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Our Goal

A scalable, trusted system to guide organisations and individuals through the human fallout of AI disruption.

From redundancy to reinvention, Harshlight uses insight, tools and stories to reshape how we understand and navigate work.

Our Five Pillars of Change.

  1. Signal the Shift

Purpose: Create urgency and awareness around the real human impact of AI disruption.

Core Actions:

  • Share raw, frontline stories of disruption and reinvention

  • Publish strategic insight reports, articles and keynote talks

  • Shape national narratives through content and data storytelling

Key Outcomes:

  • Stakeholders feel urgency to act, not just understand

  • AI disruption becomes humanised and relatable

Indicators:

  • Story engagement and reach metrics

  • Number of media features, talks, and citations

  • Stakeholder feedback on clarity and impact

Assumptions:

  • People move when they feel, not just when they know

  • Cultural change precedes policy and systems change

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2. Map the Fallout

Purpose: Identify the workers and roles most at risk, and most likely to be left behind.

Core Actions:

  • Build dynamic job risk profiles and regional disruption maps

  • Prioritise high-volume, overlooked and under-supported roles

  • Combine data analysis with lived experience insight

Key Outcomes:

  • We know who is being affected, where and how

  • Clear pathways emerge from disruption to opportunity

Indicators:

  • Number of mapped roles and regions

  • Use of insights by partners and policymakers

  • Inclusion of invisible populations in analysis

Assumptions:

  • AI risk is unevenly distributed and unequally addressed

  • Clarity unlocks targeted response

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3. Build Stabilising Tools

Purpose: Provide practical, immediate support for those facing or fearing redundancy.

Core Actions:

  • Develop redundancy support kits including mental health, benefits, and rights

  • Create job and skill transition tools at regional and functional levels

  • Partner with HR teams to embed tools into workplace transitions

Key Outcomes:

  • Workers feel less alone and more able to act

  • Employers can support people with dignity

Indicators:

  • Usage and feedback rates on tools

  • Number of HR teams and job centres using the kits

  • Reports of increased confidence and direction

Assumptions:

  • Crisis disrupts identity and function

  • Speed and relevance are essential at the point of shock

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4. Equip the Guides

Purpose: Empower the humans who can walk others through disruption.

Core Actions:

  • Train coaches, union reps, HR leaders and community figures

  • Build peer-to-ort frameworks

  • Create scalable formats for local delivery and feedback

Key Outcomes:

  • Human connection increases tool impact

  • People are supported by those they already trust

Indicators:

  • Number of trained guides and mentors

  • % of workers supported through a human channel

  • Tool effectiveness when paired with guidance

Assumptions:

  • Change is contagious, but only when humanised

  • Relationships carry tools deeper than tech alone

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5. Pressure-Test the Future

Purpose: Pilot, iterate and prove what works in real-world contexts.

Core Actions:

  • Partner with employers, councils and charities to run transition pilots

  • Test repurposing tools and models in high-risk sectors

  • Capture insights and failures to refine the national model

Key Outcomes:

  • Tools and pathways are stress-tested and refined

  • A practical playbook emerges for others to adopt

Indicators:

  • Number and quality of pilots delivered

  • Impact reports from testbeds

  • Uptake of tested models by wider partners

Assumptions:

  • Action creates clarity

  • Pilots are a faster path to credibility and trust

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Built to Evolve

Harshlight is a living system. Everything we build is tested in motion, shaped by the people who use it, and rebuilt when needed. We don’t just watch the future of work unfold — we help shape it, one reinvention at a time.