Technology - Click here Sustainability - Click here Demographics - Click here Global Dynamics & Politics - Click here

November 2024 In Conversation with… James Davies and David Hopper

Global politics, elections and workplace regulations

Click here to download the podcast.

Click here to access the podcast transcript.

In this episode of the Future of Work Hub's In Conversation podcast, Lucy Lewis reflects on the impact of recent global elections on the future of workplace regulation. Join Lucy and partners James Davies and David Hopper as they explore emerging global trends and their implications for the UK. Discover how political shifts are reshaping the employer-employee relationships and union influence in an increasingly volatile and uncertain landscape.

Key Takeaways:

• Stay on top political changes: Global trends show a fragmented political landscape, evolving social values and rising populism. New governments often bring regulatory changes impacting employment rights and union power, and creating periods of post-election upheaval and uncertainty for businesses. Monitoring political change and its impact on the world of work should be high on the business agenda.

• Navigate increasingly divergent rules and regulations: There’s a shift from global harmonisation to a multi-system world where different countries and different regions have different laws and regulations. It is crucial for global organisations to track cross-border regulation where approaches are diverging, especially in areas like data privacy, AI and DE&I.

• Monitor and manage workplace division: As the workplace becomes more diverse, more inter-generational and more international, managing conflict and differing views in the workplace is essential. Developing organisational capability and skilled leaders in conflict resolution is a strategic priority.

• Create an environment to support employee voice: Employee expectations have been evolving over a number of years. Employees want to be heard on broader organisational issues, not just pay and conditions. Proactively building mechanisms to promote employee voice in the workplace can boost organisational performance and innovation by creating a trusted environment that effectively manages employee concerns. This will be of growing importance where there are strong political drivers to create a more supportive environment for unions.

October 2024 In Conversation with… Vivienne Ming

Technology

Click here to download the podcast.

Click here to access the podcast transcript.

In the eighth episode of our “In Conversation…” podcast series for 2024, Lucy speaks with Dr Vivienne Ming, a theoretical neuroscientist, entrepreneur, and co-founder of Socos Labs, a company dedicated to leveraging AI-driven research to maximise human potential.

In this conversation, Lucy and Vivienne explore the evolving relationship between AI and the workforce, discussing how technology can enhance our capabilities rather than merely focus on productivity gains. Vivienne emphasises the concept of “productive friction” and how AI can challenge us to become better at our jobs. They also delve into the implications of job disaggregation and the importance of finding balance in the age of automation.

Key Takeaways:

• AI as a tool for enhancement: AI should be viewed as a tool to augment human intelligence and creativity rather than replace it, emphasising the importance of human value in technology strategies.

• Understanding vs. Knowledge: While AI excels at recognising patterns and processing known information, it lacks true understanding and creativity, which are inherently human traits.

• Productive friction: Embracing “productive friction” involves using AI to challenge our ideas and improve our skills, rather than simply automating tasks, thereby enhancing the quality of our work.

• The risks of disaggregation: The disaggregation of jobs may lead to productivity gains, but it also risks diminishing professional identity and satisfaction. Finding a balance between automation and meaningful work is essential.

• Empowerment through AI: The focus should shift from AI making our tasks easier to how it can enable us to achieve things we couldn't before, fostering growth and innovation in our roles.

• Identifying peer role models: It is crucial to identify “unofficial” leaders who can inspire and influence others. This offers untapped potential in companies by bridging the gap between leadership and everyday employee experiences.

September 2024 In Conversation with… Simon Roberts

Sustainability

Click here to download the podcast.

Click here to access the podcast transcript.

In the seventh episode of our “In Conversation…” podcast series for 2024, Lucy speaks to Simon Roberts, anthropologist, author and co-founder of Stripe Partners, a consultancy firm which incorporates social and data science to give companies a deep understanding of the world, their customers and their organisation.

