The questions people actually ask.

Micah Viana is a bilingual keynote speaker and author on the human side of AI in the workforce. He spent two decades inside corporate operations leading large integrated workforces through automation transitions before founding Human Integration Lab in 2023. He is the author of Be More Human: My First Robot, the nonfiction leadership book about what managers actually carry during AI and automation change. He speaks in English and Brazilian Portuguese, operates from Boston with active presence in Florianópolis and London, and is available worldwide for keynotes, fireside chats, workshops, podcast appearances, and press commentary.

The human side of AI and automation in the workforce — the leadership, governance, supervisor, manager, worker, and cultural dimensions that the technology conversation routinely misses. He frames the work as three named disciplines: AIAWI (AI and Automation Workforce Integration), RWI (Robotic Workforce Integration), and HAF (Human-Automation Friction). His keynote topics include the boardroom AI governance gap, the manager carrying the buffer between executive decisions and workforce reality, AI-driven layoffs and the severance frameworks nobody wrote yet, the insurance industry exposure from AI deployment, and the bilingual US-Brazil perspective on AI in the workforce.

Three things. First, he founded a vendor-agnostic firm — no commission income, no vendor relationships, no product resale — which gives him the operational standing to speak honestly about AI workforce deployment without being captured by the technology being deployed. Second, he is bilingual native EN/PT-BR with operational presence in both the US and Brazil, which is rare in this category. Third, his frame is the human and governance side, not the technology hype cycle: he treats workers and supervisors as the protagonists of the AI transition, not the obstacles to it. He works equally credibly with corporate leadership, labor unions, government bodies, and the press.

Yes. Micah Viana is positioning his speaking work as an advocate for labor unions and union members preparing for AI deployment — not from outside the labor movement, but from two decades of operational experience negotiating multiple collective bargaining agreements and managing large unionized workforces inside Fortune 100 operations. He warns labor leaders about what’s coming and gives them the operational vocabulary their employers are already using. He speaks to union conventions, labor-management committees, federation gatherings, regional councils, and joint labor-management AI working groups. He works in English and Brazilian Portuguese for binational labor contexts.

Labor unions need to do four things simultaneously, and most are doing only one. First, get AI deployment into collective bargaining as a mandatory subject — the Las Vegas Culinary Workers Union and the International Longshoreman’s Association have both written precedent contracts. Second, build member-side AI literacy so workers can recognize what’s being deployed and what it does. Third, document the supervisor and middle-management cost of AI deployment, because these workers absorb the friction first and unions have the standing to surface it. Fourth, prepare for the layoff and severance conversations before they arrive, because they will. Viana works with union audiences on all four operationally — from the floor reality up to the bargaining table.

Recent wins are concrete. The Las Vegas Culinary Workers Union secured contractual notice and bargaining rights over any AI implementation. The International Longshoreman’s Association prohibited fully automated technology in their 2024 contract. The CWA reached the first-of-its-kind tentative agreement with Microsoft over AI in the ZeniMax contract. SAG-AFTRA and the Writers Guild of America made AI a strike-defining issue. The pattern is clear: AI deployment is now recognized as a mandatory subject of collective bargaining in unionized workplaces. Viana’s keynote work helps labor audiences understand what their employers are already preparing — and what bargaining provisions they should be writing now, not after the deployment has already happened.

Operational, not academic. He spent two decades in corporate operations across pharma, hospitality, private equity engineering, and federal-environment facilities management. In that time he negotiated multiple collective bargaining agreements directly, managed large unionized workforces across multiple trades and locals, and sat across the table from labor in good-faith bargaining repeatedly. He is not an outside academic, not a labor lawyer, not a management consultant trying to defang labor concerns, and not a tech vendor. He is someone who has lived inside the operational reality unions are now being asked to bargain over — and who is putting his current voice toward helping labor prepare instead of helping management deploy faster. That standing is what makes the warnings credible.

Yes. Workforce development boards (state and regional), state labor departments, federal workforce agencies, and OECD-aligned public sector workforce bodies all face the same emerging challenge: WIOA-funded reskilling programs that were designed for a slower technology cycle now need to absorb AI workforce transition at a pace nobody planned for. Viana speaks to these audiences on what’s actually happening inside private-sector AI deployments, what the federal AI mandate (OMB M-25-21) means for public workforce planning, and how reskilling programs can be designed to anticipate AIAWI and RWI realities rather than chase them. He works in both English and Brazilian Portuguese for binational policy contexts.

