masterclass future of work...market: 3.9 million inactive women and male youth in the gcc partof...
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Masterclass Future of WorkMatthias Thorns
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The IOE
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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
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IOE Survey country results
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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
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FoW receives political attention
‣ G20
‣ G7
‣ ILO
‣ OECD
‣ World Bank
‣ EU Commission
‣ National level
‣ ….
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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
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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
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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
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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
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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.
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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
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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
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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.
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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
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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
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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
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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)