In this conversation, Lucy and Simon discuss anthropology and why, in a tech and data driven world, it is increasingly being used by organisations to better understand the behaviours and culture of their workforces. In particular, Simon highlights the importance of embodied knowledge and the potential impact of remote and hybrid working on the professional development of junior employees.

Key Takeaways:

• Be aware of sub-cultures: Even where a business has defined its vision, mission and values, in practice organisations are broken down into sub-cultures which are sometimes in conflict with each other.

• Embodied knowledge is very important: Executives, leaders and employees should immerse themselves in real-world experiences. to enable them to build an understanding of the business based on first-hand experiences (as opposed to a second-hand understanding obtained from data and reports). 

• Remote and hybrid working may inhibit embodied knowledge: The challenge for junior employees is that by not being in the office with their more experienced co-workers, they are missing out on observing how to run a meeting, dealing with conflict and learning how to “read the room”.

• Adopt AI to do “peripheral work”, not “core work”: People are more resistant to having AI help with core work (which runs to the centre of their role and their professional identity) compared to peripheral work (which tends to be more administratively burdensome).

• Consider training “lay anthropologists”: Develop “in-house” anthropologists and provide them with a toolkit which enables them to observe the organisational culture and then report their findings to HR leaders and senior management. 

• Change the focus of conversations about technology: Technology conversations often revolve around productivity, cost-savings and simplification. Instead, organisations should adopt a more human-centred approach which focuses on how technology can make work more meaningful for people. 

july 2024 In Conversation With… Giles gibbons

sustainability

Click here to download the podcast.

Click here to access the podcast transcript.

In the sixth episode of our “In Conversation..” podcast series for 2024, Lucy speaks to Giles Gibbons, co-founder and CEO of Good Business, a strategy consultancy firm with almost 30 years of experience advising organisations on purpose, behaviour change, sustainability and responsible business strategies.

While many organisations are taking positive steps to manage their social and environmental impact, the sustainability agenda continues to move faster than business’s rate of change. In this conversation, Giles explains how having a sustainability and responsible business strategy is good for business and why this is a growing area of focus for employees and wider stakeholders. Lucy and Giles explore the role of employee activism and regulation in driving corporate action in the sustainability space and the challenges that poses for businesses, particularly where views and opinions in the workplace conflict. Lastly, they explore practical ways employers can make impactful change.

“And so, you know, we talk about that business should be political with a small P because it should have a view on the world, because it's made up of people who have a view on the world and what they're doing and how they're doing it. But it shouldn't be political with a capital P. That's for citizens, that's for individuals to decide how to vote. It's not what a company should do, but a company should have a point of view on its impact on climate. It should have a point of view if it employs people on its pay responsibility or whatever it may be. So in a sense, it's being linked to the things that actually matter, and you have an impact on, that people will therefore see you as a credible force rather than as a sort of tokenistic organisation.”

Key Takeaways:

• More rapid change is needed. According to the IPCC, climate change is moving ever faster and organisations’ rate of change is not quick enough.

• Organisations should be proactive. To differentiate themselves, businesses should use regulation as a catalyst for governance transformation and innovation by taking proactive instead of reactive steps towards change.

• Focus on the issues on which you can make the biggest impact. Organisations should assess their impact on the climate and society and focus time and resources to affect change in those areas through the way it does business.

• Employer brand is so important. Employees want to know they work for a company that is having a positive impact on the world. As employers strive to attract and retain the best talent, increasingly employees have a greater share of voice in the importance of sustainability within an organisation.

• Create a safe place for divergent viewpoints. Create an organisational culture where it’s okay to have diverging views and it feels safe for employees to engage with people with conflicting viewpoints.

• Have conversations with your employees. Rather than demanding change, turn this into a proactive conversation between employers or employees.

june 2024 In Conversation With… Alexander Milner-Smith and Bryony Long

technology

Click here to download the podcast.

Click here to access the podcast transcript.

In this fifth episode of our “In Conversation…” podcast series for 2024, Lucy is joined by fellow Lewis Silkin partners and co-heads of the Data, Privacy and Cyber Group, Alexander Milner-Smith and Bryony Long.

