Shaping the Future of Work 2020

Shaping the Future of Work Report and Conversation Guide

Shaping the Future of Work

Contents

Team 6 Executive Summary 12 Introduction 16 About the Global Shapers Community 16 Background 18 Future of Work, Fourth Industrial Revolution and AI 20 Methodology 22 Results 24 Global Results 24 Profile of the population surveyed 25 Educational and preparation for the FOW 26 Meaning of career 30 Career transitions 34 Skills development 39 Role of the Government 42 Role of migration 43 What will come next? 44 Regional analysis: the future of work in Latin America 45 Regional analysis: the future of work in Africa 58 Complementing the Future of Jobs Report 66 STFOW Events 70 Latin America 71 Buenos Aires, Argentina 71 Honduras, Centro America 77 Europe 82 Nice, France 82 South Asia 90 Bangalore, India 91 Islamabad, Pakistan 95 Conversation guide 98 Introduction 98 Guiding principles 100 How to host a conversation, in 6 steps 102 Final reflection 108 References 110 Shaping the Future of Work Shaping the Future of Work

Team Africa Mosidi Modise, Global Shapers Alumni

Co-founders of Shaping the Future of Work Eurasia

Alok Medikepura Anil, Bangalore Hub Gevorg Mantashyan, Dilijan Hub

Leticia Gasca Serrano, Co-chair of the Global Shapers Education and Employment Europe Steering Committee

Nadine Khouzam, Brussels Hub Regional Leaders

Asia Pacific

Latin America Christian Tooley, Hong Kong Hub Florencia Caro Sachetti, Buenos Aires Hub Natalie Hiu Wai Chan, Hong Kong Hub Leticia Gasca, Co-chair of the Global Shapers Stephanie Lau, Education and Employment Hong Kong Hub Steering Committee

Page 6 Page 7 Shaping the Future of Work Shaping the Future of Work

Middle East and North Africa South Asia

Khalid Machchate, Alok Medikepura Anil, Rabat Hub Bangalore Hub

North America

South East Europe Arlane Gordon-Bray, Raleigh-Durham Hub Belma Mizdrak, Bosnia and Herzegovina Hub

Samia Haimoura, Raleigh-Durham Hub

Stevan Markovic, Bosnia and Herzegovina Hub Adriana de Urquidi, Dallas Hub

Page 8 Page 9 Shaping the Future of Work Shaping the Future of Work

Data Analysis Team Proofreading team Martin Palazzo, Buenos Aires Hub (team leader) Adoh Odishika, Port Harcourt Hub Franco Andrés Gottig, Rosario Hub Amber Zhang, DC Hub Kevin Felix Peña Escobar, Oruro Hub Andrea Paulín, Cuernavaca Hub Pedro Beltramino, Rosario Hub Blessing Ajimoti, Abuja Hub Shivi Sharma, New Delhi Hub Christiam Mendoza, Guadalajara (alumni) Vignesh Venkatachalam, Bangalore Hub Francisco Abad, Quito Hub Yoann Fol, Singapore Hub Godiva Golding, Kingston Hub Ikpotokin Peace, Port Harcourt Hub Manuel Ochoa, Morelia Hub Authors Stephanie Kenner, Detroit Hub Ailin Tomio, Buenos Aires Hub Tanya Schmitt, Minneapolis Hub Arlane Gordon-Bray, Raleigh-Durham Hub Veronica Vasconez, Quito Hub Christian Tooley, Hong Kong Hub Courtney Gordon, Des Moines Hub Facundo Cajen, Buenos Aires Hub Editorial Design Florencia Caro Sachetti, Buenos Aires Hub Rogelio Vázquez Francesco Buonora, Nice Hub Studio www.cntrl.info Gina Kawas, Tegucigalpa Hub Hicham Sabir, Global Shapers Alumni Leticia Gasca, Global Shapers Alumni Special thanks to: Mittchel Benítez, Tegucigalpa Hub Abdullahi Alim Mosidi Modise, Global Shapers Alumni Albina Krasnodemska Nontuthuzelo Nikiwe, Tshwane Hub Ana Saldarriaga Oscar Canales, Tegucigalpa Hub Anahí Wiedenbrug Paul Endelman, Sacramento Hub Bibi González Pedro Beltramino, Rosario Hub Brittany Robles Rigoberto Cisneros, Guadalajara Hub James Forsyth Natalie Pierce Shimer Diao Wadia Ait Hamza

www.shapingthefutureofwork.com

Page 10 Page 11 Shaping the Future of Work Shaping the Future of Work

This report is based on insights gathered from the 2019 Shaping the Future of Work survey which reflects the responses of more than 2,500 young people. While the survey included participants from around the world, most respondents were from one of two regions: Africa (34 percent) and Latin America (37 percent). In terms of the demographic profile, most of the respondents were between age 21 - 29. The report provides an analysis and evaluation of the current and prospective challenges facing young professionals in the ever-changing workplace. It also discusses survey respondents’ ideas toward the skills needed and suggested solutions for tomorrow’s workforce. The report examined young people’s feelings toward their current state of work and found the following. Executive • Perspective: The new generations have a broader perspective of what it means to “work” and grow professionally. The majority of survey respondents (76 percent) believed the meaning of career is “a lifestyle that involves a range of aspects in an individual’s life from education Summary and paid jobs to volunteering and personal ambitions”.

• Preparedness: Young people do not feel prepared for the future. On a scale of 10 (did not prepare) to 100 (very well prepared), an average respondent scored themselves at 56.9 when asked if their education By Courtney Gordon, prepared them for the future of work. The data revealed a higher cor- Des Moines Hub relation between region and feelings of preparedness rather than level of education and preparedness.

• Diversity and migration: When asked about the role of immigration (including all types of immigration: expats from developed countries, economic migrants, and refugees), 53 percent of people believed diversity fosters economic growth. The next largest group of respondents—28 percent—believed social cohesion is essential for economic growth.

The survey also examined respondents’ feelings toward the future of work, gathering the following results.

• Willing to reinvent themselves: When asked if they would remain in the same sector in the next 10 years, entrepreneurs, self-employed per- sons, and freelancers said they were more likely to stay than other re-

Page 12 Page 13 Shaping the Future of Work Shaping the Future of Work

spondents. Around half of all other respondents were willing to stay in the same sector but were not committed to staying. Only 32 percent of respondents in North America thought they may change sectors, while 83 percent in the Middle East and North Africa region (MENA) said they may change sectors.

• Relevant skills: When asked what the most important skills were required to successfully make a career transition and how they can be developed, more than half of respondents either chose “problem-solving and critical thinking” or “soft skills”. The majority of respondents believed changes to the education system and ongoing training provided by companies were the best ways to develop these skills. Con- trarily, only 18.6 percent of people believed specialization in a subject was one of the most important skills required to make a career transition. Only 23 percent of people believed a paid internship was the best way to develop needed skills.

• Trends: When asked about the future, almost half of survey participants, across all regions, agreed on four main aspects of the future of work.

1. People will be able to work remotely and with flexible schedules (52 percent). 2. New industries and jobs will be created complementary to technology (50 percent). 3. There will be more entrepreneurship and self-employment (44 percent). 4. Due to technology advancements, there will be fewer jobs that require humans (42 percent).

Survey and report limitations The results of the survey were not weighted. As a result, the survey is limited by the demographics of the respondents. For example, a majority of respondents were between 21-29 years old, most were from Latin America and Af- rica, and a large number were college educated.

Page 14 Page 15 Shaping the Future of Work Shaping the Future of Work

The Global Shapers Community is a network of inspiring and talented young people from all around the world who play an active role in addressing local, regional and global challenges by driving dialogue, action and change. An initiative of the World Economic Forum, the Global Shapers Communi- ty was founded in 2011 by Professor Klaus Schwab, trusting in the power of youngsters to lead for impact, work collaboratively, build solutions and shape the future. In 2019, there are 8,628 shapers divided into 403 hubs spread across Introduction 153 countries. In each hub, self-organised groups of shapers lead actions to address their communities’ pressing needs. Shapers are diverse but share a common goal: the ambition to have a positive impact. Combining plural- ism, grassroots knowledge and the drive to change the world, Shapers implement impact projects locally and join forces with other hubs to leave a global footprint. About the Currently, Global Shapers work on three main impact areas: 1) Promoting equity and inclusion, Global Shapers 2) Protecting the planet, and 3) Shaping the future of education and employment.

Community These broad topics cover wide-ranging projects related to art, culture, cities, civic participation, climate change, education, entrepreneurship, the fourth industrial revolution, gender equality, global health, migration, sustainable development, natural resources, employment, and wellbeing, among other urgent issues. Shaping the Future of Work certainly condenses the Global Shapers Community’s priorities and values. By identifying the needs, the fears and By Florencia Caro Sachetti, the abilities of the global youth to get on board with the fourth industrial rev- Buenos Aires Hub olution, the project directly addresses the impact area related to education and employment. Additionally, as a cross-hub collaboration project, it builds on Shapers’ diversity of knowledge, expertise and contexts to advance the shared goal of bringing positive change to the world.

Page 16 Page 17 Shaping the Future of Work Shaping the Future of Work

Young people are the ones who will inhabit the fourth industrial revolution, that is why it is so important to understand our concerns and needs about the future. Shaping the Future of Work was born in 2018 as a result of the collaboration of Global Shapers hubs from all over the world. That year, Canada had the presidency of the G7, and the Global Shapers from the Ottawa Hub decided to create Shape7, a project that sought to understand the perspective of young people in the G7 countries about the future of work. This was done through a survey and a series of local consultan- cies. That same year, Argentina had the presidency of the G20, and the Shape7 team sought out the shapers of the Buenos Aires Hub and the Bangalore Hub to propose scaling up the initiative to the rest of the G20 countries. The Global Shapers of Buenos Aires and Bangalore were already con- cerned with the future of work, and were aware that the issue is relevant to all regions of the globe, not only the most developed countries. And, as representatives of the “global south”, we decided to accept the challenge posed Background by the shapers of Canada and decided to grow the project. We decided this shouldn’t be a project just for G20 countries, it needed to be a global initiative. The conversation about the future of work should also happen in countries that are not members of the G20. Thus, Shaping the Future of Work (STFOW) was born as a cross hub-collaboration between the Buenos Aires Hub and the Bangalore Hub. Since then, more than 50 Shapers from 31 hubs have joined the project in different activities. By Leticia Gasca, Global Shapers Alumni

Page 18 Page 19 Shaping the Future of Work Shaping the Future of Work

The Future of Work is… here? Machine-led? Human-centric? This statement ends with various keywords, depending on who is writing the report. However, for our Shaping the Future of Work initiative, it is about ongoing engagement – we are focused on involving future generations who will be most impacted and shape future minds, policy and strategy for all things ‘work’. So, what is ‘The Future of Work’? In sum, it is all items related to changes, advances and ongoing developments that constitute ‘work’. From where do we work, and how we work with each other and technology, to what do we work on. This is driven by several inter-related transformations at a macro and micro level, including societal, public sector and economic changes, from altering labour markets and employee expectations, to lifelong learning and big data. However, the most notable, current, and growing trend is around technology transformation, especially the application of Artificial Intelligence (AI) across Future of Work, various aspects of our lives. Future technology is the driving enabler of changes to ‘work’ and as Fourth Industrial stated by Klaus Schwab, Founder & Executive Chairman of WEF, “there has never been a time of greater promise, or greater peril”, referencing how technology is impacting and re-shaping every aspect of our lives. This is the Revolution Fourth Industrial Revolution, more intricate and international in its change than previous ones. Various hype has emerged over AI, its positives and per- and AI ils, though advances in this space have been limited to narrow intelligence (ANI), rather than general (AGI) and super (ASI) intelligence. A machine-led future of work is far off, but there will increasingly be machine and human intelligence working side-by-side. This is the very real future we must prepare for through the right mix of upskilling, AI strategy and fostering a cul- By Christian Tooley, Hong Kong Hub tural transformation where the Future of Work, works for all. and Regional Leader, Whatever the outcome, we cannot predict it but can prepare and un- Shaping the Future of Work derstand what some of the key stakeholders affected by this future think, in order to inform wise decision-making. One of these groups is young people and this engagement, which intends to progress as a ‘living’ report, aims to unpack their thinking. How does this 4th Industrial Revolution, driven by a technology transformation, with knock-on effects across every aspect of business and society, impact young people? Let’s find out and start Shaping the Future of Work.

Page 20 Page 21 Shaping the Future of Work

Methodology

By Leticia Gasca, Global Shapers Alumni, and Rigoberto Cisneros, Guadalajara Hub

Shaping the Future of Work incorporates the experiences of more than 2,500 young people from all regions, mostly from Africa (34%) and Latin America (37%). Their experiences were collected using a mixed methodology that in- corporated both qualitative and quantitative tools. The data collection process was divided into various stages. The first stage consisted of a literature review to delineate and frame our research questions, scope, and methods. This initial analysis informed the validation and improvement of the survey created by the Brussels Hub for the Shape7 project. The second stage included 40 events in all regions, and was designed to understand the youth perspective of this topic.

