INCLUSIVE FUTURE OF WORK: A CALL TO ACTION

INCLUSIVE
FUTUREOF
WORK:
ACALLTO
ACTION

INTELLIGENT
TECHNOLOGIES
BRING
OPPORTUNITIES
FORGROWTH
2
By 2022, AI alone could boost revenues
by 38% and employment by 10%1
Copyright © 2018 Accenture. All rights reserved.

3
WORKERSWILLNEED
NEWSKILLSTOADAPT
*Role complexity has been defined in accordance with the International Labor Organization’s (ILO) International Standard Classification Occupations (ISCO), which groups occupations across eight categorizations, and ILO Skill Levels.
Less complex roles consist of routine activities and typically require only primary or secondary education.
†Analysis conducted in Brazil, France, Germany, Japan, South Africa, UK and US. Represents the average likelihood of automation/augmentation.
Workers in less complex roles are seven
times more likely to spend a significant
proportion of time on automatable activities
vs. workers in more complex roles2†
7x
SPEND MORE TIME ON
AUTOMATABLE ACTIVITIES
Workers in less complex roles* face a double disadvantage
HAVE FEWER RESOURCES
Workers in less complex roles have a more
limited financial safety net,3 lower job
security,4 lower proficiency in high-demand
skills,5,6 and unequal access to training7

WEENVISION
ANINCLUSIVE
FUTUREOF
WORK
Workers of all skill levels have the
motivation, means and opportunity to
adapt to and thrive in the digital economy.
4Copyright © 2018 Accenture. All rights reserved.

5
NEWSKILLING
BENEFITSALL
WORKERS
Benefit from skillsets
tailored to local demand,
better access to
opportunities and more
appropriate job-fit
WORKFORCE
DEVELOPMENT
ORGANIZATIONS
Achieve improved outcomes
for workers by strengthening
employer relationships and
increasing scale of learning
opportunities
EMPLOYERS
Gain a deeper talent pool,
reputational benefits and an
improved scale of learning
and training opportunities

6
SOLUTIONSPACESFORAN
INCLUSIVEFUTUREOFWORK
HOW CAN WE HELP WORKERS…
ENVISION career pathways built on strengths and the
confidence to get there
EMPOWER themselves to pursue lifelong learning through
mutual support, mentorship, and peer-to-peer learning
EXPAND access to relevant learning inside and outside of
work to future-proof skills
EXPERIENCE new roles and add to work history by putting
skills into practice

7
ENVISION
MaptheJourney
Helping workers ENVISION and mentally prepare
for new career pathways by building the strengths,
insight and confidence to get there
EXPAND HORIZONS
Enable workers to look
beyond familiar roles,
envision new career paths
and seek new skills at any
stage of life
BUILD RESILIENCE
Build confidence as well
as mental and emotional
resilience for transitioning
to new or different
career pathways
INSPIRE ACTION
Increase visibility of
future career options and
the means to get there

8
KASSIM
UK, age 38
Assembly line worker for 10 years. Has young and
growing family.
MINDSET
Hesitant. Unclear about path forward.
ACTION
HR helps identify options using CareerSherpa,
a data-driven tool that proposes new opportunities,
learning and potential contacts.
OUTCOME
Gains motivation to act. Has a tangible, achievable path.
ONEWORKER’S
JOURNEYIN2023
“WHATNOW“TO
“HERE’SHOW”

9
EXPAND
Future-ProofSkills
Working to EXPAND access to relevant learning
inside and outside of work to future-proof skills
JUST-IN-TIME SKILLING
Ensure new skilling is flexible
and builds high-demand skills
in line with both workers’ and
employers’ interests and short
and long-term needs
ACCESS TO LEARNING
Reframe the employer-
employee relationship to
include mutual investment of
time and resources in the
workers’ career growth
SMOOTH TRANSITIONS
Improves likelihood and
speed of finding new work
while still employed, rather
than after job loss

10
TREVOR
USA, age 51
Accounting clerk for 25+ years. Caught off-guard by
need to transition.
MINDSET
Surprised. Scared of learning.
ACTION
Accesses online learning tool provided by employer
skilling fund. Tracks credentials via blockchain.
OUTCOME
Transitions to sales role. Brings internal knowledge
with him.
WHENONWARDS
MEANSUPWARDS
ONEWORKER’S
JOURNEYIN2023