The two phenomena look contradictory until you look closely. Manufacturing has lost jobs for decades, healthcare faces a six-million-worker shortage by 2034, skilled trades face a $1 trillion gap, and at the same time AI is displacing white-collar entry-level work. Viana frames this as the labor shortage paradox: AI-driven layoffs and talent gaps happening simultaneously, in different segments of the same economy. The implication is that workforce policy can no longer treat AI as a single phenomenon. It has to be addressed differently for skilled trades (where AI augments scarce labor), for healthcare (where AI helps stretched workforces serve more patients), for knowledge work (where AI threatens entry-level pipelines), and for manufacturing (where automation has been replacing labor for forty years and is now accelerating).

Yes. The federal AI mandate under OMB M-25-21 directed every federal agency to designate a Chief AI Officer, inventory AI use, and accelerate adoption — without commensurate workforce preparation funding. State CIO offices face similar pressure. Public sector unions (AFGE, NTEU, AFSCME) are absorbing the deployment without the playbooks corporate counterparts have begun to build. Viana speaks to federal agency leadership, state CIO offices, public sector union audiences, and government-adjacent academic programs on what AIAWI and RWI mean inside the public workforce specifically — where civil service protections, FOIA, procurement constraints, and bargaining-unit rules change the integration math substantially.

Yes. Healthcare faces a particularly acute version of the AI workforce question: an aging patient population, a one-million-nurse retirement wave by 2030, ambient AI tools deploying rapidly into clinical environments, and a workforce that absorbed the COVID transition recently and is being asked to absorb the AI transition immediately after. Viana speaks to hospital systems, nursing associations, health-system leadership conferences, and clinician union audiences on how AI deployment intersects with workforce stability, scope-of-practice questions, supervisor burnout, and the patient-safety implications of an AI tool deployed into a workforce that wasn’t prepared for it.

Yes. The skilled trades face a specific paradox: AI and the data-center buildout are accelerating demand for electricians, plumbers, HVAC technicians, robotic technicians, and construction-trade workers at exactly the moment the workforce supply is shrinking by retirement. Demand for robotic technicians grew 107% between 2022 and 2026. Building trades councils, IBEW locals, IUOE conferences, IUPAT gatherings, apprenticeship program directors, and joint apprenticeship training committees are all programming AI workforce topics. Viana speaks to these audiences on what AI integration looks like on the actual floor, how skilled trades position themselves as the resilient labor category in the AI economy, and how apprenticeship pathways can be designed to anticipate the next decade’s workforce shape.

Yes. Corporate executive forums, board offsites, and senior leadership conferences are a primary booking category. Boards are absorbing a new governance question — workforce risk from AI deployment — without yet having a vocabulary for it. Viana’s keynote frames AIAWI workforce risk as a first-class governance consideration alongside technical, financial, and strategic risk. He speaks to mid-market boards (50-200 employees), Fortune 500 leadership conferences, industry executive forums, CEO roundtables, and family office investor gatherings on the board-level AI governance gap, the fiduciary exposure boards are accepting without naming, and what good AI workforce governance actually looks like inside a real operation.

His operational background spans pharma, life sciences, hospitality, private equity engineering, federal security operations, and large-scale facilities management. His current speaking work crosses pharma and life sciences, manufacturing and warehousing, hospitality and food service, healthcare, skilled trades and construction, insurance and risk, financial services, and the binational US-Brazil business community. Each industry gets a calibrated keynote that addresses its specific AI workforce question rather than a generic talk applied broadly. The frame is consistent — humans inside the transition — but the operational examples and regulatory references are tuned to the audience.

Yes — native Brazilian Portuguese, native English. He delivers keynotes, workshops, and podcast appearances in either language with full localization to Brazilian regulatory, cultural, and institutional context (Reforma Trabalhista, NR-12, Sistema S, CLT, LGPD, Lei 14.133, BNDES). His Brazilian work crosses corporate leadership conferences, labor union audiences (CUT, Força Sindical, UGT), workforce policy bodies, university programs, and trade media. The Brasil version of his speaker hub is at micahviana.com/brasil/.