In this fascinating conversation, Alex and Bryony discuss a variety of emerging technologies, their use cases in the workplace and the potential legal and people-related risks that might arise. Some of these technologies are ones that many businesses are already exploring, such as the metaverse and ChatGPT. But Alex and Bryony also look ahead to evolving technologies such as neurotech, biometrics, empathic and semantic AI, and explore their potential impact on the workplace and what that might mean for workforce trust.

They also suggest some practical steps employers can take to make the most of these transformational technologies while also minimising the people and data risks. Lastly, Lucy talks to Alex and Bryony about how businesses can navigate an increasingly complex and evolving regulatory landscape, both in the UK and around the globe.

“It’s very very important that you are cognisant of how you deploy AI in the workplace and that you really get those employees on board and you get them involved and get them trained up on how to use the systems but you also give them the reassurances that these systems aren’t going to be replacing them.”

Key takeaways

• Bring employees on the journey. Businesses are increasingly seen as more trusted than government to lead on innovation and implement AI technologies ethically and responsibly. To mitigate employee concerns and build trust when introducing new technologies: communicate clearly with the workforce, particularly about organisational and individual benefits and efficiencies; be transparent about the reasons behind adopting the technology; train employees on how to use new technologies responsibly; give assurances on the impact of new technology on the workforce and people’s jobs.

• Be clear on your use case. Using AI or other emerging tech just because everyone else is using it or because of a fear of being left behind, is not a good reason to adopt technologies. Identify a business need, engage with the workforce to help identify problems or challenges that need to be solved, and when considering solutions, consider the role of AI alongside other alternatives. 

• Don’t act in a silo. When adopting emerging tech, particularly AI, this is multi-jurisdictional and multi-departmental. Do not act in isolation. Ensure organisational cross-collaboration to enable far better deployment of technology, both from a risk perspective, but also a trust perspective.

• Take steps to mitigate risk. To mitigate employment risks of discrimination and bias, it is essential to carry out initial due diligence on any new the technology, and then test it on an ongoing basis throughout the life cycle of the project. To mitigate data risks when deploying technology, key factors include explainability and transparency, identifying a lawful basis, fairness, security and accountability.

May 2024 In Conversation With… david liddle

Demographics

Click here to download the podcast.

Click here to access the podcast transcript.

In this fourth episode of our “In Conversation…” podcast series for 2024, Lucy revisits a fascinating conversation she had on navigating and managing workplace conflict with David Liddle, founder and CEO of TCM Group.

Recorded in the immediate aftermath of the pandemic, this conversation from 2022 resonates with many of the challenges businesses are experiencing today. Growing societal divisions and tensions are increasingly spilling into the workplace, such that navigating and managing workplace conflict is emerging as a key business priority.

“Conflict is unavoidable, inescapable. In fact, it’s a healthy expression of working life and indeed I would argue that when it’s managed well, conflict can be a really important driver or a catalyst to innovation, creativity, growth, insight, and learning. In fact, well-managed disagreements and conflicts within our workplaces are the antecedent to growth.”

In this episode, Lucy starts by exploring the reasons behind today’s growing workplace conflict challenges. Then we rewind to 2022, where David and Lucy discuss a variety of potential solutions and approaches.

Key Takeaways:

• Take a restorative, rather than a retributive, approach to conflict. Reframe HR policies and procedures with purpose-led, person-centered and values-based approaches to conflict and complaints resolution.

• Managing conflict should be a strategic, leadership priority. Provide managers and leaders with the skills, training and support to intervene early and resolve issues constructively at the source.

• Dialogue must have primacy. Start by listening and creating space for people to engage in dialogue.

• Conflict is not to be feared. When managed well, conflict can be a catalyst to innovation, creativity, growth, insight and learning.

april 2024 In Conversation With… Ben Willmott

Demographics

Click here to download the podcast.

Click here to access the podcast transcript.