Page 22 Shaping the Future of Work Shaping the Future of Work

Profile of the population surveyed

This section reports the Global Results of the STFOW survey. The survey was distributed worldwide. Around 2.1 thousand people participated in the survey.

Distribution of survey participants per region Results (Figure 1) North Europe America 4% 8.5%

Global APAC 12% Latin Results America 38%

Africa 35% By Francesco Buonora, Nice Hub

As shown in figure 1, most of the participation came from Latin America (38%) and Africa (35%), followed by APAC (Southeast Asia, China & East Asia, Australasia, Oceania) and North America (Canada and USA) with respective- ly 12% and 8.5%, followed by Europe withElementary about 4%. PhD School 1% Secondary 0.2% Page 24 School Page 25 11%

Masters College Degree 41% 19%

Not disclosed 29% North Europe America 4% 8.5%

APAC 12% Latin America 38%

Shaping the Future of Work Shaping the Future of Work Africa 35%

Educational and preparation for the FOW Level of education by employment status (Figure 3) Educational level of participants on the survey (Figure 2) 250 College

200 Elementary College/ Undergraduate PhD School 1% 150 Secondary 0.2% Elementary School School Masters Degree 11% 100 PhD 50 Secondary School 0 r r t / y e e

Masters d

College r e u n ee e e e m c e y y y Degree y o n 41% n o o o l l l n e r ploye d p p ploye d p tud e 19% o p S eel a m m m m e r eelanc e r e c e r F t - g F e i f n l Un e g E e Global Results Global Results S t and empl o Un dere m l-time e

Not disclosed l rt-ti m u a 29% F P Stude n

The matrix in figure 3 highlights the distribution between levels of education and employment status, where the colour of the cells identifies the quanti- ty of participants. The majority of the participants had finished college, had a degree or had completed a Master’s degree. Moreover, the main employ- Level of education of the participants is transversal (Figure 2), mainly covering ment status of the participants were entrepreneurs, full-time employees or 1 College graduates (41%), Masters (19%) and finally Secondary schools (11%). students. There were a minority of unemployed participants, which could be About 29% did not disclose their educational level, mainly from Africa. About interpreted as a bias from the sample obtained from the survey. 9% are almost completely out of the education system. Men have a higher presence than women in freelance and entrepreneurial work, most of the time having a university level of education. Female 1 Secondary schools typically follow on from primary schools and prepare for vocational or ter- entrepreneurs, less in the overall statistics, usually have master’s level degree. tiary education

Page 26 Page 27 1 to 10 11 to 20 21 to 30 31 to 40 41 to 50 51 to 60 61 to 70 71 to 80 81 to 90 91 to 100

7.0% 5.6% 7.9% 6.7% 13.4% 14.1% 12.1% 15.2% 8.8% 9.2%

0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0%

Shaping the Future of Work 100.0% Shaping the Future of Work

On a scale from 0 to 100, do you believe your education Perception of being prepared for the future of work prepared you for the future of work? according to educational level (Figure 4) (Figure 5)

50 45 1 to 10 11 to 20 21 to 30 31 to 40 41 to 50 51 to 60 61 to 70 71 to 80 81 to 90 91 to 100 Participants per voted 40 range (%) 35 30 25 20 7.0% 5.6% 7.9% 6.7% 13.4% 14.1% 12.1% 15.2% 8.8% 9.2% 15 10 5 College 0 Masters Degree 0-20 21-40 41-60 61-80 81-100 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0% PhD Secondary School Vote ranges Global Results Global Results

For all levels of education and type of job, participants to the survey were requested to answer the question “On a scale from 0 to 100, do you believe that your education prepared you for the future of work?” The average answer was 56.9. At educational levels, a component of doubt emerges around the feeling of how well education will prepare young people for the future, with participants from Latin America a little more positive than those from other Re- gions. Indeed, it is possible to identify more of a connection between region and optimism than between level of education and optimism. The exception to this being the PhD level, which provided consistently positive outcomes. On the other hand, entrepreneurs show the least faith in the education system, stating that their education did not prepare them for the future.

Page 28 Page 29 Shaping the Future of Work Shaping the Future of Work

Meaning of career The vast majority of respondents agreed (more than 76%) that a career means “a lifestyle that involves a range of aspects in an individual’s life from ed- How do you define a “career”? ucation and paid jobs to volunteering and personal ambitions”. Whilst only (Figure 6) 8% believed that a career was “an occupation to use time productively” and 15% thought about a career as “a way to earn income via work, occupation or profession”. This may be related to the ambition of finding a purpose through career and having a healthy work-life balance. This description of a career is valid in all ranges of age and region, as shown in figures 7 and 8. An occupation Others to use time 1% productively The meaning of career by age (Figure 7) A way to earn income via work, 8% 100%

occupation or 90%

profession 80% 15% 70% 60% Others

50% An occupation to use 40% time productively

Global Results Global Results 30%

20% A way to earn income via work, occupation or 10% 76% profession 0% 17 or 18-20 21-29 30-39 40 or older younger A lifestyle that involves a range of aspects in an individual’s life from education and paids jobs A lifestyle that involves a range of to volunteering and aspects in an individual’s life from education personal ambitions and paids jobs to volunteering and personal ambitions

100% Page 30 Vote Page 31 Others ranges 90% 80% An occupation to use 70% time productively 60% A way to earn income via 50% work, 40% occupation or profession 30% A lifestyle that involves a 20% range of aspects in an in- 10% dividual’s life from edu- 0% cation and paids jobs to 17 or 18-20 21-29 30-39 40 or older volunteering and person- younger al ambitions

Vote ranges 100% Others 90% 80% A way to earn income via 70% work, occupation or 60% profession 50% An occupation to use 40% time productively 30%

20% A lifestyle that involves a range of aspects in an 10% individual’s life from 0% Shaping the Future of Workeducation and paids jobs Shaping the Future of Work Latin Africa APAC North Europe Eurasia MENA America America to volunteering and personal ambitions

The meaning of career by region (Figure 8)

100% Others 90% 80% A way to earn income via 70% work, occupation or 60% profession 50% An occupation to use 40% time productively 30%

20% A lifestyle that involves a range of aspects in an 10% individual’s life from 0% education and paids jobs Latin Africa APAC North Europe Eurasia MENA America America to volunteering and personal ambitions Global Results

Financial and professional services

Page 32 Page 33 100%

50% No

Yes Shaping the Future of Work 0% Shaping the Future of Work Student Unemployed Entrepreneur Self-employed Underemployed

Willingness employee Full-time to stay in the same sector, Career transitions Part-time employee Student and employee Student

by employment status / gig economy Freelance Employment sector by gender (Figure 10) (Figure 9)

Agriculture (plantations and other rural sectors) Commerce 125 100% Construction Data analysis Digital marketing Education and Academia 100 Energy (water/gas and electricity) Financial and professional services 50% Financial services Food/drink and tobacco 75 Health Services No Hospitality (tourism/catering/waitressing) Mechanical and electrical engineering Media, culture, graphical 50 0% Yes New industriy 4.0 technologies (AI, machine learning) New indrustry 4.0 technologies (drones, loT, 3D printing) Non-proﬁt

Public service 25 Student Government Unemployed

Software development Entrepreneur

Software computing Self-employed Underemployed Textiles, clothing, leather, footwear 0 Full-time employee Full-time Female Male Part-time employee Student and employee Student Freelance / gig economy Freelance Global Results Global Results Gender People from all fields were asked if they thought of staying in the same sec- The vertical bar on the right indicates how frequent that response was. That is, the clearer the color in the matrix, the more frequent the positive response to the transition in that career or work area. tor in the next 10 years. Considering the distribution of the answers (figure 10), entrepreneurs are more likely to stay in the same sector (71%), whilst the rest think they are going to change sector (29%). More female entrepreneurs than male mentioned they would rather change their sector (36% of women By looking at employment sector by gender (figure 9) we observed that Com- versus 24% of men). 47% of full-time employees considered changing sector. merce, Education and Academia, Financial Services, Nonprofit and Public Service and Government are the sectors most represented in this survey. On the other hand, there is a lack of technical and STEM profiles in the survey like Data Analysis, New Industries 4.0, Machine Learning, Software development and computing, Mechanical and Electrical engineering. This observation reflects the global lack of technical skills.

Page 34 Page 35 100% Participants per voted 50% range (%) No 450

400 0% Yes Latin Africa APAC North Europe Eurasia MENA 350 America America Shaping the Future of Work 300 Shaping the Future of Work 1 to 2 years 250 2 to 5 years

200 5 to 10 years

150 Less than 1 year

100 Other

Willingness to stay in the same sector, by region 50 How many years do you think you should stay in a position (Figure 11) 0 before making a career transition? Latin Africa APAC North Europe Eurasia MENA America (FigureAmerica 12)

450 100% 400

350

300 No 250 50% 1 to 2 years Yes 200 Total responses Total 2 to 5 years 150 5 to 10 years 100 Less than 1 year 0% 50 Other 0 Latin Africa APAC North Europe Eurasia MENA America America Latin Africa APAC North Europe Eurasia MENA America America

If we refer to regions (figure 11), North America stands out with only 32% of respondents thinking that they may change sectors, Latin America and Af- Regarding the timing for career transitions (figure 12), in all regions the ma- rica are both close to 50% and in MENA only 17% think they will stay in the jority of respondents think that the appropriate time before making a career Global Results same sector. Global Results Vote transition is between 2 and 5 years with an overall of 52%. Nevertheless, ranges Latin America stands out with 33% of respondents who consider 1-2 years to be about the right time to start a transition.

Page 36 Page 37 Shaping the Future of Work Shaping the Future of Work

In which sector would you like to work in 10 years? status) and the desired employment sector in 10 years (columns). This ma- “From-To” sector migration trix is a visual explanation of the sector migration, where colours represent the percentage of replies per “From” sector. (Figure 13)

Figure 13 represents a “From-To” matrix where: Below are some highlights: From (abscissa) = actual employment sector To (ordinate) = desired employment sector to migrate in 10 years 1. The majority of people who want to migrate to the 4.0 industry sec-

Agriculture (plantations and other rural sectors) tor are the ones who actually are working or involved in a technical or Automotive Sector Clean Energy (wind/solar/renewables) STEM sector (data analysis, software, computing, electrical and me- Commerce 0.5 Construction chanical engineering). This shows that the most expert participants Data analysis Digital marketing in new technologies want to migrate to the new wave of industry and Education 0.4 Academia Energy (water/gas and electricity) complexity in business. Financial services Food/drink and tobacco 2. Regarding the migration to the software and computing sector - only Health Services 0.3 Hospitality industry/tourism Catering/Waitressing people from textile sectors showed a significant desire to migrate to Manufacturing Mechanical and electrical engineering software activities. Software appears not to be the most selected op- Media, culture, graphical 0.2 New industry 4.0 technologies (AI, drones, loT, 3D printing, machine learning) tion for sector migration. Non-proﬁt Oil and gas production Public service and government 3. Migration to clean and renewable energy sources is mainly from the Software development 0.1 Software computing following sectors: sustainability, conservation of natural ecosystems, Sustainability, conservation of natural ecosystems Textiles, clothing, leather, footwear oil and gas production, energy (gas), education and academia con- Transport (including civil aviation, rilways and road transport) 0.0 ) ) ) ) t t s ﬁt ce sis sis

try struction, and the automotive sector. o o r ting tion tion tion ems t e t able s turing s essing tricit y aphical y obacco w tru c Anal y a c t anspor t ernme n cademia

duc a 4. Finally, commerce and academia/education are the sectors selected ait r elopme n g r v A t r E al se c Non-p r ta v o Comme r en e e , Global Results Global Results e computing Con s and D a / R ru r al eco s oad andsanit a a r Manu f Digital anal y e d to migrate in 10 years by a majority of respondents but without any Health Services e r Gaming indu s a r Digital mar k tu r trical engineering t Financial services ering/ W the r cultu r as and ele c ft w drin k machine learning) a t g / /Sola r / n a W ft w S o f s and r peak value. e r /C a y t ting , oo d S o a a F Media , w (Win d ( tion o ril w a g y tions and o g y ouris m t 3D pri n , Public service and g t a - T tion , y Ene r l o vi a pla n conser v , e ( Mechanical and ele c Clean Ene r ones , industr d r ,

A I Skills development tainabilit y Agricultu r Su s Hospitalit y In order to allow effective career transitions, some skills have been identified echnologies ( t ansport (including civil a r 0 T as most impactful. Two questions were asked to the participants about this 4 . y tr topic, reported in figures 14 and 15 below. Participants could choose more

w indu s than one answer for each question. N e

The vertical bar on the right indicates how frequent that response was. That is, the clearer the color in the matrix, the more frequent the positive response to the transition in that career or work area.

