As artificial intelligence reshapes the global economy, one phrase has become almost unavoidable in policy speeches and corporate meetings: upskilling. Workers are told that learning new digital skills is the key to thriving in the AI era, and governments promote reskilling programs as a solution to job displacement. Companies encourage employees to adapt to new technologies or risk falling behind.

Under this optimistic narrative, however, lies a growing and uncomfortable truth. The ability to upskill is increasingly a privilege. The workers who most need new skills to survive the AI transition are often those with the least access to such opportunities.

For highly skilled professionals with stable incomes and flexible schedules, AI training serves as a straightforward investment. They can afford costly courses, attend corporate-sponsored programs, or take time off to study. Their companies often provide dedicated training budgets, access to online learning platforms, and clear pathways to AI-related roles.

For low- and middle-income workers, the reality is very different. Many juggle multiple jobs, lack reliable internet access, or simply cannot afford the cost of formal training. Even when government programs exist, the required time commitment, application hurdles, or geographic limitations make participation difficult. The workers who face the highest risk of automation are the least likely to receive the training needed to avoid it.

Economists describe this as the human capital divide, a widening gap in education and skills that mirrors and reinforces economic inequality. AI accelerates this pattern by rewarding workers who already have advanced capabilities, while offering limited support to those trying to build them. As a result, opportunities in the labor market are concentrated among a small group with the resources to pursue them, and mobility becomes increasingly restricted.

Companies often claim to support lifelong learning, yet their training efforts tend to favor employees who already hold technical roles or college degrees. Entry-level and frontline workers, who face the greatest risk of displacement, are frequently overlooked. Even when training is offered, these employees encounter barriers such as unpredictable work schedules, caregiving responsibilities, or the fear of losing wages.

This imbalance raises an important question. Who will truly benefit from the AI revolution, and who will be left behind? If only a select group has the time, money, and institutional support to build AI-related skills, then a technology meant to increase productivity may end up widening income gaps and restricting social mobility.

To prevent this outcome, upskilling must be treated as essential economic infrastructure rather than an optional perk. Governments should expand accessible and low-cost training opportunities, especially for workers in vulnerable sectors. Companies should ensure that learning resources reach employees at every level, not only those already in high-skilled positions. Education systems also need to prepare future workers with the digital literacy required to navigate an AI-driven economy.

AI has the potential to transform industries and create new opportunities, but only if its benefits are broadly shared. Without deliberate action, the era of upskilling may become another chapter in the story of rising inequality, a future reserved not for those who are willing to learn but for those who can afford to.

박준하 강남포스트 학생기자  webmaster@ignnews.kr

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