Futurists, researchers, and training experts predict very different jobs and skills will be in demand when today’s newborns finish high school in 2038.
Pause. In about 18 years, today’s newborns – dubbed the iso babies – will be entering the workforce for the first time. The jobs they do, the skills they need, and the way they work and learn will likely be very different. Experts share their predictions and their advice for parents of children born amid the COVID-19 pandemic.
HOW WILL THEY WORK?
By 2038, people will work longer hours than ever before. That is the prediction of futurist Morris Miselowski, who has been working alongside employment marketplace SEEK to uncover future key trends. “I’m not saying the future generations will be in the office longer hours than now,” he says. “But due to technology advances it is harder to leave work behind.” Miselowski predicts 60 per cent of the population will also be working in more than one role.
“In the past, the social norm was to have one job, whereas our children will soon have a number of jobs at any given time,” he says. “By 2038, our children will be planning for 80-plus years of career and 100-plus years of life.”
WHAT JOBS WILL THEY DO?
Miselowski expects many future jobs will be focused on food creation as the population continues to grow and the world must find new ways to keep up with demand for food.
“Roles in this industry will include 4D-printed food technician, cultured meat scientist, synthetic food designer, food-as-medicine nutritionist and food bank logistic officer,”
The futurist also forecasts jobs in the energy sector will develop as society becomes more energy efficient and jobs in transport and logistics will increase as people change the way they get around. “Owning a car and having a driver’s licence will not be the norm for a teenager in 2038,” he says.
“Instead, they’ll expect their tech to autonomously organise a ride share, hire them a bike, book and pay for public transport, provide walking directions or provide options on how to get there.” The largest increase in jobs, however, is expected in health. “As we are living for longer, there is going to be a shift in the typical health practices, and the focus will be on wellness and self-care jobs, along with new technology advances in these areas,” he says.
Miselowski does not predict any industries will disappear altogether but expects a significant decrease in physical and manual jobs as well as administrative jobs such as bookkeeping, filing roles and clerks. “These types of routine jobs will no longer be required to be done by humans,” he says. Futurist Michael McQueen, who was keynote speaker at the Professional Speakers Australia convention this month, says artificial intelligence is already taking over a lot of functions in law and accounting. He says the jobs that will not be affected will be those that require resilience, creativity, and the ability to negotiate.
WHICH SKILLS WILL BE NEEDED?
Miselowski says the human skills that will be most important for today’s iso babies are communication, empathy, imagination, creativity, wisdom, and the ability to collaborate with others. But human skills will not be the only skills in demand. It finds 64 per cent of Australian workers currently apply digital skills in their job and about one in five apply “advanced” digital skills – such as the ability to customise digital solutions or create new digital tools, software, and applications. People will need to think of skills in two buckets – horizontal and vertical skills. “Horizontal skills are the ones that cut across different areas and technologies (such as) digital problem solving, digital ethics and digital project management,” he says. “These are the no-brainers all workers will need to develop going forward. “Vertical competencies are more technology specific (such as cloud architecture and cybersecurity) and more likely to change. “You’ll need the combination of both to be competitive in the future.”
QUALITIES TO INSTIL IN ISO BABIES IN THE COMING YEARS
Capacity for calm and confidence. Every message since COVID has been “Be careful, don’t touch” as they are wired to think it is a dangerous place. How do we combat that once the danger has passed? Connection with nature, as we are increasingly urbanised, we need that connection with nature and supply chains – rediscovering where food comes from and how farming and agriculture works. Creativity and imagination. When you have got artificial intelligence, a lot more of the transactional work is being done by technology, but what the tech cannot do is think creatively. Humans create, think, and ask questions and that is the most important skill anyone will need. Financial skills kids learning to save with physical money but in the last 12 months most of us have not been using cash. For this generation, everything is tap and go. We need to make sure children think of money as a physical and tangible thing. Empathy and body language skills. Particularly in a virtual environment with remote learning and work, getting a sense of what another person is thinking and communicating is a skill people will need even more. Ability to make small talk.
These days, communication has a digital filter, so you do not have the nuances of pleasantries when talking on the phone and face-to-face – but it is so important. Recruiters admit a person does or does not get a job well before the first question is asked. They are looking to see can they hold a conversation and maintain eye contact.
The employee experience is the way in which employees perceive and are impacted by their work, their supervisors and leaders, and the other various touch points they encounter within and around an organisation.
There are three, vital interrelated concepts, of which the employee experience is just one component.
These three elements are:
- Culture can readily be understood as “the way things are done around a particular place or within a certain group. When addressing an organisation that has employees, we define culture as those values, norms, guiding beliefs, principles, and common understandings that are shared among members of the organisation.