It shows the actual employment sector of each participant (rows) (the ones with an active employment activity and also the ones in an unemployed

Page 38 Page 39 0% 20% 40% 60% 80% Problem-solving and critical thinking 65.1%

Soft skills 62.1%

Communication, languages, public spreaking 34.2%

Creativity 31.1%

Hard skills (Learned through 29.3% education and training) Shaping the FutureLeadership of 27.4%Work Shaping the Future of Work

Resilience 23.0% Technical skills, IT, technology related 20.9%

Specialization in a subject 18.6% (domain expertise)

Other 1.3%

What are the most important skills required to successfully Problem-solving, critical thinking and soft skills are the set of skills consid- make a career transition? ered most important by the participants, followed by language and communication, hard skills and leadership. (Figure 14) 74% of the participants think that these skills should be developed by including them in the existing education system, while 63% expect compa- 0% 20% 40% 60% 80% nies to provide training to their employees (only 23% think paid internships Problem-solving and could be a possible way). Mentoring programs provided by governments or 65.1% critical thinking businesses are considered important (42%), but the contribution of individ- Soft skills 62.1% uality is considered a major impacting factor. Communication, languages, public speaking 34.2%

Creativity 31.1%

Hard skills (Learned through 29.3% education and training) Preferences for skills development by region 27.4% Leadership (Figure 16) Resilience 23.0% Technical skills, IT, technology related 20.9%

Specialization in a subject 18.6% (domain expertise) 700 Other 1.3% Change the education system 600 to include the necessary skills in the programs

Companies should give ongoing 500 training to their employees for How do you think the skills for the future can be developed? skills of the future 400 Every person should be in charge of developing the skills that matter most for their career

Global Results (Figure 15) Global Results 300 Mentoring programs provided by the government and bussinesses Change the education system Mentoring programs Every person should be in charge to include the necessary skills in provided by the government of developing the skills that 200 Online education and self the programs and bussinesses matter most for their career training 100 Paid internship

0 Latin Africa APAC North Europe Eurasia MENA 74% 42% 47% America America

Companies should give ongoing Paid internship Online education training to their employees for and self training skills of the future

63% 23% 37%

Page 40 Page 41 600

500 Problem-solving and critical thinking 400 Soft skills Communications 300 Hard skills Social Creativity cohesion 200 is essential for economic Shaping the Future of WorkLeadership Shapinggrowth the Future of Work 100 26% Diversity Resilience fosters economics Technical skille, IT, growth 0 technology-related Migration 53% Latin Africa APAC Europe Eurasia MENA is detrimental North for a country to America America Specialization in a subject advance and its (domain expertise) economic growth Most important skills for career development,Other by region clusivity in Latin America,8% and accessibility to technology in Africa. In North America a specific need for support from government emerged (Figure 17) Migration in the scope of careerdoes transitions, not affect considering the particular interest of this economic region in changing positionsgrowth (Figure 11). 3% I don’t know Problem-solving and 10% 600 critical thinking Soft skills Role of migration 500 Communications

400 Hard skills In what ways can the participation of immigrants and Creativity refugees affect the labour market, economic growth and 300 Leadership the social cohesion of a country? Resilience 200 Technical skille, IT, (Figure 18) technology-related 100 Specialization in a subject (domain expertise) Social 0 cohesion Other is essential Latin Africa APAC North Europe Eurasia MENA for economic America America growth 26% Diversity fosters economics growth Migration 53% is detrimental for a country to At a regional level the trend is similar to the global one, with soft skills peak- advance and its

Global Results Global Results economic ing mostly in Latin America as the most important skill for a carrier transition growth (Figure 16). In order to develop the needed skills, in almost all regions (with 8% more evidence in Africa and Latin America) respondents considered that Migration the education system should be the main actor responsible for preparing does not affect economic younger generations for the future. Only North America has different results, growth 3% I don’t giving more importance to employee training within companies (Figure 17). know 10%

Role of the Government

Latin America results bring to the center of discussion the theme of inclu- As remarked in Figure 15, 42% of the participants think that Governments sion for minorities, which includes the topic of immigration. should play a key role in the development of the skills needed for the FOW. Participants in the survey were requested to answer how they consid- An important result the survey highlighted is the request to govern- ered the role of immigration and refugees would impact the FOW. Results ments for financially accessible education. This emerged as a main point in are reported in Figure 18. all regions, then followed by friendly policies for ethnic, gender and age in-

Page 42 Page 43 Shaping the Future of Work Shaping the Future of Work

1200

1000 Before analysing the results, it should be noted that the question in- Participants were asked “What do you think will be the main changes in the

cludes800 all types of immigration: expats from developed countries, economic future of work?” They could choose up to 3 answers. migrants and refugees. There are four main aspects for which almost 50% of survey partici- 600 Prevailing results emerging (53%) is positive, with the opinion that the pants, transversally for all regions, agreed on for the future: diversity400 should be incentivised in order to foster economic growth in any case. 200 This main stand is then complemented by 26% of participants focus- 1. People will be able to work remotely and with flexible schedules (52%). ing more0 on the problems the immigration can bring to social cohesion. This 2. New industries and jobs will be created complementary to technol- opinion is not against immigration, but pushes the attention to the need for ogy (50%). finding solutions in order to ensure stability in the society. 3. There will be more entrepreneurship and self-employment (44%). humans

Only 8% of technology the participants mentioned that immigration is detrimen- 4. Due to technology advancements, there will be less jobs that require the wealthy tal for a country’s economicemployment growth, while the remaining percentage did not humans (42%). via promotions aspect of a career of aspect have an opinion or thought will be more There migrants bring no impact. evolve in the future in evolve There emerges here a clear opposition between techno-optimists (point 2), who think technology will generate more jobs, and techno-pessimists (point entrepreneurship and self- entrepreneurship People will be able to work to will be able People Changes will only privilege privilege will only Changes created complementary to complementary created completely merge into one into merge completely Salary will still be the most the most be will still Salary

or unpaid work and overwork unpaid work or 4), who think it will be detrimental for the future of jobs. Only 35% of partic- Passion for your job and social your Passion for New industries and jobs will be industries New What will come next? I don’t think the way we work will work we the way think I don’t Personal and professional life will life and professional Personal ipants provided both preferences together, considering parallel processes there will be less jobs that require that will be less jobs there Workplaces will be less hirarchical Workplaces Due to technology advancements, technology to Due impact will be the most important the most will be impact There will be an increasing amount will be an increasing There important aspect of a career choice a career of aspect important There will be less career progression will be less career There remotely and with ﬂexible schedules and with ﬂexible remotely will concur and balance the job market’s evolution. What do you think will be the main changes A clear vision of job personalization emerges from points 1 and 3, but only 16% of participants thought that professional and personal life would in the future of work? merge. Flexibility and personal life remain important aspects for the work- 1200 (Figure 19) life balance, which are then complemented by the expected drivers for the 1000 career: passion for the job and social impact (30%). Only 11% of participants 800 assumed salary to be the most important aspect. Global Results Global Results

600 Overall, the majority of the answers showed an optimistic outlook on

400 the future evolution of jobs. All other pessimistic replies showed less than

Total responses Total 15% of preferences for each. 200

0 humans technology the wealthy employment via promotions aspect of a career of aspect There will be more There evolve in the future in evolve entrepreneurship and self- entrepreneurship People will be able to work to will be able People Changes will only privilege privilege will only Changes created complementary to complementary created completely merge into one into merge completely Salary will still be the most the most be will still Salary or unpaid work and overwork unpaid work or Passion for your job and social your Passion for New industries and jobs will be industries New I don’t think the way we work will work we the way think I don’t Personal and professional life will life and professional Personal there will be less jobs that require that will be less jobs there Workplaces will be less hirarchical Workplaces Due to technology advancements, technology to Due impact will be the most important the most will be impact There will be an increasing amount will be an increasing There important aspect of a career choice a career of aspect important There will be less career progression will be less career There remotely and with ﬂexible schedules and with ﬂexible remotely

Page 44 Page 45 Shaping the Future of Work Shaping the Future of Work

With 642 million people in Latin America representing 10% of the world’s population (United Nations Department of Economic and Social Affairs), Latin America stands out as the region with the most participants who answered the survey (38%). As with the rest of the world, there is a vast majority that considers an occupation as a lifestyle that involves a range of aspects in an individual’s life from education and paid jobs to volunteering and personal ambitions. This integral perspective is shared throughout various demographics including age, educational level and gender.

How do you define a “career”? (LatAm) Regional (Figure 20)

analysis: the A lifestyle that involves a range of aspects in an individual’s life from education and paid jobs to volunteering and A way to earn future of work in personal ambitions income via work, 4.8% occupation or profession Latin America 13.7% Regional Analysis Regional By Pedro Beltramino, Rosario Hub

81.5% An occupation to use my time productively

Page 46 Page 47

An occupation to use my time productively A way to ear income via work occupation o... A lifestyle that involves a range of aspects in an... Shaping the Future of Work Shaping the Future of Work A lifestyle that involves a range of aspects in a individual’s life from education and paid jobs to volunteering 350 and persnal ambitions 300 250 A way to earn incomevia work, 200 How do you define a “career”? (LatAm,occup ation or profession Do you think that in the next 10 years you will continue working 180 150 160 No 100 An occupation to use my by education level) 140 in the same sector? (LatAm) 50 time productively Yes 0 120 Collage Secondary Master (en blanco) PhD Elentary Other 100 No response School Degree (Figure 21) School (Figure 22) A lifestyle that involves a range 80 of aspects in a individual’s 60 180 life from education and 40 160 No paid jobs to volunteering 20 350 140 350 Aand lifes ptyerles ntahla at minbitivolvoenss a range 0 Yes 300 of aspects in a individual’s Fe120male Male Other Prefer not to say 250 300 lifAe w fraomy to ed eaurcna tiniocno manedvia work, 100 No response 200 250 poccaid ujopbasti toon v oorl upnroteerfesisniogn 80 150 and persnal ambitions 60 100 200 An occupation to use my 40 50 time productively 150 A way to earn income via work, 20 0 occupation or profession Collage Secondary Master (en blanco) PhD Elentary Other 0 100 Female Male Other Prefer not to say School Degree School An occupation to use my 50 time productively 0 College Secondary Masters PhD Elementary Other School Degree School In Latin America there are a similar level of people that think they may change 350 A lifestyle that involves a range of aspects in a individual’s sector in 10 year’s time, however, women are more open to change than men, 300 life from education and and this is true for all levels of education. Full-time employees peak in their 250 paid jobs to volunteering and persnal ambitions desire to change occupation and entrepreneurs think they will stay in the 200 Entrepreneur 150 A way to earn income via work, same sector they are in today. 120.00% occupaPtiaort-tn oimr pe reomfepslosyioeen 100 100.00% An occuSptuadtieonnt atnod u esmel pmoyy ee 50 Employment status, Gendertim ande proNdo urecstpivoenlsye What do you think will be the main changes in 0 80.00% College Secondary Masters PhD Elementary Other Freekancer / gig economy 60.00% School Degree occupationSchoo l(LatAm) Self-employed the future of work? (LatAm)

40.00% Underemployed (overqualiﬁed (Figure 22) for your current job) (Figure 23) 413 Regional Analysis Regional 20.00% Analysis Regional 450 Full-time employee 393 400 359 0.00% EntrSetuprdeennetur 350 314 120.00% Female Male Other Prefer not to say Part-tUniemmep elmoypeldoyee 300 Student and emlpoyee 100.00% 250 219 No response 200 80.00% 450 413 150 393 140 Freekancer / gig economy 114 400 88 60.00% Self-employed 100 359 84 350 314 64 50 31 40.00% Underemployed (overqualiﬁed 300 8 for your current job) 0 250 20.00% 219 Full-time employee 200 0.00% Student 150 140 Female Male Other Prefer not to say 114 Unemployed 100 88 84 64 31 50 require humans 8less hierarchical aspect of a career

0 Changes will only Workplaces will be privilege the wealthy and self-employment ...... more competitive jobs t... e... There will be less career ee r there will be less jobs that ork... the... will... completely merge into one and with ﬂexible schedules I don’t think it will evolve progression via promotions chical for the youth, as people will e will... e important aspect of a career Salary will still be the most a r easing... o w or k t the mo s Passion for your job and social New industries and jobs will be e w echonolog y impact will be the most important t w privile g Personal and professional life will continuously try to improve and get y e will be mo r Due to technology advancements, o There will be an increasing amount job and social... a t till be essional li f There will be more entrepreneurship People will be able to work remotely of unpaid work or overwork, especially f created complementary to technology o ou r The r y e will be less ca r

Due tries and jobs will be... the w will s

o r e will be an inc r The r es will onl y

Page 48 eople will be able Page 49 thin k The r

P Salar y w indu s sonal and p r Chan g Passion f N e orkplaces will be less hie r e r i don; r P W 600

500

Values 400 Soft skills Problem solving and critical thinking

300 Communication Hard skills Creativity 200 Leadership Resilience TechTechnical skills, Shaping the Future of Work 100 Shaping the Future of WorkIT, technology-related Specialization in a subject (domain expertise)

0 Other Total

Regarding what the main changes will be, there are four aspects that take What are the most important skills for the future? (Latam) the lead: (Figure 24) • New industries and jobs will be created complementary to technology • People will be able to work remotely and with flexible schedules. 600 • There will be more entrepreneurship and self-employment. • Due to technology advancements, there will be less jobs that require humans. 500 Values Entrepreneurs in LatAm tend to think more about passion, and less about 400 Soft skills Problem solving and income than the rest of the participants. They also worry less than average critical thinking

ta l 300 Communication about jobs that may be lost due to technology. Part-time and full-time em- o ployees tend to think more of the flexibility benefits of the future. As in the T Hard skills Creativity general results, an interesting correlation is that people tend to think of the 200 Leadership creation of new jobs due to technology, and the job destruction that may Resilience occur at the same time as opposite events. TechTechnical skills, 100 IT, technology-related Specialization in a subject (domain expertise)

0 Other Skills & Development

Soft skills, problem solving, critical thinking and leadership are considered Respondents in Latin America do not feel that the educational system ex- to be the most important skills for career transitions. Leadership in particu- celled in preparing them for the future. Their average answer was 60 on a lar has more weight in LatAm than in the rest of the world. Communication scale from 1 to 100, with PhDs scoring 85 and people with elementary school skills and hard skills are thought not to be as important as in the rest of the

Regional Analysis Regional Analysis Regional 10. Entrepreneurs, freelancers and full-time employees are close to the aver- world. Women value more communication, public speaking and languages age, and students have a more positive perspective. and men hard skills. Full-time employees, entrepreneurs and students tend Although educational systems appeared to have failed from the per- to agree on the most important skills, but people that are underemployed spective of preparing for the future, they are still the most valued way to de- or unemployed put more weight on communication.Overall, there are no big velop skills considered to be crucial. Also, ongoing training in companies is differences between educational levels, although people with Master’s de- considered to be very important and online education programs are still not gree tend to value resilience more highly than the rest. a popular method for acquiring new skills among young people in the region. People with Master’s degrees and PhDs value more online training than the rest, but even in those groups, the educational system is rated as the most important way to develop skills for the future.

