O future of work it is less predictable after the pandemic. Everything changed after the people started working from home. Now, they need to deal with readjusting to face-to-face activities and the effects of the economic crisis caused by Covid-19.
In parallel, topics such as diversity It is environmental preservation increasingly dominate corporate discourse.
Amidst so many transformations, the founder of human resources consultancy Future Forward Strategies, Angela Jackson, who is also a lecturer on entrepreneurship and innovation at Harvard University, pointed out 5 trends for the future of work in a article for Fast Company.
Check out below what the specialist expects for office life – “homemade” or not – for 2023 and beyond.
1 – Advancement of gig economy
A gig economy continues to be on the rise with its on-demand work offer. If full-time jobs are scarce, an alternative to making up workers' income is hiring them for a specific project or a one-off mission.
Even more traditional professions, such as nursing and law, have adopted the format on a larger scale in the United States. Angela risks saying that the on-demand workforce will be larger than the full-time workforce by 2027.
What does it mean to be successful at work? New generations have redefined this concept. Thus, younger people begin to value flexibility and balance between personal and professional life much more.
They also want to perform functions with purpose and do not just aim for financial gains.
For their part, companies are forced to follow these movements. Talents in the market seek vacancies in corporations whose values coincide with theirs. And they are focused on “doing the right thing”, which means worrying about issues related to inclusion and climate change, for example.
3 – Varied menu of benefits
Wouldn't those who work from home prefer that part of what they receive in transport allowance be converted into a package for their internet?
This type of flexibility is now sought after by both employers and employees. After all, the needs of different worker profiles are becoming increasingly varied.
Notebook, cell phone and psychological support are among the modalities that gain relevance as benefits offered to professionals.
4 – More diversity and inclusion
Three-quarters of employees and job candidates say that a diverse workforce is a fundamental factor in choosing a company to work professionally, according to Angela Jackson.
This thinking bias has been adopted by organizational leaders and strategies. In companies, such purposes began to be treated under the acronym DEI – Diversity, Equity and Inclusion.
iFood presented in 2021 diversity goals related to women and black people. They include having 50% of women and 30% of black people in leadership and 40% of black people in the general staff.
5 – Employers as doors to education
The learning needs of a rapidly evolving workforce are not always met by colleges and universities.
In this way, employers fill gaps in professional training, improving and requalifying their staff through benefits such as scholarships for specialization courses.
By the way, iFood has the education goal by 2025 to train and employ 25 thousand people from underrepresented and low-income groups in technology, contributing to reducing the technological blackout in Brazil. check out here what were the results of the company's actions in education in 2022.