2. The employee experience is the impact an organisation’s culture has on its individual employees. The employee experience is that intersection where an individual bumps into the organisation’s culture, either for good or bad. When dealing with an employee’s experience, we are seeking their perceptions, attitudes, and beliefs about what it is like to work at a particular organisation or company.
3. Employee engagement is the positive emotional response employees have to their individual employee experiences. If alignment between the employee experience and the individual’s personality, viewpoints, values, etc., is high, then the individual will bring more of themselves to the organisation’s mission and purpose.
Legal Definition of Casual Worker
A stripped-back version of the government’s industrial relations reforms has passed Federal Parliament last week, triggering changes for the rights of casual workers.
The legislation change will create a legal definition of a casual worker for the first time, quashing so-called “double dipping” claims for backpay created by the Workpac ruling.
Under the new laws, regular casuals will be able to ask for a permanent job after 12 months, but employers would have some grounds to say no.
Acting Industrial Relations Minister Michaelia Cash declared the passage of the legislation is a “significant win” for workers wanting to secure a permanent role.”These measures will protect jobs into the future, a critical move as Australia moves out of the economic impacts caused by the COVID-19 pandemic.
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1. Ask yourself why you deserve a rise – Firstly, reread your job description. If you can show your boss you’ve gone beyond the call of duty by taking on extra work and responsibilities then you stand a much better chance of winning them over.
2. Know your worth – Do some research to establish exactly what you ought to be getting paid.
3. Put pen to paper – Before meeting with your boss it might be a good idea to provide a written copy of your case in advance.
4. Don’t ambush your boss – Warn them of your intentions.
5. Think about your timing – Picking the right time is crucial. First thing on a Monday or late on a Friday are definite no-noes. One survey picked out Wednesday as the day on which employers are most likely to be receptive to a pay request.
6. Be realistic – If you want your request to be taking seriously you need to pitch it right (don’t walk in demanding a double of your salary).
7. Learn the art of negotiation – The key to negotiating is confidence. Be sure of your arguments, present your case clearly and succinctly and, most of all, don’t be afraid of failure.
8. Have a back-up plan
9. Keep on smiling
10. Work harder
Whether you need permanent, part-time, contract or on-hire casual staff, our team work hard to match the right person to the right job by getting to know your business ‘inside and out’, being accessible, creating relevant role profiles, sourcing and vetting the best fit candidates and providing current, viable advice on salary expectations.
For job seekers, our consultants go the extra mile to find roles and companies that are a good fit, deliver a new career challenge or are a better lifestyle match. And we never hesitate to provide assistance with resume and cover letter writing, interview techniques, and salary and contract negotiations.
- We don’t work on commission which means our focus is on finding the best candidate
- Our rates for temp/casual staff are competitive
- We have a flat fee structure for permanent placements
- We’re local, with an office mid-Peninsula in Dee Why
- We understand the needs of local businesses, NFPs and councils
- We tailor services to your unique needs
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In NSW, the new $3,000 and $5,000 hardship grants will be available to small businesses in Sydney’s Northern Beaches that were affected by COVID-19 restrictions over Christmas last year.
The $3,000 grant is for small businesses that have suffered at least a 30 per cent decline in turnover due to the lockdown, while the $5,000 grant is for small businesses that have had at least a 50 per cent decline in turnover.
The NSW government said it designed the program to cover unavoidable costs for which no other government backing is available, including utilities, rent, financial or legal advice, and other activities to support the operation of a business.
In addition to the grants, the NSW government announced it will be implementing additional measures to support businesses in the Northern Beaches, including:
- Promotion for the Northern Beaches for local attractions and welcoming visitors to the community.
- Industry-specific information on public health restrictions to assist small businesses impacted by Public Health Orders to better understand their obligations.
- Improved access to existing support including mental health resources for small business owners on the SafeWork website, Business Connect, and the Small Business Commission’s mediation services team.
- The Dine & Discover program whereby a pilot of the program will be tested in the Northern Beaches (https://www.nsw.gov.au/covid-19/dine-and-discover-nsw)
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As the Australian Government plans to start rolling out vaccinations against COVID-19 from March 2021, many employers want to know if they can force workers to get vaccinated.
The answer to this question will depend on a number of factors and your individual business circumstances.
Lawful and reasonable direction
At the core of any employment relationship is the employer’s right to issue a lawful and reasonable direction to an employee.
So you need to consider the type of work being performed and determine whether there is an increased risk associated with that role should the employee fail to be vaccinated.
Opponents to mandatory vaccination often cite human rights infringements as a basis for their objection.