Page 50 Page 51 Shaping the Future of Work Shaping the Future of Work

How do you think the skills for the future can In what ways can the participation of immigrants and refugees be developed? (LatAm) affect the labour market, economic growth and the social cohe- (Figure 25) sion of a country? (Latam) (Figure 26)

Values Social cohesion is Change the education system to include the necessary skills essencial for economic 700 in the programs growth

600 1.44% Companies should give ongoing Migration is detrimental 500 training to their employees for for a country to advance skills of the future and its economic growth The impact will be 400 ta l mainly negative o 0.48% T Every person should be in change of 300 developing the skills I don’t know/I don’t have 6.38% 200 an option about it Mentoring programs provided by the 1.44% 100 government and businesses

0 Online education and self training Diversity fosters economic growth 5.26%

Not response 1.75% Inmigration, refugees, equity and reskilling There will be no changes in equity In regards to the impact of migration and refugees on the development of a at work Regional Analysis Regional country, its economic growth and its labour market - 36% consider it to have Analysis Regional 13.72% 69.54% a positive impact, and that it fosters economic growth. Nevertheless, if we The impact will be mainly positive compare this number with the results in the rest of the world, it is far lower than the 51% recorded globally. The percentage of people that consider migration to be detrimental is still under 10%, but there are 5% of people that do not know what the result may be. This situation may be considered as an alarm in the case of big refugee flows and immigrants to the region, causing the possibility of nationalistic movements to surge. A quarter of the people who answered the survey considered social cohesion as a big challenge. In general, females have a more positive perception of migrants and refugees, and as the level of education rises, so too does the acceptance of migrants. 70% consider that changes in the workplace will have a positive impact in promoting labour equity in terms of age, gender and other perspectives.

Page 52 Page 53 Shaping the Future of Work Shaping the Future of Work

Perception on migration by educational Government, business and society levels (LatAm) (Figure 27) How do you think the skills for the future can be developed? (LatAm)

100% Not response (Figure 28) 90% There will be no changes in equity at work The impact will be mainly positive 80% The impact will be mainly negative

70% Social cohesion is essential for economic growth Migration is detrimental for a country to 60% advance and is economic growth Training and mentoring Migration does not affect economic growth 50% program in the workplace I don’t know 24% 40% Diversity fosters economic growth

30%

20%

10% Other (please specify) 0% College Elementary Master PhD Secondary 2% 59% School Degree School Affordable education in universities and educational institutions Online education focused on speciﬁc skills Regional Analysis Regional Analysis Regional 15%

One of the big challenges in such a deep revolution is how to support individuals impacted by technological transformation, how to re-skill them and with what system of education. Almost 60% of Latin Americans agree that the best way is through affordable education. So, despite all the criti- cism leveled at the educational system, people still favour traditional ways of learning to be the most effective way to solve many of the challenges linked to the fourth industrial revolution, but making it affordable so that more people can have access to it is considered key.

Page 54 Page 55 Shaping the Future of Work Shaping the Future of Work

There is consensus about this through genders, occupation status and Gender imbalances in technological fields is relevant, and there are educational level. 25% consider that on-the-job training may be the best four actions that are considered relevant: way, but online training appears to be largely relegated. So, even though many more people could get access to online training, they still do not con- • Generating inclusive work environments where all sider it as an important option. genders are welcomed (34%) Matching the importance of affordable education, the most import- • More promotion and support for women in STEM (26%) ant role governments should have in the future of work for 32% of the re- • Social benefits such as childcare, parental leave and medical spondents should be addressing educational and social gaps. It is also im- insurance. (22%) portant that governments take action by creating policies where people are • Flexible work hours for all (16%) not disenfranchised due to disability, race, background, or gender. A minority considers that the way governments should address the future of work is by Looking at the differences in answers by gender, females think it is more im- creating corporate tax policies that incentivize companies to focus more on portant to promote and support women in STEM, and males tend to answer their employees’ skills development. more about generating work environment. Regarding the role of business, one third considers that businesses Breaking down stereotypes to be more inclusive of all genders, races should create opportunities for hands-on paid internships, job placements, and cultures is the most important role of civil society. and immersion programs. 20% think businesses should work together with governments, to create a skills ecosystem that is relevant to the country Role of citizens in the future of work (LatAm) they operate in. (Figure 30) Role of business in the future of work (Latam)

(Figure 29) Others Work with other sectors of society to integrate refugees 1% and immigrants Others Break down stereotypes Regional Analysis Regional Analysis Regional Increase workers’ 9.75% and be more inclusive to social beneﬁts genders, races and cultures Create oportunities 30.82% Provide more for hands on paid internships, training andmentoring jobs placement, programs and immersion programs

Ensure the wellbeing Raise awareness of the and mental health of their social issues employees 22.01%

Encourage employees to explore their passions Change cultural barriers that prevent people from Instructional classes on wanting to transition organizing and preparing for into non-traditional roles Work together with government, upcoming phases of life 22.64% Be soacially aware od the to create a skills ecosystem that is impact at the forefront of business relevant to the country they operate in 14.15%

Page 56 Page 57 Shaping the Future of Work Shaping the Future of Work

9.4 4.3 7.0 5.5 4.6 4.6 4.7 5.4 7.0 GDP Growth GDP (avarage % last 3 years) 3 % last (avarage +22M It is well documented that Africa will have by far the largest population of

youth globally86.1 – 33% by 2050 and 46% by 2100. The continent accounts for 16% of the 11Mworld’s human population, with 54 countries and has one of the largest64.5 diversity 12Mof cultures, languages and ethnicities. Whilst this cre- 8M ates significant50.1 opportunities for 5Minnovative solutions, to map out how tech 6M 4M transitions can39.3 positively38.5 impact the employability of4M Africans,2M the focus on 27.0 27.2 1M creating inclusive and sustainable employment23.1 21.3 for the youth is becoming a 19.6 18.4 18.7 15.1 14.3 14.2 12.51 key priority from a policy perspective for most governments10.3 10.2 . 4.4 5.5

Nigeria Ethiopia Congo Tanzania Kenya Uganda Sudan Mozambique Ghana Rwanda Dem. Rep. Regional Youth increase in the next ten yearsYouth in population 2018 Youth population 2028 Sub-Saharan African countries analysis: the (Figure 31) future of work 9.4 4.3 7.0 5.5 4.6 4.6 4.7 5.4 7.0

in Africa Growth GDP (avarage % last 3 years) 3 % last (avarage +22M

86.1 11M 64.5 12M By Mosidi Modise, 8M 50.1 5M 6M Stellenbosch Hub, and Analysis Regional 4M Nontuthuzelo Nikiwe, 39.3 38.5 4M 2M 27.0 27.2 1M 23.1 21.3 19.6 18.4 18.7 Tshwane Hub 15.1 14.3 14.2 12.5 10.3 10.2 4.4 5.5

Nigeria Ethiopia Congo Tanzania Kenya Uganda Sudan Mozambique Ghana Rwanda Dem. Rep. Youth population 2018 Source : World Bank Youth population 2028

The responses from Africa amounted to 816. The participation from Africa is shown below with a basic breakdown of participants, the countries include Cameroon, Cote ́D’ivoire, Ghana, Kenya, Lesotho, Mali, Mauritania, Namibia,

Nigeria, Sierra Leone, South Africa, Swaziland, Tanzania, Uganda and Zambia. 56% of the participants were female, while 43% were male.

1 Tweed, M. (2019). Dalberg, Education and the Future of Work in Africa

Page 58 Page 59 Shaping the Future of Work Shaping the Future of Work

More than 60% of all participants had at least a college degree level educa- medical and health sciences fields as well as in the engineering and tion with more than 20% having had a Masters’ and above education lev- technology sectors was where there were the greatest shortages. el. 55% of participants were employed individuals (including entrepreneurs • Rwanda implemented a Digital Ambassadors Program, which aimed and freelancers) with students and part-time employees making up 38% of to increase the number of digitally literate citizens through peer to respondents. This breakdown, along with the average age of participants as peer learning, the first phase of which was intended to reach 4 mil- indicated above, gives a good representation of the workforce demographic lion citizens. and economic status of participants combined in the various countries un- • In South Africa, the President appointed a Presidential Commission on der observation. the fourth industrial revolution, which aimed to have a focus on tech- According to the Future of Jobs Report 2018, sub-saharan Africa cap- nological investments and implementation programs needed across tured only 55% of its human capital potential in 2017, compared to the glob- businesses, governments and citizens for the country to be globally al average of 65%, echoing the sentiment of many employers, around the competitive, with a great focus on the future of work. need to build a better and more skilled workforce in Africa. The key under- • Tanzania began implementing its 10-year national skills development lying factor that is being overlooked is around how to create jobs where strategy, which identified six priority sectors based on their po- discrepancies between the rural and urban economies exist, as is the case tential to contribute to job creation and their role in supporting high with most countries in Africa. Whatever solutions are proposed, particularly growth sectors. around skills development, they need to take this into account. There is a big • Zambia had a record high unemployment rate of 41% in 2017 and to drive to transform education systems to adopt more use of technology in address it they developed the Smart Zambia initiative to leverage the Africa, in order to improve human capital. Policymakers seem to understand emergence of a digital economy with e-government systems to fos- very well that leveraging digital technologies will lead to greater opportuni- ter strong IT skills to stimulate growth. ties for job creation and may result in more efficiency in the informal sec- • In Kenya, a presidential Digital Literacy Program was launched in 2016, tors for employment in Africa. with the aim of integrating ICT learning into primary education by improving ICT infrastructure in schools.

Regional Analysis Regional The role of policy in Africa to facilitate Analysis Regional These are some of the programs that have been implemented to address digital skills shortages amongst young Africans to make them more ready digital skills development for the future of work. When we look at the The Future of Jobs Report, published by the WEF Most respondents in the Shaping the Future of Work survey believe that the in 2018, it is evident that there is going to be a great shift in technological government has an important role to play in ensuring that the education adoption into industry 4.0, which speaks to digitization and automation. system is updated to facilitate an increased prevalence of technology in These transitions will result in new value chains being created, which could the classrooms. The other key role mentioned by respondents was that the result in a net increase of new jobs, if there are deployments in new skills be- government’s responsibility was to create policies to ensure that people re- ing created along these value chains in a way that is inclusive and accounts ceive equal opportunities regardless of their gender, disability or race. There for the rural and urban discrepancies. have been several public-private partnerships in many countries, focusing on ways to scale up digital literacy skills:

• In Zimbabwe, a Critical Skills Audit was conducted to identify where there was a skills shortage in the country. They found that in both the

Page 60 Page 61 Shaping the Future of Work Shaping the Future of Work

Education and skills development the highest possible contributors to future readiness. Personal ownership and online education and self-training were also identified at the top of pos- How do you think the skills for the future can be developed? sible solutions to developing the skills needed for the future of work. Below are a few ideas surrounding how skills development looks: (Africa responses) (Figure 32)

