Shaping The Future of Work 2020 - Global Shape

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 11 0
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,
Stephanie Lau, Education and Employment
Hong Kong Hub Steering Committee
Page 6 Page 7
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
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
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 respon-
dents 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 pro-
spective challenges facing young professionals in the ever-changing work-
place. 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
Executive
of work and found the following.
• Perspective: The new generations have a broader perspective of what

it means to “work” and grow professionally. The majority of survey re-
Summary spondents (76 percent) believed the meaning of career is “a lifestyle

that involves a range of aspects in an individual’s life from education
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 lev-
el of education and preparedness.
• Diversity and migration: When asked about the role of immigration (in-
cluding all types of immigration: expats from developed countries, eco-
nomic 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
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 re-
quired to successfully make a career transition and how they can be
developed, more than half of respondents either chose “problem-solv-
ing and critical thinking” or “soft skills”. The majority of respondents
believed changes to the education system and ongoing training pro-
vided 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 tran-
sition. 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 tech-
nology (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 respon-
dents 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
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 lo-
cal, 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
Introduction shape the future.

In 2019, there are 8,628 shapers divided into 403 hubs spread across
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 im-
plement 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:
Global Shapers 1) Promoting equity and inclusion,

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
the abilities of the global youth to get on board with the fourth industrial rev-
By Florencia Caro Sachetti,
olution, the project directly addresses the impact area related to education
Buenos Aires Hub
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
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 collab-
oration 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 un-
derstand the perspective of young people in the G7 countries about the fu-
ture 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 rep-
Background resentatives of the “global south”, we decided to accept the challenge posed
by the shapers of Canada and decided to grow the project.
We decided this shouldn’t be a project just for G20 countries, it need-
ed 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,
Page 18 Page 19
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 lev-
el, including societal, public sector and economic changes, from altering la-
bour markets and employee expectations, to lifelong learning and big data.
However, the most notable, current, and growing trend is around technology
Future of Work, transformation, especially the application of Artificial Intelligence (AI) across
various aspects of our lives.
Fourth Industrial Future technology is the driving enabler of changes to ‘work’ and as
stated by Klaus Schwab, Founder & Executive Chairman of WEF, “there has
never been a time of greater promise, or greater peril”, referencing how tech-
Revolution nology is impacting and re-shaping every aspect of our lives. This is the
Fourth Industrial Revolution, more intricate and international in its change
and AI than previous ones. Various hype has emerged over AI, its positives and per-
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 pre-
pare 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 peo-
ple 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
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 pro-
cess 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 in-
cluded 40 events in all regions, and was designed to understand the youth
perspective of this topic.
Page 22
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
Latin
Results 12%
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-
Elementary
ly 12% and 8.5%, followed by Europe with about 4%.
PhD School
1% 0.2%
Secondary
Page 24 School Page 25
11%
38%
Africa
35%
Level of education by employment status
Educational and preparation for the FOW
(Figure 3)
Educational level of participants on the survey
(Figure 2)
250
College
Elementary College/ Undergraduate