In the third episode of our “In Conversation with…” podcast series for 2024 Lucy is joined by Ben Willmott, Head of Public Policy in the CIPD.

Lucy and Ben discuss what “good work” is and why it should matter to employers. Ben highlights the importance of people management skills in creating trust in the employment relationship to develop a productive, resilient and sustainable work culture.

Key Takeaways:

• Good work is a shared agenda: Investing in good work practices is the responsibility of both employers and the government. Areas of recommended public policy reform include statutory sick pay reform, increased occupational health support for small businesses, and introducing skills or training levies.

• Start by investing in people management training: Day-to-day people management skills are fundamental to employees’ engagement and productivity in work.

• Incorporate the principles of good work into job design processes: By designing jobs that give employees flexibility, autonomy, purpose and challenge, this can both improve job quality, as well as supporting business performance and productivity.

• Flexible working arrangements should benefit the whole workforce, not just those who can work from home: Employers should consider putting in place flexible working arrangements that benefit all employees, including those who can’t work from home, for example term-time working, job shares, or compressed or annualised hours.

march 2024 In Conversation With… Avivah Wittenberg-Cox

Demographics

Click here to download the podcast.

Click here to access the podcast transcript.

In the second episode of our “In Conversation with…” podcast series for 2024 Lucy is joined by Avivah Wittenberg-Cox, CEO of 20-first, one of the world's leading global consultancies focused on balancing gender, generations and culture.

Lucy and Avivah discuss some of the key demographic shifts impacting the labour market and explore why generational balance needs to be a business priority. Avivah explains the importance of longevity literacy amongst workforces and leadership teams, and how a deep understanding of people’s differences will be key to any diversity and inclusion strategy.

Key Takeaways:

• Older workers as an answer to skills shortages: In a challenging labour market, employers may be able to leverage the skills and experience of existing older workers to fill skills gaps.

• Senior leadership teams must prioritise generational balance: The impact and success of a company’s longevity strategy will depend on the buy-in, involvement and longevity literacy of the executive leadership team.

• Start by measuring the demographics of your workplace: Use data to analyse the potential impact of an ageing workforce on the business in the next 5 to 10 years.

• Inclusion requires a deep understanding of where people are from: Instead of segmenting the workforce into identity groups, bring people together to discuss shared issues and define common goals, to increase compassion and understanding of differences.

February 2024 In Conversation With… Naomi Hanrahan-Soar

Demographics

Click here to download the podcast.

Click here to access the podcast transcript.

In the first episode of our “In Conversation with…” podcast series for 2024 Lucy is joined by fellow Lewis Silkin partner Naomi Hanrahan-Soar.

“We need to have a discussion around the purpose of migration in the UK, what do we want from it, and where does the economy sit within it?”

Lucy and Naomi discuss the trends behind shifting migration patterns and what that means for the workplace. They explore how employers can harness the benefits of migration, while also addressing a range of challenges.

Key Takeaways:

• Brexit has had a significant influence on the type of migration to the UK: One impact of Brexit is an increase in migration from countries outside the EU and, potentially, those coming from further afield are likely to have a longer-term view of staying in the UK.

• COVID-19 has accelerated cross-border working: We have seen a rise in people requesting to work remotely from abroad. This gives rise to numerous challenges from an immigration, employment law and tax perspective.

• Migration can address skills shortages: This is particularly the case given ageing populations and economies experiencing ongoing skills shortages. However, workforce strategies need to consider the cost of recruiting skilled workers from abroad and the opportunity to upskilling and retraining existing workforces.

• More diversity leads to more creativity: Bringing different experiences, skills, perspectives and ways of thinking into an organisation increases the ability of the workforce to identify new opportunities and creative solutions.

December 2023 IN CONVERSATION WITH... Reflections on 2023

Looking back and looking ahead to 2024 and beyond

Click here to download the podcast.

Click here to access the podcast transcript.

