The UN believes 14 of its 17 Sustainable Development Goals can be solved or advanced through virtual work. Living and working in a sustainable way is more than just good business. It can impact everything from socioeconomics to diversity to climate issues. Karen Mangia, best-selling author of Working From Home: Making the New Normal Work For You and vice president customer and market insights at Salesforce, and I had the privilege of hosting an interactive roundtable with brilliant leaders from around the world who are investing to build a more sustainable future as part of the United Nations General Assembly's Sustainability Week. "If there's one thing for certain in 2020, it's the fact that it's no longer business as usual," Natalia Latimer, vice president at Salesforce, shares to open the session.
Interwoven within the narrative of the Covid-19 pandemic, there has been a growing reliance on technology by both businesses and consumers. Technology has fostered communication, collaboration and creativity, and has enabled businesses to operate, retailers to sell and companies to deliver. While traditional'safe' commodities have ricocheted up and down in value over the past few months, the success of technology companies has endured. As organisations begin to recuperate, they should look to eclipse whatever their previous version of normal looked like. The use of technology during the pandemic has changed our lives, and the lessons we have learned cannot be undone. Now is a chance for businesses to lay the ground for a digital renaissance, aspiring beyond replicating the enterprise they were before, moving forward with purpose, and emerging from this pandemic as an intelligent hybrid.
New technologies such as artificial intelligence (AI) and robotics are transforming the workplace. The World Economic Forum's "Future of Jobs" report found 35% of the core skills required in the workforce will change between 2015 and 2020. As CEO of Deloitte Consulting LLC, Dan Helfrich sees firsthand the effects of digital transformation across a wide range of industries. He and his team work with companies every day on strategies to leverage the benefits of these new technologies while avoiding the pitfalls. At Salesforce, we empower teams to work as one to understand, anticipate, and respond to customer needs, so we talked to Helfrich about the future of work, the likely impact on workers, what it means for recruitment and training,and what business leaders can do to help their employees become valued members of the workforce of the future.
The technical assistance is a follow up to EEOC's announcement last fall that it would address the implications of hiring technologies for bias. In October 2021, Chair Charlotte Burrows said the agency would reach out to stakeholders as part of an initiative to learn about algorithmic tools and identify best practices around algorithmic fairness and the use of AI in employment decisions. Other EEOC members, including Commissioner Keith Sonderling, have previously spoken about the necessity of evaluating algorithm-based tools. A confluence of factors have led the agencies to address the topic, Burrows and Clarke said during Thursday's press call. One is the persistent issue of unemployment for U.S. workers with disabilities.
More than half of employees surveyed in North America plan to look for a new job in 2021, according to a new report, while separate research shows that a quarter of workers plan to quit their jobs outright once the COVID-19 pandemic subsides and recruiting efforts ramp up. Employers were experiencing high rates of turnover prior to the economic shutdown triggered by the pandemic last spring, but since then, quit rates reached their lowest level in nine years. Retention and turnover experts now predict voluntary job-leaving will increase significantly in 2021 as employees resume job searches they put off for the past year. "There is absolutely pent-up turnover demand in the U.S. workforce," said Danny Nelms, president of The Work Institute, a research and consulting firm in Franklin, Tenn., focused on employee engagement and retention. "Just prior to the pandemic, you had about 3.5 million people leaving their jobs monthly, then that dropped to 1.9 million in April 2020. The projected number for December is 3.3 million, so we're already seeing a substantial return of voluntary turnover. It's only going to increase."