The Jobs AI Can’t Replace and the Workers It’s Already Erasing

3D rendered digital human head outlined with neon contour lines that resemble a fingerprint's unique swirls, against a deep blue background.

AI isn’t replacing workers. Policy is.

And when cuts come, disabled employees are too often first in line. Not because we can’t do the work. But because we asked for accommodations, or a flexible schedule. Or the audacity to be seen as fully human in a system that was never built for us.

Amazon laid off 14,000 corporate staff, most weren’t on the warehouse floor. As Fortune reports, they were middle managers, analysts, people whose work once held institutional memory. And while AI was the scapegoat, the real driver was a quiet shift in values: replace people with productivity.

Let me say it plainly: Every time efficiency comes at the cost of someone’s humanity, you lose.

Because here’s what AI will never replace:

• A colleague who notices and acts
• A mentor who listens without needing to understand everything
• The gut sense that something feels off—and the courage to say so
• A disabled employee who sees the policy gap before it creates harm

Try feeding that into OpenAI.

Accessible workplaces don’t happen by default. They’re built, sustained, and protected often by non-disabled colleagues whose advocacy carries more weight, simply because of the math. When the 80% speak up, momentum shifts. But the burden shouldn’t fall solely on disabled people. We’ve been saying the same things for years. Now we need others to help carry it forward.

I’ve watched colleagues pushed out for asking too many questions, for requesting an accommodation, or for simply challenging the status quo. And I’ve watched those same institutions spin it. “Moving in a different direction,” “transitioning,” “resigned to pursue other opportunities.” But those of us inside? We know how to read between the lines.

Gartner projects that 1 in 5 organizations will eliminate half their management layers using AI by 2026. That is a loss of human infrastructure, especially for marginalized communities who rely on advocates inside the system to challenge the status quo.

DEI isn’t a brand strategy. It’s a values system. And when it disappears, it erases people. And voices. And momentum.

“You can certainly change your branding, but you can’t change your values without it having a resounding effect,” former Georgia state representative and candidate for governor Stacey Abrams told The Washington Post.

So as AI reshapes our workplaces, let’s ask better questions.

What stories about work and value do we need to unlearn? Are we innovating for everyone, or just for the most efficient few?

Innovation that forgets its people isn’t progress. It’s loss.

AI may generate text. It will never generate trust.

Let’s keep the human at the center of the future we’re building.

Our Stories, Our Images: The Quest for Authentic Disability Representation

The CPSC commissioned new stock photos showing Americans with disabilities using a variety of home safety devices, including portable generators.

As a disabled person, I’m often searching for my reflection in brand messaging. Companies like SKIMS, Gap, Mattel, Inc. and Apple have set benchmarks. Now, the U.S. Consumer Product Safety Commission joins this move toward inclusivity—a cue for all brands to follow.

As The American Association of People with Disabilities President and CEO Maria Town told NPR, the move “brings us closer to embracing that disabled people are everywhere."

"There was a real sense of helping right a wrong and delivering something important for a community that's too often left out of many important conversations." added CPSC Social Media Specialist Joseph Galbo.

And we are.

In our visual-centric world, images mold our perceptions and beliefs. With AI-generated photography, we can portray even more diversity. However, we must avoid compromising authenticity, especially when representing diverse groups, including disabled people. Authentic representation also leads to brand connection and creates job opportunities for disabled models.

Tokenism isn’t the answer. It's not about sporadically featuring a disabled person but about consistently recognizing our existence and contributions. Our lives are a tapestry of unique experiences deserving visibility.

Brands, when you incorporate authentic representation, you're not merely acknowledging us—you're validating us. You're sending a strong message—we matter, we’re a part of society, and our experiences and perspectives are valuable.

This inclusivity encourages other businesses to follow suit. It might inspire a young disabled individual to dream bigger and see limitless possibilities. It could spark conversations about accessibility and inclusivity, nudging society toward equal representation.

So, let's challenge the status quo. Brands, mirror CPSC’s initiative. Show us in your advertisements, not as charity, but as an acknowledgement of our existence and value. Use AI responsibly to assist and amplify authentic representation, not to replace it.

Ultimately, we don’t want special treatment; we want equal treatment. We crave representation that mirrors our diverse experiences authentically. We are more than a checkbox on the diversity and inclusion agenda—we are threads in the intricate fabric of humanity, and it's time our representation reflected that.

It's not just about seeing disabled people in advertising. It's about seeing us as we are. This is our call to action for brands everywhere. Are you listening?

People with disabilities aren't often seen in stock photos. The CPSC is changing that