Conference Presentation, Panel
Jobs of the Future
Milken InstituteKaren Gilchrist, Kevin Aluwi, Feon Ang, Jeanne Lim, Stephanie Nash, Jon-Paul Pritchard
- The World Economic Forum predicts the displacement of 75 million jobs and the creation of 133 million new jobs over the next few years, necessitating a significant shift in required skills.
- Process automation is projected to affect 30–70% of jobs within the next 10–15 years, specifically targeting high-volume, high-frequency, and repetitive roles.
- Historical data indicates that automation can increase total employment; for instance, ATM automation led to a doubling of bank teller roles over 50 years due to reduced costs enabling branch expansion.
- Robotics firms are pivoting toward "thinking automation" to provide social intelligence, aiming to augment caregiving roles where human emotion is a barrier, such as in therapy or autism care.
- Gojek reports that technology has augmented driver productivity, resulting in a 50% increase in average driver income and increased time management efficiency for 2 million registered drivers.
- Gojek merchants in the Food & Beverage sector have seen an average income increase of 30% due to enhanced market access and data-driven targeting tools.
- Dyson's talent strategy has shifted focus from hard skills to behavioral attributes like resilience, learning agility, and adaptability, as hard technical skills face rapid obsolescence.
- Industrial automation creates a disparity where low-skilled labor roles face the highest risk of displacement, potentially leaving a significant portion of the workforce behind.
- LinkedIn research identifies high demand for technical skills in AI, machine learning, cybersecurity, cloud computing, and data science, alongside a rising critical need for soft skills like creativity and critical thinking.
- Stephanie Nash emphasizes that successful organizational transformation requires alignment between leadership rhetoric and behavioral rewards to foster innovation and prevent siloed mentalities.
- Jean Lim notes that current AI is narrow and domain-specific, with Artificial General Intelligence (AGI) remaining 10–30 years away, creating a long window for humans to work as "upscalers" of AI.
- The panel advocates for a shift from 15–16 years of formal education to a model of continuous learning and expanded internship opportunities integrated into early career development.
- Gojek and other Southeast Asian firms suggest that scaling businesses and generating social impact are not mutually exclusive, offering opportunities to uplift populations at the "bottom of the pyramid."
- John-Paul Pritchard argues that the current formulaic education system is the primary barrier to preparing the workforce for future shifts, particularly for those without access to traditional academic pathways.
- There is a growing societal demand for flexibility, with flex time now ranking as a top employee priority, suggesting a redefinition of work to improve work-life balance and reduce urban congestion.
- Companies are encouraged to invest in the enrichment of independent contractors to ensure skill continuity, viewing these relationships as mutually beneficial rather than purely transactional.
- Panelists discussed the potential need for government intervention, including skills future credits (e.g., Singapore's $500 credit) and potential taxation of automation to fund social safety nets like Universal Basic Income.
- Kevin Aloui proposes a future "utopia" where work is defined by the expression of creativity and personal fulfillment across all job levels.
- Fiona Ang envisions a future where the core mission is creating economic opportunity for every member of the global workforce through collective mentorship and support.
- Jean Lim desires a future where personal passions align with professional impact, allowing for self-actualization alongside meaningful work.
- John-Paul Pritchard identifies psychological safety and acceptance (inclusion) as the foundational elements required for a future workforce to innovate effectively.
- The consensus includes a need for legislative adaptation regarding gig workers, co-employment laws, and flexible working hours to accommodate a changing labor landscape.