Will workers lose their jobs to new technologies?

Crises and technological innovation are followed by change in labour formation, including increased calls for upskilling and reskilling by employers. Restructuring companies begin to ask for a different type of worker, among which, one who creates, is flexible, collaborative, and participates constructively. Whilst all employees are generally expected to carry on with continuous training, in effect there are differences among worker categories - upskilling for medium and top-level employee upgrade; reskilling for the rest including the unemployed or temporarily unemployable who are expected to follow duties assigned to them.
While David Harvey in (2010, p.126) argued, “Many of these skill distinctions are illusory or arbitrary and themselves determined socially and historically” - the mere presence of women, youth and ethnicity in a specific work sector deskilled that sector - those who are employed, keeping in mind labour market conditions, risk job loss if they aren’t equipped with the skills required by employers, and that is why re-skilling and training are crucial, and unions are to be informed and actively included in the planning of such skilling and training programmes.
The shift to green workspaces will demand new techniques, and workers must be supported to learn them through proper training programs and union-backed initiatives. Union strategy needs to promote and encompass a representative presence in company management in order to ensure a clear and transparent commitment with regard to security of employment. This includes the availability of forewarning on planned skill demand by the company, i.e., continuous mapping of company employment and skills needs and so the need for workers to be guaranteed a given number of hours of training.