In the employment context, it is true that certain provisions in anti-discrimination legislation in states and territories prohibit discrimination in ways that could intersect with a person’s refusal to be vaccinated.
Similar provisions also exist at the federal level.
For example, the Fair Work Act 2009 (Cth) prohibits discrimination against an employee on the basis of their political opinion or religion. This could include political or religious opposition to vaccinations.
However, an exception will ordinarily arise if the discriminatory action is taken because of the inherent requirements of the particular position concerned.
For example, it may very well be a genuine and reasonable requirement of employment in the childcare sector that educators and other staff members be vaccinated so as to protect vulnerable children from the spread of Covid-19.
Another example, it may be a genuine and reasonable requirement of employment in the aged care sector that all workers must be vaccinated so as to protect vulnerable older people.
In the context of COVID-19, which is considered to be more infectious and more dangerous than influenza, this exception could arguably extend to all employment that involves physical interaction with others.
In other words, it could be an inherent requirement of employment generally that employees be vaccinated against COVID-19 so as to not risk infecting others.
Workplace health and safety
On the occupational health and safety front, controlling the spread of infection in the workplace is an obligation borne by all parties.
Employees owe a duty to their employer to take reasonable care for their own health and safety, as well as the health and safety of persons who may be affected by their acts or omissions in the workplace.
Employees must also cooperate with their employer in respect to any action taken by the employer to comply with a requirement imposed by the legislation.
In light of these duties, it may be reasonable and perhaps even necessary for employers in particular sectors to implement a vaccination policy in order to protect the health and safety of all workplace participants.
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A big congratulations to Melinda, Temp of the Month, January 2021!
I would like to thank you for this placement as I really feel like I’ve found my tribe. I have never felt so accepted. I was part of the team from day one. The company is amazing and I’m loving my role.
We have landed in clover with Mel as our temp. There are a lot of plates that need to be kept spinning here. Mel is willing and more than capable of helping the team keep them all on the spin. She is fantastic with our clients and was quickly welcomed into the team here with her warm nature and willingness to get the hard work done. Another perfect placement for us by PP. You guys always nail the brief!
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You’re most likely to do well in a job that you enjoy. A good way to identify jobs that you enjoy is to think about your work style. How do you like to work? Do you enjoy tasks that are:
Chances are you like to work in a range of different ways.
Job Outlook is an initiative of the Australian Government National Skills Commission. Job Outlook provides information about Australian careers, labour market trends and employment projections.
Finding jobs that use your skills
Skills are the language of the workplace. Many people don’t realise that the skills they’ve built in one job can be useful in many other jobs and industries. Since most people will move between a number of different jobs in their lifetime, it’s important to understand how your skills can transfer from one job to another.
People often have trouble naming the skills that they have built from their past jobs. Skills Match can show you skills you may have built in past jobs, and can also show you other jobs that use similar skills – some of these might surprise you!
Employers often value a person’s skills just as much as, or sometimes even more than, a formal qualification. You can use Job Outlook to discover the skills that are usually needed for a job. There are more than 1000 career profiles on Job Outlook, each one has a Skills and Knowledge page – view the Activities list on this page to see the skills usually needed for a job. You might have developed some of these skills in past jobs, by supporting your local school or community group, or from other life experiences.
Take on the task, you’ll be surprised.
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Businesses are reminded that as of 4th January, 2021 the Jobkeeper payment to eligible employees has now reduced. Josh Frydenburg confirmed that the payment will end on 28 March 2021.
The new jobkeeper payments are as follows:
4 January 2021 – 28 March 2021
- Tier 1 Eligible Employee $1000 per fortnight
- Tier 2 Eligible Employee $650 per fortnight
Entitlement to the tier 1 or tier 2 rate is based on whether an employee meets the 80-hour threshold test below.
- Tier 1 – 80 hours
the eligible employee’s total hours of work, paid leave and paid public holidays was 80 hours or more in the 28 days finishing on the last day of the last pay period that ended before 1 July 2020 or 1 March 2020.
- Tier 2 – less than 80 hours
the eligible employee’s total hours of work, paid leave and paid public holidays was less than 80 hours in the 28 days finishing on the last day of the last pay period that ended before 1 July 2020 or 1 March 2020.
It will be interesting to see businesses prepare for the end of jobkeeper on 28 March 2021 or whether extending will occur.
Extending JobKeeper at the federal level would require the passage of new legislation and redesigned eligibility rules. Under the existing test, businesses need to prove they have suffered a 30 per cent or more decline in revenue in the previous quarter, compared to the same quarter a year prior.
Businesses are learning to adapt to COVID protocols and/or moving online. Meanwhile, tax cuts and interest rate cuts continue to flow, making talk of a “fiscal cliff” overblown.
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