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.
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
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
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
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
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
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.