeing in a bottle, but it's even worse when the only way to take care of period-related matters is to go into the back of the van – where cameras record everything you do – and manage things there.
Drivers are told many inconsistent things about those cameras. Some drivers have been told that the footage is only reviewed after an accident or complaint, but when drivers do get into accidents or have complaints lodged against them, they are often fired or disciplined without anyone reviewing the footage. Meanwhile, drivers are sometimes punished for things the cameras have recorded even when there was no complaint or accident.
The existence of all that empirical evidence of things happening in and outside an Amazon DSP van makes little to no difference to drivers' employment fairness. When a malfunctioning seatbelt sensor insists that a driver has removed their seatbelt while driving, 80+ times in a single shift, the driver struggled to get their docked wages or lost jobs back. When a driver swerved to avoid an oncoming big rig whose driver had fallen asleep and drifted across the media, the driver was penalized – the driver this happened to had his score in "Mentor" (one of the many apps) docked from 850 to 650. Amazon won't tell drivers what their Mentor scores mean, but many drivers – and DSP owners – believe than anything less than a perfect score will result in punishment or termination.
Attaining and maintaining a perfect score is an impossible task, because Amazon will not disclose what drivers are expected to do – it will only penalize them when they fail to do it. Take the photos that Amazon drivers are expected to snap of parcels after they are delivered. The criteria for these photos is incredibly strict – and also not disclosed. Drivers are penalized for having their hands or shoes or reflections in the image, for capturing customers or their pets, for capturing the house-number. They aren't allowed to photograph shoes that are left on the doormat. Drivers share tips with one another about how to take a picture without losing points, but it's a moving target.
Among drivers, there's a (likely correct) belief that Amazon will not tell them how the apps are generating their scores out of fear that if drivers knew the scoring rubric, they'd start to game it. This is a widespread practice within the world of content moderation and spamfighting, where security practitioners who would normally reject the idea of "security through obscurity" out of hand suddenly embrace secrecy-dependent security measures:
All this isn't just dangerous and dehumanizing, it's also impoverishing. Drivers who get downranked by these imperious and unaccountable and unexplained algorithms have their hours cut or get fired altogether. The apps set a quota that can't possibly be reached if drivers take their mandated (and unpaid) 30 minute lunch and two 15-minute breaks (drivers who miss quota twice are automatically terminated). This time is given over to unpaid labor. As the report explains:
Drivers are not paid for their 30 minute lunch. A full-time employee working an 8 to 10 hour shift would be working either 4 or 5 days out of each week. At $20 an hour, that is two hours a week for four-day employees, resulting in $40 of unpaid labor a week, $160 a month, almost $2,000 a year.
Drivers are also assigned "homework" – videos they are required watch and simulator exercises they are required to complete as remediation for their real or imagined infractions. This, too, is unpaid, mandatory work. Drivers are required to attend "stand up" meetings at the start of their shifts, and this is also often unpaid work.
Amazon makes a big show of "listening to drivers," but they're never heard. A driver who reported being held at gunpoint by literal Nazis who objected to having their parcels delivered by a Jew had his complaints ignored, and those violent, armed Nazi customers continued to get their parcels delivered.
Even modest requests go unanswered. Drivers for one DSP begged for porta-toilets in the parking lot, rather than having to waste time (and miss quota) legging it to a distant bathroom. They were ignored, and all 50 drivers continue to share a single toilet.
But – thanks to chickenization – none of this is Amazon's problem. It's all the problem of a chickenized DSP "entrepreneur" who serves as a useful accountability sink for Amazon and who can be bankrupted at a moment's notice should they fail to do Amazon's precise bidding.
There's one bright spot here, though: the National Labor Relations Board has brought a case in California seeking to have Amazon held to be a "joint employer" of those reverse centaurs behind the wheels of those vans:
This is the very last residue of the NLRB's authority, the rest having been drained away by Trump as part of Project 2025. If they prevail, it will open the door to drivers suing Amazon for unfair labor practices under both federal and state law – and in California and New York, that labor law just got a lot tougher for Amazon:
The chickenized reverse centaur is a new circle of labor hell, a genuinely innovative way of making workers' lives worse in order to extract more billions for one of the most profitable companies in history.
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
Denise Prudhomme's bosses at Wells Fargo insisted that the in-person camaraderie of their offices warranted a mandatory return-to-office policy, but when she died at her desk in her Tempe, AZ office, no one noticed for four days.
That was in August. Now, Wells Fargo United has published a statement on her death, one that vibrates with anger at the callously selective surveillance that Wells Fargo inflicts on its workforce:
The union points out that Wells Fargo workers are subjected to continuous, fine-grained on-the-job surveillance from a variety of bossware tools that count their keystrokes and create tables of the distancess their mice cross each day:
Wells Fargo's message to its workforce is, "You can't be trusted," a policy that Wells Fargo doubled down on with its Return to Office mandate. Return to Office is often pitched as a chance to improve teamwork, communication, and human connection with your co-workers, and there's no arguing with the idea that spending some time in person with people can help improve working relationships (I attended a week-long, all-hands, staff retreat for EFF earlier this month and it was fantastic, primarily due to its in-person nature).
But our bosses don't want us back in the office because they enjoy our company, nor because they're so excited about having hired such a swell bunch of folks and can't wait to see how we all get along together. As John Quiggin writes, the biggest reason to force us back to the office is to get a bunch of us to quit:
As one of Musk's toadies put it in a private message before the Twitter takeover, "Sharpen your blades boys. 2 day a week Office requirement = 20% voluntary departures":
The other reason to spy on us is because they don't trust us. Remember all the panic about "quiet quitting" and "no one wants to work"? Bosses' hypothesis was that eking out a bare minimum living on from a couple of small-dollar covid stimulus checks was preferable to working for them for a full paycheck.
