Post on 23-Sep-2020
Masterclass Future of WorkMatthias Thorns
The IOE
Trends affecting world of work
5 Megatrends changing business and impacting the world of work:
‣ Digitalisation and technology progress
‣ Globalisation
‣ Demographics
‣ Sustainability pressure
‣ Skills shortage
IOE Survey country results
Impacts on the world of work
‣ The way we organise our work (working time, location, monitoring systems)
‣ Employment status of workers/definition of employer – link social protection
‣ Evolution of skills needed by industry (skills gap, shortages, mismatches)
‣ Quality of jobs and working conditions (wages, job security)
‣ Employment rates – if automation will displace jobs
‣ Dynamics of Industrial Relations and Social Dialogue
FoW receives political attention
‣ G20
‣ G7
‣ ILO
‣ OECD
‣ World Bank
‣ EU Commission
‣ National level
‣ ….
ILO Global Commission on FoW
Key recommendations:
‣ Strengthening of lifelong learning systems
‣ Support of “people through future of work transitions”
‣ Reinforcement of policies on gender equality
‣ Strengthening of social protection systems
‣ Promotion of collective representation and social dialogue
‣ Establishing an “Universal Labour Guarantee”
‣ Expansion of time sovereignty
‣ Setting an international governance system for digital labour platforms
Skills Shortage a global problem
‣ Estimates that by 2020
there may be a global
shortage of 38–40 million
highly skilled workers
‣ Only 29% of employers in the GCC countries feel that the education system in their country prepares students with the right technical skills
Reform of E&T systems needed
‣ Education and Training
systems do not deliver
the skills needed at the
labor market
‣ The involvement of
Business in the systems is
key and regarded as most
important measure
Business is proactive
IOE Study shows, Companies are:
‣ Familiar with FOW discussions and understand its impact on work streams (86%)
‣ Aware of the challenges and have proceeded to make changes within thecompany (63%)
‣ Have not dismissed FOW as a passing trend /buzzword
‣ Understand the trends impact on the skilling of the workforce and how talent acquisition processes evolve
‣ Not waited for governments to respond – by already rolling out extensive training programs, learning academies for retail upskilling, hosting digital deep dives
‣ Indeed, studies show that workers have low expectations of govern. to play a role in protecting them
Business is proactive
Case Study: Collaboration between BASF and the
Ministry of Education in Rheinland-Pfalz
‣ Key elements of the cooperation include
‣ the use of a common learning platform,
‣ the intensification of cooperation between vocational schools and training companies and
‣ the joint qualification of teachers and trainers.
‣ Since 2018: 500 pupils and 240 teachers and trainers are involved.
Harnessing FoW opportunities
Creating a conducive, open and attractive IT culture - Don’t just set uptraining programmes, it is about a learning culture
‣ It has little to do with upgrading to new techniques, sophisticated tools and technologies, or measuring and monetising technology’s impact
‣ Rather, the dominant through line is the need to shift the mindset to create an IT culture that promotes more innovative, responsive, and meaningful employees
Harnessing FoW opportunities
Engage employees in the transition, rather than just informing them thatchange is coming - workforce is more agile than employers think
‣ A Harvard Business School 2018 study found that the assumption that workers fear that technology will make their jobs obsolete is incorrect
‣ A majority of workers felt that automation / AI would have a positive impact
‣ Workers had low expectations of governments playing a role in protecting them
‣ Workers recognised that they needed to prepare themselves to meet the challenges posed by the changing nature of work
‣ Worldwide, three out of four workers perceived the need to prepare for the future of work
Harnessing FoW opportunities
Case Study: Work@Industry 4.0 of theGerman Chemical Industry
‣ Development of joint understanding how the transformation in the world of work in the chemical industry can be successful.
‣ Joint working groups on lifelong learning, healthy working conditions, flexible work arrangements, work organization and leadership.
‣ Focus on activities which can be done by the social partners themselves.
Harnessing FoW opportunities
The availability of talent is everything -Create a compelling and meaningful company culture
appeal to younger talent.
‣ Hunt for talent is old problem, but Digitalization /
AI exacerbated the challenge
‣ Need to untap populations which are underrepresented in the labor
market: 3.9 million inactive women and male youth in the GCC part of
local talent pool
‣ Challenge is not only to win talent, but to retain it. Special focus needs
to be given to the millennials. More than 60 percent of millennials
think that 7 months of tenure means that they are loyal
Harnessing FoW opportunities
How to eat an elephant - Taking small steps is better than none
‣ Smaller companies can be discourage to engage in view of the complexity of the topic
‣ Addressing FoW issues is a continuousjourney
‣ Focus on the low-hanging fruits
‣ Engage and work with external stakeholders that can help on the journey
Harnessing FoW opportunities
Regular engagement with Employers` Organizations
‣ Some challenges are systemic and need a comprehensive response inpartnership with many actors
‣ Employers` federations have a key role to play in the governance of skill building systems as well as in the modernization of labor markets
‣ They facilitate partnerships, raise awareness, inform aboutdevelopment and trends
FoW needs to be inclusive
No one should be left behind. Risks and chances for persons withdisabilities
‣ Labor market participation rate of persons with disabilities is muchlower than that of persons without disabilities
‣ FoW entail risks for persons with disabilities, but also offer opportunities
‣ Key issues are
‣ Inclusive new forms of employment (flexible work organization)
‣ On-going inclusive training (training is accessible for employees withdisabilities)
‣ Universal Design for developing infrastructures, products andservices
‣ Accessible assistive technology
‣ Inclusive economic development and growth (inclusion of persons withdisabilities
in initiatives targeting the new growth areas, e.g. the low-carboneconomy)