200
PhD School
1% 0.2% Elementary School 150
Secondary
School Masters Degree 100
11%
PhD
Global Results
Global Results
50
Secondary School
0
Masters College
Underemployed
Freelancer
Entrepreneur
gig economy
Unemployed
Student and employee
Freelancer/
Student
Part-time employee
Self-employed
Full-time employee
Degree 41%
19%
Not disclosed
29%
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
College graduates (41%), Masters (19%) and finally Secondary schools1 (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 entrepre-
neurial 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
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%
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
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
45
Participants
per voted 40
range (%)
35
30
25
20
Global Results
Global Results
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
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 an-
swer was 56.9.
At educational levels, a component of doubt emerges around the feel-
ing of how well education will prepare young people for the future, with par-
ticipants 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 sys-
tem, stating that their education did not prepare them for the future.
Page 28 Page 29
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-
ucation and paid jobs to volunteering and personal ambitions”. Whilst only
How do you define a “career”? 8% believed that a career was “an occupation to use time productively”
(Figure 6) and 15% thought about a career as “a way to earn income via work, occupa-
tion 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
Global Results
Global Results
income via work, 8% 100%
occupation or 90%
profession 80%
15% 70%
60% Others
50%
An occupation to use
40%
time productively
30%
76% 20%
10%
0%
A way to earn income via
work, occupation or
profession
17 or
younger
18-20 21-29 30-39 40 or older
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
personal ambitions
aspects in an individual’s life from education
and paids jobs to volunteering and
personal ambitions
100%
Page 30 Vote Page 31 Others
90%
ranges
80% An occupation to use
20% A lifestyle that involves
10%
0%
Shaping the Future of education and paids jobs
Work Shaping the Future of Work
Latin
America
Africa APAC North
America
Europe Eurasia MENA 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%
A lifestyle that involves
Global Results
20%
10%
0% education and paids jobs
Latin
America
Africa APAC North
America
Europe Eurasia MENA to volunteering and
personal ambitions
Financial and professional services
Page 32 Page 33
50% No
Yes
Shaping the Future of Work 0% Shaping the Future of Work
Entrepreneur
Freelance / gig economy

Full-time employee
Student
Unemployed
Part-time employee
Underemployed
Self-employed
Willingness to stay in the same sector,
Career transitions
by employment status
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)
Global Results
Global Results
Mechanical and electrical engineering
Media, culture, graphical 50 0% Yes
New industriy 4.0 technologies (AI, machine learning)
Entrepreneur
Freelance / gig economy

Full-time employee
Student
Unemployed
Part-time employee
Underemployed
Self-employed
New indrustry 4.0 technologies (drones, loT, 3D printing)
Non-profit
Public service 25
Government
Software development
Software computing
Textiles, clothing, leather, footwear 0
Female Male
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 develop-
ment and computing, Mechanical and Electrical engineering. This observa-
tion reflects the global lack of technical skills.
Page 34 Page 35
400
0% Yes
Latin Africa APAC North Europe Eurasia MENA 350
America America
300 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 America
(Figure 12)
450
100%
400
350
Total responses
300
No
250
50% 1 to 2 years
200
Yes
2 to 5 years
150
5 to 10 years
Global Results
Global Results
100
Less than 1 year
50
0% 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 Vote
same sector. ranges
transition is between 2 and 5 years with an overall of 52%. Nevertheless,
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
In which sector would you like to work in 10 years? status) and the desired employment sector in 10 years (columns). This ma-
trix is a visual explanation of the sector migration, where colours represent
“From-To” sector migration
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-
tor are the ones who actually are working or involved in a technical or
Automotive Sector
Clean Energy (wind/solar/renewables)
0.5
STEM sector (data analysis, software, computing, electrical and me-
Commerce
Construction
Data analysis
chanical engineering). This shows that the most expert participants
Digital marketing
Education 0.4
in new technologies want to migrate to the new wave of industry and
Academia
Energy (water/gas and electricity) complexity in business.
Financial services
2. Regarding the migration to the software and computing sector - only
Global Results
Global Results
Food/drink and tobacco
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)
Non-profit
tion for sector migration.
Oil and gas production
Public service and government
3. Migration to clean and renewable energy sources is mainly from the
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
struction, and the automotive sector.
Gaming industry
New industry 4.0 technologies (AI, drones, loT, 3D printing, machine learning)
Sustainability, conservation of natural ecosystems

Transport (including civil aviation, rilways and road transport)
Energy (water/gas and electricity)
Hospitality industry - tourism/Catering/Waitressing

