american road & transportation builder’s association
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Deloitte Future of WorkCopyright © 2018 Deloitte Development LLC. All rights reserved. 1
American Road & Transportation Builder’s Association – Western Regional MeetingThe Future of Work – How Transportation Jobs Will Change – Whether you Like It or NotNovember 14, 2019
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81% of respondents
expect the use of AIto increase or increase significantly over the
next 3 years
90% of respondents
reported usingalternative talent
within their organizations today
% of respondents expect to reskill
current employees due to automation over the next three years
66
Source: Deloitte 2019 Global Human Capital Trends Report
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1970s 1980s 1990s 2000s 2010s Today
Today, external forces are pressuring organizations to change.
Public Policy
Individuals
Technology
Businesses
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DISRUPTORS7Technology is Everywhere6.0 billion+smartphones in the world by 20201
AI, Cognitive Computing, Robotics$500,000 in 2008$22,000 today
Gobs and gobs and gobs Data9x more in last 2 years2
Major enabler of machine learning
Jobs Vulnerable to Automation35% UK 47% US77% China6
Explosion in Contingent WorkUS contingent workers 40% by 20207
Change in Nature of a Career2.5 – 5 years: Half-life of skills4.5 years: Average tenure in a job8
TE
CH
NO
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RIV
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PE
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1. http://news.ihsmarkit.com/press-release/technology/more-six-billion-smartphones-2020-ihs-markit-says2. https://www-01.ibm.com/software/data/bigdata/what-is-big-data.html3. Annual Global Millennial Study, https://www2.Deloitte.com/uk/en/pages/about-Deloitte-uk/articles/millennial-survey.html 4. https://www.newscientist.com/article/mg23130810-800-the-100year-life-how-should-we-fund-our-lengthening-lives/
5. https://www2.deloitte.com/content/dam/Deloitte/il/Documents/human-capital/Thriving_in_times_of_digita_disruption.pdf6. http://www.oxfordmartin.ox.ac.uk/downloads/reports/Citi_GPS_Technology_Work_2.pdf7. Intuit 2020 Report: Twenty Trends that will Shape the next Decade https://http-
download.intuit.com/http.intuit/CMO/intuit/futureofsmallbusiness/intuit_2020_report.pdf8. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/dttl-hc-english-opentalenteconomy.pdf
These forces – what we call the “7 disruptors” at the intersection of technology and people – are driving the Future of Work
Diversity & Generational ChangeMillennials 50%3
25% global pop in Africa by 2050 5
Longevity Dividend – 50 year careers4
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Deloitte’s research shows 5 key macro trends will shape the future of transportation and fundamentally redefine the role of DOTs.
SocialMobility preferences are shifting in response to changing demographics –urbanization is decreasing generational demands for personal vehicles and creating diverging needs across urban and rural areas.
Economic Alternative revenue streams and monetization structures are shifting investment strategies and enabling new technologies.
Environmental Global recognition of resource dependencies and environmental impacts are putting pressure on transportation agencies and driving the development of alternatives.
TechnologyAcross the transportation ecosystem, emerging technologies are changing the design and implementation of transportation solutions.
Government Government is increasingly expected to integrate data, digital, and design to deliver transparent services, facilitate economic development and enhance quality of life.
Deloitte defines Macro Trends as the broadest forces shaping the future of transportation.