Every accusation is a a confession. When your boss tells you that he thinks that you can't be trusted to do a good job without total, constant surveillance, he's really saying, "I only bother to do my CEO job when I'm afraid of getting fired':
As Wells Fargo United notes, Wells Fargo employees like Denise Prudhomme are spied on from the moment they set foot in the building until the moment they clock out (and sometimes the spying continues when you're off the clock):
Wells Fargo monitors our every move and keystroke using remote, electronic technologies—purportedly to evaluate our productivity—and will fire us if we are caught not making enough keystrokes on our computers.
The Arizona Republic coverage notes further that Prudhomme had to log her comings and goings from the Wells Fargo offices with a badge, so Wells Fargo could see that Prudhomme had entered the premises four days before, but hadn't left:
Wells Fargo has mandated in-person working, even when that means crossing a state line to be closer to the office. They've created "hub cities" where workers are supposed to turn up. This may sound convivial, but Prudhomme was the only member of her team working out of the Tempe hub, so she was being asked to leave her home, travel long distances, and spend her days in a distant corner of the building where no one ventured for periods of (at least) four days at a time.
Bosses are so convinced that they themselves would goof off if they could that they fixate on forcing employees to spend their days in the office, no matter what the cost. Back in March 2020, Charter CEO Tom Rutledge – then the highest-paid CEO in America – instituted a policy that every back office staffer had to work in person at his call centers. This was the most deadly phase of the pandemic, there was no PPE to speak of, we didn't understand transmission very well, and vaccines didn't exist yet. Charter is a telecommunications company and it was booming as workers across America upgraded their broadband so they could work from home, and the CEO's response was to ban remote work. His customer service centers were superspreading charnel houses:
That Wells Fargo would leave a dead employee at her desk for four days is par for the course for the third-largest commercial bank in America. This is Wells Fargo, remember, the company that forced its low-level bank staff to open two million fake accounts in order to steal from their customers and defraud their shareholders, then fired and blackballed staff who complained:
It's not like Wells Fargo treats its workers badly but does well by everyone else. Remember, those fake accounts existed as part of a fraud on the company's investors. The company went on to steal $76m from its customers on currency conversions. They also foreclosed on customers who were up to date on their mortgages, seizing and selling off all their possessions. They argued that when bosses pressured tellers into forging customers on fraudulent account-opening paperwork, that those customers had lost their right to sue, since the fraudulent paperwork had a binding arbitration clause. When they finally agreed to pay restitution to their victims, they made the payments opt-in, ensuring that most of the millions of people they stole from would never get their money back.
They stole millions with fraudulent "home warranties." They stole millions from small businesses with fake credit-card fees. They defrauded 800,000 customers through an insurance scam, and stole 25,000 customers' cars with illegal repos. They led the pre-2008 pack on mis-selling deceptive mortgages that blew up and triggered the foreclosure epidemic. They loaned vast sums to Trump, who slashed their taxes, and then they fired 26.000 workers and did a $40.6B stock buyback. They stole 525 homes from mortgage borrowers and blamed it on a "computer glitch":
Given all this, two things are obvious: first, if anyone is going to be monitored for crimes, fraud and scams, it should be Wells Fargo, not its workers. Second, Wells Fargo's surveillance system exists solely to terrorize workers, not to help them. As Wells Fargo United writes:
We demand improved safety precautions that are not punitive or cause further stress for employees. The solution is not more monitoring, but ensuring that we are all connected to a supportive work environment instead of warehoused away in a back office.
Tor Books as just published two new, free LITTLE BROTHER stories: VIGILANT, about creepy surveillance in distance education; and SPILL, about oil pipelines and indigenous landback.
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
The future of Amazon coders is the present of Amazon warehouse workers
I'm on a 20+ city book tour for my new novel PICKS AND SHOVELS. Catch me in BURBANK with WIL WHEATON TONIGHT (Mar 13), and in SAN DIEGO at MYSTERIOUS GALAXY on Mar 24. More tour dates here.
My theory of the "shitty technology adoption curve" holds that you can predict the future impact of abusive technologies on you by observing the way these are deployed against people who have less social power than you:
When you have a new, abusive technology, you can't just aim it at rich, powerful people, because when they complain, they get results. To successfully deploy that abusive tech, you need to work your way up the privilege gradient, starting with people with no power, like prisoners, refugees, and mental patients. This starts the process of normalization, even as it sands down some of the technology's rough edges against their tender bodies. Once that's done, you can move on to people with more social power – immigrants, blue collar workers, school children. Step by step, you normalize and smooth out the abusive tech, until you can apply it to everyone – even rich and powerful people. Think of the deployment of CCTV, facial recognition, location tracking, and web surveillance.
All this means that blue collar workers are the pioneering early adopters of the bossware that will shortly be tormenting their white-collar colleagues elsewhere in the business. It's as William Gibson prophesied: "The future is here, it's just not evenly distributed" (it's pooled up thick and noxious around the ankles of blue-collar workers, refugees, mental patients, etc).
Nowhere is this rule more salient than in Big Tech firms. Tech companies have thoroughly segregated workforces. Delivery drivers, customer service reps, data-labelers, warehouse workers and other "green badge," low-status workers are the testing ground for their employer's own disciplinary technology, which monitors them down to the keystroke, the eye-movement, and the pee break. Meanwhile, the "blue badge" white-collar coders get stock options, gourmet cafeterias, free massages, day care and complimentary egg-freezing so they can delay fertility. Companies like Google not only use separate entrance for their different classes of workers – they stagger their shifts so that the elite workers don't even see their lower-status counterparts.
