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Is AI Coming For Your Job?

Discover how AI could impact your job. Quick, insightful, and thought-provoking. Check your role’s risk now for free!

It’s time to answer that age-old question: Why has the bloke in the image below got 10 fingers PLUS two thumbs. No, not that, but who’s more replaceable – you or Lisa in Accounting?

In the rapidly evolving world of technology, AI is emerging as a significant game-changer across various industries. It's not just about competing with peers anymore; AI has become a formidable force in the market. Its ability to deliver efficient, accurate, and cost-effective solutions is reshaping the professional landscape.

Explore how AI could impact your job. Gain insights on AI's influence in the workplace and assess your role's risk for free with Ban.gl's thought-provoking evaluation.

Prepare Thyself

By evaluating your position with the following questions, you'll gain a clearer understanding of how AI might influence your future. While the advance of AI is certain, you can choose to either proactively adapt and prepare, or to respond to changes as they occur. The decision is yours.

The Role

The role title is required.

The case for AI

Technology Integration Level

This measures the extent to which technology is integrated into the daily tasks of a role. Low indicates minimal use of technology, relying more on manual processes, while a high indicates a significant use of technology in the role.

Low High
8

Task Complexity

This assesses the complexity of the tasks associated with a role. It considers whether the tasks require multi-step processes, specialised knowledge, problem-solving, and decision-making skills. A lower score indicates tasks are more straightforward and routine, while a higher score suggests tasks are intricate and require a higher level of intellectual engagement.

Low High
8

Machine Capable Task

This variable evaluates the proportion of tasks within a role that could currently be performed by machines or AI. It assesses the potential for automation based on current technology. A lower score indicates that most tasks require human input and are not easily automated, while a higher score suggests that many tasks could be handled by machines or AI.

Low High
8

Market Size

This factor measures the overall size of the market or industry that the role operates within. It's an indicator of how economically attractive the role is for automation. A smaller market size, indicated by a lower score, suggests less economic incentive for automation, while a larger market, indicated by a higher score, suggests greater potential economic benefits from automating roles in this area.

Low High
8

Global Demand

This factor assesses the worldwide need or demand for a particular role. It gauges how essential the role is across different regions and cultures. A lower score indicates that the role is of limited global relevance, possibly specific to certain locations or cultures, while a higher score implies that the role has a widespread, universal demand.

Low High
8

Human Employment Cost

This factor represents the cost associated with employing a human to perform the role, encompassing salary, benefits, and other employment-related expenses. A lower score indicates that the cost of human employment for the role is relatively low, making automation less economically appealing, while a higher score suggests that employing a human is expensive, potentially making automation a more attractive option for cost savings.

Low High
8

The case for YOU

Task Variability

This factor measures the degree of variation and unpredictability in the tasks associated with a role. A lower score implies that the tasks are routine and predictable, making them easier to automate, while a higher score indicates a high degree of variability and unpredictability in tasks, which typically makes automation more challenging.

Low High
2

Physical Dexterity Required

This variable evaluates the level of physical skill, coordination, and dexterity required in a role. A lower score suggests that the role requires minimal physical dexterity, potentially making it more amenable to automation. In contrast, a higher score indicates a significant need for physical skills and finesse, which are often challenging for machines to replicate.

Low High
2

Relative Skill Level

This factor is an individual's self-assessment of their own skill level relative to their peers or industry standards. It requires an honest appraisal of where they stand in terms of expertise, proficiency, and capability within their profession. A lower score would indicate that the individual perceives their skills as basic or below average in their field, potentially making them more replaceable. A higher score suggests that the individual considers their skills to be advanced, specialised, or superior compared to their peers, indicating a lower likelihood of being replaced by automation.

Low High
2

Relative Experience Level

This factor assesses the individual's years of experience in their field or industry. It's a self-assessment of how long they've been gaining skills and knowledge related to their role. A lower score signifies a newcomer or someone with relatively few years of experience, potentially making them more replaceable. A higher score indicates an individual with many years of experience, suggesting a depth of knowledge and expertise that is less susceptible to automation.

Low High
2

Autonomy Index

The Autonomy Index evaluates the level of control and independence an individual has over their role and decisions within their workplace. This factor is particularly relevant in assessing how much personal discretion affects the likelihood of their role being automated. A lower score indicates limited autonomy and greater susceptibility to organisational decisions like automation, while a higher score suggests significant control over their job security and less likelihood of being replaced by automation.

Low High
2

Automation Incompatibility Factor

This variable assesses the inherent compatibility of a role with automation, considering factors like the need for human intuition, creativity, emotional intelligence, and physical presence. A lower score indicates that the role is more compatible with automation, while a higher score suggests significant aspects of the role cannot be replicated by machines or AI.

Low High
2

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