Clean Energy (Wind/Solar/Renewables)
Water andsanitation
Food/drink and tobacco
Media, culture, graphical
Non-profit
Public service and government
Construction
Data Analysis
Software computing
Commerce
Digital analysis
Digital marketing
Education
Academia
Manufacturing
Mechanical and electrical engineering
Financial services
Health Services
4. Finally, commerce and academia/education are the sectors selected

to migrate in 10 years by a majority of respondents but without any
peak value.
Skills development
In order to allow effective career transitions, some skills have been identified
as most impactful. Two questions were asked to the participants about this
topic, reported in figures 14 and 15 below. Participants could choose more
than one answer for each question.
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
Communication, languages,
public spreaking 34.2%
Creativity 31.1%
Hard skills (Learned through 29.3%
education and training)
Shaping the Future of Work Leadership 27.4% 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-
ered most important by the participants, followed by language and com-
make a career transition?
munication, 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
65.1%
could be a possible way). Mentoring programs provided by governments or
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
education and training)
29.3%
Preferences for skills development by region
Leadership 27.4%
(Figure 16)
Global Results
Global Results
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
500 Companies should give ongoing

training to their employees for
skills of the future
How do you think the skills for the future can be developed? 400 Every person should be in charge
of developing the skills that
(Figure 15) matter most for their career
300 Mentoring programs

provided by the government
Mentoring programs Every person should be in charge and bussinesses
Change the education system
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
74% 42% 47% Latin
America
Africa APAC North
America
Europe Eurasia MENA
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
Hard skills
Social
200 Creativity cohesion
is essential
for economic
Leadership
100
Shaping the Future of Work Shaping
growth
26%
the Future of Work Diversity
Resilience fosters
economics
growth
Technical skille, IT,
0 technology-related Migration 53%
Latin Africa APAC North Europe Eurasia MENA is detrimental
for a country to
America America Specialization in a subject advance and its
(domain expertise) economic
Most important skills for career development,

Other by region growth
clusivity in Latin America,
8% and accessibility to technology in Africa.
In North America a specific need for support from government emerged
(Figure 17)
in the scope of career transitions, considering the particular interest of this
Migration
does not affect
region in changing positions
economic
growth (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
Resilience
the social cohesion of a country?
200
(Figure 18)
Global Results
Global Results
Technical skille, IT,
technology-related
100
Specialization in a subject
(domain expertise) Social
0 cohesion
Latin Africa APAC North Europe Eurasia MENA Other is essential
for economic
America America growth
26% Diversity
fosters
economics
growth
Migration 53%
is detrimental
At a regional level the trend is similar to the global one, with soft skills peak- for a country to
advance and its
ing mostly in Latin America as the most important skill for a carrier transition economic
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
1200
Before analysing the results, it should be noted that the question in-
1000 Participants were asked “What do you think will be the main changes in the
cludes
800 all types of immigration: expats from developed countries, economic future of work?” They could choose up to 3 answers.
migrants
600
and refugees. There are four main aspects for which almost 50% of survey partici-
Prevailing results emerging (53%) is positive, with the opinion that the pants, transversally for all regions, agreed on for the future:
400
diversity 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 more
0 on the problems the immigration can bring to social cohesion. This 2. New industries and jobs will be created complementary to technol-
Due to technology advancements,
aspect of a career
technology
the wealthy
People will be able to work
or unpaid work and overwork

remotely and with flexible schedules
New industries and jobs will be

created complementary to
There will be more

entrepreneurship and self-
employment
there will be less jobs that require

humans
Passion for your job and social

impact will be the most important
There will be an increasing amount
Personal and professional life will

completely merge into one
important aspect of a career choice
There will be less career progression

via promotions
Workplaces will be less hirarchical
I don’t think the way we work will

evolve in the future
opinion is not against immigration, but pushes the attention to the need for ogy (50%).
Changes will only privilege
Salary will still be the most

finding solutions in order to ensure stability in the society. 3. There will be more entrepreneurship and self-employment (44%).
Only 8% of the participants mentioned that immigration is detrimen- 4. Due to technology advancements, there will be less jobs that require
tal for a country’s economic growth, while the remaining percentage did not humans (42%).
have an opinion or thought migrants bring no impact.
There emerges here a clear opposition between techno-optimists (point 2),
who think technology will generate more jobs, and techno-pessimists (point
Global Results
Global Results
What will come next? 4), who think it will be detrimental for the future of jobs. Only 35% of partic-
ipants provided both preferences together, considering parallel processes
will concur and balance the job market’s evolution.
A clear vision of job personalization emerges from points 1 and 3, but
What do you think will be the main changes
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
life balance, which are then complemented by the expected drivers for the
(Figure 19)
1000 career: passion for the job and social impact (30%). Only 11% of participants
Total responses
800 assumed salary to be the most important aspect.

