Article 01
Authorship
Owning your choices rather than outsourcing them.
At work
AI can draft, suggest and summarise. People still decide, and put their name to what they decide.
Part 1 · Staying human
Part 2 · The Map
The transition, in five phases.
Every big shift has a shape. This is how we read this one, and where we think we are.
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Phase 1
Novelty
“Look what it can do.” Demos, experiments, wonder. Mostly over.
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Phase 2
Displacement
Anxiety, job fear, loss of identity. People start asking what they're for.
We are here -
Phase 3
Renegotiation
What counts as work, worth and contribution gets argued over.
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Phase 4
Redesign
Schools, workplaces and the working week get rebuilt.
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Phase 5
Settlement
A new normal. Humane or dystopian, depending on what got protected in phases 2 to 4.
The outcome of phase 5 is decided by what we protect now.
Every organisation going through an AI rollout is making that decision, whether it knows it or not.
Part 3 · What we protect
Six things worth keeping.
Let AI help with everything else. These six stay human, and each one has a plain test you can apply at work.
Article 02
Presence
Attention as something you spend, not something that gets harvested.
At work
Time to think counts as work. New tools earn their place in people’s attention.
Article 03
Friction
Some difficulty is the point: learning, craft, relationships.
At work
New starters still learn the hard parts. Not every shortcut gets taken just because it exists.
Article 04
Kinship
Belonging is local and physical, not just networked.
At work
Teams still meet, make things together and know each other, not just each other’s outputs.
Article 05
Accountability
A human answers for decisions that affect humans.
At work
Every automated decision about a person has a named person behind it.
Article 06
Rest
Freed time goes to living, not to more output.
At work
When AI saves time, some of it comes back to people instead of becoming more targets.
Part 4 · Where we stand
Work alongside AI. Protect what makes us human.
Humans with AI, not against it.
The best work will come from people and AI together. Just don’t hand over the parts that make the work, and the people doing it, matter.
Culture and meaning, not policy.
We leave economics and regulation to others. The Charter is about how the change is lived, inside real organisations.
Practical, not utopian.
Impact happens during the transition, one organisation at a time. Not in a manifesto about 2040.
Part 5 · The Charter badge
A mark of commitment, not an approval.
Organisations earn the Humore Charter by completing The Human Transition, our two-month project, or by running Humore Tables: workshops where teams decide what they’ll hand to AI and what stays human, measured against the six articles.
It isn’t a certification, and it doesn’t mean anyone has been audited. It means an organisation has done the work of deciding what it will protect, and is prepared to say so.