The Institute for Public Policy Research reveals that up to 8 million UK jobs are at risk from AI. First of its kind analysis on the impact of generative AI on the UK labour market, the report highlights the importance of developing a job-centric industrial strategy for AI that encourages job transitions and ensures that the fruits of automation are shared widely across the economy.
This report from Deloitte reveals a disconnect between what Generation Z actually wants at work and what their bosses think they want. As Gen Z increasingly enters the workforce, the research identifies the key challenges and gaps that leaders should address to support their newest generation of workers, including (1) contrasting views on the importance empathy, (2) divergent views on the impact of work on mental health, and (3) disparate views on the importance of work to personal identity.
This report from AWS reveals that AI will rapidly transform the workplace over the next five years - from how businesses operate to how work gets done, finding that 92% of surveyed APAC employers predict that they will use AI-related solutions and tools in their organisations by 2028. The study also finds the applications of AI-enabled technology are expected to transcend jobs, tasks, and departments, enabling teams across organisations to improve work processes and business outcomes.
The White House Council of Economic Advisers’ latest annual Economic Report of the President provides an analysis of key issues impacting US and international economic policy, including how long-run trends in fertility and morality are shaping the US population and labour force. The report explores when, how, and why AI may be adopted and its potential effects on labour markets.
Deloitte’s new report explores how generative AI is expected to change the structure of “work” as we know it. The report suggests a range of strategies to help prepare organisations, including the importance of creating and managing a framework that focuses and supports leadership’s vital role in guiding Generative AI-induced changes.
The Institute for the Future of Work’s latest briefing paper analyses data from nearly 5,000 UK workers and considers the effect that exposure to new workplace technologies is having on workers’ quality of life. Key findings include significant variation in employees’ quality of life correlated to increased levels of exposure to different workplace technologies and that perceived rights at work, and HR philosophies that emphasise employee wellbeing, have a positive correlation with quality of life.
This report by IBM, in collaboration with Oracle, reveals that 40% of the global workforce will need to reskill due to implementing AI and automation over the next three years, which equates to 1.4 billion of the planet’s 3.4 billion working population. The report examines how HR can facilitate a generative AI-empowered culture and serve as key advisors in developing people-centric operating models that best position the enterprise – and the employee experience – for the future.
This report by the OECD examines how longevity and technological change are impacting work across 38 countries and identifies key employer policies that can help facilitate career mobility, resulting in better employment choices at older ages.
New research by the Work Foundation reveals that a record 1.1 million working age people are on zero-hours contracts in the UK as their main form of employment, with women, black workers and younger workers being significantly more likely to be on zero-hour contracts than their counterparts. The policy brief investigates the contemporary use of zero-hour contracts in the UK and examines policy options for reform from comparable countries, with a particular focus on how to introduce regulation in a way that extends contractual security and guaranteed hours while maintaining opportunities for flexibility.
Deloitte’s latest Global Human Capital Trends report reveals that the more boundaryless work becomes, the more important uniquely human capabilities – like empathy and curiosity – become. The research underscores the need to prioritise human sustainability - the degree to which the organisation creates value for people as human beings, leaving them with greater health and well-being, stronger skills and greater employability, good jobs, opportunities for advancement, more equity, and heightened feelings of belonging and purpose – which can drive not only better human outcomes, but better business outcomes in a mutually reinforcing cycle.