Career and workplace Online education and self-training Thinking about the future of work also seems to have expanded peoples’ Change in definition of a career to a more holistic approach, instead of just “a profes- 13% education sion or a productive way to occupy one’s time” – more than 75% of respon- system dents equated a career to “a lifestyle inclusive of education, paid jobs and Personal volunteering and personal ambitions”. Many companies are adapting to this ownership 27% new definition by allowing their employees greater freedom and flexibility of learning and 15% development and allowing them to work towards that goal. To further demonstrate this, the largest perceived change to the future of work is greater flexibility in the workplace – 60% of respondents – in combination with technological ad- 7% vancements, entrepreneurship and self-employment at 49% and 45% re- Paid spectively. internships 21% 18% Ongoing training in companies Membership User and entity big data analytics 85% programmes App- and web-enabled markets 75% Regional Analysis Regional Analysis Regional Internet of things 75% Machine learning 73% Cloud computing 72% Digital trade 59% An interesting observation – one worth noting when considering the extent Augmented and virtual reality 58% of the dexterity of young people to adapt to the changes in the future of Encryption 54% work – is that there is an almost equal split of people who expect that they New materials 52% Wearable electronics 46% will either change sectors, or be working in the same sector in the next ten Distributed ledger (blockchain) 45% years. In addition, on a scale of 10 to 100, an average of 54 was selected as an 3D printing 41% indicator of preparedness for the future of work based on educational back- Autonomous transport 40% ground, meaning that over half of the respondents felt that their education Stationary robots 37% prepared them sufficiently for the future world of work. As a result, many were also of the opinion that a change in the educational system would be most effective in helping to develop this skill; ownership of developing this Source: Future of Jobs Report, 2018 skill by companies as well as mentorships programs were also identified as

Page 62 Page 63 Shaping the Future of Work Shaping the Future of Work

A trend that has also been observed in most professionals under 35 is the abroad and within the continent). There is no mistaking that there is a gen- likelihood for career transitions within a time frame of five years or less; only eral awareness and forward-thinking attitude towards the world of work, 3% of respondents would consider a career change after more than ten however, resources and capacity building now needs to take place more years and 14% between five and ten years. The remainder is below 5 years consistently, either through government programs and policy development – this further demonstrates that more than a goal for retention, companies structures or through easier access to resources such as the internet and should consider in investing in flexibility and skills development support for technology, even at a grassroot level. staff – because, when considering these numbers, a career change may not always be linked to an employee being disgruntled in the workplace or even a need for a salary bump but rather a greater appetite for more challenging Conclusions and future-ready work as well as the building of a holistic career succession. Another aspect to consider here is the growth in entrepreneurship, which Boston Consulting Group recently released a report, highlighting how online brings a more expansive look at careers, growth and how a career change marketplaces across Africa could create around 3 million new jobs on the may be defined. continent by 2025, should there be effective private and public sector resources to address constraints. External factors and policy 40% of respondents in Africa believed in the importance of the role that business should play in working together with the government to create Immigration – particularly in the African context – is another aspect of the a robust skills ecosystem that is relevant to the country. If done successful- future of work that factors greatly. The consensus from the responses is that ly, countries can effectively address skills shortages while being cognizant diversity and social cohesion are essential for economic growth, with 74% of ways to effectively support those who want to create value in industries of respondents being of this opinion that an equal split of around 12% be- 4.0 and seize the available opportunities. Some of the biggest fears when tween those who believe that migration is detrimental to economic growth engaging around the future of work in Africa have been around the fear of or have no opinion about it. This affects how companies and governments job losses, particularly amongst staff who are currently tenured in the work- should consider the importance of transformation, including labour equal- place. This will mean that individuals become adopters of life-long learning, Regional Analysis Regional ity, age and gender to the future of work and how policies around inclusion Analysis Regional as workplaces become more project based and roles are automated through and diversity are structured to adapt. the use of technology. Civil responsibility is a growing concern for many people across the There have been several successful cases in Africa where a net in- world, and it is reflected similarly in the responses – there is a proliferation crease in new jobs has been created within industries that have legacy sys- of building and taking responsibility for social cohesion which ties into how tems, with the likes of online payment platforms like Mpesa replacing the job many choose to define and broaden their careers beyond the narrow view losses in the formal banking sector, with a huge amount of jobs emerging of employment. within such platform based financial services solutions. At the core of this Overall, this data provides insight into the readiness of a largely young is a great need to create entrepreneurial opportunities, where value within population in Africa for the future of work; that is likely more in need of as- areas like the IoT, artificial intelligence and 3D printing are localized so that sistance regarding (beyond educating and informing) their future readiness the local population can create products and services that leverage these and potential ways to help ease transition into this future. In the context new technologies. of Africa, this can be through skills development, business incubation, men- torship, future planning and economic development; this can also include greater access through educational institutions and opportunities (both

Page 64 Page 65 Shaping the Future of Work Shaping the Future of Work

The World Economic Forum’s Future of Jobs Report was first published in 2016. In 2018, a new edition was published. Predominantly, the data used came from interviews conducted with “those who are best placed to ob- serve the dynamics of workforces – executives, especially Chief Human Re- sources Officers, of some of the world’s largest employers”. The 2018 edition of the Future of Jobs Report is based on 313 unique responses by global companies from a wide range of industry sectors, collectively representing more than 15 million employees. In addition, the report’s regional analysis is based on a diversified sample with a focus on balanced representation of company-level responses for 20 developed and emerging economies—Argentina, Australia, Brazil, China, France, Germany, India, Indo- nesia, Japan, Mexico, Philippines, Russian Federation, Singapore, South Af- rica, Korea, Switzerland, Thailand, United Kingdom, United States and Viet- nam—collectively representing about 70% of the global GDP. Complementing For the Global Shapers Community, Shaping the Future of Work (STFOW) is an opportunity to complement the findings of the Future of Jobs Report. The the Future of different methodologies of these two reports imply that they are not a perfect comparison, but certain insights can be gained from contrasting them. A recurring theme of the Future of Jobs Report was a concern about Jobs Report large scale geographic skill changes in existing jobs. This is reflected in 47% of participants in the STFOW survey who are considering changing sector in the next 10 years. But this number is even higher in Latin America and Africa where it reaches nearly 50% and is the highest in MENA where 83% expect to move to a different sector. In North America 68% are willing to stay in the By Paul Endelman, same sector. This could mean that the workforces of Latin America, Africa Sacramento Hub and MENA will be better able to adapt to the drastic changes in the workforce over the next 4 years. However, if the inverse of this is true, then it will be almost impossible for the 68% of North Americans to adapt to the workforce changes predicted by the Future of Jobs Report. This will be further exacerbated by the findings of the Future of Jobs Report which states that only 33% of employers are planning on investing in re-skilling their at-risk employees to meet the needs of a new generation of jobs (Future of Jobs, pg. 13). While between 33% and 66% are planning on leaning on independent contractors for the encroaching skill gap (Future of Jobs Report, page 13). This leads into this report’s findings regarding employment status and sector. We can see that those who are self employed, entrepreneurs, or freelancers are the most willing (71%) to stay in their field. There is potential here for a conflict between the desire of employers to lean on contractors to ad-

Page 66 Page 67 Shaping the Future of Work Shaping the Future of Work

dress the skill gap and the desire of those entrepreneurs and contractors to stay in the same sector. In contrast, people who are underemployed are substantially less willing to stay in the same sector. This bodes well for the large percentage of employers from the Future of Jobs Report who cited hiring or retraining as their ideal way of adapting to changes in the necessary skills for the workforce, particularly in Latin America where 33% of responders feel that they should undergo a career transition every 1-2 years. While this willingness to undergo a career transition in theory should facilitate quick adaptation, the findings represented in figure 13 of this report differ from this. They show that the sectors to which responders would like to migrate are not the ones which the companies from the Future of Jobs Report predict an increasing demand. Software is one of the least cited sectors for a transition. While those who do seek to transition to the highly desirable sectors were already in other desired fields such as software, engineering, and data analytics. This issue could be exacerbated by the 76% of respondents who view their work as a lifestyle, and would likely be less willing to compromise their desired sector. When the STFOW survey asked respondents how they think they should acquire relevant skills for the future, the largest gap between the perception of the Future of Jobs Report respondents and the STFOW respondents emerged. 63% of the people who participated in this report thought that employers should provide on the job training. However, the results of the Fu- ture of Jobs Report showed that 25% of companies were undecided or un- likely to invest in retraining and two thirds expected their employees to pick it up on the job (Future of Jobs Report, page 13). Most importantly, there is a drastic difference in the rate of change expected by the employers surveyed in the Future of Jobs report and the young workforce surveyed in this report. The Future of Jobs report found that before 2022 companies expect the percent of task hours within their organizations which are automated to grow from 29% to 42%. One sixth of the current task hours which have not yet be automated could be before 2022. The expectation of 52% of those responding to this report was that they will not change career for 2-5 years, meaning that they will barely be beginning to adapt to changes in the job market by the end of the time frame which was addressed in the Future of Jobs report. The employment base seems to be preparing for linear change while the companies which are employing them are expecting accelerating rates of change. Certain geographies like MENA and Latin America are showing a higher willingness to adapt to this rate of change, while others are worryingly static.

Page 68 Page 69 Shaping the Future of Work Shaping the Future of Work

As part of the Shaping the Future of Work methodology, Global Shapers hubs around the world held events to invite the youth of their city to discuss the issue and analyze it from a local perspective. This section shows the results of some of these events and seeks to highlight the potential of young people to identify challenges and propose possible solutions to the problems we will face in the changing world of work.

Buenos Aires, Argentina By Ailín Tomio and Facundo Cajen, Buenos Aires Hub STFOW Events

Latin America

The Buenos Aires event of Shaping the Future of Work event took place in November 2018. This section will cover the outputs from that day, con- templating the point of view of multiple stakeholders that participated in the conversation.

Page 70 Page 71 Shaping the Future of Work Shaping the Future of Work

The STFOW data in Argentina revealed several challenges. First, job cre- life, the organizations’ expectations of workers, and vice versa. For instance, ation in the private sector has not increased at the same rate as population will people reach a certain work-life balance? This is one of the main ques- growth. Private sector job creation has been stagnant since 2011 (Ministry of tions that arise regarding the near future; however, there are other pressing Production, 2017), while the population has increased1% annually. Second, matters that joined the agenda and that were discussed during the event. there are significant gender gaps: while eight out of ten men participate in the labour market, only six out of ten women do (CIPPEC, 2019). Moreover, Organizational Culture a third of the workforce does not have access to social protection, as they At the beginning of his presentation at the event, one of the speakers dared work in the informal economy (INDEC, 2019). participants to unlock their phones, hand them over to the person right next The event organized by the Global Shapers Buenos Aires Hub took to them and let them take a sneak peek at our last used applications. This place just weeks before Argentina hosted the G20 Conference in Buenos Ai- provoked several reactions in the spectators, such as laughter, nervousness, res, which promoted broad discussions on the future of work. This became and curiosity. Seconds later, the speaker called off the experiment and all a great driver for the conversation and it allowed the Buenos Aires Hub to participants got their phones back (with a feeling of relief!). interview key G20 stakeholders, such as members of the L20, the Y20, the Openness and transparency. That is what the experiment was all about. W20 and the T20 engagement groups. This possibility provided the Hub with Participants trusted random people with the one thing holding all their se- complex, diverse and rich ideas. crets and they got their hands on a stranger’s device and personal informa- The event was hosted on a Saturday morning in the neighbourhood tion, but treated them carefully. of Cañitas, Buenos Aires. The event lasted five hours and consisted of a pre- In a certain way, the same rule could apply to organizational culture. sentation of the Global Shapers Community, five speakers that gave 20 min- The youth considers that new cultural organizations should embody cer- ute presentations about work-related issues, and three hours of team work tain trust and other moral values for them to feel a sense of belonging. where assistants were invited to use design thinking methodologies to ana- This demonstrates a very strong need from the youth according to our lyze the Future of Work Challenges. exercises outputs during the event. At the same time, a culture based on During the design thinking workshop, participants were divided into the achievement of a higher purpose that positively impacts the world is five groups. Each of these groups had one of the following issues assigned a must. On top of that, organizations need to become tolerant of human to them: education, culture, inclusion and gender equality. Once presented error; in fact, they should embrace it. Learning from mistakes promotes re- with said issues, the teams had to analyze the main barriers related to work silience and openness to experience. These are two important traits for the opportunities and formulate them as opportunities for change. The next future of work. step was to propose solutions to those opportunities. In this stage, different brainstorming strategies were suggested, and teams were encouraged to be as creative as they could. Finally, teams were asked to prototype their ideas Diversity and Gender Equality and present them to the rest of the assistants. The outcomes of this event Gender equality has progressed in recent decades, yet there is still a long way are explained in this report. to go to guarantee equal rights for all in the workplace. Companies and organisations can and should embrace gender equality as a value and a goal. To this end, care policies are imperative. Organizations should provide care services 1) The Workplace of Tomorrow for workers with children and implement gender-sensitive parental leave re- gimes. This includes establishing compulsory leave policies both for women

and men and gradually increasing the length of paternity leave to make it equal While it is undeniable that technological evolution should focus on improv- to maternity leave. Today in Argentina, paternity leave only lasts 2 days, while ing people’s lives, there are doubts about its potential effect on our working public workers in the City of Buenos Aires have access to 45 days. Women, in

Page 72 Page 73 Shaping the Future of Work Shaping the Future of Work

contrast, have 90 days. Additionally, parental leave benefits should be flexible invest in their employees to keep them up to date with the necessary skills enough to adapt to the needs of all types of family structures. of the future. The majority of the attendants to the Global Shapers’ event Women also suffer from implicit and explicit discrimination in hiring agreed on this subject. and promotion processes due to gender stereotypes and biases. Therefore, it is vital to encourage organisations to implement blind recruitment pro- When asked about the way to develop the skills of the future, the most cesses that create an even field for all applicants regardless of their gender common answers were: or other personal characteristics. In the USA, a study revealed that blind recruitment in orchestras increased women’s hiring rates by 50% (Goldin & • Change the education system to include the necessary skills in the Rouse, 2000), showing evidence of the effectiveness of this kind of policy. programs 89%. The OECD estimates that if women’s labour participation rates con- • Companies must give training to their employees 59%. verged to match men’s by 2030, overall GDP would rise by an estimated 12% • Mentoring programs provided by the government and businesses 48%. across its members’ countries. At the same time, reducing gender-based • The percentages do not add up to 100% since the participants could discrimination worldwide could also lead to an annual increase in global choose more than one answer. GDP growth at a rate of between 0.03 and 0.6 percentage points by 2030. The IMF also found a positive link between a larger number of women in de- As one of the speakers with a Human Resources background stated during cision-making positions and company performance, concluding that com- his presentation, resumes and college degrees are no longer crucial. People panies with greater gender diversity in senior positions experience higher get hired, he argued, due to their values, skills, and for what they can con- returns on assets. tribute to the organization in the future.

