Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.

“Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.” is a core task performed by Equal Opportunity Representatives and Officers. Among the occupation's 19 rated tasks, workers place it 9th by importance (#11 most important). About 76% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Train others on operational or work procedures. in Training and Teaching Others

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E2. Exposure with tools — software built on top of a language model (not the model alone) could cut the time by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 0.50. Automation potential label: T1.

How AI is actually used on this kind of task

The Anthropic Economic Index observes how people actually use AI on tasks like this one across millions of real conversations.

• 0.011% share of AI-use records mapped to this task
• 89% of that use is work-related
• Most common interaction: task iteration
• Average autonomy of the AI: 3.6 (1–5; higher = more autonomous)
• 98% of interactions still needed a human in the loop

Observed AI use describes people choosing to use AI as a tool on this kind of task today. It is augmentation and assistance, not a measure of jobs replaced.

Working with AI vs. handing it off

Of the AI conversations mapped to this task, the split between people working alongside AI and people delegating the task to it.

How people interact with AI on this task

Other tasks in this occupation

• Investigate employment practices or alleged violations of laws to document and correct discriminatory factors. · importance 4.7
• Prepare reports related to investigations of equal opportunity complaints. · importance 4.7
• Interview persons involved in equal opportunity complaints to verify case information. · importance 4.7
• Study equal opportunity complaints to clarify issues. · importance 4.6
• Interpret civil rights laws and equal opportunity regulations for individuals or employers. · importance 4.6
• Meet with persons involved in equal opportunity complaints to arbitrate and settle disputes. · importance 4.5
• Develop guidelines for nondiscriminatory employment practices. · importance 4.2
• Prepare reports of selection, survey, or other statistics and recommendations for corrective action. · importance 4.2
• Monitor the implementation and impact of guidelines for nondiscriminatory employment practices. · importance 4.1
• Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints. · importance 4.1
• Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts. · importance 4.0
• Conduct surveys and evaluate findings to determine if systematic discrimination exists. · importance 4.0
• Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws. · importance 3.6
• Review company contracts to determine actions required to meet governmental equal opportunity provisions. · importance 3.6

See all tasks on the Equal Opportunity Representatives and Officers page.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-task-10875,
  title  = {Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-10875}
}