Importantly, almost none of these workers – whether low-status or high – are unionized. Tech union density is so thin, it's almost nonexistent. It's easy to see why elite tech workers wouldn't bother with unionizing: with such fantastic wages and so many perks, why endure the tedium of meetings and memos? But then there's the rest of the workers, who are subjected to endless "electronic whipping" by bossware and who take home wages that look like pocket change when compared to the tech division's compensation. These workers have every reason to unionize, living as they do in the dystopian future of labor.
At Amazon warehouses, workers are injured at three times the rate of warehouse workers at competing firms. They are penalized for "time off task" (like taking a piss break). They are made to stand in long, humiliating body-search lines when they go on- and off-shift, hours every week, without compensation. Variations on this theme play out in other blue-collar sectors of the Amazon empire, like Amazon delivery drivers and Whole Food shelf-stockers.
Those workers have every reason to unionize, and they have done their damndest, but Amazon has defeated worker union drives, again and again. How does Amazon win these battles? Simple: they cheat. They illegally fire union organizers:
They spend millions on anti-union tech, spying on workers and creating "heatmaps" that let them direct their anti-union efforts to specific stores and facilities:
That's just the tip of the iceberg. A new investigation by Northwestern University's Teke Wiggin draws on worker interviews and FOIA requests to the NLRB to assemble a first-of-its-kind catalog of Amazon's labor-disciplining, union-busting tactics:
Disciplining labor and busting unions go hand in hand. It's a simple equation: the harder it is for your workers to form a union, the worse you can treat them without facing labor reprisals, because individual workers' options are limited to a) quitting or b) sucking it up, while unionized workers can grieve, sue, and strike.
At the core of Amazon's labor discipline technology is "algorithmic management," which is exactly what it sounds like: replacing middle managers with software that counts your keystrokes, watches your eyeballs, or applies a virtual caliper to some other metric to decide whether you're a good worker or a rotten apple:
Automation theory describes two poles of workplace automation: centaurs (in which workers are assisted by technology) and "reverse-centaurs" (in which workers provide assistance to technology):
Amazon is a reverse-centaurism pioneer. Take the delivery drivers whose every maneuver, eyeball movement, and turn signal is analyzed and inevitably, found wanting, as workers seek to satisfy impossible quotas that can't even be met if you pee in a bottle instead of taking toilet breaks:
Then there's the warehouse workers who are also tormented with impossible, pisscall-annihilating quotas. Some of these workers are fitted with haptic wristbands that buzz to tell them they're being too slow at picking up an item and dropping it into a box, pushing them to faster, joint-destroying paces that account for Amazon's enduring position as the most worker-maiming warehouse employer in the nation:
In his paper, Wiggin does important work connecting these "electronic whips" to Amazon's arsenal of traditional union-busting weapons, like "captive audience" meetings where workers are forced to sit through hours of anti-union indoctrination. For Wiggin, bossware tools aren't just a stick to beat workers with – they're also a carrot that can be used to diffuse a worker's outrage ahead of a key union vote.
Algorithmic management isn't just software that wrings more work out of workers – it's software that replaces managers. By surveilling workers – both on the job and in social media spaces (like subreddits) where workers gather to talk, Amazon can tune the "electronic whip," reducing quotas and easing the pace of work so that workers view their jobs more favorably and are more receptive to anti-union propaganda.
This is "twiddling" – exploiting the digital flexibility of a system to "twiddle the knobs" governing its business logic, changing everything from prices to wages, search rankings to recommendations, in realtime, for every customer and worker:
https://pluralistic.net/2023/02/19/twiddler/
Twiddling combines surveillance data with flexible business logic to create an unbeatable house advantage. If you're an Amazon shopper, you get twiddled all the time, as Amazon replaces the best matches for your searches with paid results. If you buy that first product result, you'll pay an average of 29% more than the best match for your search:
Worker-side twiddling is even more dystopian. When a nurse is assigned a shift by an "Uber for nurses" app, the app checks whether the worker has overdue credit card bills, which trigger lower wages (on the theory that an indebted worker is a desperate worker):
When it comes to union-busting, Amazon's found a new use for twiddling: lessening the pace of work, which Wiggin calls "algorithmic slack-cutting." The important thing about algorithmic slack-cutting is that it's only temporary. The algorithm that reduces your work-load in the runup to a union vote can then dial the pace of work up afterward, by small, random increments that are below the threshold at which they register on the human sensory apparatus. They're not so much boiling the frog as poaching it.
Meanwhile, Amazon gets to flood the zone with anti-union messages, including mandatory messages on the app that assigns your shifts – a captive audience meeting in every pocket.
Between social media surveillance and on-the-job surveillance, Amazon has built a powerful training set for algorithms designed to crush workplace democracy. That's how things go for Amazon's warehouse workers and delivery drivers, and the shelf-stockers at Whole Foods.
But of course, the picture is very different for Amazon's techies, who enjoy the industry standard of high wages and lavish perks.
For now.
The tech industry is in the midst of three years' worth of mass layoffs: 260K in 2023, 150k in 2024, tens of thousands this year. None of this is due to a shortfall in profits, mind: Google laid off 12,000 workers just weeks after staging a stock buyback that would have funded their salaries for 27 years. Meta just announced a 5% across-the-board headcount cut and that it was doubling its executive bonuses.
In other words, tech is firing workers not because it must, but because it can. When workers depend on scarcity – instead of unions – as a source of power, they dig their own graves. For well-paid, scarcity-based coders, every new computer science graduate is the enemy, eroding the scarcity that your wages depend on.