11
EXPERIENCE
PutSkillsIntoPractice
Enabling workers to EXPERIENCE new roles and
add to work history by putting skills into practice
NURTURE ADAPTABILITY
Redesign roles to activate
different types of skills,
equipping workers with the
expertise and growth mindset
to pivot as needed
TEST DRIVE
OPPORTUNITIES
Give workers firsthand insight
into jobs and roles via real
and virtual experiences,
without interrupting income
EXPAND TALENT POOL
Help employers recognize
and hire talent based on
performance and potential
rather than pedigree

12
RISHA
India, age 28
Textile worker in a factory. Struggling to self-skill
ahead of automation.
MINDSET
Anxious. Unaware of transferrable skills.
ACTION
Tests other jobs using XR. Expands factory-relevant
technical skills via apprenticeship.
OUTCOME
Overcomes nerves. Transitions to new role
through apprenticeship.
ONEWORKER’S
JOURNEYIN2023
CHOOSINGYOUR
OWNADVENTURE

13
EMPOWER
NetworkandGrow
Ensuring workers feel EMPOWERED to pursue
lifelong learning through mutual support,
mentorship and peer-to-peer learning
BUILD MUTUAL SUPPORT
Enable workers to share the
burden of learning, career
objectives, and family and
financial commitments
SEED LEARNING HUBS
Help workers learn with and
from each other, develop
new ways to skill and unlearn
old habits—paying it forward
to the community
CREATE SOCIAL CAPITAL
Improve visibility into local
opportunities and strengthen
place-based ties through
new, diverse networks

14
ALICE
Ireland, age 35
Member of the gig economy. Looking for a more stable job.
MINDSET
Exhausted. Overworked and unable to plan strategically.
ACTION
Explores entrepreneurial ideas thanks to support and
networking from a blended community support group
called WorkSpace.
OUTCOME
Launches start-up. Gives back to the group.
ONEWORKER’S
JOURNEYIN2023
PAYINGITFORWARD
ANDGIVINGBACK

15
KEYPRINCIPLESTO
DRIVECHANGE
SHIFT THE
CONVERSATION
Have courageous conversations
Look beyond today
REIMAGINE
WORK
Pivot the workforce
Shift from workforce planning
to work planning
RECOGNIZE
INHERENT VALUE
Build confidence and resilience
Develop new talent pools

JOINUSTOCREATE
ANINCLUSIVE
FUTUREOFWORK
We are putting insight into action by piloting new
skilling solutions in the US and UK.
Contact us at
CorporateCitizenship@Accenture.com
to hear more!

17
1 Shook, E. & Knickrehm, M., Reworking the Revolution, Accenture, 2018. https://www.accenture.com/us-
en/company-reworking-the-revolution-future-workforce
2 It’s Learning. Just Not As We Know It., Accenture, 2018. Analysis on Employment data from National
Statistical Offices, ILO and O*Net Database. https://www.accenture.com/us-en/insights/future-
workforce/transforming-learning
3 Gallie, D., Inanc, H., & Williams, M., The vulnerability of the low-skilled, Presented at ‘The low pay, low skill,
and low income (LOPSI) Cross-cutting Workshop’, 26-27 Jun 2009, Milan, Italy.
http://eprints.lse.ac.uk/46692/1/__libfile_REPOSITORY_Content_Williams,%20M_The%20vulnerability%20of
%20the%20low-skilled_The%20vulnerability%20of%20the%20low-skilled%20(LSE%20RO).pdf
4 OECD (2012), Education at a Glance 2012: Highlights, OECD Publishing.
https://doi.org/10.1787/eag_highlights-2012-11-en
5 OECD (2016), Skills Matter: Further Results from the Survey of Adult Skills, OECD Skills Studies, OECD
Publishing, Paris. http://dx.doi.org/10.1787/9789264258051-en
6 PIAAC Expert Group in Problem Solving in Technology-Rich Environments, “PIAAC Problem Solving in
Technology-Rich Environments: A Conceptual Framework”, OECD Education Working Papers, No. 36, 20
November 2009. http://dx.doi.org/10.1787/220262483674
7 OECD, “Putting faces to the jobs at risk of automation”, Policy Briefs on the Future of Work, March 2018.
http://www.oecd.org/employment/Automation-policy-brief-2018.pdf
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