The work we want: Join the conversation
The work we want: Join the conversation
We want to hear more — and not only from businesses, workers and workers’ representatives, but also from policymakers, non-governmental organisations and employment services. To continue the discussion, we invite anyone who’s interested to share their views about how we should think about, organise and regulate work to meet the realities of the 21st century.
Here are five key questions at the core of the conversation.
1. How can we build talent agility in the wake of disruptive AI?
Digital transformation has already reshaped many businesses – but the AI revolution is only just beginning. It will gather pace quickly once generative AI is used more widely. To get ready, organisations need to plan for new and fast-changing skills needs. They should provide opportunities for workers to be redeployed as jobs are disrupted, and support workers with reskilling to meet new needs. Talent agility will be an essential way for organisations to thrive in this fast-changing environment.
How can we accelerate our readiness for an AI-disrupted world?
2. How can we embrace multi-stage careers and hybrid work in a sustainable way?
At the same time as disruption caused by new technologies accelerates, we’re seeing an end to the 'career path for life’. The work we want in future will be defined by multiple phases of work that could span different sectors and roles. It will also take on different forms: for many workers, the 9 to 5 model doesn’t work and it excludes them from the workforce. Employers are starting to see the importance of giving workers the work they want, on a more flexible basis.
What more is needed to meet the demand for more diverse ways of working for more people?
3. How can we ensure that skilling and reskilling policies benefit all?
The move to multi-stage careers needs to be underpinned by an emphasis on learning and training. From the impact of AI to the other great imperative of our era – the need to transition to a zero-carbon economy – we can expect major shifts in the skills needed from workers over the years ahead. As more and more of today’s jobs are disrupted and reshaped, reskilling will be an essential part of how our societies respond. It needs to be supported by policymakers, education providers and employers, as well as by individuals, who will need to welcome the challenge of perpetual learning and growth.
How can we develop a skills and training ecosystem that is responsive to fast-changing needs?
4. How can we open the door for under-represented employees?
In many advanced societies, the demographic data shows that a wave of retirement is coming that will drain talent from the workforce. Collectively, we need to find ways to expand the talent pool to support continued growth: employers will need to improve access and do better in actively reaching out to groups that have remained under-represented in the workforce. Policymakers will need to provide an enabling regulatory environment – perhaps including incentives – and partner with employers to support under-represented workers into the labour market.
Will flexible working models and skills development opportunities be enough to increase access to work for under-represented groups?
5. How can we level up the experience of work to provide rewarding opportunities for all?
Historically, employers have often managed employees and agency or contract workers differently – but with hugely increased requirements for those groups of workers, it’s crucial to ensure that all workers are provided with great experiences of work, regardless of contract or legal status. That means employers and policymakers aligning to provide fair treatment, quality work, adequate social protection that functions as an effective ‘safety net’, and lifelong learning opportunities. In some cases, it may mean extending access to certain benefits of employment – where required and appropriate under local legal frameworks and market conditions – so that agency and contract work can be better recognised as a valued form of employment.
How can we level up the experience of work for all while offering appropriate protection and security to all workers?
The World Employment Confederation is the voice of the private employment services industry at the global level, representing national federations as well as workforce solutions companies from across the world. Members of the World Employment Confederation represent a wide range of HR services, including agency work, direct recruitment, career management, Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP).
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World Employment Confederation – Avenue du Port 86c/302 – B-1000 Brussels – T. + 32 2 203 38 03