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
15% of preferences for each.
200
0
aspect of a career
technology
the wealthy
People will be able to work
or unpaid work and overwork

remotely and with flexible schedules

created complementary to
There will be more

entrepreneurship and self-
employment
there will be less jobs that require

humans

There will be an increasing amount
Personal and professional life will

important aspect of a career choice
There will be less career progression

via promotions
Workplaces will be less hirarchical
I don’t think the way we work will

evolve in the future
Changes will only privilege
Page 44 Page 45
With 642 million people in Latin America representing 10% of the world’s pop-
ulation (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 includ-
ing age, educational level and gender.
Regional How do you define a “career”? (LatAm)

(Figure 20)
analysis: the
Regional Analysis
A lifestyle that involves a
future of work in
range of aspects in an indivi-
dual’s life from education and
paid jobs to volunteering and A way to earn
personal ambitions income via work,
Latin America
4.8% occupation or
profession
13.7%
By Pedro Beltramino,
Rosario Hub
81.5%
An occupation to
use my time productively
Page 46 Page 47
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
A way to earn incomevia work,

How do you define a “career”? (LatAm, Do you think that in the next 10 years you will continue working
250
200 occupation or profession 180
150
No
by education level) An occupation to use my in the same sector? (LatAm)
160
100
50 time productively 140
Yes
0 120
Collage Secondary
School
Master
Degree
(Figure
(en blanco)PhD 21) Elentary
School
Other 100 (Figure 22) No response
A lifestyle that involves a range 80
of aspects in a individual’s 60
life from education and 40

180
No
paid jobs to volunteering 20
160
350
350 Aand persnal
lifestyle ambitions
that involves a range 0
140
Yes
300
of aspects in a individual’s Female120 Male Other Prefer not to say
250 300 A way
life fromtoeducation
earn incomevia
and work, 100
No response
200
250
occupation
paid or profession
jobs to volunteering 80
150
and persnal ambitions 60
100 200 An occupation to use my 40
50
150 Atime
way to productively
earn income via work, 20
0
occupation or profession
Collage Secondary Master (en blanco) PhD Elentary Other 0
100
School Degree School Female Male Other Prefer not to say
An occupation to use my
50
time productively
Regional Analysis
Regional Analysis
0
College Secondary Masters PhD Elementary Other In Latin America there are a similar level of people that think they may change
School Degree School
350 A lifestyle that involves a range sector in 10 year’s time, however, women are more open to change than men,
of aspects in a individual’s
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
200
and persnal ambitions desire to change occupation and entrepreneurs think they will stay in the
A way to Entrepreneur
earn income via work, same sector they are in today.
150
120.00% occupation or profession
Part-time employee
100
100.00% Student and
An occupation emlpoyee
to use my
Employment status, Gender timeandproductively What do you think will be the main changes in
50
No response
0 80.00%
College Secondary Masters PhD Elementary Other Freekancer / gig economy
60.00% School Degree occupationSchool (LatAm) Self-employed the future of work? (LatAm)
Underemployed (overqualified
40.00%
(Figure 22) for your current job) (Figure 23)
450 413
20.00%
Full-time employee 393
400
Entrepreneur
Student 359
0.00%
Female Male Other Prefer not to say 350 314
120.00%
Part-time employee
Unemployed 300
100.00% Student and emlpoyee 250 219
No response 200 413
80.00% 450 140
Freekancer / gig economy 150 393
114
400 88 84
359
60.00%
Self-employed 100
350 64
314 31
50
40.00% Underemployed (overqualified 300 8
for your current job) 0
250 219

created complementary to technology
People will be able to work remotely

and with flexible schedules
There will be more entrepreneurship

and self-employment

there will be less jobs that
require humans

aspect of a career
will be an increasing amount

of unpaid work or overwork, especially
for the youth, as people will
an increasing...try to improve and get
more competitive jobs
and professional life will