Amazon coders get to come to work with pink mohawks, facial piercings, and black t-shirts that say things their bosses don't understand. They get to pee whenever they want to. That's not because Jeff Bezos is sentimentally attached to techies and bears personal animus toward warehouse workers. Jeff Bezos wants to pay his workforce as little as he can. He treats his tech workers with respect because he's afraid of them, because if they quit, he can't replace them, and without their work, he can't make money.
Once there's an army of unemployed coders who'll take your job, Jeff Bezos doesn't have to fear you anymore. He can fire you and replace you the next day.
Bezos is obviously incredibly horny for this. Like most tech bosses, he dreams of a world in which entitled hackers can't call their bosses dumbshits and decline to frog when they shout "jump!" That's why Amazon PR puts so much energy into trumpeting the business's use of AI to replace coders:
It's not just that they're excited about firing coders and saving money – they're even more excited about transforming the job of "Amazon coder," from someone who solves complex technical problems to someone who performs tedious code review on automatically generated code barfed up by a chatbot:
"Code reviewer" is a much less fulfilling job than "programmer." Code reviewers are also easier to replace than programmers. A code reviewer is a reverse-centaur, a servant to the machine. Every time you hear "AI-assisted programmer," you should substitute "programmer-assisted AI."
Programming is even more bossware-ready than working in a warehouse. The machines coders use are much easier to fit with surveillance technology that monitors their performance – and spies on their communications, looking for dissenting chatter – than a warehouse floor. The only thing that stopped Jeff Bezos from treating his programmers like his warehouse workers is their scarcity. That scarcity is now going away.
That's bad news for Amazon customers, too. Tech workers often feel a sense of duty to their users, a "vocational awe" that drives them to put in long hours to make things their users will enjoy. The labor power of tech workers has long served as a check on the impulse to enshittify those products:
As tech workers' power wanes, they don't just lose the ability to protect themselves from their bosses' greediest, most sadistic urges – they also lose the power to defend all of us. Smart tech workers know this. That's why Amazon tech workers walked out in support of Amazon warehouse workers:
Wiggin's report isn't just a snapshot of Amazon warehouse workers' dystopian present – it's a promise of Amazon tech workers' future. The future is here, in Amazon warehouses, and every day, it's getting closer to Amazon's technical offices.
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
Business school professors trained an AI to judge workers’ personalities based on their faces
I'm on a 20+ city book tour for my new novel PICKS AND SHOVELS. Catch me TODAY (Feb 17) for an event at KEPLER'S in MENLO PARK with CHARLIE JANE ANDERS and TOMORROW (Feb 18) for an event with WIL WHEATON in LA. More tour dates here.
Theory-free inference is a hell of a drug. For years, Big Data advocates – the larval form of today's AI weirdos – have insisted that if you have enough data, you can infer causal relationships between complex phenomena without ever having to understand how x causes y, and thus, we can slay the dread "correlation is not causation" beast.
This is cousin to Milton Friedman's famous economic catechism:
Truly important and significant hypotheses will be found to have "assumptions" that are wildly inaccurate descriptive representations of reality, and, in general, the more significant the theory, the more unrealistic the assumptions (in this sense)
AI turns out to be a great tool for creating plausible statistical correlates of imaginary phenomena. Remember the guy who claimed to have invented Machine Learning Gaydar by analyzing the faces of gay people and comparing them to straight people? Same dude later claimed to have invented an AI that could guess, from your face, whether you were a Republican or a Democrat:
This is just AI Phrenology, a continuation of the "scientific racism" movement that was invented to provide a justification for colonialism, slavery, genocide and eugenics. It imagines that there are invisible genetic traits that determine things like your ability to be a good boss, or whether you will cheat on your partner, or whether you are destined to be rich. It's a kind of cod-scientific astrology, where you get to declare yourself to have been born with "good blood" that destined you to rule over others.
Amazingly, this "scientific" philosophy has somehow managed to thrive after the rise of computational genomics, the science that analyzes population-scale genetic surveys to identify whether there is any genetic basis for the idea of "races" (and other cherished distinctions of the "human diversity" movement) have been shown to have no discernible basis in, you know, genetics.
As Adam Rutherford – a superb science communication and accomplished computational genomist – writes in his 2020 book How To Argue With a Racist, nearly everyone on Earth is descended from the same tiny group of survivors of a couple of severe genetic bottlenecks, the exception being Africa, where there is far more genetic diversity than in the rest of the world:
A Swede and an Australian Aboriginal person are more closely related than two members of the different groups of San people. If genes were the dispositive factors in human personality and accomplishment, we'd expect to see far more variance in the outcomes of African people than we do between, say, Inuit people and Italians. And yet, somehow people who all live in the same society, facing the same structural challenges of post-colonialism, international looting, and a global IP regime that denies them the ability to manufacture their own medicines and fix their own equipment produces people with remarkably similar outcomes. Meanwhile, it's surprisingly easy to predict the life outcomes of people from very different societies, based on those societies' position in the global hierarchy.
Sure, genetics play a role in shaping our outcomes. We are built out of the interactions between our genome and the physical and social world around us. But all evidence points to the social and physical factors grossly outweighing the genes. Back to astrology: distant celestial objects inarguably interact with us at our births and through our lives. Some infinitesimal tidal stress is exerted upon the Earth by other planets; photons streaming from faraway, long-dead stars shower down upon us. But the gravity exerted by, say, Saturn, on your body as you pass through the birth canal is less than the force exerted by the paper covers the midwife wears over her shoes in the birthing room. Sure, those disposable covers are a lot less massy than Saturn – but they're far closer, which matters when you're talking about forces that attenuate at the square of distance.
