Artificial intelligence is being adopted in contrasting ways in the transport and logistics sector. While almost half of all employees have already used it, usage remains socially and geographically polarized, being more prevalent among managers, younger workers and employees living in the Paris region. Deployment within the company is still relatively limited, revealing a lag in equipment, or even a lack of awareness of in-house initiatives.
In absolute terms, almost half of all employees in the transport and logistics sector say they have already used artificial intelligence in their work (48%). In detail, only 1 in 6 employees use AI on a regular or daily basis (17%), notably executives and higher intellectual professions (38%, +21 pts) and the under-35s (36%, +19 pts). Conversely, the majority of employees in the transport and logistics sector say they have never used artificial intelligence (52%).
When it comes to AI deployment within the company, 2 out of 10 employees declare that their company has already integrated AI through the implementation of projects or tools (20%) – a higher proportion among executives (50%), employees of large companies (34%) and those in the Paris metropolitan area (32%).
Overall, AI generates more positive than negative effects, but its benefits remain confined to performance: quality of life at work, well-being and professional balance appear unchanged.
Employees who use artificial intelligence at least occasionally in their work, or whose company has already deployed AI projects or tools (i.e. 38% of the sample) feel that AI has more positive than negative effects on their working lives. The perceived positive effects focus above all on performance and productivity. In detail:
- Nearly one in two employees believe that artificial intelligence has a positive impact on their efficiency at work (48%);
- 41% onwork rhythm and the speed of execution of certain tasks;
- And 40% on the content of their work and the tasks entrusted to them
The use of artificial intelligence has not, however, transformed their professional experience – its impact appearing neutral on aspects linked to quality of life at work.
Finally, a majority of employees(56%) in the transport and logistics sector believe that artificial intelligence has at least a positive impact on work organization and performance, while a minority consider that it has a favorable effect on the content and interest of work, as well as on well-being and work balance (48% and 40% respectively).
The favorable image of AI is indexed to employees’ familiarity with the tool: regular users are very favorable, while almost half of others have a negative perception of it. While AI is associated above all with progress, concern clearly outweighs enthusiasm: employees fear the replacement and dehumanization of work.
A slight majority of employees in the transport and logistics sector say they have a good image of artificial intelligence (53%, of which 7% have a very good image). Moreover, the development of artificial intelligence is largely associated with a feeling of progress (72%), although more than a quarter of employees perceive it as a regression (28%).
However, concern (65%, -6 pts among executives and senior intellectuals) clearly outweighs enthusiasm (35%), reflecting a marked vigilance in the face of the transformations brought about by AI. This reservation is also evident in the way employees in the transport and logistics sector perceive its effects on work: artificial intelligence is associated more with replacement and dehumanization (63%) than with productivity and performance (37%). Finally, a slight majority sees AI as a threat (51%) rather than an opportunity (49%), confirming that, while its potential for progress is recognized, its development still gives rise to apprehension about its social and professional impacts.
Employees in the transport and logistics sector recognize the potential benefits of AI (reduced drudgery, improved quality of service, increased safety), but mistrust prevails: threat to their autonomy, anticipation of job cuts… Faced with these fears, a large majority are calling for social dialogue to provide a framework for its deployment in companies.
For 7 out of 10 employees, AI represents a lever for lightening workloads and reducing the drudgery of certain tasks (71%), but also for improving the quality of service delivered to customers in terms of reliability, speed and accuracy (71%). In addition, AI is seen as a tool likely to enhance safety in transport and handling operations (63%), while offering the opportunity toacquirenewskills and discover new professions (61%). The majority of employees also believe that AI could help make the transport and logistics sector more attractive and modern (58%).
Nevertheless, 8 out of 10 employees believe that artificial intelligence will benefit companies rather than employees (80%, including 31% who “strongly agree”), 7 out of 10 see it as a direct threat to their autonomy and know-how (71%, including 29% who “strongly agree”), and almost two-thirds anticipate the disappearance of some jobs within their industry (64%, including 25% who “strongly agree”). Finally, mistrust extends to the way artificial intelligence is deployed: 3 out of 5 employees say they are concerned about not being able to control how AI will be used within their organization (61%).
Employees in the transport and logistics sector expect trade unions first and foremost to guarantee the protection of jobs and working conditions in the face of AI, by preventing job cuts and work intensification. They also call for social dialogue and participative governance through clear and regular communication on technological projects and their potential impacts.
Above all, employees in the transport and logistics sector express high expectations of trade unions when it comes to protecting jobs and working conditions (69%, 48% of whom cite this first). Indeed, almost one employee in two would like trade unions to ensure that the introduction of artificial intelligence and new technologies does not result in unaccompanied job cuts (45%, of whom 28% cite this first). More than a third expect them to negotiate changes in working conditions to avoid any intensification of work or deterioration in the social climate (35%; +14 pts for employees), and impacts on wages and status to ensure that productivity gains linked to new technologies also benefit employees (30%).
