Future of Work Hub Podcast Series

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.

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.

You can read James’ report here.

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.

Our sixth episode of our ‘In Conversation with...’ series features Avivah Wittenberg-Cox, CEO of 20-first, one of the world's leading global consultancies focussed on gender balance.

Avivah highlights the business opportunities of gender balance for organisations, the focus on female leadership traits as a result of the pandemic, the rise of “conscious capitalism” and the role government and policy have to play in shaping demographic change. We are encouraged to change the way we think about gender balance and think beyond the unsuccessful gender inclusion strategies of the past. Avivah also shares her thoughts on what companies can be doing now to bring about lasting change.

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.
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.