Over the course of this year, we’ve hosted conversations with leading experts and thinkers to explore their perspectives on the future of work and consider the opportunities and challenges ahead for employers and their people as the world of work continues to evolve rapidly.

In this final episode of 2023, our podcast host, Lucy Lewis, Employment Partner at Lewis Silkin, reflects on the conversations she has had this year and draws together a range of insightful perspectives shared by her guests.

Lucy spotlights the key themes that emerged across her conversations - from the role of trust and employee voice in the workplace, to the four-day working week, the importance of organisational resilience, adapting to an ageing workforce, what the future of the platform economy looks like and the impact of automation and AI on jobs and workforce skills.

At the end of each discussion, we asked each of our guests to share their thoughts on what is missing from the current conversation on the future of work. What is not getting enough attention? What are we not talking enough about? Tune in to hear what they had to say!

november 2023 IN CONVERSATION WITH... Shruti Singh

Demographics

Click here to download the podcast.

Click here to access the podcast transcript.

In the tenth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, partner at Lewis Silkin, speaks to Shruti Singh, Senior Economist at the OECD Directorate for Employment, Labour and Social Affairs.

“I think what is missing when it comes to age inclusion is really taking that leap forward on making this reality.”

Lucy and Shruti discuss the impact of ageing populations on the world of work and how employers, governments and individuals can respond to demographic shifts and build productive intergenerational workforces.

Key takeaways from the conversation:

• Ageing populations are a growing issue: Rapid population ageing due to increases in life expectancy and falling fertility is a key issue for businesses, policymakers and governments across the OECD.  By 2050 the proportion of the population in OECD countries aged 65 and over is expected to increase to nearly 28%.

• Employers should focus on the employee life cycle: There is substantial individual variation in the support that is needed within age groups and at different life stages. Rather than looking at what certain generations might want, employers should focus on supporting a multigenerational workforce through the whole life cycle at work.

• Intergenerational workforces work: Employers that promote age inclusive workforces and successfully combine the talents and diverse outlooks of their employees, whatever their age, generally find that their workforce is enriched and more productive as a result.

• Employers can take steps to support older workers: An age inclusive organisational culture plays an important role in supporting longer working lives. To succeed, support must be integrated, taking into account job quality, health and flexibility. Line manager training is essential to embed these components into company culture.

• Skills are key: It is important that older workers continue to upgrade and expand their skills over their working life, particularly in light of continuing technological change. Mid-life career reviews, personal development plans and career conversations are increasingly used by employers.

October 2023 IN CONVERSATION WITH... Paul Miller

TECHNOLOGY

Click here to download the podcast.

Click here to access the podcast transcript.

In the ninth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, partner at Lewis Silkin LLP, is joined by Paul Miller, Chief Creative Officer and Founder of the Digital Workplace Group.

“We are living in a time which is no longer the industrial age, it’s not even the digital age; it is the living age.”

Lucy and Paul discuss the need for organisational adaptiveness and resilience to better withstand and respond to the current disruption and pressure on business, and explore concepts from Paul’s book ‘Nature of Work: The New Story of Work for a Living Age’. In this book, Paul draws on patterns from the natural world to provide leaders with the language and questions to evolve their workplaces from organisations to organisms.

Key takeaways from the conversation:

• Organisations are organisms: Companies seeking to build a sustainable organisation and to humanise workforce experiences can benefit from viewing their organisation as a dynamic and living thing rather than a rigid and industrialised structure.

• Corporate purpose is key: Companies must focus on taking corporate purpose from concept to practice and identify where they can have a direct impact at a local level.

• Leadership today is challenging: To succeed, leaders should consider adopting “servant leadership” and reflect on core values around meaning, purpose, empowerment and agility.

• Advances in generative AI are deeply significant: AI will change the way we work and raises important ethical and societal concerns. However, the current labour shortages experienced by many countries are likely to remain.

• We may need to rethink tax: As technology continues to significantly impact on jobs, debate is growing on the merits of an “AI tax”.

September 2023 IN CONVERSATION WITH... James Davies

Technology

Click here to download the podcast.