Changes will only

privilege the wealthy

important aspect of a career
There will be less career

progression via promotions
I don’t think it will evolve
Workplaces will be
less hierarchical
20.00%
Full-time employee 200
0.00% Student 150 140
Female Male Other Prefer not to say 114
Unemployed 100 88 84
64 31
50
8
0
i don;r think the way we work will...

Due to techonology...
and social...
life will...
Changes will only privilege the...
Salary will still be the most...
There will be less career...

New industries and jobs will be...
People will be able to work...
There will be more...
Workplaces will be less hierarchical

There will be continuously
Personal
There
Personal and professional

Passion for your job
Page 48 Page 49
200
Leadership
Resilience
TechTechnical skills,
Shaping the Future of Work 100
IT, technology-related
(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
Total
about jobs that may be lost due to technology. Part-time and full-time em- 300 Communication
Hard skills
ployees tend to think more of the flexibility benefits of the future. As in the
Creativity
general results, an interesting correlation is that people tend to think of the 200
Leadership
Regional Analysis
Regional Analysis
creation of new jobs due to technology, and the job destruction that may Resilience
occur at the same time as opposite events. 100
TechTechnical skills,
IT, technology-related
(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
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
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 essencial for economic
to include the necessary skills
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
Total
400
0.48% mainly negative
300
Every person should be in change of
developing the skills I don’t know/I don’t have 6.38%
Regional Analysis
Regional Analysis
200 an option about it
100
Mentoring programs provided by the
government and businesses
1.44%
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
69.54%
at work
country, its economic growth and its labour market - 36% consider it to have 13.72%
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 mi-
gration 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
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
50%
Migration does not affect economic growth program in the workplace
I don’t know 24%
Regional Analysis
Regional Analysis
40% Diversity fosters economic growth
30%
20%
10%
59%
Other
0%
(please specify)
College Elementary Master PhD Secondary 2%
School Degree School Affordable education
in universities
and educational
institutions
Online education
focused on
specific skills
15%
One of the big challenges in such a deep revolution is how to support in-
dividuals 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
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.
Regional Analysis
Regional Analysis
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) Work with other sectors of
Others
society to integrate refugees 1%
Others and immigrants
Break down stereotypes
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 14.15%
impact at the forefront of business relevant to the country they operate in
Page 56 Page 57
(avarage % last 3 years)

GDP Growth
9.4 4.3 7.0 5.5 4.6 4.6 4.7 5.4 7.0
+22M
It is well documented that Africa will have by far the largest population of
youth globally
86.1 – 33% by 2050 and 46% by 2100. The continent accounts
for 16% of the 11M world’s human population, with 54 countries and has one of
the largest
64.5
diversity 12M of cultures, languages and ethnicities. Whilst this cre-
8M
ates significant opportunities for innovative
50.1
5M 6M solutions, to map out how tech
4M
transitions can positively impact the employability of4MAfricans,
39.3 38.5 2M the focus on
27.2 1M
creating inclusive and sustainable
27.0
19.6 18.4
employment
23.1 21.3 for
18.7
the youth is becoming a
15.1 14.3
key priority from a policy perspective for most governments 10.2 .
14.2 1
12.5
10.3
4.4 5.5
Regional Nigeria Ethiopia Congo Tanzania

Dem. Rep.
Youth increase in the next ten yearsYouth
Kenya Uganda
in population 2018
Sudan Mozambique Ghana Rwanda
Youth population 2028
analysis: the Sub-Saharan African countries

(Figure 31)
Regional Analysis
future of work
(avarage % last 3 years)

