Where is the workforce headed?
We’ll begin our conversation by understanding the trends shaping the nature of work, the workforce, and the evolving expectations for businesses. Anne-Marie Slaughter, CEO of New America, a think and action tank dedicated to renewing the promise of America in the Digital Age, and the first female director of policy planning for the United States (2009-2011), will share her perspective for improving the economic security of workers, expanding the investment in and access to education, and encouraging public companies to prioritize long-term value creation.
The fundamental shifts Anne-Marie will talk about will cause angst in many organizations, and society as a whole. At times like these, art can often help us make sense of it all. To get us thinking differently about our “transformation stories” we’ll have John Sviokla, Exchange senior fellow and former chief marketing officer of PwC in combination with Harold O’Neal, acclaimed pianist, composer, storyteller, speaker, and creative advisor on the upcoming Disney movie Soul. Together, John and Harold will walk us through an exercise to help us grapple with change, the underlying tension and emotion it causes, and how we make sense of our stories.
Driven by its purpose – to care for people so they can be their best – Hyatt has taken a unique approach to developing the next generation of hospitality workers, one that moves beyond traditional hiring methods and talent pools. Malaika Myers, CHRO, will share the steps Hyatt took to launch RiseHY, an initiative that connects Opportunity Youth, young people ages 16-24 who are neither working nor in school, with employment opportunities in the hospitality industry. She will share how RiseHY brings together Hyatt’s purpose, the need for a robust talent pipeline and a worldwide societal issue, and gives young people clear pathways to life-long careers.
Fostering a culture for life-long learning
Because of the forecast shortage of skilled workers, some companies have embraced ambitious programs to grow, develop, and train the workers they need. Other organizations recognize that automation may displace workers, and feel a responsibility to help them secure brighter futures.
Hyatt has blended its commitment to developing its workforce for the future with identifying and training the next generation of hotel workers -- often in short supply in many markets. Malaika Myers, CHRO, is responsible for setting and implementing Hyatt’s global HR enterprise strategy worldwide. She will share how Hyatt has identified its global workforce needs and set about designing career opportunities and training by 2025 for 10,000 young people aged 16 to 24 who are neither in school nor working.
Luke Tate, Managing Director of the Office of Applied Innovation, Office of the President, Arizona State University, has recognized the unique role educators can play in the reskilling of the workforce and reducing the future societal burden of automation and unemployment. ASU has partnered with Starbucks and Uber to train workers for a post-automation future. It has also launched innovative lifelong learning programs aimed at older workers with the expectation that we’ll all need to reinvent ourselves multiple times over our working lives. Luke’s passion is leveraging emerging scientific and technological innovations to expand economic opportunity for middle- and lower-income Americans.
Upskilling for innovation
To address today’s skills mismatches, 46% of CEOs say their first priority is upskilling the people in their current workforce, empowering them to innovate and take on new challenges. These reskilling initiatives can improve retention, job satisfaction, and can materially affect firm culture.
Employers can reap massive benefits when they provide the training their workers need to innovate. Johannes Evenblij, Senior Vice President of PepsiCo and President of PepsiCo CASA, will share how Pepsi upskills its employees at scale to prepare them for a more technology-enabled future. PepsiCo strives to provide the right resources, while also making time and space for people to learn new things and new ways of working. As employees invest in themselves and bring their creativity and experience to bear, they improve company performance as well. PepsiCo recognizes not everyone will make the transition, but they have powerful examples of those who have.
Companies that succeed in continuing to renew and upgrade their workforces will need to have a culture that supports continuous learning and transformation. Bill McGough, Vice President, NA Digital Transformation, Bayer Crop Science will discuss how to foster this culture at the grass roots level. Bill will share his experience leading a major transformation effort and the lessons he learned in the multi-year process.
Create a winning combination of people and machines
Some early adopters of disruptive technologies say employee satisfaction will actually increase with further automation. These companies predict they will see high levels of satisfaction because they’re serious about giving their people the tools and pathways to learn new skills. Which jobs, how much to push, and how fast are all factors. One recent Exchange attendee told us he gave a bonus equivalent to six months pay to employees who automated their jobs away. Another said they are trying to phase in automation gradually to ease the displacement of workers with the hopes of finding them other opportunities. We’ll explore some of the automation capabilities on the near horizon, and discuss the optimal path and pace that exists with a people-first approach.
Nancy Hauge, CHRO of Automation Anywhere, operates at the front line of digital workforce transformation, where humans are aided by digital assistants. Automation Anywhere develops robotic process automation software, which can improve the quality of life for employees and unlock their innovation potential while simultaneously automating repetitive administrative tasks. Nancy oversees all "people" functions worldwide, including talent acquisition, communication, total rewards, learning and development, and employee engagement.