Genes play an important role in the development of your brain and the systems that regulate it, like hormones and nerve signals. But that role is clearly swamped by the role that the physical and social environment play as you grow up. You don't have "good blood" or "bad blood."
But people who believe in – and benefit from – social hierarchy have always yearned for a freestanding, objective basis for the fact that they have more and everyone else has less. That's the origin of "efficient markets hypothesis" (I'm rich because the market thinks I'm a good "capital allocater"), of "meritocracy" (if I'm rich, I must have merit), and "evolutionary psychology" ("Honey, it's not my fault I fucked my grad students – blame the bonobos!"):
Which brings me to this week's caliper-wielding AI: the "Photo Big 5" AI that can look at your face and predict whether you're going to be good at having an MBA:
This is the creation of four academics at elite institutions – however, their discipline isn't genetics. They're business school professors. They got a bunch of MBAs' self-assessed results on surveys of "Big 5 personality types" – itself a kind of astrological exercise with barely more rigor than, say, Meyers-Briggs – and then fed these results, along with the subjects' Linkedin profile photos and self-reported salaries and titles to an ML and produced – voila! – a machine that tells you whether you'll be a good manager based on your face!
This is an objectively very funny exercise, like AI Gaydar for middle-managers. They resort to some hilarious obfuscation:
Photo Big 5 exhibits only modest correlations with cognitive measures like GPA and standardized test scores, yet offers comparable incremental predictive power for labor outcomes.
In other words, we created a new random-number generator that is as bad at predicting your life-chances as the SATs or your GPA, two extremely bad ways of predicting your life chances – except to the extent that both numbers can be inflated if you start with a bunch of money and hire elite test-prep consultants. Good thing personal appearance has no correlates with wealth and there's no way to spend money to look more like a member of the elite? Naw, it must be the genetics underpinning the relationships between your "craniofacial features and behavior."
It's easy to see why AI is so tempting to people who want to incinerate any qualitative factors in a complex societal problem, transforming them into dubious quantitative residue that an algorithm can do math on:
It's junk science at scale, with a business model. The purpose of this automated eugenics is the same as every "rational" account of hierarchy in human history: to retroactively justify winners, and to condemn losers before the game even starts.
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
Kickstarting “The Bezzle” audiobook, sequel to Red Team Blues
I'm heading to Berlin! On January 29, I'll be delivering Transmediale's Marshall McLuhan Lecture, and on January 30, I'll be at Otherland Books (tickets are limited! They'll have exclusive early access to the English edition of The Bezzle and the German edition of Red Team Blues!).
I'm kickstarting the audiobook for The Bezzle, the sequel to last year's Red Team Blues, featuring Marty Hench, a hard-charging, two-fisted forensic accountant who spent 40 years in Silicon Valley, busting every finance scam hatched by tech bros' feverish imaginations:
http://thebezzle.org
Marty Hench is a great character to write. His career in high-tech scambusting starts in the early 1980s with the first PCs and stretches all the way to the cryptocurrency era, the most target-rich environment for scamhunting tech has ever seen. Hench is the Zelig of tech scams, and I'm having so much fun using him to probe the seamy underbelly of the tech economy.
Enter The Bezzle, which will be published by Tor Books and Head of Zeus on Feb 20: this adventure finds Marty in the company of Scott Warms, one of the many bright technologists whose great startup was bought and destroyed by Yahoo! (yes, they really used that asinine exclamation mark). Scott is shackled to the Punctuation Factory by golden handcuffs, and he's determined to get fired without cause, so he can collect his shares and move onto the next thing.
That's how Scott and Marty find themselves on Catalina island, the redoubt of the Wrigley family, where bison roam the hills, yachts bob in the habor and fast food is banned. Scott invites Marty on a series of luxury vacations on Catalina, which end abruptly when they discover – and implode – a hamburger-related Ponzi scheme run by a real-estate millionaire who is destroying the personal finances of the Island's working-class townies out of sheer sadism.
Scott's victory is bittersweet: sure, he blew up the Ponzi scheme, but he's also made powerful enemies – the kinds of enemies who can pull strings with the notoriously corrupt LA County Sheriff's Deputies who are the only law on Catalina, and after taking a pair of felony plea deals, Scott gets the message and never visits Catalina Island again.
That could have been the end of it, but California's three-strikes law – since rescinded – means that when Scott picks up one more felony conviction for some drugs discovered during a traffic stop, he's facing life in prison.
That's where The Bezzle really gets into gear.
At its core, The Bezzle is a novel about the "shitty technology adoption curve": the idea that our worst technological schemes are sanded smooth on the bodies of prisoners, mental patients, kids and refugees before they work their way up the privilege gradient and are inflicted on all of us:
America's prisons are vicious, brutal places, and technology has only made them worse. When Scott's prison swaps out in-person visits, the prison library, and phone calls for a "free" tablet that offers all these services as janky apps that cost ten times more than they would on the outside, the cruelty finds a business model.
Working inside and outside the prison Marty Hench and Scott Warms figure out the full nature of the scam that the captive audience of prisoners are involuntary beta-testers for, and they discover a sprawling web of real-estate fraud, tech scams, and offshore finance that is extracting fortunes from the hides of America's prisoners and their families. The criminals who run that kind of enterprise aren't shy about fighting for what they've got, and they're more than happy to cut some of LA County's notorious deputy gangs in for a cut in exchange for providing some kinetic support for the project.
The Bezzle is exactly the kind of book I was hoping I'd get to write when I kicked off the Hench series – one that decodes the scam economy, from music royalties to prison videoconferencing, real estate investment trusts to Big Four accounting firm bogus audits. It's both a fast-moving, two-fisted crime novel and a masterclass on how the rich and powerful get away with both literal and figurative murder.