Technological Adaptation and Automation Remote working could help individuals to find a better work-life balance. 3) Career transitions Yet, hyper-connectivity brings with it the increased risk of an imbalanced lifestyle, as was stated earlier in this report. While the Global Shapers from the Nice Hub (France) state a clear difference According to the WEF ‘Future of Jobs Report 2018’: today, 70% of the between voluntary and involuntary transitions at work, the Buenos Aires par- work is done by humans and 30% is automated. However, by 2025, 50% ticipants gave their opinions about the skills required to successfully make of the total time spent on labor will be handled by ‘robots’, meaning, it will a career transition, and the most selected answers were: be automated. Without a doubt this alters the labour-market, both for the highly skilled and those who are not, therefore everyone needs to be well • Soft skills such as common sense, the ability to deal with people and prepared. That’s where re-education becomes a game-changer. emotional intelligence 92%. • Problem-solving, critical thinking 82%. • Creativity 69%. 2) The Development of Skills and Education • Communication, languages, public speaking 66%. • Leadership 52%.

• Technical skills related to technology, computing 50%. Re-education and rapid adaptation are going to be key factors for the future • The percentages do not add up to 100% since the participants could of work. In a fast-changing market, the ability to learn new skills is going to choose more than one answer. be crucial and schools need to prepare people for such a challenge at an ear- ly stage of their lives. Organizations, on the other hand, must continuously

Page 74 Page 75 Shaping the Future of Work Shaping the Future of Work

4) All for one. One for all. During the event, the Buenos Aires Hub encouraged the participation Honduras, Centro America By: Mittchel Benítez, Gina Kawas y of relevant stakeholders in the immediate future. The youth, the entrepre- Oscar Canales, Tegucigalpa Hub neurs, the labour unions, representatives from the new feminist wave, the government and educational leaders. The following are some of the key ideas that came up during the conversation:

• Innovations now come about as a result of disruptions in the private sector, instead of those pushed forward by the military and easily con- trolled by the government as we faced during the twentieth century. Regulations now tend to adapt to breakthroughs that have already occurred in the private sector. This creates a constant friction between governments and the private sector and this is not expected to cease anytime soon; if anything, the opposite is expected to happen. • Governments and labour unions should define policies to protect and adapt employees to new labour-market conditions. • Organizations need to satisfy and be aligned to their workers’ goals and values, while guaranteeing equality among employees and promoting a work-life balance agenda. Investing in employees re-education should not be seen as a burden, but as having a positive impact both for the company and society. • The feminization of poverty needs to be addressed and it is time for society to allow women to have the same chances that men have. It is also important to recognize that child care and household chores is work . We must not forget those from the LGTB community. The future has space for everyone, so we all need to be included, diversity must be real, not just a slogan. In Honduras, STFOW was developed nationwide through a multi-stakeholder All these ideas were discussed during the different presentations and later collaboration led by the Global Shapers Community and Impact Hub Teguci- at our ideas’ hackathon, where all these identified problems were taken into galpa (an organization that belongs to an international network of social in- account. The remarks presented in this section arise from our attendees’ novators seeking to create sustainable companies with triple impact through ideas based on design thinking methodologies to identify possible solutions collaborative spaces and disruptive programming). The Central American to these issues. Last, but not least, solutions need to be flexible in order to Bank for Economic Integration (CABEI), the Central American Technological address the heterogeneity of each society. University (UNITEC) and Walmart Mexico and Central America also participated in the project.

Page 76 Page 77 Shaping the Future of Work Shaping the Future of Work

The project was carried out in three different stages: sectors of Honduran society could be gathered (government, private companies, civil society and academia) and the population interested in pre- • Workshops: 2 workshops were held in San Pedro Sula and 2 in Teguci- senting the preliminary results of STFOW Honduras and an action route will galpa, in which 103 people participated total be provided for each sector. • Implementation of the Shaping the Future of Work survey: 397 re- Two forums were held, one in each of the largest cities in Honduras at- sponses were obtained from 21 municipalities across the country tended by a total of 572 people. In both events, Leticia Gasca, global leader of • Forums “Rethinking the Future of Work”: Two events (in San Pedro Sula and STFOW, delivered a conference and moderated a panel of leaders from all sec- Tegucigalpa) that brought together a total of 572 people and 12 experts. tors. There was also the participation of Dante Mossi, president of the Central American Bank for Economic Integration, who contributed his perspective on The main questions explored and conclusions of the the issue and invited all participants to make decisions today, as we are at a crucial time to move towards survival in the 4th Industrial Revolution. workshops were: During the forums, the panelists expressed interest in being part of • How can we ensure that the Fourth Industrial Revolution will generate the Coalition of the Future of Labor in Honduras and pledged to follow up opportunities for the entire population? on the initiative in the country. • Awareness of the entire population about the 4th Industrial Revolution, especially the Academy, Government and Private The following are the key results of the STFOW survey for Enterprise. • The government must build trust to promote collective actions Honduras: to face the 4th Industrial Revolution. • The highest level of education of the people surveyed was that • How to educate for the Fourth Industrial Revolution? of undergraduate (university) comprising 63% of the total. The • Creation of a new university curriculum based on second largest group there was composed of those who have only competencies. secondary education. • Educational system with greater coverage and quality through- • The current employment situation of the survey participants was out the country that includes STEM development. mostly students, followed by people who not only study, but work at • Train teachers to adopt the technologies used in the fourth in- the same time and then full-time workers within companies. dustrial revolution. • Most respondents work in the commerce sector, at 17%. • When asked, what do you think will be the main changes in the fu- • How can we achieve gender equity in the workplace? ture of work? The biggest change that was perceived with the future • Specialized programs to involve girls and women in STEM. of work is that of generating new businesses through entrepreneur- • Gender equity awareness programs in schools, families and ship, however, it should also be considered that within these changes businesses. remote work, new industries and automation, are changes that they • Creation of mandatory paternity leave. enter the sphere of the future of work as the most significant. • Creation of controls on the applicability of gender equity mech- • 50% of respondents believe that the prudent time to stay at one job anisms in companies. before moving to another is between 2 and 5 years. • The change of the education system to include the necessary skills Once the survey was applied, the team in charge of Shaping the Future of within the programs, is considered as the most promising option for Work in Honduras generated a neutral space where experts from different the development of these. Thus students will be able to face the fu-

Page 78 Page 79 Shaping the Future of Work Shaping the Future of Work

ture of work, however, it should also be considered that companies vate companies should work together with the government to create have an important role in this. a skills development system that is relevant to the country and 11% • In Honduras, migration has a positive perception, since there is a per- said that the company should be aware of the impact that trends will ception that diversity is one of the engines that promote economic have on business. growth, as well as social cohesion and unity being factors that sup- • When asked about the most important action that can be taken to port this growth. Positive thinking towards migrants represents 68%. address gender imbalances in technological fields (e.g., science, tech- However, one in four respondents considered migration to be detri- nology, engineering, mathematics), 37% of respondents said that the mental to the country. most important action is the creation of an inclusive work environment • When asking, do you think that transformations in the workplace will where all genders are welcome, as they express that not all compa- have a positive impact to promote labor equity in terms of age, gen- nies make an intentional effort to bridge the gender gap; 22% thought der and other aspects? 75% of the respondents mentioned that the that greater promotion and support must be made for women to en- impact would be mainly positive. ter STEM; another 22% thought that greater social benefits should be • When asked how the education system should evolve, 62% of the generated such as child care, parental leave and medical insurance participants considered that the most appropriate educational sys- and 18% thought that more flexible work schedules should be allowed tem is that provided by universities and educational institutions that for everyone. should generate affordable education, while 20% mentioned that • When asked about the most important role that civil society (citi- education is more convenient in training and mentoring in the work- zenship) should play in the future of work, 27% of the population sur- place; and 14% thought that online education focused on specific veyed thought that civil society should increase its efforts in chang- skills is more appropriate. ing the cultural barriers that prevent people from wanting to make a • 30% of the people surveyed thought that the role that the Govern- transition to non-traditional roles, another 27% believed that training ment should have in the short term is to effectively address the ed- classes on organization and preparation for the next phases of life ucational and social gaps, since Honduras has a very low percentage should be generated; 19% thought that they should raise awareness of educational coverage; followed by 25% who thought that the most about social problems, 15% believed instructional classes on organi- appropriate way forward is to create policies where people are not zation and preparation for the next phases of life, and 12% thought deprived of opportunities due to disability, race, background or gen- work should be done with other sectors of society to integrate refu- der; 16% believed that the government should help reduce costs or gees and immigrants. minimize the barriers they face when making career transitions; 15% of respondents believed that tax policies should be created to encourage companies to focus on the development of their employees’ skills; 7% of people thought that assistance should be provided to unemployed people; 6% believed that adaptation to rapid changes and innovations must be effectively addressed and 1% believed the education system should be updated to include more technology in the classroom. • When asked about the role that private companies should play in the future of work, 41% of the people who took the survey thought that companies should create opportunities for paid professional practic- es, job placement, and immersion programs; 16% considered that pri-

Page 80 Page 81 Shaping the Future of Work Shaping the Future of Work

Nice, France By Francesco Buonora, Nice Hub

Europe

This section describes the conclusions reached by the participants of the discussion about the future of the work that took place in Nice, French Riv- iera, in March 2018. The report refers to the local conditions, but given the multicultural environment and the transversality of the discussion, most of the topics can be applied throughout the rest of Europe. Thinking of Nice and the French Riviera as a whole, you may think of tourism, hospitality, luxury and real estate. These are definitely the well-known and most developed fields in the area. Each of these industries are season- al and generate a high turnover. But one should not forget that the French Riviera also boasts a highly developed technological pole in Sophia Antipolis, which serves as a base for many international companies, specializing in high tech, IT, and communications, as well as universities and research centres. Tourism, technology centres, and various universities, make Nice a city that caters to a diverse population, which is a highly attractive quality for young

Page 82 Page 83 Shaping the Future of Work Shaping the Future of Work

people. In addition, Nice’s attraction is further enhanced by an extremely fa- flexible career, without living in a state of uncertainty. vourable environment, based on its surroundings and climate. This is the as- • Involuntary and Forced Transitions. pect that makes Nice a cultural melting-pot as people from all over the world Considering technological developments and disparities in job-vacan- are drawn to Nice, at both an educational and professional level. cies in various countries, forced transitions may become more com- During the event organized by the Nice Hub, the conversation focused mon. Re-education and training projects need to be developed as this on four main themes: the concept of “career”, the workplace of tomorrow, situation becomes more commonplace. Transparency is also a much the development of skills and education, the role of public, private and not- needed quality in the job market, in order to identify where skilled for-profit sectors, and diversity integration and countries imbalances workers are needed and to empower them with the correct skills and training, which would then be followed up by efficient placement. Fur- 1) The Concept of “Career” ther support for the employee can be given through the development of specific monetary or “educational development” compensation,

given to the employee by the business or by the government, during The French Riviera is often considered by workers as a transitional area, with periods of unemployment whilst searching for a new job. Ideally this many people spending only a few years in the region and then moving on. kind of “insurance” would be stated in the contract of employment This introduces the concept of change and mobility in Nice, which are both and, if not, the business as a whole should follow some kind of nation- very important aspects for job-evolution and the future. al policy to at least fund re-education and training programs in order Mobility must not be synonymous with instability, but should be de- to place employees. veloped into more of a personal decision. A choice a worker can make between a career related to longevity in a job or company, associated with stability and progression opportunities, versus a career of mobility and change, where adaptation and flexibility are considered a plus. In both cases the 2) The Workplace of Tomorrow possibility to build a stable life must be ensured, without mistaking “mobility” with “occasional work”. Technological evolution should focus on improving people’s lives, enhanc- However, the aspect of this transition occurring willingly as well us un- ing the flexibility and the adaptability of the workplace. There are two main willingly must be considered. People may willingly seek a higher level of sat- phases at which this may become prominent in the future: isfaction, or be forced to make a transition, due to an uncontrollable force, such as automation or changes in the labour market. • Technological adaptation This is seen as the first phase of the workplace’s adaptation to the new • Voluntary Transitions technologies. This is something that has already started, yet seems to As stated above, in this case the employee feels empowered to seek be slow in different areas. New technological developments, such as a higher level of satisfaction. In this situation, the pressure is on firms remote working, should be aimed at helping individuals to manage the to offer more attractive options in order to retain their employees, balance between work and their private lives. Working hours should despite some inevitable turnover. It is inescapable that mobility can be reduced and become more flexible and full remote jobs should create challenges at different phases of life. A prime example is during be permitted. Remote working also aids in the decentralisation of the later stages of one’s life a person has a natural desire for stabil- businesses and could contribute to a more even spread of wealth ity and they are responsible for family members. This is the point at over a country, bridging the gap between extremely rich capitals and which society should step in, to aid in finding a compromise where extremely poor neighbouring regions. A great example being Germa- the two aspects are satisfied, enabling the possibility of choosing a ny, with large business centres in various cities, compared to small