GDP Growth
9.4 4.3 7.0 5.5 4.6 4.6 4.7 5.4 7.0
in Africa +22M
86.1
11M
64.5 12M
By Mosidi Modise, 8M
Stellenbosch Hub, and 50.1
5M 6M 4M
39.3 4M 2M
Nontuthuzelo Nikiwe,
38.5
27.0 27.2 1M
Tshwane Hub 19.6 18.4
23.1
15.1
21.3
14.3
18.7
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
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-
Regional Analysis
Regional Analysis
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 im-
proving ICT infrastructure in schools.
These are some of the programs that have been implemented to address
The role of policy in Africa to facilitate
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
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-
sible solutions to developing the skills needed for the future of work. Below
How do you think the skills for the future can be developed?
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
27%
Regional Analysis
Regional Analysis
ownership 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
internships 21% spectively.
18% Ongoing training
in companies
User and entity big data analytics 85%
Membership
App- and web-enabled markets 75%
programmes
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%
54%
of the dexterity of young people to adapt to the changes in the future of Encryption
New materials 52%
work – is that there is an almost equal split of people who expect that they
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
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 re-
Regional Analysis
Regional Analysis
sources 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,
ity, age and gender to the future of work and how policies around inclusion 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
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, collec-
tively 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-
Complementing nam—collectively representing about 70% of the global GDP.
For the Global Shapers Community, Shaping the Future of Work (STFOW)
the Future of is an opportunity to complement the findings of the Future of Jobs Report. The
different methodologies of these two reports imply that they are not a perfect
comparison, but certain insights can be gained from contrasting them.
Jobs Report A recurring theme of the Future of Jobs Report was a concern about
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
same sector. This could mean that the workforces of Latin America, Africa
By Paul Endelman,
and MENA will be better able to adapt to the drastic changes in the work-
Sacramento Hub
force 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 work-
force 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 free-
lancers 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
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 hir-
ing or retraining as their ideal way of adapting to changes in the necessary
skills for the workforce, particularly in Latin America where 33% of respond-
ers feel that they should undergo a career transition every 1-2 years.
While this willingness to undergo a career transition in theory should facil-
itate 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 al-
ready 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 percep-
tion 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 ex-
pected 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 high-
er willingness to adapt to this rate of change, while others are worryingly static.
Page 68 Page 69
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
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 organ-
isations can and should embrace gender equality as a value and a goal. To this
end, care policies are imperative. Organizations should provide care services
for workers with children and implement gender-sensitive parental leave re-
1) The Workplace of Tomorrow
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
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 re-
cruitment 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%.
• Communication, languages, public speaking 66%.
2) The Development of Skills and Education
• 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
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 oc-
curred 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 pro-
moting a work-life balance agenda. Investing in employees re-educa-
tion 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 fu-
ture 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 partici-
pated in the project.
Page 76 Page 77
The project was carried out in three different stages: sectors of Honduran society could be gathered (government, private com-
panies, 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 issue and invited all participants to make decisions today, as we are at a
The main questions explored and conclusions of the
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
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 en-
courage 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
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
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-
ther support for the employee can be given through the development
1) The Concept of “Career”
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 be-
tween a career related to longevity in a job or company, associated with sta-
bility 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 “mobil-
ity” 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
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-educa-
tion 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 sup-
port 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, high-
lights 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
• Entrepreneurial activities of young people should be sustained, pos-