It's getting a big push from both my publishers and I'll be touring western Canada and the US with it. The early reviews are spectacular. But despite all of this, I had to make my own audiobook for it, which I'm pre-selling on Kickstarter:
http://thebezzle.org
Why? Because Audible – Amazon's monopoly gatekeeper to the audiobook world, with more than 90% of the market – refuses to carry my work.
Audible uses Digital Rights Management to lock every audiobook they sell to their platform. Legally, only an Audible-authorized app can decrypt and play the audiobooks they sell you. Distributing a tool that removes Audible DRM is a felony under Section 1201 of the 1998 DMCA.
That means that if you break up with Audible – delete your Audible apps – you will lose your entire audiobook library. And the fact that you're Audible's hostage makes the writers you love into their hostages, too. Writers understand that if they leave the Audible platform, their audience will have to choose between following them, or losing all their audiobooks.
That's how Audible gets away with abusing its performers and writers, up to and including the $100m Audiblegate wage-theft scandal:
https://www.audiblegate.com/
Audible can steal $100m from its writers…and the writers still continue to sell on the platform, because leaving will cost them their audience.
This is canonical enshittification: lock in users, then screw suppliers. Lots of companies abuse DRM to do this, but none can hold a candle to Amazon, who understand that the DMCA is a copyright law that protects corporations at the expense of creators.
Under DMCA 1201 commercial distribution of a "circumvention device" carries a five-year prison sentence and a $500,000 fine. That means that if I write a book, pay to have it recorded, and then sell it to you through Audible, I am criminally prohibited from giving you the tool to take it from Audible to another platform. Even though I hold the copyright to that work, I would face a harsher sentence than you would if you simply pirated the audiobook from some darknet site. Not only that: if you shoplifted the audiobook in CD form, you'd get a lighter sentence than I, the copyright holder, would receive for giving you a tool to unlock it from Amazon's platform! Hell, if you hijacked the truck that delivered the CD, you'd get off lighter than I would. This is a scam straight out of a Marty Hench novel.
This is batshit. I won't allow it. My books are licensed on the condition that they must not be sold with DRM. Which means that Audible won't sell my books, which means that my publishers are thoroughly disinterested in paying thousands of dollars to produce audiobooks of my titles. A book that isn't sold in the one store than accounts for 90% of all sales is unlikely to do well.
That's where you come in. Since 2020, I've used Kickstarter to pre-sell five of my audiobooks (I wrote nine books during lockdown!). All told, I've raised over $750,000 (gross! but still!) on these crowdfunders. More than 20,000 backers have pitched in! The last two of these books – The Internet Con and The Lost Cause – were national bestsellers.
This isn't just a way for me to pay off a lot of bills and put away something for retirement – it's proof that readers care about supporting writers and don't want to be locked in by a giant monopolist that depends on its drivers pissing in bottles to make quota.
It's a powerful message about the desire for something better than Amazon. It's part of the current that is driving the FTC to haul Amazon into court for being a monopolist, and also part of the inspiration for other authors to try treating Amazon as damage and routing around it, with spectacular results:
And I'm doing it again. Last December, I went into Skyboat Media's studios where Gabrielle De Cuir directed @wilwheaton, who reprised his role as Marty Hench for the audiobook of The Bezzle. It came out amazing:
https://archive.org/details/bezzle-sample
Now I'm pre-selling this audiobook, as well as the ebook and hardcover for The Bezzle. I'm also offering bundles with the ebook and audiobook for Red Team Blues (naturally these are all DRM-free). You can get your books signed and personalized and shipped anywhere in the world, courtesy of Book Soup, and I've partnered with Libro.fm to deliver DRM-free audiobooks with an app for people who don't want to mess around with sideloading.
I've also got some spendy options for high rollers. There's three chances to name a character in the next Hench novel (Picks and Shovels, Feb 2025). There's also five chances to commission a Hench short story about your favorite tech scam, and get credited when the story is published.
The Kickstarter runs for the next three weeks, which should give me time to get the hardcopy books signed and shipped to arrive around the on-sale date. What's more, I've finally worked out all the post-Brexit kinks with shipping my UK publisher's books to EU backers. I'm working with Otherland Books to fulfill those EU orders, and it looks like I'm going to be able to sign a giant stack of those when I'm in Berlin later this month to give the annual Marshall McLuhan lecture at the Canadian embassy:
Red Team Blues and its sequels are some of the most fun – and informative – work I've done in my quarter-century career. I love how they blend technical explanations of the scam economy with high-intensity technothrillers. That's the the same mix as my bestselling YA series Little Brother series – but these are firmly adult novels.
The Bezzle came out great. I hope you'll give it a try – and that you'll come out to see me in late February when I hit the road with the book! Here's that Kickstarter link again:
http://thebezzle.org
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
I'm on tour with my new, nationally bestselling novel The Bezzle! Catch me in TORONTO on Mar 22, then with LAURA POITRAS in NYC on Mar 24, then Anaheim, and more!
"National conversation" sounds like one of those meaningless buzzphrases – until you live through one. The first one I really participated in actively was the national conversation – the global conversation – about privacy following the Snowden revelations.
This all went down when my daughter was five, and as my wife and I talked about the news, our kid naturally grew curious about it. I had to literally "explain like I'm five" global mass surveillance:
But parenting is a two-way street, so even as I was explaining surveillance to my kid, my own experiences raising a child changed how I thought about surveillance. Obviously I knew about many of the harms that surveillance brings, but parenting helped me viscerally appreciate one of the least-discussed, most important aspects of being watched: how it compromises being your authentic self:
There are times when she is working right at the limits of her abilities – drawing or dancing or writing or singing or building – and she catches me watching her and gets this look of mingled embarrassment and exasperation, and then she changes back to some task where she has more mastery. No one – not even a small child – likes to look foolish in front of other people.