Page 84 Page 85 Shaping the Future of Work Shaping the Future of Work

ex-mining towns in the north of France, where half the population Entrepreneurial skills should also be a focus, as creating a business simply remains unemployed. These technologies will definitely impact is often the solution for unemployed people. Institutions are still teaching the interpersonal dynamics, culture and the organizational missions the same business management skills that were taught in the 1960’s, even of the business. Hyper-connectivity brings the risk of an imbalanced thoughthe market has experienced enormous changes since then.A system lifestyle, where work can be done at anytime from anywhere. In addi- of continuous re-education would provide the tools to adapt, with the right tion, the loss of human contact should encourage businesses to put support, at any age, whether the decision is voluntary or not. a higher focus on promoting contact with and amongst co-workers, Finally, the social and economic gaps experienced in areas of educa- specially if they are working remotely. tional quality and accessibility, including costs of various levels of private versus public educational institutions, need to be closed in order to prevent • Automation the educational institutions themselves generating a high disparity in their The second phase is where automation completely alters the la- own students’ future opportunities. Ideally, the situation could be reversed: bour-market. Robots and artificial intelligence may not only be replac- a salary for the students could be instituted, in order to encourage their ing repetitive and basic jobs, as they currently are, but is also at risk of participation, while being in line with the rest of the production system. This replacing higher-profile jobs in the future. We have to face the possibil- salary for social knowledge development, considering the upcoming tech- ity of a fully automated future. We need to make sure that all partici- nological replacement, could one day be the key to sustaining one’s life with- pants in the labour market are prepared, through legal protection (the out a job in a changing economy. idea of the compensation period falls into this category) and re-education programs while adapting to the changing market. Policy changes could be implemented on both national and private levels. For example, 4) Public, Private and Not-for-Profit sectors with regards to the unemployment fund, the state and businesses cov-

er cases of frictional and cyclical unemployment, but policy needs to • Governments and labour unions should define policies to cover both be further developed on businesses covering cases of structural unem- sides of the spectrum, the possibility of long-term contracts naturally ployment as they become more prominent. Both in a partially or fully sustaining people’s lives as well as sustaining the stability of people automated future, we will potentially have to find other ways for people in a world of change and mobility. They should also provide additional to sustain their lives even without a job. We should be ready to shift compensation in cases of structural unemployment, as well as pro- gradually from a reduction of working time, to complete sustainability grams for temporary support during periods of re-education. of life without a job. • On the other hand, the private sector should also be ready to support these transitions, as they will bring a higher turnover, due to a more productive and more highly satisfied workforce, as well as high- 3) The Development of Skills and Education er level of diversity. Which together with the added value coming from technological transformations, will push businesses to operate at a In a fast-changing world, where adaptation and flexibility are key, schools new, higher level. Businesses shouldparticipate in supporting people should innovate too and teach the soft skills needed to face this changing replacement due to technology enhancements, through re-education world. Degrees should be specific, and should consider the development and offering possible alternatives. of transversal skills, such as languages and various technologies. This high- • The main goal of non-profit sectors will be to blow-the-whistle, highlights the idea that, once a person is qualified, one might not have a job in lighting the social problems lead by these changes, providing new ideas the same field as they studied. and raising the needs.

Page 86 Page 87 Shaping the Future of Work Shaping the Future of Work

• Entrepreneurial activities of young people should be sustained, pos- sibly with tax reduction, already existing in some places. But entrepreneurship should not be seen as a general opportunity for job replacement: today it is difficult both to find a gap in a market and to find the initial capital to enter it. On top of this, a lack of skills exists in the general population that is necessary in order to be a successful entrepreneur.

5) Diversity Integration and Countries Imbalances

As it happens in French Riviera, high mobility and turnover means high diversity and international populations. We must be ready to support and integrate people coming from other countries, with processing of re-education, immediate evaluation of abilities and profiles, integration and support for re-location (both from business and from government), as these people and this diversity will bring added value to the areas. Other times people cannot move to other areas where their profile may be needed. In these cases, policies should facilitate this mobility (for example in the case of families) or should provide incentives to businesses in order to bring jobs to those areas. In this direction, new technologies can come in handy, as remote working could help businesses in reaching and investing in those areas.

Page 88 Page 89 Shaping the Future of Work Shaping the Future of Work

South Asia

By Alok Medikepura Anil, Vignesh Venkatachalam and Roohi Huma (Bangalore Hub) and Maha Sana Kamal (Lahore Hub) Webinar – Effective Role of Education in Preparing the Youth for the Future of Work (August 14th, 2019)

Link to the webinar: https://www.youtube.com/watch?v=Wxv4wOLhxno&feature=emb_title

Speaker: Ms. Rupangi Sharma (EFG Learning) Moderator: Ms. Roohi Huma (Solve Education | Global Shapers Bangalore) Other Speakers (post talk by Ms. Rupangi): Mr. Alok Medikepura Anil (Co- Lead: Shaping The Future of Work | Global Shapers Bangalore); Mr. Vignesh Venkatachalam (Global Shapers Bangalore).

Page 90 Page 91 Shaping the Future of Work Shaping the Future of Work

Outcome:

40+ attendees logged in to the webinar and there was positive feedback from the audience. Bringing in a speaker who is a subject matter expert is a great way to get the community involved in the discussion. The webinar was later uploaded onto YouTube for public viewing. Learnings include – allow for more Q&A session time, explore other reliable webinar streaming platforms with better video conferencing capabilities, conduct such webinars with different subject matter experts in different regions around the world (future of work is truly local to the community and the speaker and discussion points being more relevant to the direct community around the listeners would result in more impactful actions and changes).

Discussion Points Panel Discussion & Networking – A conversation on skilling 1. Future of Work - Opportunities and Challenges: - Relevant key points from The Future of Jobs Report 2018 and employability in the Fourth Industrial Revolution (8th - The Fourth Industrial Revolution and its consequences September 2019) - Factory model schools & what our education systems lack - Forces Shaping the Future The Shaping the Future of Work symposium featured 4 eminent panellists - - Emerging Technologies experts in their respective domains - focusing on tackling questions around - A review of the Future of Work trends in the global context employability, 21st century skilling and ways in which we can prepare our - A review of the Future of Work trends specific to the Indian context youth for the jobs of tomorrow. This was an offline panel discussion and ‘Meet & Greet with the speakers’ session. There were approximately 50 members 2. The Future Ready Learner - within the context of the future who attended the closed door, invite only discussion. of work and learning: - What does the future ready learner profile look like? Core discussion points: - Discussing 21st Century Learning Skills 1. How have jobs and employability evolved in the era of the Fourth Industrial 3. Overall Key Recommendations for making education Revolution? effective for multiple stakeholders: 2. What are the key trends, industries and skills that we see emerging? - Governments 3. Can we create enough opportunities for the next 500 million? - K-12 Schools & Universities 4. How do we ensure our growth is inclusive? - Students - Parents

Page 92 Page 93 Shaping the Future of Work Shaping the Future of Work

Speakers: Islamabad, Pakistan 1. Rajesh Rathod, Co-founder, Ants Consulting & Services Pvt. Ltd 2. Aayushi Jain, Director of Policy and Government Partnerships, Bounce 3. Aakash Sethi, CEO, Quality Education and Skills Training (QUEST) Alliance 4. Shweta Mukesh, Founder, KidsWhoKode

The 2-hour session started with a panel discussion and also provided ave- nues for networking and connecting with experts from the field.

Outcomes:

Bringing together various subject matter experts from various areas of expertise and interest can be interesting to a wider population of the audience. Fu- ture of Work discussions relevant to the local community should also involve speakers creating impactful change through their work in the local community and it is a great motivation for the audience, when they first-hand hear from these changemakers. Offline sessions with a limited crowd allow for better networking with speakers and it is highly recommended to screen the attendees through a registration process with questions on why they would like to attend and how they would like to contribute to the project.

Panel Discussion & Networking - Leaders of the Future Bootcamp (31st August 2019)

Global Shapers Islamabad with other partners (SAGE, British Council Paki- stan, CDRS) conducted an offline event in the area of Future of Work and around the theme Leaders of the Future’. The event was a national conversation on the Future of Work, with an all-day event focused on critical skills identified in the Future of Jobs report by the World Economic Forum.

Page 94 Page 95 Shaping the Future of Work Shaping the Future of Work

Panellists: Steps Ahead for the South Asia Region

1. Makkiya Javed, Saad Hamid (Google), Usama Khilji (Bolo Bhi), Sauleha Kamal South Asia hubs plan to hold more offline events to closely engage, educate, (LUMS), Ehsan Gul (Green Box) inspire and empower the local community to act on problems that matter 2. Fasieh Mehta and Fatima Mazhar (Keynote speakers) most to the region. Strong future employment sectors in the region include 3. Komal Shakeel and Zain Rahman (Trainers for group discussions) but are not limited to Agriculture / Farming, Information Technology Ser- vices, Manufacturing. Focus areas for future work on the project, for the re- The event culminated with a powerful message to the 50 attendees, select- gion, should include discussions around unorganised job sectors, equal pay ed to attend from a list of 200+ applications. and employment opportunities. Relevant stakeholders and industries will be identified, and strategies devised to engage closely in a multi stakehold- “Never doubt that a small group of thoughtful, committed, citizens can er approach. Online webinars will continue to be used to reach audiences in change the world. Indeed, it is the only thing that ever has.” - cities outside the event location and regular consultation with various sub- Margaret Mead ject matter experts and decision makers will be made a priority to ensure the project finds strong synergy with action groups in the community and These were the words inscribed on Leaders of the Future Bootcamp token results in effective policy change based on the inputs gathered and feed- for appreciation for our guest speakers. back provided through our efforts.

Outcomes:

Post event feedback was collected from the attendees and they were overall appreciative of the efforts of the organisers to have brought together a program that involved hearing from subject matter experts. One participant even complimented the organisers recently, having secured a job based on the use of key critical skills in the interview, that were previously taught during the bootcamp.

Page 96 Page 97 Shaping the Future of Work Shaping the Future of Work

In the process of understanding the needs and concerns of young people around the world about the future of work, we discovered that there were very important issues that were not being discussed. For example, if almost all new jobs are part of the gig economy, what can we do to guarantee the protection of workers? How will the new economy reduce vulnerability and economic privilege? What adjustments does the new economy need to make to accommodate increasing rates of expats, climate refugees, and other migrants? Young people will live fully in the fourth industrial revolution experienc- ing the peaks and troughs, it is essential that we foster an intergenerational Conversation conversation to ensure that the future we share is more fair and equitable. Talking about an uncertain future can be challenging. Conversations of this nature are often based on emotion, steeped in personal perspectives, guide or dominated by those who engage in the topic for work. It is for those rea- sons this guide has been developed with the intent to help Global Shapers and people of all ages have evidence based conversations about the future of work. This guide will assist in conversations ranging from an informal chat between friends to more formal debates, panels or webinars. You can participate in Shaping the Future of Work (STFOW) by inviting friends, family, colleagues and neighbors to have a conversation. Many peo- Introduction ple would like to talk about how the nature of work is rapidly changing, but don’t know where to start. Some worry that others won’t understand their points of view or that they don’t have enough information to be a part of the conversation. This guide can help you begin this conversation, despite these very real challenges. Of course, aside from published research and articles, this guide has By Leticia Gasca, been built thanks to the work of dozens of Global Shapers who proposed Co-chair of the Global Shapers relevant questions, community managers from the World Economic Forum, Education and Employment and the Shape7 conversation guide published in 2018. Steering Committee We are convinced that through the democratization of this discourse we are shaping the future of work. We want to ensure we capture the reflections that are generated when using this guide. These reflections can be shared through the form available in this link: http://bit.ly/STFOW. Then take the conversation to your wider networks through social media using the hashtags #shapingthefutureofwork and #STFOW.