sibly with tax reduction, already existing in some places. But entre-
preneurship should not be seen as a general opportunity for job re-
placement: 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 di-
versity and international populations. We must be ready to support and in-
tegrate people coming from other countries, with processing of re-educa-
tion, 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 in-
vesting in those areas.
Page 88 Page 89
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
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
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 exper-
tise 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 commu-
nity 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 conver-
sation 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
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 over-
all 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
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?
Conversation 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 to ensure that the future we share is more fair and equitable.
guide
Talking about an uncertain future can be challenging. Conversations
of this nature are often based on emotion, steeped in personal perspectives,
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
Introduction friends, family, colleagues and neighbors to have a conversation. Many peo-
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
been built thanks to the work of dozens of Global Shapers who proposed
By Leticia Gasca,
relevant questions, community managers from the World Economic Forum,
and the Shape7 conversation guide published in 2018.
Education and Employment
We are convinced that through the democratization of this discourse
Steering Committee
we are shaping the future of work. We want to ensure we capture the re-
flections 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
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 con-
versation. 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 ex-
ternal observers present, this should be clarified before the conversation
begins. Additionally, conversation hosts will enforce the conversation agree-
ments. 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
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
good intentions.” In best practice, these should be written down
Photo/video for Social Media
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
3. Open the conversation. Begin by asking each person to share their
Unique identifiers belonging to participants will not be recorded or linked
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
1. Confirm conversation logistics. Set the conversation date, time, loca-
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

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 work-
ers, 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, govern-
ment, 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

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 par-

ticipate.
• 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 ex-
perience.
• 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 con-
versation 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
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 ba-
sic 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-
Final
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.
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
reflection multi-faceted selves, because socially it’s much easier to define ourselves in
one word than in ten.
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-
On Parenting and late to what has been, not what will be.
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
the Future of Work jobs didn’t exist when I was a kid, and in a world where Universal Basic In-
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-
ports you when you’re down, and allows you to grow old serenely. At least,
By Hicham Sabir,
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 respon-
sibility 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 af-
ter a feminist princess, a fighter, diplomat, and rebellion leader: Leia.
Page 108 Page 109

- Acemoglu, D. (2011). Skills, Tasks and Technologies: Implications for Em-

ployment and Earnings. In D. Card & O. Ashenfelter (Eds.), Handbook of
Labour Economics.
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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.
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Page 112

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Shaping the

Alok Medikepura Anil,

Leticia Gasca Serrano,

Middle East and North Africa South Asia

Khalid Machchate, Alok Medikepura Anil,

South East Europe

Data Analysis Team Proofreading team

• Perspective: The new generations have a broader perspective of what

Summary spondents (76 percent) believed the meaning of career is “a lifestyle

• Preparedness: Young people do not feel prepared for the future. On

• Willing to reinvent themselves: When asked if they would remain in

spondents. Around half of all other respondents were willing to stay in

1. People will be able to work remotely and with flexible schedules

Survey and report limitations

The Global Shapers Community is a network of inspiring and talented young

Introduction shape the future.

Global Shapers 1) Promoting equity and inclusion,

The Future of Work is… here? Machine-led? Human-centric? This statement

Profile of the population surveyed

Distribution of survey participants per region

As shown in figure 1, most of the participation came from Latin America

Elementary College/ Undergraduate

The matrix in figure 3 highlights the distribution between levels of education

The meaning of career by region

80% A way to earn income via

Financial and professional services

Freelance / gig economy

Student and employee

Agriculture (plantations and other rural sectors)

Freelance / gig economy

Student and employee

Figure 13 represents a “From-To” matrix where: Below are some highlights:

Sustainability, conservation of natural ecosystems

Energy (water/gas and electricity)

Hospitality industry - tourism/Catering/Waitressing

Media, culture, graphical

4. Finally, commerce and academia/education are the sectors selected

Specialization in a subject 18.6%

Specialization in a subject 18.6%

500 Companies should give ongoing

300 Mentoring programs

100 Paid internship

Companies should give ongoing Paid internship Online education

63% 23% 37%

Most important skills for career development,

more evidence in Africa and Latin America) respondents considered that

Role of the Government

or unpaid work and overwork

New industries and jobs will be

There will be more

there will be less jobs that require

Passion for your job and social

There will be an increasing amount

Personal and professional life will

important aspect of a career choice

There will be less career progression

Workplaces will be less hirarchical

I don’t think the way we work will

Changes will only privilege

Salary will still be the most

800 assumed salary to be the most important aspect.

or unpaid work and overwork

New industries and jobs will be