Upskilling is the future—but it must work for everyone

Automation and job replacement will be one of the most significant challenges for the global economy of the coming decades. A 2017 Mckinsey report established that 375 million workers will need to switch occupational categories by 2030. The World Economic Forum suggests that by 2022, automation will replace 75 million jobs globally—but create 133 million new ones.

Research into the likelihood that a job will be impacted by digitization has largely focused on the “automatability” of the role and the following economic regional and political effects of this. What this research doesn’t take into account is something more important for the millions of taxi drivers and retail workers across the globe: their likelihood of being able to change to another job that isn’t automatable. Recent research suggests that the answer to this may be that the skills that enable workers to move up the ladder to more complex roles within their current areas might be less important than broader skills that will enable workers to change across divisions.

In July, Amazon announced that it would spend $700 million retraining around 30% of its 300,000 US workforce. While praiseworthy, it will be interesting to see the outcome. In the UK, the National Retraining Scheme has largely been led by employers, meaning that those on zero-hours contracts and part-time workers—often low-skilled—will miss out. Governance will be a crucial element of ensuring that such schemes focus on individuals and life-long learning, rather than upskilling workers into roles that will soon also face automation.

According to the Mckinsey report, “growing awareness of the scale of the task ahead has yet to translate into action. Public spending on labour-force training and support has fallen for years in most member countries of the Organisation for Economic Co-Operation and Development,” which impacts more than just the low-skilled and poorly compensated.

The global impact of automation is also put into relief by research demonstrating that, between 1988 and 2015, income inequality increased throughout the world. Billions of people do not have the essentials of life as defined by the UN Sustainable Development goals.

Alongside climate change, automation is arguably tech’s biggest challenge. As with globalization, governments and employers—and us workers—ignore its potential consequences at risk to ourselves.

If you are a recent social science graduate who has had to listen to jokes about unemployment from your computer major classmates, you may have had the last laugh. There are many advantages for the social science major because this high-tech “Information Age” demands people who are flexible and who have good communication skills.

There are many social science majors in large companies who fill important positions. For example, a number of research studies found that social science majors had achieved greater managerial success than those who had technical training or pre-professional courses. Studies show that social science majors are most suited for change, which is the leading feature of the kind of high speed, high-pressure, high-tech world we now live in.

Social science majors are not only experiencing success in their long-term company jobs, but they are also finding jobs more easily. A study showed that many companies had filled a large percentage of their entry-level positions with social science graduates. The study also showed that the most sought-after quality in a person who was looking for a job was communication skills, noted as “very important” by 92 percent of the companies. Social science majors have these skills, often without knowing how important they are. It is probably due to these skills that they have been offered a wide variety of positions.

Finally, although some social science majors may still find it more difficult than their technically trained classmates to land the first job, recent graduates report that they don’t regret their choice of study.

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