Page 98 Page 99 Shaping the Future of Work

Guiding principles

By Arlane Gordon-Bray, Raleigh Hub

Thank you for your leadership in hosting a conversation as part of STFOW! This guide is meant to provide a broad outline on conducting a STFOW conversation. As stated in the introduction the hope is for the conversations to a wide range of formats, locations, political environments, diverse participant backgrounds, and group size. A conversation can occur with two individuals over tea with the ability to freely speak and share, or a 500 person symposium with company and government conversation restrictions. It is up to the final discretion of the hosts on setting agenda, group breakouts, and discussion.

Your role as host and conversation facilitator As a host, your main role is organizing the logistics and setting the tone for the conversation. The host will set a date, time, and location for strangers and friends to gather together that is safe and accessible. It is your job to set the conversation agreements and enforce an equitable discussion. Conversation hosts should have a thorough understanding of the ST- FOW project and report. It is not a requirement that hosts work in a field “related to the future of work,” or have worked on similar projects. As with conversation participants, the hope is for a wide range of experience and perspectives to host a conversation.

Safe space These conversations should be in a physically and emotionally safe space to share thoughts and feelings. If participants become uncomfortable at any time, they should be encouraged to take a break and return only if and when they feel ready. This should be emphasized to the group and if there are external observers present, this should be clarified before the conversation begins. Additionally, conversation hosts will enforce the conversation agreements. Those that are in violation or creating a hostile discussion should be asked to leave.

Engagement as they wish Participants are allowed to engage at a level that they are comfortable with.

Page 100 Shaping the Future of Work Shaping the Future of Work

They are not obliged to participate in any of the questions or activities. Con- 2. Reinforce the purpose of this first conversation which should be to versation hosts are aware that developing trust takes time and persistence. explore, to listen, and to learn from each other. As a host and con- A key for successful discussion is to be interested and deeply listen to what versation facilitator, you should steer participants away from blaming others have experienced and what they think. or belittling statements. Participants do not need to all agree, or find Establish strategies for everyone to participate and to be heard. Exam- a solution. ple strategies include: inviting quieter participants to share their thoughts Set agreements on conversation rules. By setting conversation agree- or questions, encourage more talkative participants to give space for oth- ments, all participants are part of the buy in to encourage dialogue, er voices, include the use of a talking stick, or an activity involving a writing mutual respect, and deep listening to what others share. component. • From the start of the conversation establish the agreements such as “Practice active listening,” “Don’t interrupt,” and “Assume Photo/video for Social Media good intentions.” In best practice, these should be written down in a visible place in your meeting room. Thus, if a participant vi- Photos, videos, and recordings should only be taken with the consent of the olates an agreement all other participants have the ability to participants. They should be encouraged to use the #STFOW and #shaping- hold them accountable. thefutureofwork hashtags to share their experiences online with a broader • Consider saying “I’ve never thought of that before, could you ex- network. plain why you think that?” rather than “I don’t believe it; that’s never happened to me.” Share the reflections • Create a strategy for brief “breather breaks” or “hitting the re- In best practice for organized events, the host will arrange for a note takers. start button”, if the conversation veers into spaces that are too After the conversation, please share observations, conclusions, participant conflicted or unproductive. overview in this form: http://bit.ly/STFOW • Select discussion moderators responsible for helping everyone abide by the agreements and conversation timelines. Confidentiality is important Open the conversation. Begin by asking each person to share their Unique identifiers belonging to participants will not be recorded or linked 3. name and how they wish to be addressed. In order to promote shar- to the feedback that is provided. All conversations will follow the Chatham ing, conduct an ice breaker or conversation starter. Examples include: House Rule (participants are free to use the information received, but nei- sharing an interesting fact, their childhood dream job, or two truths ther the identity nor the affiliation of the speaker, nor that of any other par- and a lie. ticipant, may be revealed), unless the nature of the conversation prevents this, such as a debate, webinar, or seminar. 4. Official discussion. Once you’re all more comfortable, get serious and deepen the conversation. Provided below are samples of questions and topics that can be used in a discussion: How to host a conversation, in 6 steps Things that are changing in the market Confirm conversation logistics. Set the conversation date, time, loca- 1. As the report explains, the market is changing rapidly. On one hand, technolo- tion, and format. Recommended materials for more formal conver- gy is automating tasks which will destroy some sources of employment, and sations include: name tags, pens, markers, name tents, blank paper, create new industries, which requires a new skill set in workers. On the other white boards and chart paper.

Page 102 Page 103 Shaping the Future of Work Shaping the Future of Work

hand, especially in developed regions, life expectancy will increase (soon it Things that are NOT changing in the market will be common for people to live up to 100 years) and the demographic bo- nus will be lost (there will be more seniors and fewer young people). The amount of “gig” work is growing rapidly worldwide, but social protection Additionally, climate change is creating a new type of migrants: envi- for workers has not evolved. In many parts of the world, such social protec- ronmental migrants or climate refugees, people who are forced to leave their tion (for example, health insurance and retirement savings) is only for work- home region due to sudden or long-term changes to their local environment. ers who have permanent contracts and full-time jobs. This represents an The following questions focus on those things that are changing in erosion of labour rights and labour protection. the market: Alternative, or “gig” work is defined as “temporary help agency workers, on-call workers, contract company workers, independent contractors or A. Education and professional development freelancers”, and is generally unsteady, without a fixed paycheck and with • What work skills will be necessary to compete in a hyper-com- virtually no benefits. petitive global economy in the next 25 years? According to the Gig Economy Data Hub (a joint project of Cornell • What are the systems of education and skills training (and re- University’s Institute of Labor Relations and the Aspen Institute) more than training) that would best serve individuals impacted by techno- a quarter of workers participate in the gig economy in some capacity (not logical transformation, including those entering the workforce traditional nine-to-five employment). and those in the midst of their careers? Another report by Harvard and Princeton economists Lawrence Katz • How would such systems accurately meet labour market de- and Alan Krueger1 states that “94 percent of the net employment growth in mands while helping people develop transferable skills? the U.S. economy from 2005 to 2015 appears to have occurred in alterna- • What are your expectations for the school of the future? tive work arrangements”. • What would be considered a world-class school for the future? The following questions focus on those things that are NOT changing • How can we better enroll the academic community of your city in the market: to promote innovation beyond their campuses? • Have you noticed that in your city the amount of temporary, part-time B. Future of financial planning or “gig” jobs increases? • Are you saving for your retirement? Yes/No? Why? • If the future of work is more “gig” work, what social safety nets should • Are you expecting to work longer than your parents? exist to guarantee good quality of life for workers? How to grant la- • Are you saving for the potential of a career change, including bour protection to gig workers? possible additional training? • Which actors should share this responsibility? For instance, government, firms, educational system, unions, etc. C. Migration • What is the responsibility that companies that hire “gig” workers have • Do you believe your community will see a population increase with society and its employees? or decrease in the coming years? Why - climate, economic op- • Is the minimum wage in your city sufficient for a worker to support his portunities? family? • What adjustments does the new economy need to make to ac- • What are the fundamental elements of a “career” and how do you sus- commodate increasing rates of expats, climate refugees, and pect that this concept will evolve in the coming decades? other migrants? • What are the top three ways we can make sure your region will be a • How does a diverse labor force impact the workplace? good place to work in 25 years? 1 https://dataspace.princeton.edu/jspui/bitstream/88435/dsp01zs25xb933/3/603.pdf

Page 104 Page 105 Shaping the Future of Work

5. Bring the conversation to a close. As you reach a point where you feel it is time to close the conversation, consider doing the following:

• Extend gratitude to everyone for their courage and willingness to participate. • As the host, share how this experience impacted you and offer space for others to share how the conversation impacted them. It can be as simple as sharing one word to summarize their feelings about the experience. • Encourage guests to share an appreciation for the group process or with someone in the group. • Encourage group members to follow up with someone from the conversation for deeper dialogue to continue learning and personal dis- covery. • Ask people to share what they learned about themselves or what is their one takeaway from the conversation. • Inquire if there are any actions people are inspired to take as a result of the conversation. • Schedule another conversation?

6. After the conversation, share the conclusions and observations in this Google Form: http://bit.ly/STFOW and on social media using the hashtags #shapingthefutureofwork and #STFOW.

Page 106 Shaping the Future of Work Shaping the Future of Work

Our daughter was born three months ago already. Yet when I look at her, I still wonder who she is. You can already see glimpses of personality and basic expressions on her face, and suddenly catch yourself imagining who she is going to be, but it mostly is just a reflection of what you want to see. As a child, I quickly understood that changing your mind too often made you less credible. If one day I dreamed to be a firefighter and the next a pilot, people smiled at my innocence. But I also wanted to be an ethnol- ogist, a historian, a storyteller and a handball player. I wanted to fly. The older I grew, the more my answers felt trapped in a mold that wasn’t mine. Final My dreams became ambitions and plans, got real, realistic, practical. But worst of all, they became stable. Somewhere along the way, we lose our naive multi-faceted selves, because socially it’s much easier to define ourselves in one word than in ten. reflection I hope to never make the mistake of asking our child what she wants to do when she’s older, because doing so would force her to choose, and that it’s a risk to do so. The “what do you want to do when you’re older?” question leads to responses that are frozen in the present, because you can only re- late to what has been, not what will be. On Parenting and I hope she will never be forced to define herself by the work she does, because I don’t want her to feel obsolete when her job is. Many of today’s jobs didn’t exist when I was a kid, and in a world where Universal Basic In- the Future of Work come is a possibility, building your identity around your job sounds like an anachronism. The Future of Work is a future where multifaceted personalities switch careers multiple times, where we’re not defined by jobs, where jobs are more meaningful, and adaptability is the golden skill. But it’s also a future that sup- By Hicham Sabir, ports you when you’re down, and allows you to grow old serenely. At least, Global Shapers Alumni that’s the future I hope for our daughter. I don’t know what she’ll want to be, or do, but as a parent, my responsibility is to help her become who she is, without too much intervention. But just in case, to guide both faith and her subconscious, we’ve named her after a feminist princess, a fighter, diplomat, and rebellion leader: Leia.

Page 108 Page 109 Shaping the Future of Work Shaping the Future of Work

- Acemoglu, D. (2011). Skills, Tasks and Technologies: Implications for Em- ployment and Earnings. In D. Card & O. Ashenfelter (Eds.), Handbook of Labour Economics.

- Brookings. (2017). The future of work in the developing world. Brook- ings Institution.

- Bruno, G. S., Marelli, E., & Signorelli, M. (2014). The rise of NEET and youth unemployment in EU regions after the crisis. Comparative Economic Studies.

- Castro Silva, H., & Lima, F. (2017). Technology, employment and skills: A look into job duration. Research Policy.

- Codagnone, C., & Abadie, F., & Biagi, F. (2016). The Future of Work in the ‘Sharing Economy’. Market Efficiency and Equitable Opportunities or References Unfair Precarisation? Institute for Prospective Technological Studies, Science for Policy report by the Joint Research Centre.

- De Stefano, V. (2015). The Rise of the “Just-in-Time Workforce”: On-De- mand Work, Crowd Work and Labour Protection in the “Gig-Economy” (ILO Working Paper No. ID 2682602). Rochester, NY: Social Science Re- search Network.

- Eurofound. (2017). Non-standard forms of employment: Recent trends and future prospects. Dublin: Eurofound.

- Frey, C. B., & Osborne, M. (2013). The future of employment: how sus- ceptible are jobs to computerisation?, Oxford Martin Programme on Technology and Employment, Oxford Martin School, University of Ox- ford, Oxford

- Gontkovičová, B., Mihalčová, B., & Pružinský, M. (2015). Youth Unem- ployment – Current Trend in the Labour Market? Procedia Economics and Finance.

- Goos, M., Manning, A., & Salomons, A. (2009). Job polarization in Eu- rope. American Economic Review.

Page 110 Page 111 Shaping the Future of Work

- International Labour Office. (2016). Non‐ standard employment around the world: Understanding challenges, shaping prospects. ILO Geneva.

- Katz L. & and Krueger A. (2016). The Rise and Nature of Alternative Work Arrangements in the United States, 1995-2015, Harvard University and Princeton University.

- Keijser, C., (forthcoming 2019), Firm Participation, Learning and Inno- vation in Heterogeneous Value Chains of IT ‐ enabled Services, Doc- toral thesis, UNU-MERIT/Maastricht University.

- Liquid Telecom (2019) Digital Skills for the Future

- Lowry, D., Molloy, S., & McGlennon, S. (2008). Future skill needs: Projec- tions and employers’ views. Australian Bulletin of Labour.

- O’Higgins, N. (2003). Trends in the youth labour market in developing and transition countries. (World Bank Social Protection Discussion Pa- per Series No. 0321).

- O’Higgins,.N. (2017). Rising to the youth employment challenge: New evidence on key policy issues. ILO Publication, Geneva.

- Smith, R., & Leberstein, S. (2015). Rights on demand: Ensuring workplace standards and worker security in the on-demand economy. Na- tional Employment Law Project, September.

- Tweed, M. (2019). Dalberg, Education and the Future of Work in Africa

- World Bank (2019). World Development Report 2019: The Changing Nature of Work. Washington, DC: World Bank.

- World Economic Forum (2018). Future of Jobs Report 2018, World Eco- nomic Forum

Page 112