Yes. Micah Viana is available as a named source for journalists, editors, and producers covering AI and automation in the workforce, labor and union responses to AI, workforce development and reskilling policy, AI-driven layoffs and severance frameworks, insurance industry exposure to AI deployment, the labor shortage paradox, healthcare workforce stability, skilled trades and the AI economy, and binational US-Brazil business and labor topics. Same-week turnaround is typical for breaking news commentary. He speaks in English and Brazilian Portuguese. Booking is direct: info@humanintegrationlab.com or via Calendly for a 20-minute call.

Substantive answers, story-driven examples, and audio-ready phrasing on the human side of AI in the workforce. He brings two decades of corporate operations experience, the named disciplines (AIAWI, RWI, HAF), case-level examples that are anonymized but operationally specific, and the bilingual perspective. He prepares for the show by reviewing the host’s recent episodes and the audience profile. Lead time is typically one to two weeks. He has no exclusive bureau representation; booking is direct via the speaker hub or info@humanintegrationlab.com.

Yes. Academic and policy audiences include business school programs (executive education and MBA), labor studies and industrial relations programs (Cornell ILR, Berkeley Labor Center, MIT Sloan, Wharton), public policy schools, government research institutions, and think tank gatherings. The frame for academic audiences is operational rather than theoretical — he brings field experience to programs that often have rich theoretical work but thinner direct operational data from inside AI workforce transitions. He is available for guest lectures, conference keynotes, panel participation, and qualitative research interviews.

Yes. Be More Human: My First Robot is a complete nonfiction book on the human, emotional, and leadership dimensions of automation and organizational change. Written in a conversational, honest, lightly sardonic voice aimed at managers navigating workplace transformation. Available in English and Brazilian Portuguese editions. The book is the long-form treatment of the disciplines (AIAWI, RWI, HAF) that his keynote work translates to live audiences. Conference programmers frequently arrange book signings and copies-for-attendees as part of the engagement; book club and group reading kits are available for organizations using the book as part of internal AI workforce conversations.

Press inquiries and podcast appearances typically have a one-to-two-week lead time. Same-week turnaround is available for breaking news commentary when the topic is in his expertise — AI workforce transition, AI-driven layoffs, labor and union responses to AI, insurance industry AI exposure, the labor shortage paradox, or US-Brazil business and labor topics. Keynotes and workshops require four-to-six-week lead time minimum for proper customization to the audience. Same-week press availability is the highest-frequency request category and the one with the fastest response time.

Six standard formats. Keynote (60-75 minutes, the most common). Fireside chat (30-60 minutes, moderated conversation format common at executive forums and board offsites). Panel participation (variable, as panelist or moderator alongside industry, academic, and policy voices). Executive workshop (half-day or full-day, for leadership teams navigating AI deployment decisions). Podcast guest appearance (variable, 30-90 minutes typical). Expert commentary for press (5-30 minutes, same-week turnaround). Each format is customized to the audience. All available in English or Brazilian Portuguese.

Direct bookings only. He does not have exclusive bureau representation. All inquiries route through the Calendly link on the speaker hub at micahviana.com/en/ for a 20-minute introductory call, or via email to info@humanintegrationlab.com. This is a deliberate choice — it keeps booking direct, removes the commission layer, and lets conference programmers and journalists work with him without intermediaries. He is willing to work with bureaus on a case-by-case basis for specific engagements but does not have exclusive representation.

Boston-based with active operational presence in Florianópolis, Brazil and London, UK. Available for travel worldwide. The binational US-Brazil presence makes him a natural fit for audiences in either country and for binational business audiences. London presence makes UK and European engagements operationally efficient. Travel logistics are handled through his direct booking process; engagement-specific travel and lodging arrangements are confirmed at booking.

Direct booking via two paths. For a 20-minute introductory call, use the Calendly link — fastest path for keynote and workshop inquiries. For press, podcast, and faster-turnaround inquiries, email info@humanintegrationlab.com with the topic, audience, format, and approximate date. Response time is one to three business days for non-urgent inquiries and same-day for breaking news commentary. He works in English and Brazilian Portuguese, is based in Boston with presence in Florianópolis and London, and is available worldwide.