Learning, growth, and fulfillment all require a zone of privacy, a time and place where we are not observed. Far from making us accountable, continuous, fine-grained surveillance by authority figures just scares us into living a cramped, inauthentic version of ourselves, where growth is all but impossible. Others have observed the role this plays in right-wing culture war bullshit: "an armed society is a polite society" is code for "people who make me feel uncomfortable just by existing should be terrorized into hiding their authentic selves from me." The point of Don't Say Gay laws and anti-trans bills isn't to eliminate gender nonconformity – it's to drive it into hiding.
Given all this, it's no surprise that workers who face workplace surveillance in the name of "wellness" feel unwell as a result:
As the Future of Work Institute found in its study, some technologies – systems that make it easier to collaborate and communicate with colleagues – increase workers' sense of wellbeing. But wearables and AI tools make workers feel significantly worse:
Workers who reported these negative feelings confirmed that these tools make them feel "monitored." I mean, of course they do. Even where these tools are nominally designed to help you do your job better, they're also explicitly designed to help your boss keep track of you from moment to moment. As Brandon Vigliarolo writes for The Register, these are the same bosses who have been boasting to their investors about their plans to fire their workers and replace them with AI:
"Bossware" is a key example of the shitty rainbow of "disciplinary technology," tools that exist to take away human agency by making it easier to surveil and control its users:
Bossware is one of the stages of the Shitty Technology Adoption Curve: the process by which abusive and immiserating technologies progress up the privilege gradient as their proponents refine and normalize dystopian technologies in order to impose them on wider and wider audiences:
The kinds of metrics that bossware gathers might be useful to workers, but only if the workers get to decide when, whether and how to share that data with other people. Microsoft Office helps you catch typos by underlining words its dictionary doesn't recognize; the cloud-based, "AI-powered" Office365 tells your boss that you're the 11th-worst speller in your division and uses "sentiment analysis" to predict whether you are likely to cause trouble:
Two hundred years ago, Luddites rose up against machines. Contrary to the ahistorical libel you've heard, the Luddites weren't angry or frightened of machines – they were angry at the machines' owners. They understood – correctly – that the purpose of a machine "so easy a child could use it" was to fire skilled adult workers and replace them with kidnapped, indentured Napoleonic War orphans who could be maimed and killed on the job without consequence:
A hundred years ago, the "Taylorites" picked up where those mill owners left off: choreographing workers' movements to the finest degree in a pseudoscientific effort to produce a kind of kabuki of boss-pleasing robotic efficiency. The new, AI-based Taylorism goes even further, allowing bosses to automatically blacklist gig workers who refuse to cross picket-lines, monitor "self-employed" call center operators in their own homes, and monitor the eyeballs of Amazon drivers:
AI-based monitoring technologies dock workers' wages, suspend them, and even fire them, and when workers object, they're stuck arguing with a chatbot that is the apotheosis of Computer Says No:
There's plenty of research about AI successfully "augmenting" workers, making them more productive and I'm the last person to say that automation can't help you get more done:
But without understanding how AI augments class warfare – disciplining workers with a scale, speed and granularity beyond the sadistic fantasies of even the most micromanaging asshole boss – this research is meaningless.
The irony of bosses imposing monitoring to improve "wellness" and stave off "burnout" is that nothing is more exhausting, more immiserating, more infuriating than being continuously watched and judged.
Name your price for 18 of my DRM-free ebooks and support the Electronic Frontier Foundation with the Humble Cory Doctorow Bundle.
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
I'm Kickstarting the audiobook for The Bezzle, the sequel to Red Team Blues, narrated by @wilwheaton! You can pre-order the audiobook and ebook, DRM free, as well as the hardcover, signed or unsigned. There's also bundles with Red Team Blues in ebook, audio or paperback.
Long before the current wave of AI hype, we were being groomed for automation panics with misleading stories. Remember this one? "'Truck driver' is the most common job in America. Self-driving trucks are just around the corner. How can we prevent America's army of truckers from turning into a howling mob when the robots steal their jobs?"
It was absolute nonsense. First of all, "truck driver" isn't a particularly common job in America! The BLS lumps together all cargo vehicle drivers under a single classification. The category error here was thinking that every delivery van driver, furniture mover, and courier is behind the wheel of a big rig, cracking wise on a CB radio as they tear up the interstate.
But what about automation threats? It's possible that if we redesigned the interstates to give 16 wheelers their own separated lanes, and then set them to following one another, that they could traverse long distances in that way. Congratulations, you've just invented a shitty, failure-prone train.
"Shitty train AI" does not threaten the job of the vast number of people the BLS classifies as "truck drivers." For one thing, "shitty train AI" isn't going to pilot a UPS van around the streets of a busy city with other road users. Sure, a few robotaxi companies have bamboozled city governments into conscripting the city's residents into an uncontrolled murderbot experiment. These are not going well:
More than $100b has been set on fire chasing the robotaxi dream, and the result is most charitably described as a technological curiosity, requiring 1.5 high-waged remote technicians to replace each low-waged driver:
But even if we could perfect this technology, robots still wouldn't replace all those "truckers" who drive delivery vans (to say nothing of moving vans!). The hard part of driving a UPS van isn't just getting it from place to place – it's getting the parcel into the place. The robo-van would still need at least one person to get the parcel from the back of the van and into the reception desk, porch, or other delivery zone. It's not going to fire those parcels at your door with a catapult. It's also not going to deliver them by drones. Drone delivery is another one of those historical curiosities, capable of delivering a very narrow range of parcels, under even narrower circumstances:
If all UPS delivered was lightweight, non-fragile rectangular parcels ordered by people with large, unobstructed back yards, then sure. Congrats, you've just created the world's least-useful parcel delivery service!