Click here to access the podcast transcript.

Read James’ report: The future of work in 2050 – too few jobs or too few workers?

In the eighth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, partner at Lewis Silkin LLP is joined by fellow partner James Davies.

What if these optimists have been seriously underestimating the pace and scale at which automation will replace and change the jobs of today in the second quarter of the century? What if the insipid productivity growth we have experienced over the last 10 years or so continues into the second quarter of the century? And what if we have too few workers with the skills needed for the occupations of tomorrow?

Lucy and James discuss James’ upcoming report for the Future of Work Hub, and consider whether, despite current skills shortages, the future world of work in 2050 could feature too few jobs.  

Key takeaways from the conversation:

• We could see a future with too few jobs: there is a significant risk that the future of work could be characterised by too few jobs for the number of workers. Employers, policymakers and individuals must take steps now to prepare.

• Skills shortages will persist: employers, policymakers and educators must invest in developing the skills of the future. If workers do not have the skills needed for the occupations of tomorrow, we could see a future where high unemployment co-exists with significant skills shortages in some areas.

• The current tax regime is becoming untenable: as companies decide whether to automate jobs, we should reconsider how we tax employment so that there is less of a cost disparity between employing people and automation.    

• Cross border competition for key skills will become more intense: employers will need to deliver on the values and priorities of workers, particularly younger generations, to attract and retain the best people.

• Technology and AI are not the only drivers of change: other drivers, such as demographics and geopolitics, could significantly impact the jobs market of the future.

JULY 2023 IN CONVERSATION WITH... COLIN LECKEY AND TARUN TAWAKLEY

Role of the state

Click here to download the podcast.

Click here to access the podcast transcript.

In the sixth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, Partner at Lewis Silkin LLP speaks to Nimmi Patel, Head of Skills, Talent and Diversity at techUK and advisory board member of the Digital Futures at Work Research Centre.

“The impact of generative AI is expected to vary from industry to industry and people have said it can cause significant disruption. But, email caused significant disruption, the printing press caused significant disruption, and I think we can handle it as long as we focus on people first solutions.”

The launch of ChatGPT has reignited the debate about how advances in technology could reshape the world of work. In this podcast, Nimmi and Lucy explore the opportunities and challenges that automation and emerging AI technologies present and the extent to which these technologies can be leveraged to create good work and more diverse and inclusive workplaces.

Key takeaways from the conversation:

• Jobs are at risk (but jobs will also be created): more than 6,000,000 people in the UK are employed in occupations that are likely to radically change or disappear entirely by 2030 due to technological progress and changing demographics. However, the adoption and use of AI will generate opportunities for the creation of new innovative jobs.

• Humans will work alongside tech: AI will not be able to replace human judgement and it is the responsibility of humans to decide how to teach it, deploy it and acquire the skills they need to thrive in the workplace of the future.

• Risks of algorithmic bias: while the risk of biases in AI are not new, generative AI’s ready accessibility to public data may magnify the risk. Maintaining trust in AI development will be essential and regulation will play a key role.

• AI can enhance DE&I: deploying AI in recruitment can mitigate biases in traditional decision-making and increase the pool of applicants.

• The metaverse presents opportunities: building the metaverse gives us the chance to better reflect our humanity and remove societal biases.

Click here to download the podcast.

Click here to access the podcast transcript.

In the fifth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, Partner at Lewis Silkin LLP speaks to Joe Ryle, Director at the 4 Day Week Campaign.

“All these long working hours that we put in don’t really produce very good results but produce a lot of burnout, a lot of stress, a lot of overwork, a lot of unhappiness and, not only is that no way to live, it’s also no way to run an economy.”

The UK’s four-day week trial has been hailed as a breakthrough moment for the move towards a four-day work week. Joe and Lucy explore what this means for employers and the future of work. They consider key learnings from the trial and address the most common concerns held by employers when considering moving to a four-day week. They also reflect on the important role government has to play in driving an economy-wide transition, and the potential for lasting legal and societal change.

