Since 2020, the COVID-19 crisis has largely upset the labor market in the whole world. Employees have been impacted differently, some changing the way they work while others have seen their role become even more essential. If we know the immediate effects of the crisis, what will they be in the long term? McKinsey, an American strategy consulting firm, has projected itself by publishing a report on the future of work after the coronavirus crisis. The firm carried out its research in 8 countries to assess the development of the post-health crisis economy and its effect on the labor market. Re.sources shares with you the main lessons of this study.
Before the health crisis, the development of new technologies was the main source of upheaval in our economies and our lifestyles. COVID-19 has completely challenged our habits, especially in terms of work. The McKinsey study shows us that the professions that will be the most impacted will be those that induce a great physical proximity such as professions linked to the hotel industry, sales or catering. In addition, the trend towards teleworking will accelerate, with business leaders already starting to reduce the number and size of their workspaces. The consulting firm also reminds us that employees will have to change jobs more often.
Another trend that the pandemic will accelerate: the use of technology and in particular artificial intelligence (AI). By automating certain tasks, it will force people in low-skilled positions to upgrade their skills to keep them employed. Finally, McKinsey explains to us the crucial role of companies and governments in supporting these changes.
jobs involving great physical proximity will be the most impacted.
The direct consequence of COVID-19 on our society has been the massive use of telework. If we have become accustomed to talking about it as a trend, teleworking is now a reality daily. McKinsey estimates that 20 to 25% of workers in tertiary companies could telecommute 3-5 days a week. This is five times more than the current rate during this pandemic. This could have an impact on the geography of work, with workers moving further and further away from big cities. This is why some companies are already anticipating this change by reducing their workspaces. According to the McKinsey survey of 278 executives, 30% of them plan to reduce the surface of their workspaces. Business trips are also likely to decline, in favor of videoconferences (even if important negotiations will always be done physically).
In sectors of activity that require a low-skilled workforce, the automation of tasks and the use of artificial intelligence (AI) has increased considerably. McKinsey shows that more than 500 out of 800 executives have invested in these technologies. This acceleration is due, as seen above, to the desire of managers to reduce the surface area of their workspaces. But this increase is also caused by the desire to improve the productivity of the company.
COVID-19 will accelerate the use of automation and artificial intelligence.
The impact of this technological shift will be felt in particular on low-wage professions. Before the pandemic, a worker losing or leaving a low-paid job could find an activity with equivalent pay, whether in the same sector or in another. McKinsey shows us that after the pandemic, nearly half of employees who leave low-wage jobs will be forced to upgrade their skills to find new jobs. Thus, in 2030, in the 8 countries analyzed by the American cabinet, more than 100 million workers will change jobs. In France, Germany and Spain, this trend will affect women almost four times more than men. In India, the share of working time devoted to physical and manual activities will decline by 2.2% against an increase of more than 3% for that dedicated to technological activities.
To support this profound change in the world of work, companies will have a preponderant role. With the help of governments, companies have shown remarkable adaptability and flexibility during this pandemic. They have created innovative concepts and processes that they should share with their employees. For example, companies can offer them training to develop them and increase their skills in new tasks (IBM, Amazon and Wallmart have already used this process of upskilling).
Like companies, governments must also support the work of tomorrow, by creating or improving the digital networks made available to all. In fact, even in the most advanced economies, nearly 20% of working people in rural areas have little or no Internet access. In addition, governments can help companies and their employees to develop their skills. Actions have already been taken, for example with the skills pact signed during the pandemic, thanks to which 7 billion euros were released to enable more than 700,000 workers in the automotive industry to upgrade their skills. These actions will lead to a more resilient, more talented and more equal society.
companies and policy makers must facilitate the transition of the world of work.
If the health crisis has already started to change the way we work, it will change the future of work. The study carried out by the McKinsey firm shows us that employees, companies and governments will have to be ever more flexible and adapt to new technological and structural trends that will define the world of work.
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