In cooperation with the World Economic Forum’s Future of Work project, BCG is developing a blueprint to help companies assess and manage changes and challenges in the future of work.
In our first year of cooperation with the WEF, we produced two reports. The first defines what will likely affect the future of work, and how various scenarios might lead to distinct future states. The second focuses on reskilling, the most impactful action that stakeholders can take to promote a positive future.
By 2030, the nature and quality of work will be irrevocably altered. How? That depends on the rate of technological change, the evolution of learning, and the mobility of talent.
This report lays out eight scenarios for what the future of work might look like by the year 2030. It explores possible outcomes based on distinct combinations of key uncertainties that are likely to influence the nature of work in the future: technology, learning evolution, and talent mobility.
The future of work is not predetermined. All of the scenarios we present are possible, yet none are certain. We close the report by discussing specific actions that governments and businesses can take to proactively manage future changes and challenges.
The labor market is changing, and to remain both employable and professionally fulfilled, workers must change with it. Companies, policymakers, and individuals all have a role to play.
This report introduces our approach to identifying reskilling and job transition opportunities of the future. We use big data analysis of online job postings from Burning Glass Technologies, and statistics on job growth/declines from the US Bureau of Labor Statistics through 2026, to demonstrate the power of a data-driven approach to discover reskilling pathways and job transition opportunities.
Our results show that adequate reskilling holds promise: 95% of at-risk workers could find good-quality, higher-wage jobs with good future prospects. Reskilling and job transitions also present an opportunity to close the wage gap, as 74% of women will receive increased wages, compared to 53% of men. As 70% of affected workers will need to re-train into a different job family, a reskilling revolution is required.
For the second year of our engagement, we have set two primary goals: create industry-specific roadmaps and refine our cross-industry analysis.
We will offer targeted guidance for companies within the context of their industries by:
We will compile and analyze cross-industry data from the Future of Jobs and Reskilling Revolution report and examine additional augmentations, including cost-benefit breakdowns and gender-specific analyses of the most viable job transition pathways across industries.
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