Key takeaways from the conversation:

• The UK’s four-day week trial was a success: the vast majority of companies (almost 95%) have decided to continue with a four-day week following the end of the trial.

• Introducing the four-day week benefits employers as well as employees: companies adopting the four-day week can benefit from higher employee retention, more motivated staff and increased revenues.

• Employers should avoid top-down implementation of the four-day week: organisations that empower their staff and consult with them in advance are more likely to succeed.

• The four-day week can drive wider cultural change: individuals can balance different aspects of their life, enabling men to take up a more equal share of caring responsibilities.

• The government has a key role to play: an economy-wide transition to a four-day week will require industry leaders, business leaders and trade union leaders to work with the government, supported by the introduction of new legislation.

Click here to download the podcast.

Click here to access the podcast transcript.

In the fourth episode of our “In Conversation with…” podcast series for 2023, Lucy Lewis, Partner at Lewis Silkin LLP speaks to Nita Clarke OBE. Nita is the Director of the Involvement and Participation Association, a leading organisation delivering employee engagement, partnership and employee voice in the workplace.

“People want respect and fairness and to be listened to, and to have their diverse needs thought about. That operates in workplaces now in a way I genuinely don’t think it did a generation ago”.

Nita and Lucy discuss the important role employee voice has to play in building organisational trust as well as the challenges and opportunities that the evolving landscape of collective and individual voice presents for employers.

Key takeaways from the conversation:

•  Unions are not the only mechanism for employee voice: works councils, employee forums as well as individual employee voice all have an important role to play. Assimilating different forms of employee voice can be challenging but extremely beneficial for employers.

• Employee voice must be informed: to get the most out of employee voice, employers must share strategic information with their workforce to empower them to engage in a more developed discussion.

• Trust is key: to succeed, employers must trust their staff and treat them as serious stakeholders in their organisation. Building a culture of trust and listening to employees also protects organisations from reputational risk.

• Employee engagement can benefit society: effective engagement strategies could help to solve the UK’s productivity puzzle by increasing performance and productivity.

• Management styles need to change: shifting generational attitudes and expectations at work mean that organisations taking a command and control management style will lose out.

Click here to download the podcast.

Click here to access the podcast transcript.

In the third episode of our “In Conversation with...” podcast series for 2023, Lucy Lewis, Partner at Lewis Silkin LLP, speaks to Philip Ross, Founder and CEO of UnGroup and Cordless Group and Jeremy Myerson, Director of WORKTECH Academy.

Jeremy and Philip recently co-authored the book ‘Unworking: The Reinvention of the Modern Office’ and, in this episode, they share their insights into the future of the office. Philip and Jeremy consider the habits and rituals we will need to ‘unlearn’ in order to reimagine the workplace of the future, with a particular focus on rethinking both learning and leadership, as well as how to make the workplace as inclusive as possible.

Key takeaways from the conversation:

• Leadership is being reimagined: Leadership will be less focussed on presenteeism and more focussed on outputs and purpose. Leaders must drive a sense of purpose and belonging, and organisations will need to rethink their physical spaces to align with this vision.

• Space will no longer define status: While workspace does not dictate culture, it reinforces and supports it. Organisations are moving away from the idea of modern efficiency – rectangular spaces in box-like buildings – towards more democratic spaces, such as circular and curvilinear spaces.

• Workplace experience is key: Companies need to take workplace experience seriously. Many are introducing workplace experience apps to enhance workplace experience and drive a sense of purpose and belonging.

• Office design should support diversity and inclusion: A diverse workforce has diverse needs, and employees may work best in different conditions and environments. To be truly inclusive, the workplace of the future must be heterogeneous and provide employees with genuine choice and variety.

• Organisations need to rethink learning: Hybrid working has resulted in a rapid shift away from the ‘eavesdropping’ model of learning, requiring companies to rethink their current practices and invest in new and emerging technologies.