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The Future of Work……includes three broad and deeply connected dimensions of change
WORKPLACEThe environment and policies to maximize collaboration, productivity, and consistency of the talent experience
WORKFORCEThe portfolio of skills, jobs, and talent options tapped to perform the work
WORKThe fundamental nature of the activities performed to achieve
business outcomes•
Deloitte Future of Work 7
Our WORK is changing – we will collaborate with machines like never before
Collaborate
Extends human capabilities Automate
ReplaceRelieveSplit upGuideAugmentShepherd
A human manages a group of machines
A machine prompts a human to help them adopt knowledge
A machineaugments human work
Work is broken up and parts are automated
Machines take over routine, low-level tasks
Machines completely perform a task once done by humans
A human managing a fleet of
autonomous buses
Using RPA, chatbots to streamline
workUBER and ridesharing
systemsPredictive analytics
Adaptive learning
Freestyle Chess
Sorting mail by zipcode using handwriting recognition
A problem is identified, defined and solved via human-machine collaboration
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Our SKILLS are changing – and “human” skills are more important than ever
Communication
Listening, responding, and expressing ideas effectively in different contexts, influencing others• Service orientation• Cultural fluency• Emotional judgment
Problem Solving
Finding creative solutions to difficult or complex issues• Design thinking• Agile thinking• Innovative thinking/creativity
AnalyticalThinking
Processing complex information and drawing accurate conclusions• Critical thinking• Data fluency• Digital fluency• Technical fluency
Strategic Thinking
Exercising judgment and leadership to decide the way forward in complex environments• Decision making• Professional ethics• End-to-end/Big Picture thinking
Collaboration & Leadership
Effectively work with others, team with others, and lead others• Teamwork• Leading Teams
Self-Development
Continuously evolving and upskilling oneself• Intellectual curiosity • Self-management
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Our JOBS are changing – 15 jobs that didn’t exist 15 years ago
AI-related jobs
Online Brand Ambassador
Cloud Architect
SEO Analyst
Developer Evangelist
Social Media Manager
Data Scientist
Podcast Producer
Mobile Web Developer
Experience Designers
Content Curator
Virtual Assistant
Telemedicine Physician
Automated Driving Jobs
Content Marketer
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Talent
CROWD WORKERS
MICROWORKERS
GIG WORKERS
ECOSYSTEM PARTNERS
JOINT VENTURING
PERMANENT, FULL-TIME EMPLOYEES
CONTRACTORS
DIGITAL LABOR
Traditional Open
Our TALENT OPTIONS are changing – we are moving to multiple dimensions of talent
P h y s i c a l P r o x i m i t y D I S T R I B U T E DC O - L O C A T E D
Most participants are present in-person combined with remote and distributed workforces, which are
increasingly mobile with use of key technologies (i.e. collaboration
platforms, tele/video conferencing)
Physical | Virtual Interactions
Characterized by in-person meetings, such as in common
working spaces and on campuses
Physical | Physical Interactions
Remote and distributed teams are increasingly leveraging virtual
reality (VR) and augmented reality (AR); experts can connect to
distributed workers
Virtual | Virtual Interactions
Our WORKPLACES are changing – we are choosing where we work to cultivate the right environment
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…and the traditional work/life journey is changing
1 2 3 4 5 6 7 8 9 10 11 12
Series1 Series2 Series3
Learning
Work
Personal Pursuits
50-60 year careers are “mass customized” with personalized levels of family / personal pursuits, work, and education – levers we “dial up
and down” throughout our “working” lives
Journey 2050: New Rules
RepriseAct I
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The implications of all of this will be felt at an individual, organizational and public policy level
• Engage in lifelong learning• Shape your own career path• Pursue your passions
Implications for public policy
• Reimagine lifelong education• Transition support for income and health care• Reassess legal and regulatory policies
Implications for individuals
• Redesign work for technology and learning• Source and integrate talent across networks • Implement new models of organizational structure,
leadership, culture, and rewards
Implications for organizations
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For every 7 men who work in occupations that are
most threatened by technological change and automation, there are 10 women in similar jobs
Hispanic women face the highest risk of job
automation with 1 in 3 working in high-risk
occupations
Platform work is highly segregatedand the more female dominated platform work carries greater risks of harassment
Women face a 41% gap with men in earnings returns on digital skills
While women only make up 47% of the workforce, they make up 58% of workers at the highest risk of losing their jobs to technology
What does all of this mean for women?
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So what does this mean?
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Change is constant anddemands action
What will you and your firm do?
How will you respond?
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are quickly emerging todayTransportation construction/design firms and your client agencies must consider how to stay competitive and relevant for the most in-demand talent today while intentionally building the workforce needed for tomorrow.
Empower the workforce to harness
technology advancements through rapid experimentation with new technologies
E V O L V I N G S K I L L SN E W F O C U S A R E A O F W O R K
Autonomy Engineer
• Data mastery • Agile thinking• Human-centered
design• Highly proficient with
technologies like cognitive automation/ artificial intelligence
• Logic and algorithms analysis
• Internet of Things (IoT) competency
E M E R G I N G C A R E E R
An engineer who plans, delivers, operates, or
maintains connected and autonomous infrastructure and
technology
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Thank you!
J. Bryan Nicol
With special thanks to my Deloitte colleague, Nicole Overley
About Deloitte | Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the “Deloitte” name in the United States and their respective affiliates. Certain services may not be available to attest clients under the rules and regulations of public accounting. Please see www.deloitte.com/about to learn more about our global network of member firms.
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Download the 2019 Trends Report here: trendsapp.deloitte.com