As technology and automation continue to change the meaning of work and the skills required of the workforce, our education systems need to adapt and require action and support from governments. This paper serves as a starting point for dialogue on how to address the future of skills.

A significant volume of research on the theme of the future of work has emerged since the World Economic Forum published its initial report on the subject, 'The future of jobs: employment, skills and workforce strategy for the Fourth Industrial Revolution', early in 2016 . Latest research from the World Economic Forum forecasts that by 2025, machines will perform more current work tasks than humans, compared to 71 per cent being performed by humans today. The rapid evolution of machines and algorithms in the workplace could create 133 million new roles in place of 75 million that will be displaced between now and 2022. Urgent challenges include providing reskilling opportunities, enabling remote work and building safety nets to protect at-risk workers and communities., This report is based on a survey of chief human resources officers and top strategy executives from companies across 12 industries and 20 developed and emerging economies (which collectively account for 70 per cent of global GDP), the report finds that 54 per cent of employees of large companies would need significant re- and up-skilling in order to fully harness the growth opportunities offered by the Fourth Industrial Revolution. At the same time, just over half of the companies surveyed said they planned to reskill only those employees that are in key roles while only one third planned to reskill at-risk workers. This report is an attempt to understand the potential of new technologies to disrupt and create jobs. It also seeks to provide guidance on how to improve the quality and productivity of the current work being done by humans and how to prepare people for emerging roles.

Global labour markets are being increasingly affected by the introduction of new technologies and the structural changes associated with the decline in full-time jobs and the rise of part-time and casual work in the Gig economy. Countries around the world are grappling with the economic and social impact of these dislocations and what they mean for communities. The projects below will help to determine the impact these changes will have on regions, and how we can best help to address their needs.

This impact paper argues that the most in-demand skills for today's and tomorrow's labour market aren't technical - they’re social and emotional. The authors look at how to make social and emotional skills training and development more effective and accessible for all. Highlights include: (1) the changing nature of work is increasing the demand not only for technical skills but for social and emotional skills (SES), such as communication, leadership, cultural competence, resiliency, problem-solving, and collaboration; (2) employers often find that entry-level new hires lack these skills; (3) most tools and resources for developing SES are designed for K-12 learners but helping adults develop and assess these skills is an important priority when it comes to responding to Canada's skills gaps and the future of work; (4) not everyone has the same opportunities to develop SES in the same ways at the same time, and there is a risk of exacerbating existing inequities among vulnerable groups by placing greater emphasis on the development and assessment of social and emotional skills; and (5) closing social and emotional skills gaps will set up learners, workers, and employers for career success but it will require rethinking SES training and development, including considering it as part of a lifelong learning process.

Artificial intelligence, advanced robotics, the sharing economy and other emerging technologies were expected to upend the nature of how people work, eliminate an array of routine and repetitive tasks, and put pressure on social support frameworks designed for a different era. These impacts expected to be felt in the near to medium term suddenly find themselves present. The [Coronavirus Disease 2019] COVID-19 pandemic, which swept across the globe in the early months of 2020, has rapidly accelerated long-standing trends in labour markets and economies around the world. Income inequality, precarious work and the digitization of the economy are now issues that policymakers must grapple with immediately, or risk economic ruin and social upheaval. How can Canada prepare for the future of work in a way that protects and supports those who will suffer most as a result of the pandemic? Young people, workers in the service and hospitality sectors, women, historically marginalized groups and older workers are all likely to face a steeper uphill climb in the years ahead. This paper reviews the current state of Canada's labour market, explores key trends related to the nature and quality of work, and considers which trends might accelerate or change course post-pandemic. It concludes with a series of policy recommendations charting a course toward a more inclusive and resilient Canadian economy that prioritizes decent work.

Automation, artificial intelligence, new advances in analytics and technological change will bring huge disruption to Northern Ireland and Scotland over the coming years. This new wave of automation - sometimes referred to as the fourth industrial revolution - will bring 'thinking' machines that will bring automation to sectors and skill levels not reached previously. This report brings together previous considerations of the challenges faced, and the measures of success that should be in place for each skill system, as seen by people working in and around the skills system in both Northern Ireland and Scotland. Recommendations are put forward, for what needs to change and what needs to stay the same to be ready for the future.

Based on detailed ‘scenario modelling’ with leading engineers Arup, the study details four very different ‘scenarios’ for the future of work in the UK: 1. The Big Tech Economy describes a world where most technologies develop at a rapid pace, from self-driving cars to 3D printing. A new machine age delivers significant improvements in the quality of products and public services, with the cost of everyday goods including transport and energy plummeting. However, unemployment and economic insecurity creep upwards, and the spoils of growth are offshored and concentrated in a handful of US and Chinese tech behemoths. The dizzying pace of change leaves workers and unions with little time to respond. 2. The Precision Economy portrays a future of hyper-surveillance. Technological progress is moderate, but a proliferation of sensors allows firms to create value by capturing and analysing more information on objects, people and the environment. Gig platforms take on more prominence and rating systems become pervasive in the workplace. While some lament these trends as invasive, others believe they have ushered in a more meritocratic society where effort is more generously rewarded. A hyper connected society also leads to wider positive spill overs, with less waste as fewer resources are left idle. 3. The Exodus Economy is characterised by an economic slowdown. A crash on the scale of 2008 dries up funding for innovation and keeps the UK in a low-skilled, low-productivity and low-paid rut. Faced with another bout of austerity, workers lose faith in the ability of capitalism to improve their lives, and alternative economic models gather interest. Cooperatives and mutuals emerge in large numbers to serve people’s core economic needs in food, energy and banking. While some workers struggle on poverty wages, others discover ways to live more self-sufficiently, including by moving away from urban areas. 4. The Empathy Economy envisages a future of responsible stewardship. Technology advances at a clip, but so too does public awareness of its dangers. Tech companies self-regulate to stem concerns and work hand in hand with external stakeholders to create new products that work on everyone’s terms. Automation takes places at a modest scale but is carefully managed in partnership with workers and unions. Disposable income flows into ‘empathy sectors’ like education, care and entertainment. This trend is broadly welcomed but brings with it a new challenge of emotional labour, where the need to be continuously expressive and available takes its toll.

Disruptive technologies are influencing the demand for skills in many occupations. This report provides insights into the potential implications for vocational education and training (VET) of 'disruptive technologies' associated with Industry 4.0 from the perspective of industry (technology users) and innovators (technology producers). The research found that there are barriers that prevent VET from better developing the skills required for disruptive technologies. These include: the lack of integration between the VET and higher education sectors; resourcing constraints and continual restructuring with the VET sector; and the limitations of training packages.

The Skills Gateway for Business (SGfB) service offers skills advice and signposting to businesses across Wales through an online, telephone and face-to-face service. The focus of the evaluation was to establish the effectiveness of SGfB in facilitating access to employment and skills support for employers. The evaluation was intended to provide key lessons to support improvements to the SGfB service and similar activities., Key findings include: (1) The SGfB service is clearly aligned with its policy drivers. The service is lean on cost and offers an efficient yet extensive service to businesses in Wales; (2) The SGfB service is not widely or frequently marketed currently; (3) The advice provided by the regional skills advisers was deemed to be of a high quality; and (4) The Skills Profile, though easy to complete and relatively short, could benefit from additional tailoring.