If you'd like to find out more about WORKTECH Academy headed by Jeremy you can visit worktechacademy.com; and to learn more about the Unwork Consulting Group headed by Philip you can visit unwork.com.

Click here to download the podcast.

Click here to access the podcast transcript.

In the second episode of our “In Conversation with…” podcast series for 2023, Partner Lucy Lewis speaks to Penelope Mantzaris, Senior Vice President at Edelman Data & Intelligence about trust and how it is evolving.

“Trust is the foundation that allows an organisation to take responsible risk and to innovate and, if it makes mistakes, to rebound from them”.

With the 2023 Edelman Trust Barometer hot off the press, Penelope and Lucy consider the role that trust has to play in an increasingly polarised society and what this means for employers.

Key takeaways from the conversation:

• Factors such as distrust in the government, a lack of shared identity in communities and economic pessimism are leading to intense polarisation in society. However, trust in employers remains high.

• Trust is local. People trust those that they have real interactions with like their neighbours, co-workers and the CEO of their own employer.

• Consumers and employees are applying pressure to business, buying brands which match their values and choosing to work for companies that have a positive societal impact. CEO behaviour matters.

• To build trust, leaders must place their trust in employees first, provide information about contentious issues and make employees feel comfortable voicing their opinions.

• Businesses should use trusted voices at each level of the organisation, particularly if difficult decisions need to be taken.K

Click here to find out more about Edelman DXI.

Click here to download the podcast.

Click here to access the podcast transcript.

In the first episode of our ‘In Conversation with…’ podcast series for 2023, Lucy speaks to James Davies, Partner at Lewis Silkin LLP. James is a leading expert in employment law and speaks widely on issues relating to the future of work. He published his latest report on the future of work, “Eight drivers of change: 2022 and beyond” in November last year.

In this episode, James and Lucy explore the impact generational attitudes, particularly those of younger generations, are having on work and society more broadly and how that will influence the world of work in the years ahead.

Key takeaways from the conversation:

Generational attitudes and values are having a profound impact on the world of work

• Generational attitudes, particularly those of younger generations, are impacting employer decision-making around the world. Employers, particularly in the US, must consider their stance on social and political issues as part of their value proposition.

Shifting generational values will lead to political change

• Shifting attitudes are predicted to drive significant political change in the UK which could, in turn, dramatically influence the employment landscape, including in areas such as tax, immigration and labour relations.

Employers must act now to navigate the road ahead

• To attract and retain the best people, employers will need to look outside traditional demographic and geographic recruitment pools and review their recruitment models. Employers need to recognise the importance of connecting organisational and employee sense of purpose.

Focus will shift to climate change and growing inequality  

• Climate change and inequality are likely to emerge as dominant societal and business critical issues in the years ahead and garner the attention and action they deserve from society, governments and employers.

 Click here to read James’ report.

Our podcasts relating to our four megatrends…

Our podcast series so far…

In both series 1 and series 2 of our ‘In Conversation with’ podcast series, our episodes showcased a range of perspectives shared by eleven guest speakers (per series) on what the future of work could hold.

Series 1

Our conversations reflected on the dynamic landscape of the world of work. Our key highlights include how the role of trust between people and business is changing, the rise of hybrid working and the future of the office and how the workforce is shaping the sustainability agenda.

We engaged our eleven leading experts and thinkers to consider what would be the biggest and most radical change for the future of work that we’ll see coming out of the pandemic.

Series 2

In series 2 our conversations reflected on the dynamic landscape of the world of work. They considered the role of trust in the workplace, the Great Resignation and the employee value proposition, the impact of shifting employee values across generations, and the significant challenges of building skills for the future.

We asked our eleven leading experts and thinkers to consider what they would change if they had the power to ensure one change in the workplace of 2032.

Getting in touch

If you’re interested in continuing the conversation, please feel free to get involved here. To keep up to date with the latest thinking on the future of work hub, you can sign up to our monthly newsletter and follow us on Twitter.