"I believe artificial intelligence will displace workers at a scale many people don't yet realize," says Sal Kahn (founder/CEO of the nonprofit Khan Academy). But in an op-ed in the New York Times he also proposes a solution that "could change the trajectory of the lives of millions who will be displaced..." "I believe that every company benefiting from automation — which is most American companies — should... dedicate 1 percent of its profits to help retrain the people who are being displaced." This isn't charity. It is in the best interest of these companies. If the public sees corporate profits skyrocketing while livelihoods evaporate, backlash will follow — through regulation, taxes or outright bans on automation. Helping retrain workers is common sense, and such a small ask that these companies would barely feel it, while the public benefits could be enormous... Roughly a dozen of the world's largest corporations now have a combined profit of over a trillion dollars each year. One percent of that would create a $10 billion annual fund that, in part, could create a centralized skill training platform on steroids: online learning, ways to verify skills gained and apprenticeships, coaching and mentorship for tens of millions of people. The fund could be run by an independent nonprofit that would coordinate with corporations to ensure that the skills being developed are exactly what are needed. This is a big task, but it is doable; over the past 15 years, online learning platforms have shown that it can be done for academic learning, and many of the same principles apply for skill training. "The problem isn't that people can't work," Khan writes in the essay. "It's that we haven't built systems to help them continue learning and connect them to new opportunities as the world changes rapidly." To meet the challenges, we don't need to send millions back to college. We need to create flexible, free paths to hiring, many of which would start in high school and extend through life. Our economy needs low-cost online mechanisms for letting people demonstrate what they know. Imagine a model where capability, not how many hours students sit in class, is what matters; where demonstrated skills earn them credit and where employers recognize those credits as evidence of readiness to enter an apprenticeship program in the trades, health care, hospitality or new categories of white-collar jobs that might emerge... There is no shortage of meaningful work — only a shortage of pathways into it. Thanks to long-time Slashdot reader destinyland for sharing the article. Read more of this story at Slashdot.