Our workplaces are changing, and the changes are dramatic. Professionals need to pay attention to and prepare for the workplaces of the future. An important aspect of this preparation is to develop the job skills that will help you succeed and thrive in the new reality of the next decade. Consider how your own career has evolved over the last five years, and you can imagine how much it may change in the next five. These are the most important job skills for the future, and there’s no better time than now to start building them.
There’s a lot of talk about gender bias, racial bias, and culture bias at work, and each are important for many reasons. But perhaps one of the biggest and most problematic types of bias we face is the bias of age: we often evaluate people based on their age, and this is now becoming a major challenge in the workplace.
Several years ago, through our research for Deloitte, we asked around 10,000 companies, “Is age a competitive advantage or competitive disadvantage in your organization?” The answer probably won’t surprise you. Over two-thirds of the companies considered older age a competitive disadvantage. This is consistent with data from the AARP that shows two-thirds of individuals age 45 to 74 have experienced age-related discrimination.
In other words, if you are older, you are likely to be considered less capable, less able to adapt, or less willing to roll up your sleeves and do something new than your younger peers.
As part of the Northern Colorado Prospers Goal #2: Align, Attract and Retain Talent, the Chamber and it’s Talent 2.0 partners have made it a goal to “Collectively address structural issues that serve as barriers to a secure talent pipeline.”
As employers strategize the best ways to recruit, create employee incentives and provide opportunities, experts are encouraging employers to take a closer look at one certain pool of talent: parents reentering the workforce.
“When it comes to working families, employers and politicians tend to focus on new mothers and fathers. Yet parents who leave the workforce when their kids are young but later want to reenter it might be corporate America’s greatest untapped resource,” wrote Harvard Business Review author, Joanne Lipman, who recommends creating “returnships” and other ways of supporting these employees back to work.
- A majority of the 20 hottest skills in the US job market are tech-related, according to a new list from freelancing platform Upwork.
- In-demand tech skills are changing rapidly: 75 percent of the tech trends leading to job opportunities are new to the list.
- Demand for mobile optimization, the rise in cybercrime and increasing investment in big data solutions are driving corporate hiring.
Technology, talent shortage, and trust are just a few of the issues that will challenge workplace culture over the next decade.
Recent years have seen an exceptional awareness and prioritization of workplace culture by both employers and employees. Culture is a company’s “personality,” including the behavioral expectations, practices, and other norms that influence how people interact both internally and on its behalf. Ignore it at your own risk. Recent research by Hired found that company culture is the second most important factor candidates consider when considering whether to work for a company.
At the same time, workplace culture is being influenced by disparate factors in significant ways. Demographic shifts, diversity and inclusion initiatives, talent shortages, automation, evolving technology, and an onslaught of data are converging to create both immediate and long-term changes.
The Fort Collins Area Chamber of Commerce hosted the first Northern Colorado Prospers (NCP) LIVE Online Update during the morning of January 30, 2019.
The Chamber was excited to present in a different way to update investors on the NCP goals by using Zoom web conferencing.
During the presentation, David May, talked about the work on the new Talent Portal website, 2019 transportation efforts, April 2 Election issues and candidates, progress on employer interviews and much more.
Click here for the Recorded Online Presentation
Click here for the NCP Quarterly Update Publication .
The next NCP event is the Annual Summit held on April 10 at a location TBD.
By: Rashan Dixon
Over the past several years, I’ve talked with plenty of leaders who accuse the new workforce of being unprepared, overly sensitive, lazy and narcissistic. That’s a shame; these are common stereotypes that aren’t always founded in reality.
However, these leaders can change their minds — for the better. How? By embracing younger generations and taking the following six steps.