Automating Work

Machine learning, robotics, data analytics, and the internet of things are making growing swaths of work automatable. The adoption of automation will vary substantially by industry, occupation, and even workplace—but automation could transform most kinds of work and affect workers at every level, including senior management. Associations’ members and their own workforces will increasingly be reshaped as automation transforms the work of organizations.  

Changing Science

The global scientific enterprise is changing. New regions are developing research centers and funding science on the scale of traditional science hubs in the West, while in the West, citizen science and DIY research are supplementing and challenging traditional scientific institutions. At the same time, falling trust and rising sociopolitical polarization are impacting science, while automation brings new changes and challenges.  

Disability Inclusion 

As public recognition of disability evolves, there will be a greater demand for accessibility and inclusivity in the workplace and beyond. The idea that disability and ability exist on a spectrum, with individuals’ physical, behavioral, and cognitive traits varying widely, is gaining acceptance. The increasing number of workers with disabilities will expand expectations for accessible products, solutions, and environments. Organizations will need to adapt to a complex and changing landscape of expectations and regulations.

Diversity, Equity, and Inclusion

American society and workplaces will continue to grow more diverse, equitable, and inclusive as values evolve and younger generations increase their share in the demographic mix. This will occur against a backdrop of social and political polarization, with the workplace serving as a primary arena where differing views collide and issues are addressed. To meet these challenges, inclusion and equity efforts should be treated as systemic priorities, supported by a new generation of tools and processes.  

More Human Humans

Automation will steadily increase the relative value of certain human qualities in work, including social skills and creativity. In the age of artificial intelligence, humans will remain relevant not by knowing but by thinking, listening, relating, and collaborating at the highest level.  

New Forms of Work

Freelance, gig, contract, and temporary work and the infrastructure to support them (e.g., online platforms and reputation systems) are growing. The number of independent professionals is expanding, and networked organizations rely on them. Associations will have new opportunities to serve these workers and advocate for their interests.  

Reputation by the Numbers

Vast amounts of data will support reputation systems, and reputation will increasingly challenge credentials in landing a job. As worker reputation systems and human resources analytics grow, assessment of an individual’s suitability for work will be driven by a person’s algorithmic match to employer needs.  

Supporting Mental Health 

Views on mental health care are changing, with increasing recognition of the importance and prevalence of mental health issues. A binary view of being well versus unwell is breaking down—though the question of what constitutes mental health may prove increasingly contentious. Efforts are underway to achieve equity and access in mental health, while therapy innovation is growing.  

The Talent Drought*  

A growing number of industries are facing a long-term shortage of talented workers, due to the retirement of baby boomers, young men remaining out of the workforce, and younger generations’ disinterest in entering the skilled trades. Automation and AI may fill labor gaps for some jobs, but for many tasks that require a literal or figurative human touch employers will need sustained efforts to recruit, train, and retain workers.