All that said, the big rig drivers probably don't need to worry about robots stealing their jobs. It's not even clear that "shitty train" is within our technological grasp, but even if it is, there's yet another problem with the AI automation trucker jobpocalypse: "trucker" is already one of the worst jobs in America:
It's hard to overstate just how fucking terrible it is to be a trucker. Truckers are trapped in abusive debt holes by their employers – who misclassify their workforce as "contractors" in a bid to sidestep labor law. Shriven of any labor rights, truckers are forced into the most ghastly, body-destroying, family-wrcking, financially precarious existence imaginable.
You can drive a truck for years, give almost all of the money you earn back to your employer (who denies that you're their employee) to pay back the usurious loan for your truck. Then, your employer can underschedule for shifts so that you miss a loan payment, and they can repo your truck and keep the six-figure repayment you've already made to them, leaving you destitute.
They can force you to work for hours – days! – without pay while you wait for loading and dispatch. They can make you drive long past the point of safety, then, if (when) you get into a wreck, they can fine you for not taking the mandated rest breaks.
Now, these drivers aren't about to be replaced by AI – but that doesn't mean that AI won't affect their jobs. Commercial drivers are among the most heavily surveilled workers in the country. Amazon's drivers (whom Amazon misclassifies as subcontractors) have their eyeballs monitored by AI;
AIs monitor the voices of the (primarily Black, primarily female) workforce at Arise – homeworkers who field customer service calls for blue-chip companies like Carnival Cruises and Disney. They're listening for unruly children or pets in the background, and workers who fail to muffle these dependents lose the contracts they have to pay to train for:
And AI monitors the conduct of workers on temp-work apps. If a worker is dispatched to a struck workplace and refuses to cross the picket-line, the AI boss fires you and blacklists you from future jobs for refusing to robo-scab:
Writing in The Guardian, Steven Greenhouse describes the AI-enabled workplace, where precarious, often misclassified workers are monitored, judged, and fined by algorithms:
Whether it's the robot that gets you disciplined for sending an email with the word "union" in it or the robot that takes money out of your paycheck if you take a bathroom break, AI has come for the workplace with a vengeance.
Here's a supreme irony: nearly all of the beneficial applications for AI require that AI be used to help workers, not replace them, which is absolutely not how AI is used in the workplace. An AI that helps radiologists by giving them a second opinion might help them find tumors on x-rays, but that's a tool that reduces the number of scans a radiologist processes in a shift, by making them go back and reconsider the scans they've already processed:
But AI's sales pitch is not "Buy an AI tool and increase your costs while increasing your accuracy." The pitch for AI is "buy and AI and save money by firing workers." Given how bad AIs are at replacing humans, this is a bad deal all around, both for the worker who loses their job and the customer who gets the substandard product the AI makes.
There is a very limited slice of applications where an AI could make a lot of money for a company that deploys it, without costing that company anything when the AI screws up. For example, AI is a really good tool for fraud! Rather than paying people to churn out millions of variations on a phishing email, you can get an AI to do it. If the AI writes a bad phishing email, it's OK, since nearly all recipients of even good phishing emails delete them. What's more, no one will fine you or publish an op-ed demanding that your board of directors fire you if you buy an incompetent AI to commit fraud. Fraud is a high-value, low-consequence environment for using AI.
Another one of those applications is managing precarious workers who don't have labor rights. If the AI unfairly docks your worker's wages, or forces them to work until they injure themselves or others, or decides that their eyeball movements justify firing them, those workers have no recourse. That's the whole point of pretending that your employees are contractors: so you can violate labor law with impunity!
But that's not the ironic part. The ironic part is that "being a shitty boss" is the one AI application that companies are willing to increase their net spending on. No one buys an eyeball-monitoring AI so they can fire a manager. This is the one place where AI is there to augment, rather than replace, an employee.
This makes AI-based bossware subtly different from other forms of Taylorism, the "scientific management" fad of the early 20th century that saw management consultants choreographing the postures and movements of workers to satisfy the aesthetic fetishes of their employers:
The pseudoscientific cod-ergonomics of the 1900s was demeaning and even dangerous, but it wasn't automated, and if it increased worker output, this was incidental to the real purpose of making workers move like the machine-cogs their bosses reassured themselves they were:
Every AI panic is a way of deflecting attention from the real, grimy, here-and-now ways that AI is destroying our lives by demanding that we entertain nonsensical science fiction claims about large, shiny existential risks that AI might present in the future.
The "X-risk" of the spicy autocomplete chatbot waking up and using its newfound sentience to turn us all into paperclips is nonsense. Adding words to the plausible sentence generator doesn't turn it into a superintelligence for the same reason that selectively breeding faster horses doesn't lead to locomotives:
But there is a way that AI could destroy the human race! The carbon footprint and water consumption associated with training and operating large-scale models are significant contributors to the climate emergency, which threatens the habitability of the only planet in the known universe capable of sustaining human life:
Likewise, AI isn't going to replace you at work. But it's already augmenting your shitty boss's ability to rip you off, torment you, maim you and even kill you in order to eke out a few more basis points for the next shareholder report.
Science fiction is a fun and useful way to tell parables about our current technologies. But it's not a roadmap for the future. The fact that sf writers like me found AIs as useful measures to describe Earth's dominant artificial life form – the limited liability corporation – doesn't mean that superhuman AIs should – or can – be created.
Back the Kickstarter for the DRM-free audiobook of The Bezzle, read by Tumblr's own @wilwheaton!
If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:
