essay jobs of the future

• What Do You Mean By "Jobs of the Future?"

15 Jobs of the Future to Prepare for Now

1. ai and machine learning specialists, 2. big data analyst, 3. business intelligence analysts, 4. commercial and industrial designers, 5. content creator, 6. cybersecurity, 7. data protection/data privacy, 8. data engineers, 9. digital marketing and strategy specialists, 10. teacher, 11. fintech engineers, 12. software engineers and application developers, 13. renewable energy, 14. sustainability specialists, 15. video game engineer.

• Skills You'll Need for These Jobs of the Future

Prepare for Tomorrow Today

15 jobs of the future (and the skills you need to land them now).

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Table of Contents

Some people have known what they wanted to be when they grew up since they were nine years old. Other people get to their junior year of college and are still considering options. While there’s no one “right way” to choose the career for you, one thing you can think about is choosing a career path that’s likely to have many jobs of the future.

Jobs of the future? What the heck are those? And how do you find them and prepare for them?

What Do You Mean By “Jobs of the Future?”

When we say “jobs of the future,” we’re talking about two kinds of jobs.

First, jobs of the future can exist in an industry that’s poised to experience exponential growth in the next decade. Second, a job of the future can be in a new industry, but the role is still being defined.

So, where should someone look for a job of the future?

In its 2023 Future of Jobs report, the World Economic Forum (WEF) spoke to businesses to see what they think the future of jobs looks like. A majority (86.2%) reported that adopting new and emerging technologies will have the biggest impact on the employment market.

As that happens, employers expect jobs to grow in these areas:

• Big data analytics
• Climate-change mitigation technology
• Environmental management technologies
• Encryption and cybersecurity
• Biotechnology

So, how can you use these predictions today?

Here are 15 jobs of the future you can prepare for right now. Keep in mind that some of these roles require specialized training or a specific degree to land one. (Spoiler alert: Jet pack tester is not on our list!)

Expected job growth: 40% between 2023 and 2027

Though artificial intelligence (AI) and machine learning (ML) aren’t new, being an AI or ML specialist is definitely one of the jobs of the future. But what is an AI or ML specialist?

Well, since this job is so new, the answer is, “It depends!” In most cases, an AI or ML specialist is an engineer who programs the algorithms that train the AI learning models. But an AI or ML specialist can also be a data scientist, creating and labeling the data sets that the machine learning engineer uses to program the algorithm. But even a prompt engineer can be an AI or ML specialist.

Expected job growth: 11% between 2018 and 2028

In some respects, this job of the future is two jobs in one. Let’s break this down.

A data analyst analyzes data to help companies uncover patterns and insights. These findings help leaders make mission-critical decisions that can guide the overall company strategy.

Big data is a large data set — so large it’s nearly impossible for a single system to process and analyze all that information.

So, a big data analyst analyzes large datasets and makes recommendations based on the output. And because there’s more data than ever to analyze, companies are looking for people who specialize in big data analysis.

Expected job growth: 21% between 2018 and 2028

Business intelligence analysts are similar to any data analyst in that they analyze data to help their company make data-driven decisions. However, a business intelligence analyst focuses on financial and marketing reporting.

Enhance your business intelligence skills in this free course from PwC. You'll create a Power BI dashboard, learn how to define KPIs, and more.

Avg. Time: 5-6 hours

Skills you’ll build: Power Bi, Power BI dashboard, KPIs, insights and actions

Expected job growth: 3% between 2018 and 2028

At first glance, a commercial and industrial designer doesn’t seem like a job of the future. After all, commercial and industrial designers create products, and products have been around for centuries!

>>RELATED: What Is a Product Designer?  

But as more products of the future become reality, things like smart appliances and self-driving cars (and maybe flying cars!) will need commercial and industrial designers to bring these ideas to life.

Expected job growth: 13% between 2018 and 2028

Your eyes are not deceiving you. Yes, we think a content creator role is a job of the future. Why?

It’s true that AI can and will make it easier for people to generate text, images, and even videos. And even if AIs improve to the point that they no longer hallucinate, an AI doesn’t have any real-world experience.

So, while AI can create a blog post or video about a specific product or event, content creators will still be needed to talk about what it’s like for a human to use a specific product or attend a particular event. 

>>RELATED: I Asked ChatGPT to Write Resumes, Including Mine. Here’s What Happened.  

Expected job growth: 32% between 2022 and 2032

With so much of our personal information stored in the cloud these days, those repositories have become juicy and valuable targets for people with less than honorable intentions, which is precisely what makes cybersecurity another job of the future.

You can work for a company locking down a site from attacks and ensuring customer data stays secure. Or you can be an ethical hacker, finding and reporting security problems to companies.

Cybersecurity

Step into the shoes of a cybersecurity pro in this free course from Mastercard. You'll create a phishing email then design a security awareness training.

Avg. Time: 1-2 hours

Skills you’ll build: Cybersecurity, design thinking, problem solving, data analysis

Expected job growth: 32% between 2018 and 2028

Because so much of our data is stored virtually, many countries are enacting laws that require companies to keep it safe and secure. If you work for a company that does business in one of those countries, it has to comply, which is why working in data protection and data privacy is poised to be a job of the future.

As a data privacy officer, you’ll keep your data repositories safe. But, interestingly, you’ll also be responsible for ensuring everyone who works at the company complies with privacy laws. As an example, you may need to ensure everyone in customer service understands what they can and can’t discuss on the phone.

Expected job growth: 8% between 2022 and 2032

Data engineers work in tandem with data scientists and data analysts. They create, test, and maintain the systems that hold all the raw data that data scientists and analysts use.

While they may not analyze the data, data engineers play a significant role in collecting, storing, and maintaining the data, making this one of the jobs of the future that’s expected to grow.

Introduction to Data Science

Test your data science abilities in this free course from Commonwealth Bank. You'll learn how to anonymize a data set, discover the difference between structured and unstructured datasets, and more.

Avg. Time: 3-4 hours

Skills you’ll build: Statistics, unstructured data, APIs, database design

Expected job growth: 6% between 2022 and 2032

Between privacy laws that vary between countries and states, rules about what websites can and cannot track, and trying to keep a website front and center, the rules of digital marketing are always changing. That’s why being a digital marketing and strategy specialist is a job of the future.

These knowledgeable gurus will help ensure a company’s digital presence stays ahead of changes, pivots to adapt when necessary, and complies with all the rules and regulations.

Expected job growth: 10% between 2023 and 2027

Teacher probably isn’t something that comes to mind when you think about jobs of the future. But given that some of today’s jobs didn’t exist 30 years ago (social media manager anyone?), teachers play a huge role in preparing students for whatever comes next!

RELATED: Top 10 Teaching Skills for Your Resume and How to Highlight Them  

Expected job growth: 9% between 2018 and 2028

Between cryptocurrency and paying for something with your phone, the fintech industry will have plenty of jobs of the future.

Similar to being an AI or ML specialist, the kinds of jobs available are just beginning to come into focus. For example, you could become a fintech engineer and do anything from analyzing data to creating the backend systems that accept and store payments.

Expected job growth: 25% between 2022 and 2032

What’s interesting about software engineering and application developers is that while they are jobs of the future, they are also the jobs of the present. All of the technology we use every day is created by software engineers who ensure things work correctly every time.

And with the growth in AI, advances in blockchain, and everything in between, training as a software engineer now can prepare you for a future career in almost any sector.

Software Engineering

Build practical software engineering skills in this free course from Goldman Sachs. You'll crack a leaked password database then make suggestions for improving security.

Skills you’ll build: Cryptography basics, password cracking, password best practices

Expected job growth: Between 52% and 68% from 2020 to 2030

As more people embrace sustainable living, the need for alternative energy methods will grow. That’s why working in renewable energy makes our list of jobs of the future.

“Renewable energy,” of course, isn’t so much a job title as it is a category. But within the field, you can work as a scientist who improves how solar energy powers a home or a sales representative who convinces people to “go green.”

Climate and Sustainability

Test drive a career in renewable energy in this free course from BCG. You'll act as an advisor and help your client reduce their carbon footprint.

Skills you’ll build: Emissions categorization, risk identification, data analysis, strategic reasoning

If working in renewable energy isn’t up your alley, another eco-friendly job of the future is working as a sustainability specialist. In this job, you work for or advise a company on changing its current practices to create a more sustainable future. You could help the company cut its carbon footprint, improve its recycling efforts, and ensure it carries out new sustainability initiatives.

Climate Change & Sustainability

Explore a career in sustainability in this free course from EY. You'll learn how to benchmark sustainability performance, present solutions to your clients, and more.

Avg. Time: 2-3 hours

Skills you’ll build: Excel, PowerPoint, critical thinking, data analysis, external communications.

Expected job growth: 21% from 2018 to 2028

Video game engineer seems like an unlikely candidate for jobs of the future since video games have been around a long time. But as virtual reality becomes more, well, real, video game engineers will play a key role in designing virtual worlds and ensuring they run correctly.

Explore a career in the video game industry in this free course from Electronic Arts. You'll propose a new feature for The Sims, create a game object class, and more.

Skills you’ll build: Object-oriented design, class design, data structure, game engine technology

Skills You’ll Need for These Jobs of the Future

The WEF also asked employers what skills they think will be most important in future applicants. In order of most to least importance, they are:

• Creative thinking
• Analytical skills
• Technological literacy
• Curiosity and lifelong learning
• Resilience, flexibility, and agility

Other essential skills were motivation, empathy, active listening , and attention to detail .

The best way to land one of the jobs of the future is to start preparing today. But if you aren’t sure what career to pursue, consider enrolling in one of our virtual job simulations. They’re free and can help you figure out which of tomorrow’s jobs are right for you.

Image credit: Canva

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The Future of Work

• The Olympics
• Welcome to Harvard

The global pandemic changed the way we work and how our workplaces function. Our experts investigate what changes may be here to stay and what else to expect in the future.

The future is calling

Work is beginning to look very different across all fields and around the globe.

Will we all go back? Will they ever be the same?

What can we learn from the pandemic?

Internships

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What will digital health care look like?

Can technology help farmers connect to their customers?

Is the open office a thing of the past?

Which skills have staying power in this rapidly changing market?

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How do you attract talent from around the world?

Legal professionals

Will online litigation help our clogged courts?

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Harvard economist Lawrence Katz explains some of the factors that led to the highest quit rate in US history.

Well-being at work

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Requiring more notice in scheduling for hourly workers results in more predictable shifts and increased stability for workers, which also leads to improvements in worker well-being, sleep quality, and economic security.

Air quality

The air quality in an office can have significant impacts on employees’ cognitive function, including response times and ability to focus, and it may also affect their productivity, according to new research.

Worker safety and health

COVID-19 forced companies to act quickly and decisively to keep workers safe, and employers have had to adapt new business processes and address existing structures that are lacking.

Flexibility

While working from home, employees have enjoyed an unprecedented sense of agency and autonomy. Contrary to some expectations—but consistent with years of research—that flexibility has actually spurred worker productivity to improve.

For a broader view on workplace innovations, explore the work of our experts from a variety of institutes and centers including:

• The Project on Workforce
• GrowthPolicy
• Harvard i-lab
• Center for Work, Health, & Well-being
• Corporate Responsibility Initiative
• Labor and Worklife Program
• Working Knowledge
• The Institute for Strategy and Competitiveness

Harvard Business School

Managing the future of work

Co-chaired by William R. Kerr and Joseph B. Fuller, this project explores solutions and adaptations to rapid technological change, shifting global product and labor markets, evolving regulatory regimes, outsourcing, and the fast emergence of the gig economy.

Learn more from the Business School

Explore the podcast

Harvard Kennedy School

Reimagine the world of work

Experts investigate ways to help workers gain new skills, get companies to drop outdated practices, and other forward thinking ideas.

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Graduate School of Education

Reshaping work

Experts discuss how the pandemic is altering jobs and careers and how education can respond.

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The future is emotional

Human jobs in the future will be the ones that require emotional labour: currently undervalued and underpaid but invaluable.

by Livia Gershon   + BIO

Early last year, the World Economic Forum issued a paper warning that technological change is on the verge of upending the global economy. To fill the sophisticated jobs of tomorrow, the authors argued, the ‘reskilling and upskilling of today’s workers will be critical’. Around the same time, the then president Barack Obama announced a ‘computer science for all’ programme for elementary and high schools in the United States. ‘[W]e have to make sure all our kids are equipped for the jobs of the future, which means not just being able to work with computers but developing the analytical and coding skills to power our innovation economy,’ he said.

But the truth is, only a tiny percentage of people in the post-industrial world will ever end up working in software engineering, biotechnology or advanced manufacturing. Just as the behemoth machines of the industrial revolution made physical strength less necessary for humans, the information revolution frees us to complement, rather than compete with, the technical competence of computers. Many of the most important jobs of the future will require soft skills, not advanced algebra.

Back in 1983, the sociologist Arlie Russell Hochschild coined the term ‘emotional labour’ to describe the processes involved in managing the emotional demands of work. She explored the techniques that flight attendants used to maintain the friendly demeanours their airline demanded in the face of abusive customers: taking deep breaths, silently reminding themselves to stay cool, or building empathy for the nasty passenger. ‘I try to remember that if he’s drinking too much, he’s probably really scared of flying,’ one attendant explained. ‘I think to myself: “He’s like a little child.”’

Today, the rapid shrinking of the industrial sector means that most of us have jobs requiring emotional skills, whether working directly with customers or collaborating with our corporate ‘team’ on a project. In 2015, the education economist David Deming at Harvard University found that almost all jobs growth in the United States between 1980 and 2012 was in work requiring relatively high degrees of social skills, while Rosemary Haefner, chief human resources officer at the jobs site CareerBuilder, told Bloomberg BNA in January that corporate hiring this year would prize these skills to a greater degree than in previous economic recoveries. ‘Soft skills,’ she said, ‘can make the difference between a standout employee and one who just gets by.’

Across the economy, technology is edging human workers into more emotional territory. In retail, Amazon and its imitators are rapidly devouring the market for routine purchases, but to the extent that bricks-and-mortar shops survive, it is because some people prefer chatting with a clerk to clicking buttons. Already, arguments for preserving rural post offices focus less on their services – handled mostly online – than on their value as centres for community social life.

Historically, we’ve ignored the central role of emotional labour to the detriment of workers and the people they serve. Police officers, for example, spend 80 per cent of their time on ‘service-related functions’, according to George T Patterson, a social work scholar in New York who consults with police departments. Every day, officers arrive at families’ doorsteps to mediate disputes and respond to mental-health crises. Yet training at US police departments focuses almost exclusively on weapons use, defence tactics and criminal law. Predictably, there are regular reports of people calling the police for help with a confused family member who’s wandering in traffic, only to see their loved one shot down in front of them.

In the sphere of medicine, one of the toughest moments of a physician’s job is sitting with a patient, surveying how a diagnosis will alter the landscape of that patient’s life. That is work no technology can match – unlike surgery, where autonomous robots are learning to perform with superhuman precision. With AI now being developed as a diagnostic tool, doctors have begun thinking about how to complement these automated skills. As a strategic report for Britain’s National Health Service (NHS) put it in 2013: ‘The NHS could employ hundreds of thousands of staff with the right technological skills, but without the compassion to care, then we will have failed to meet the needs of patients.’

A growing real-world demand for workers with empathy and a talent for making other people feel at ease requires a serious shift in perspective. It means moving away from our singular focus on academic performance as the road to success. It means giving more respect, and better pay, to workers too often generically dismissed as ‘unskilled labour’. And, it means valuing skills more often found among working-class women than highly educated men.

T he easiest place to see this shift is in medicine, where the overall healthcare landscape is changing to include more workers whose skills are primarily emotional. The US Bureau of Labor Statistics predicts that while jobs for doctors and surgeons will rise by 14 per cent between 2014 and 2024, the top three direct-care jobs – personal-care aide, home-health aide, and nursing assistant – are expected to grow by 26 per cent. None of these jobs requires a college degree, and together they already employ more than 5 million people, compared with the country’s 708,000 doctors.

Direct-care work is the quintessential job of the emotional labour economy. Sure, this work often demands physical strength – the ability to help a client with limited mobility bathe and get out of bed, for example. It might also call for some medical knowledge. But, as the education scholar Inge Bates at the University of Sheffield found in 2007, in ethnographic studies of direct-care trainees, the most significant skills required involve coping with filth, violence and death.

Bates studied a group of girls, aged 16, who entered a vocational training programme in preparation for work in homes for the elderly. These ‘care girls’, who had previously hoped to work with children, or in retail or office environments, were often horrified by the work. They described being hit by senile, confused residents, witnessing deaths, helping to lay out bodies, and coming into close contact with human waste. One trainee recalled finding a resident playing with her own faeces: ‘I had to scrub her hands and nails and get her nightie off and everything, and I sat her down and said, stay there, I’m just fetching your clothes, and when I came back she’d done it again and were [sic] playing with it again. You get you-know-what thrown at you … you have to learn to dodge it.’

And yet, over the course of the training programme, many of the workers came to take enormous pride in doing work that needed to be done, and that they knew many other people wouldn’t be able to handle. ‘By the second year of training, most desperately wanted to be care assistants and, when anyone got a job, it was a highly celebrated affair with a trip to the pub, even a party,’ Bates wrote.

It is becoming clear to researchers that working-class people tend to have sharper emotional skills than their wealthier, more educated counterparts. In 2016, the psychologists Pia Dietze and Eric Knowles from New York University found that people from higher social classes spent less time looking at people they passed on the street than did less privileged test subjects. In an online experiment, higher-class subjects were also worse at noticing small changes in images of human faces.

Waking to a crying baby or bathing an Alzheimer’s patient can be both gruelling and transcendentally life-affirming

In her 2007 study, Bates also found that class background seemed relevant to the care girls’ ability to do their jobs. Those who succeeded possessed skills they’d acquired growing up in working-class families, where as girls they took part in housework, caring for children and elderly relatives, and learned to be stoic in the face of heavy demands. ‘Clearly the experience of domestic work, serving others, denying their own needs (eg for regular sleep at night, for time off on Sunday) were demands to which these working-class girls were well-accustomed by the age of 16,’ Bates wrote.

Care work is both difficult and low-paid, yet the ‘psychic income’ of doing something worthwhile offers workers alternative compensations, according to Nancy Folbre, an economist at the University of Massachusetts, Amherst. Such work, after all, is the kind we’ve traditionally expected women to do for free – out of joyful beneficence. And, as much as we should recognise the deep harm that expectation has caused, it doesn’t mean the joy isn’t real. For men and women, paid and unpaid, waking at 3am to care for a crying baby or bathing a distressed Alzheimer’s patient can be gruelling and transcendentally life-affirming all at once.

It can be hard to wrap our minds around the notion that emotional work really is work. With the very toughest, very worst-paid jobs, like working with the dying and incontinent, that might be because those of us who don’t have to do the work would rather not think about how crucial and difficult it really is. In other settings, often we simply don’t have the professional language to talk about the emotional work we’re doing. Smiling and nodding at a client’s long, rambling story might be the key to signing that big contract, but resumes don’t include a bullet point for ‘tolerates inconsiderate bores’. A lot of the time, emotional labour doesn’t feel like labour. It’s also not hard to see that highly educated, mostly male, people who develop and analyse economic policy have blind spots when it comes to skills concentrated among working-class women.

Another problem is that the question of how to help low-wage care workers make more money is invariably answered by: ‘give them a better education’. Policy designers talk a lot about ‘professionalising’ direct-care work, advancing proposals for things such as ‘advanced training’ on diabetes or dementia care. Recently, Washington, DC decided to require childcare workers to have a bachelor’s degree – a move one school-district official said would ‘build the profession and set our young children on a positive trajectory for learning and development’. Granted, anyone working with older people with disabilities, or with small children, might benefit from studying research on the particular needs of these groups; and widely accessible college education is a good idea for reasons that go far beyond vocational training. But assuming that more time in the classroom is key to making ‘better’ workers fundamentally disrespects the profound, completely non-academic skills needed to calm a terrified child or maintain composure around a woman playing with her own faeces.

The US economists W Norton Grubb and Marvin Lazerson call the belief in more schooling as the solution to every labour problem the ‘education gospel’. As Grubb argued in a 2005 talk, having more education tends to help individuals find better work, but that doesn’t make schooling a good overall economic strategy. In fact, he said, 30 to 40 per cent of workers in developed countries already have more education than their jobs demand.

S o far, the most-studied effort to train people in emotional skills is the drive to impart empathy to doctors. Over the past decade, medical schools and hospitals have taken note of a broad body of literature showing that when doctors can put themselves in their patients’ shoes, it leads to better clinical outcomes, more satisfied patients, and fewer burnt-out physicians. And there’s evidence this skill can be taught. A 2014 review found that communication training and role-playing boosted medical students’ and doctors’ empathy levels in eight of 10 high-quality studies.

Providing emotional skills training to prestigious, highly-paid, and highly specialised workers might be kind of obvious. Doing the same for the rest of us is a tougher proposition. But one sign of progress is the growing focus on ‘social and emotional learning’ (SEL) for schoolchildren.

SEL programmes in the US explicitly teach students strategies for developing empathy, managing their own emotions and working with others. Kids practise using affirming language with each other, they collaboratively design rules to govern the classroom, or use mindfulness to improve their understanding of their own mental processes. Researchers are finding that such programmes help students to adopt more positive attitudes and behave in more socially appropriate ways. Many school districts have already adopted SEL programmes, and last year, eight US states announced a collaboration to develop statewide SEL standards.

But the conversation around SEL puts a glaring spotlight on the limited value we place on emotional skills. Often, the programmes are marketed only as ways to reduce violence, not methods for developing crucial human abilities. And in academic environments where testing pressures and back-to-basics rhetoric often crowd out ‘softer’ subjects, they might appeal only insofar as they encourage kids to ‘get themselves under control’ and sit still for a long-division lesson.

An 80-hour working week can make it impossible for a doctor to be truly present with the person in pain

And here’s another thing. As valuable as formal training in emotional skills might be, it’s not at the heart of what makes people successful in emotional labour. Hochschild noted that ‘surface acting’ – creating the appearance of an appropriate emotion – is harder on workers and less effective than ‘deep acting’ – really summoning up those feelings. Spontaneously expressing genuine, appropriate emotion is, presumably, even better. In 2013, the British sandwich chain Pret A Manger came under fire for using mystery shoppers to ensure that its staff appeared constantly cheery. Service workers, of course, are expected to be friendly toward customers. But Pret A Manger’s secret monitoring of its own staff, to ensure unflagging cheeriness while also depriving them of the wages and working conditions that might encourage actual cheerfulness, came across as cynical and disingenuous. Besides, having to essentially fake an emotional connection can feel exploitative in ways that even the most painful physical labour is not.

At the other end of the pay scale, David Scales, a doctor at the Cambridge Health Alliance, points out that the current focus on training physicians for empathy misses ‘the glaring deficits in the work environment, which squelch the human empathy that doctors possess’. Facing an endless stream of patients, huge financial pressure to keep visits short, and 80-hour working weeks, doctors can find it impossible to be truly present with the particular person in pain sitting before them. As Bates found in her study of British care girls, Scales suggests looking at the tension between addressing people’s most pressing needs as quickly as possible within an overburdened system and really taking the time to care for them. Having some autonomy, being treated decently and not being overstressed all the time might be the biggest keys to being an effective emotional worker.

T here’s an enormous opportunity before us, as robots and algorithms push humans out of cognitive work. As a society, we could choose to put more resources into providing better staffing, higher pay and more time off for care workers who perform the most emotionally demanding work for the smallest wages. At the same time, we could transform other parts of the economy, helping police officers, post-office workers and the rest of us learn to really engage with the people in front of us.

This isn’t something our economic system, which judges the quality of jobs by their contribution to GDP, is set up to do. In fact, some economists worry that we haven’t done enough to improve the ‘productivity’ of service jobs such as caring for the elderly the way that we have in sectors such as car manufacturing. Emotional work will probably never be a good way to make money more efficiently. The real question is whether our society is willing to direct more resources toward it regardless.

Technology-driven efficiency has achieved wonderful things. It has brought people in developed countries an astonishingly rich standard of living, and freed most of us from the work of growing the food we eat or making the products we use. But applying the metric of efficiency to the expanding field of emotional labour misses a key promise offered by technological progress – that, with routine physical and cognitive work out of the way, the jobs of the future could be opportunities for people to genuinely care for each other.

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The Future of Work Should Mean Working Less

By Jonathan Malesic Sept. 23, 2021

• Share full article

Mr. Malesic is a writer and a former academic, sushi chef and parking lot attendant who holds a Ph.D. in religious studies. He is the author of the forthcoming book “ The End of Burnout ,” from which this essay is adapted.

A dozen years ago, my friend Patricia Nordeen was an ambitious academic, teaching at the University of Chicago and speaking at conferences across the country. “Being a political theorist was my entire adult identity,” she told me recently. Her work determined where she lived and who her friends were. She loved it. Her life, from classes to research to hours spent in campus cafes, felt like one long, fascinating conversation about human nature and government.

But then she started getting very sick. She needed spinal fusion surgeries. She had daily migraines. It became impossible to continue her career. She went on disability and moved in with relatives. For three years she had frequent bouts of paralysis. She was eventually diagnosed with a subtype of Ehlers-Danlos syndromes, a group of hereditary disorders that weaken collagen, a component of many sorts of tissue.

“I’ve had to evaluate my core values,” she said, and find a new identity and community without the work she loved. Chronic pain made it hard to write, sometimes even to read. She started drawing, painting and making collages, posting the art on Instagram. She made friends there and began collaborations with them, like a 100-day series of sketchbook pages — abstract watercolors, collages, flower studies — she exchanged with another artist. A project like this allows her to exercise her curiosity. It also “gives me a sense of validation, like I’m part of society,” she said.

Art does not give Patricia the total satisfaction academia did. It doesn’t order her whole life. But for that reason, I see in it an important effort, one every one of us will have to make sooner or later: an effort to prove, to herself and others, that we exist to do more than just work.

We need that truth now, when millions are returning to in-person work after nearly two years of mass unemployment and working from home. The conventional approach to work — from the sanctity of the 40-hour week to the ideal of upward mobility — led us to widespread dissatisfaction and seemingly ubiquitous burnout even before the pandemic. Now, the moral structure of work is up for grabs. And with labor-friendly economic conditions, workers have little to lose by making creative demands on employers. We now have space to reimagine how work fits into a good life.

As it is, work sits at the heart of Americans’ vision of human flourishing. It’s much more than how we earn a living. It’s how we earn dignity: the right to count in society and enjoy its benefits. It’s how we prove our moral character. And it’s where we seek meaning and purpose, which many of us interpret in spiritual terms.

Political, religious and business leaders have promoted this vision for centuries, from Capt. John Smith’s decree that slackers would be banished from the Jamestown settlement to Silicon Valley gurus’ touting work as a transcendent activity . Work is our highest good; “do your job,” our supreme moral mandate.

But work often doesn’t live up to these ideals. In our dissent from this vision and our creation of a better one, we ought to begin with the idea that each one of us has dignity whether we work or not. Your job, or lack of one, doesn’t define your human worth.

This view is simple yet radical. It justifies a universal basic income and rights to housing and health care. It justifies a living wage. It also allows us to see not just unemployment but retirement, disability and caregiving as normal, legitimate ways to live.

When American politicians talk about the dignity of work, like when they argue that welfare recipients must be employed, they usually mean you count only if you work for pay.

The pandemic revealed just how false this notion is. Millions lost their jobs overnight. They didn’t lose their dignity. Congress acknowledged this fact, offering unprecedented jobless benefits: for some, a living wage without having to work.

The idea that all people have dignity before they ever work, or if they never do, has been central to Catholic social teaching for at least 130 years. In that time, popes have argued that jobs ought to fit the capacities of the people who hold them, not the productivity metrics of their employers. Writing in 1891, Pope Leo XIII argued that working conditions, including hours, should be adapted to “the health and strength of the workman.”

Leo mentioned miners as deserving “shorter hours in proportion as their labor is more severe and trying to health.” Today, we might say the same about nurses, or any worker whose ordinary limitations — whether a bad back or a mental health condition — makes an intense eight-hour shift too much to bear. Patricia Nordeen would like to teach again one day, but given her health at the moment, full-time work seems out of the question.

Because each of us is both dignified and fragile, our new vision should prioritize compassion for workers, in light of work’s power to deform their bodies, minds and souls. As Eyal Press argues in his new book, “ Dirty Work ,” people who work in prisons, slaughterhouses and oil fields often suffer moral injury, including post-traumatic stress disorder, on the job. This reality challenges the notion that all work builds character.

Wage labor can harm us in subtle and insidious ways, too. The American ideal of a good life earned through work is “disciplinary,” according to the Marxist feminist political philosopher Kathi Weeks, a professor at Duke and often-cited critic of the modern work ethic. “It constructs docile subjects,” she wrote in her 2011 book, “ The Problem With Work .” Day to day, that means we feel pressure to become the people our bosses, colleagues, clients and customers want us to be. When that pressure conflicts with our human needs and well-being, we can fall into burnout and despair.

To limit work’s negative moral effects on people, we should set harder limits on working hours. Dr. Weeks calls for a six-hour work day with no pay reduction. And we who demand labor from others ought to expect a bit less of people whose jobs grind them down.

In recent years, the public has become more aware of conditions in warehouses and the gig economy. Yet we have relied on inventory pickers and delivery drivers ever more during the pandemic. Maybe compassion can lead us to realize we don’t need instant delivery of everything and that workers bear the often-invisible cost of our cheap meat and oil.

The vision of less work must also encompass more leisure. For a time the pandemic took away countless activities, from dinner parties and concerts to in-person civic meetings and religious worship. Once they can be enjoyed safely, we ought to reclaim them as what life is primarily about, where we are fully ourselves and aspire to transcendence.

Leisure is what we do for its own sake. It serves no higher end. Patricia said that making art is often “meditative” for her. “If I’m trying to draw a plant, I’m really looking at the plant,” she said. “I’m noticing all the different shades of color that maybe I wouldn’t have noticed if I wasn’t drawing it.” Her absorption in the task — the feel of the pen on paper — “puts the pain out of focus.”

It’s true that people often find their jobs meaningful, as Patricia did in her academic career or as I did while working on this essay. But for decades, business leaders have taken this obvious truth too far, preaching that we’ll find the purpose of our lives at work. It’s a convenient narrative for employers, but look at what we actually do all day: For too many of us, if we aren’t breaking our bodies, then we’re drowning in trivial email. This is not the purpose of a human life.

And for those of us fortunate enough to have jobs that consistently provide us with meaning, Patricia’s story is a reminder that we may not always have that kind of work. Anything from a sudden health issue to the natural effects of aging to changing economic conditions can leave us unemployed.

So we should look for purpose beyond our jobs and then fill work in around it. We each have limitless potential, a unique “genius,” as Henry David Thoreau called it. He believed that excessive toil had stunted the spiritual growth of the men who laid the railroad near Walden Pond, where he lived from 1845 to 1847. He saw the pride they took in their work but wrote, “I wish, as you are brothers of mine, that you could have spent your time better than digging in this dirt.”

Pursuing our genius, whether in art or conversation or sparring at a jiujitsu gym, will awaken us to “a higher life than we fell asleep from,” Thoreau wrote. It isn’t the sort of leisure, like culinary tourism, that heaps more labor on others. It is leisure that allows us to escape the normal passage of time without traveling a mile. The mornings Thoreau spent standing in his cabin doorway, “rapt in a revery,” he wrote, “were not time subtracted from my life, but so much over and above my usual allowance.” Compared with that, he thought, labor was time wasted.

Dignity, compassion, leisure: These are pillars of a more humane ethos, one that acknowledges that work is essential to a functioning society but often hinders individual workers’ flourishing. This ethos would certainly benefit Patricia Nordeen and might allow students to benefit from her teaching ability. In practice, this new vision should inspire us to implement universal basic income and a higher minimum wage, shorter shifts for many workers and a shorter workweek for all at full pay. Together, these pillars and policies would keep work in its place, as merely a support for people to spend their time nurturing their greatest talents — or simply being at ease with those they love.

It’s a vision we can approach from multiple directions, befitting America’s intellectual diversity. Pope Leo, Dr. Weeks and Thoreau criticized industrial society from the disparate, often incompatible traditions of Catholicism, Marxist feminism and Transcendentalism. But they agreed that we need to see inherent value in each person and to keep work in check so everyone can attain higher goods.

These thinkers are hardly alone. We might equally take inspiration from W.E.B. Du Bois’s contention that Black Americans would gain political rights through intellectual cultivation and not only relentless labor, or Abraham Joshua Heschel’s view that the Sabbath day of rest “is not an interlude but the climax of living,” or the “ right not to work ” advocated by the disabled artist and writer Sunaura Taylor.

The point is to subordinate work to life. “A life is what each of us needs to get,” wrote Dr. Weeks, and you can’t get one without freedom from work’s domination. “That said,” she continues, “one cannot get something as big as a life on one’s own.”

That means we need one more pillar: solidarity, a recognition that your good and mine are linked. Each of us, when we interact with people doing their jobs, has the power to make their lives miserable. If I’m overworked, I’m likely to overburden you. But the reverse is also true: Your compassion can evoke mine.

Early in the pandemic, we exhibited the virtues we need to realize this vision. Public health compelled us to set limits on many people’s work and provide for those who lost their jobs. We showed — imperfectly — that we could make human well-being more important than productivity. We had solidarity with one another and with the doctors and nurses who battled the disease on the front lines. We limited our trips to the grocery store. We tried to “flatten the curve.”

When the pandemic subsides but work’s threat to our thriving does not, we can practice those virtues again.

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Future of Work, Essay Example

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The Future of Work

People spend a third of their adult lives working, which has led to many of them looking for ways to reimagine work. Since people have to work to guarantee their survival and wealth, methods of making work more flexible and comfortable are being developed, a phenomenon regarded as the future of work. The future of work will involve working in places with equity and inclusion. Many businesses are changing to accommodate a stress-free working environment. Company leaders are starting to establish a culture of trust in their organizations, which will allow them to become more transparent, compassionate, and acquiring more vulnerable management styles. This essay discusses the characteristics that will define a flexible and comfortable workplace and how workers are being prepared to adapt to the future of work.

Artificial Intelligence

Many fields of work, such as health and development of leadership are continuously growing, which has led to the experts in these fields to seek wellness and professional advice from technical experts to help in their work. Artificial Intelligence has replaced many jobs, as Massachusetts Institute of Technology predicted a decade ago, that by 2017, the 1.7 million trucking jobs will be replaced by Artificial Intelligence Systems (Wang 10).

Seeking Flexibility and Autonomous work

Self-employment, which started in the UK after there was a global crisis, was regarded as an alternative that people took because there was no employment. However, when jobs became available, and there was an improvement in the economy, self-employment rates also went up. People involuntarily became self-employed, because they wanted to work flexible, and any age and a pace where they did not require to be controlled. This is similar to the use of new digital platforms in the workplace. Many employers are seeking to improve their workplace by allowing people to work the way they want to work through the use of digital technology. However, this will also affect a certain amount of employees who will need to be terminated to give room for the digital platforms.

Distribution

In the 20 th and early 21 st century, most jobs involved people being in a physical location. However, in the modern world, there are tools and new approaches that have allowed work to be successfully executed with people distributed across many places, including continents apart. For instance, the company Automattic has 762 people from 68 countries, and they speak 81 different languages (Franck 442). The employees meet online because of the availability of transparency, which allows them to understand each other. Based on the development of teleworking and open-source software projects that have made distribution easier, many companies are seeking to do away with offices, allowing their workers to work from home offices or spaces where they can co-work. Employees will, therefore, become flexible and will save more money because of avoiding commuting costs. Through distribution, an organization can employ people with great talents, with the constraint of geographical location or language differences. An example of a company living in the future of work is the Linux Foundation, which has membership from more than 1000 companies all over the world. Linux Foundation meetings involve video conferencing and remote calendars. Team building is done daily, where workers communicate through emails, calls, forums, and other forms of technology.

Open employment

The future of work will not be traditionally-based, where people are hired in a company to work until they resign after getting new jobs. In the modern world, according to the 2016 Gallup Report, millennials like to job-hop from company to company, because they are always looking for new job opportunities in new companies (Hoffman 47). This has turned 57.3 million American youths into freelancers, which is 36% of the American workforce. This means that the percentage of youths to employ is decreasing, which has led companies to come up with new strategies for the future business market.

The future of work involves organizations being more fluid in their terms of employment. Many companies are hiring youth as part-time employees, independent contractors, advisors, and consultants. In the new work setting, there is a whole network of contract and part-time workers, working based on the needs of projects in an organization and coming to work based on their preferences. An example of a company that has already implemented this setting is the management consultancy company called SYPartners, which has both full and part-time employees, and the company has several freelancers. When the company has new projects, it hires people with expertise in the project in question, after which they are dismissed at the end of the project.

The appearance of Monopolistic Companies

The future of work will also involve people witnessing the emergence of big companies that will have better quality than the existing businesses, and the companies will appear to be operating in a monopolistic system. A large group of satisfied consumers then characterizes such companies. An example of a large company that has already dominated the market is Uber (Merkert 49). The main characteristic of these companies is to pop up in places where the traditional or the standard version of their work did not exist. For instance, taxis were rarely found in poor neighborhoods or areas where accommodation was not easily found. Uber, other than joining the car-ride business, has improved service quality and made traveling more flexible, rendering the traditional taxi business ineffective

Preparing the Workforce for the Future of Work

The future of work mostly involves the use of technology, whose adoption in organizations gives the workers a bleak future. Therefore, before preparing their workers for a shift from the standard work arrangement, organizations first convince their workers that technology will be a form of deliverance, helping them have a more productive, brighter future. Organizations convince their workers of the importance of the future of work to make them open towards what they will be taught about the changes in the Organization. Some of the ways that employees are prepared for the future of work are discussed below

Developing Leadership skills

The future of work will require workers to be aware of to be inspirers, regardless of whether they are leaders or not. In the future, these workers will be required to guide new workers in organizations. Many companies seek to develop leadership skills among the youth to prepare them for leadership positions at higher levels after the senior employees have retired.

The best approach in developing leadership skills is to allow employees to be leaders at any capacity, regardless of how minor it is. For example, they can be in charge of running company projects or welfare groups, where they help solve issues in the workplace. Practicing leadership skills will make them more confident, and eventually skilled enough to assume significant leadership roles.

Learning to use Technology

Embracing technology is in the future of work, which makes it compulsory for every worker to be well versed with technology. Employees at all levels are prepared to embrace technology by teaching them about communication, operations, and insight. The organization provides technological gadgets to employees, such as computers, where they are trained on how to send emails, make calls, and other common forms of technology within the company. Showing employees that technology is not a competition or their enemy will encourage them to learn, therefore making their work easier.

Create Continuous learning Opportunities

Evolving of employees will be required as technology changes. Organizations have to instill a growth mindset among their employees to create room for growing (Claro, David, and Carol 8665). Employees are encouraged to develop their skills and be more creative in their work. Hard work, new strategies, and input are some of the methods that employers use to improve the learning opportunities of the employees. Employees with a growth mindset can learn, feel more empowered, and committed in their work.

The future of work has people’s best interests, because they become more flexible, and they can work how they see comfortable. Workers can choose to be full or part-time employed, or they can work from home. The future of work does not only involve replacing human labor with technology, but also enhancing the skills of workers. If a worker loses their job because of technology, the skills that they learned from the organization will enable them to get employment at another skill level.

Works Cited

Claro, Susana, David Paunesku, and Carol S. Dweck. “Growth mindset tempers the effects of poverty on academic achievement.”  Proceedings of the National Academy of Sciences  113.31 (2016): 8664-8668.

Franck, Edwiygh. “Distributed Work Environments: The Impact of Technology in the Workplace.”  Handbook of Research on Human Development in the Digital Age . IGI Global, 2018. 427-448.

Hoffman, Blaire. “Why Millennials Quit.”  Journal of Property Management  83.3 (2018): 42-45.

Merkert, Eugene. “Antitrust vs. Monopoly: An Uber Disruption.”  FAU Undergraduate Law Journal  2 (2015): 49.

Wang, Fei-Yue. “Toward a revolution in transportation operations: AI for complex systems.” IEEE Intelligent Systems 23.6 (2008): 8-13.

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10 Future-Proof Jobs to Navigate a Changing Career Landscape

Impact of Technology & Automation

10 Jobs of the Future

Choosing the Right Path

Lifelong Learning

Understanding future trends is crucial in a world where job landscapes are rapidly shifting. This article explores ten high-demand jobs of the future, emphasizing the importance of technical and soft skills. Beyond just job listings, we delve into the impact of technology, the value of lifelong learning, and the steps to choose a fulfilling career path. As you navigate your educational journey, early preparation and adaptability are key.

Navigating the ever-changing landscape of higher education and career opportunities can be both exhilarating and daunting. At Crimson Education, we're not just about getting students into top-tier universities; we're deeply invested in understanding the future. The best way to prepare for tomorrow is to be informed and adaptable today.

The world is evolving at an unprecedented pace. Technological breakthroughs, environmental challenges, and societal shifts constantly reshape how we work and live. While some professions might fade away, others are just emerging, waiting for the next generation to take the helm.

In this piece, we've curated a list of 10 jobs that, based on current trends, are set to be in high demand in the coming decades. You’ll find job descriptions along with suggestions for the most relevant skills and academic degrees to pursue. Whether you're a student pondering your major or just curious about the future, we hope this exploration offers some valuable insights.

Impact of Technology and Automation

As we stand on the brink of the Fourth Industrial Revolution, technology and automation reshape the fabric of our job landscape. From AI-driven software to advanced robotics in manufacturing, the way we work is undergoing a seismic shift.

While this brings challenges, such as potential job displacements in certain sectors, it also ushers in many new opportunities. Adaptability and a commitment to continuous learning are the keys to navigating this evolving landscape. Understanding these technological trends is the first step in preparing for the jobs of tomorrow.

10 High-Demand Jobs of the Future

1. renewable energy technicians.

As the world grapples with the consequences of climate change and environmental degradation, there's a palpable shift towards sustainable energy sources. Renewable energy, once seen as an alternative, is quickly becoming the norm.

Why It's Important

Fossil fuels, while abundant in the past, are finite and have been linked to environmental issues, from pollution to global warming.

The transition to renewable energy, such as solar and wind, is not just an environmental imperative but also an economic one.

Skills and Education

Expertise in solar panel installation, wind turbine maintenance, and energy storage solutions.

Degrees to consider: Bachelor's in Environmental Science , Bachelor's in Electrical Engineering, or specialized Renewable Energy Technology programs.

2. Healthcare Professionals

The global population is not only growing but also aging. As life expectancy increases, there's a surge in the demand for comprehensive healthcare services , from preventive care to specialized treatments.

Healthcare is one of those sectors that, regardless of technological advancements, will always require a human touch.

While machines and AI can assist in diagnosis and treatment, the compassion, understanding, and nuanced decision-making that human healthcare professionals offer are irreplaceable.

Proficiency in patient care, diagnosis, treatment planning, and medical procedures.

Degrees to consider: Bachelor's or Doctorate in Medicine (depending on the specific role), Bachelor's in Nursing, Bachelor's in Allied Health Sciences, or Master's in Healthcare Administration (for management roles).

3. Data Scientists and Analysts

In an era dominated by big data, the ability to extract meaningful insights from vast amounts of information is invaluable. Data scientists and analysts decipher these datasets, providing businesses and organizations with actionable intelligence.

Why It's Important:

Data-driven decision-making is becoming the norm across industries.

From healthcare to finance, the insights derived from data can lead to improved strategies, efficiency, and outcomes.

Skills and Education:

Proficiency in data analysis, machine learning, and statistical modeling.

Degrees to consider: Bachelor's or Master's in Data Science, Statistics, Computer Science, or related fields.

4. AI and Machine Learning Specialists

Artificial Intelligence (AI) and Machine Learning (ML) are at the forefront of technological innovation. Specialists in this field design, implement, and maintain systems that can learn from and make decisions based on data.

AI and ML have applications in numerous sectors, from automating routine tasks to advanced robotics and predictive analytics.

Expertise in algorithms, neural networks, and programming languages like Python. Degrees to consider: Bachelor's or Master's in Artificial Intelligence, Computer Science with a focus on AI/ML, or Robotics.

5. Biotechnologists

Biotechnology merges biology with technology, leading to innovations in medicine, agriculture, and other vital sectors. Biotechnologists work at this intersection, driving advancements that can change lives.

From developing new medical treatments to creating sustainable agricultural practices, biotechnology promises to solve some of the world's most pressing challenges.

Knowledge of molecular biology, biochemistry , genetics, and laboratory techniques.

Degrees to consider: Bachelor's or Master's in Biotechnology, Molecular Biology, or Genetic Engineering.

6. Agricultural Innovators

As the global population grows, so does the demand for food. Agricultural innovators focus on developing sustainable and efficient farming methods, ensuring food security for future generations.

Traditional agriculture faces challenges from climate change and decreasing arable land. Innovative agricultural practices are essential to meet the world's food needs.

Expertise in sustainable farming, crop genetics, and soil science.

Degrees to consider: Bachelor's or Master's in Agricultural Science or Environmental Science , Agronomy, or Agricultural Engineering .

7. Mental Health Professionals

The importance of mental well-being is gaining recognition globally. Mental health professionals, including therapists, psychologists, and counselors, provide essential support to individuals facing emotional and psychological challenges.

With the increasing stresses of modern life, the demand for mental health services is on the rise, emphasizing the need for trained professionals in this sector.

Proficiency in counseling, psychotherapy, and psychological assessment.

Degrees to consider: Bachelor's in Psychology , Master's in Counseling or Clinical Psychology, or Doctorate in Psychology (Ph.D. or Psy.D.).

8. Cybersecurity Experts

As our world becomes increasingly digital, the threats from cyber-attacks, data breaches, and online fraud escalate. Cybersecurity experts are the guardians of digital realms, ensuring that data remains secure and systems are protected from malicious intent.

Every sector, from finance to healthcare, relies on digital infrastructure. The damage from cyber-attacks can be catastrophic, both financially and in terms of trust. As cyber threats evolve, the need for experts to combat these threats becomes even more critical.

Proficiency in threat detection, system analysis, encryption techniques, and cybersecurity software.

Degrees to consider: Bachelor's or Master's in Cybersecurity , Bachelor's in Computer Science with a focus on security, or certifications like Certified Information Systems Security Professional (CISSP).

9. Urban Planners

With the majority of the global population moving towards urban areas, there's a pressing need to design cities that are sustainable, efficient, and livable. 

Urban planners envision and shape the growth of cities, ensuring they are prepared for future challenges.

Urban areas face numerous challenges, from traffic congestion to pollution. Effective urban planning can mitigate these issues, ensuring cities are pleasant, functional, and prepared for future growth.

Expertise in urban and environmental planning, public administration, and geographic information systems (GIS).

Degrees to consider: Bachelor's or Master's in Urban Planning, Urban Design, or Environmental Planning.

10. Water Resource Specialists

Water is one of our most precious resources, and its management is crucial for both human survival and environmental sustainability. Water resource specialists ensure that communities have access to clean and safe water, and they manage the conservation and distribution of this vital resource.

With changing climate patterns and increasing global populations, the efficient management of water resources is paramount. Ensuring sustainable water usage and conservation is crucial for both current and future generations.

Knowledge of hydrology, water conservation techniques, and environmental science.

Degrees to consider: Bachelor's or Master's in Environmental Science , Hydrology, or Water Resource Management.

Choosing the Right Career Path for You

While it's essential to be aware of future job trends, it's equally crucial to select a career that aligns with your personal interests, strengths, and values. Here's a step-by-step guide to help you navigate this important decision:

• Self-Assessment: Start by understanding yourself. What are your strengths? What activities or subjects do you enjoy? Tools like the Myers-Briggs Type Indicator or the Strong Interest Inventory can offer insights into your personality and preferences.
• Research: Once you have a list of potential careers, delve deeper. Understand the day-to-day responsibilities, the work environment, and the industry's future prospects.
• Networking: Connect with professionals in your areas of interest. They can provide firsthand insights, advice, and even mentorship. Platforms like LinkedIn or alumni networks can be invaluable.
• Education and Training: Determine the educational requirements for your chosen field. Does it require specialized training or certifications? At Crimson Education, we can guide you to the best educational pathways for your desired career.
• Internships and Work Experience: Before fully committing, try to gain some practical experience in the field. Internships or part-time jobs can give you a taste of the profession and help you make an informed decision.
• Work-Life Balance: Consider the lifestyle each career offers. Are you okay with irregular hours or frequent travel? Ensure the job aligns with your personal life goals and desired work-life balance.
• Future Growth: While passion is vital, it's also essential to consider the future demand for that profession. Will there be ample opportunities for growth and advancement?
• Seek Guidance: Sometimes, an external perspective can be invaluable. Career counselors, mentors, or trusted individuals in your network can offer advice, share their experiences, and help you see things from a different angle.

Remember, choosing a career is a significant decision, but it's not set in stone. The modern job landscape allows for flexibility and change. It's okay to pivot or evolve your career as you grow and learn more about yourself and the world around you.

Lifelong Learning and Upskilling

In today's dynamic world, choosing a career is just the beginning. The pace of technological and industry changes means that what's relevant today might be obsolete tomorrow. To stay ahead, continuous learning is paramount.

Whether it's pursuing advanced degrees , enrolling in online courses, attending workshops, or simply dedicating time to self-study, upskilling is the key to longevity and success in any career. At Crimson Education, we emphasize the importance of being a lifelong learner, ensuring that our students are not only prepared for today but are adaptable and resilient for the challenges of tomorrow.

Final Thoughts

In the ever-evolving landscape of the global job market, anticipation and preparation are paramount. At Crimson Education, we've always championed the power of foresight. Understanding future job trends is more than just a strategic move; it's a commitment to ensuring that today's educational and career choices stand the test of time.

As the world advances, the essence of adaptability becomes even more crucial. Embracing lifelong learning, continuously upskilling, and critically evaluating the long-term viability of chosen career paths are not just recommendations—they're necessities. Remember, a career isn't a mere occupation; it's a journey of growth, challenges, and fulfillment.

Did this article resonate with you? Share it with peers, friends, and family to spark a broader conversation about the future. The jobs of tomorrow require not just technical expertise but a blend of soft skills, adaptability, and a commitment to continuous learning.

If you're motivated to carve out a promising future for yourself, the time to start is now. Early preparation, especially when considering college and further studies, can set the foundation for a successful career in these emerging fields. Crimson Education is here to guide and support you every step of the way. Book a free consultation with our team today, and let's embark on a journey to a future that's not only promising but also secure.

What Makes Crimson Different

About the Author

Keith Nickolaus

Keith Nickolaus is a former educator with a passion for languages, literature, and lifelong learning. After obtaining a B.A. from UC Santa Cruz and exploring university life in Paris, Keith earned his Ph.D. in Comparative Literature from UC Berkeley, and then worked for 16 years in K12 education before setting up shop as a freelance writer.

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Jobs lost, jobs gained: What the future of work will mean for jobs, skills, and wages

Get the latest.

July 16, 2024

In the time since we first published this article, McKinsey has continued to explore the topic. Read on for a summary of our latest insights.

It’s been a tumultuous few years for the labor market. First came the COVID-19 pandemic , a once-in-a-generation shake-up of our personal and professional lives. Since the pandemic, about 90 percent  of organizations have instituted a hybrid work model that allows employees to work from off-site locations at least some of the time. Now, the efflorescence of AI  and automation stands to reshape, again, how we approach work.

The question of the day is what shape that change will take. McKinsey’s latest analysis indicates that demand for high-skill workers will rise , particularly in healthcare and STEM-related professions. At the same time, demand for workers in occupations such as office staff, production workers, and customer service representatives will decline. Automation, supported by generative AI (gen AI) tools, is likely to play an increased role as well: current gen AI and other technologies have the potential to automate work activities that absorb up to 70 percent of employees’ time today. These shifts will mean that up to 12 million workers in Europe  and the United States  will need to change jobs. Lower-wage workers may need support in upskilling to be competitive in the new market.

But gen AI and automation don’t tell the whole story. Broadly, efficiency will be a key metric for success in the future of work. Of course, efficiency can be applied to a whole range of categories. More specifically, we believe efficiency will matter in the following ways:

• Deploying resources where they matter most. Efficiency is about more than managing immediate crises or getting the same work done with fewer resources. Forty percent of respondents point to complex organizational structure as a cause of inefficiency; a similar proportion cites unclear roles and responsibilities.
• Matching top talent with the highest-value roles. McKinsey research shows that in many organizations, up to 30 percent  of critical roles aren’t filled by the most appropriate people.
• Building institutional capabilities to perform better than the competition. Only 5 percent  of respondents to the most recent McKinsey State of Organizations Survey say their organizations have the capabilities they need.

How can organizations adapt to the technological, social, and economic shifts that will shape the future of work? Here are three points  for leaders to consider:

• Calibrate ambition—develop a clear perspective toward change that suits the needs of the organization.
• Keenly focus on cultivating talent and investing in leadership that will take the company forward.
• Integrate all of these to ensure that at-scale change is possible.

Articles referenced include:

• A new future of work: The race to deploy AI and raise skills in Europe and beyond , May 2024
• Generative AI and the future of work in America , July 2023
• The economic potential of generative AI: The next productivity frontier , June 2023
• The State of Organizations 2023: Ten shifts transforming organizations , April 2023

The technology-driven world in which we live is a world filled with promise but also challenges. Cars that drive themselves, machines that read X-rays, and algorithms that respond to customer-service inquiries are all manifestations of powerful new forms of automation. Yet even as these technologies increase productivity and improve our lives, their use will substitute for some work activities humans currently perform—a development that has sparked much public concern.

Building on our January 2017 report on automation , McKinsey Global Institute’s latest report, Jobs lost, jobs gained: Workforce transitions in a time of automation (PDF–5MB), assesses the number and types of jobs that might be created under different scenarios through 2030 and compares that to the jobs that could be lost to automation.

The results reveal a rich mosaic of potential shifts in occupations in the years ahead, with important implications for workforce skills and wages. Our key finding is that while there may be enough work to maintain full employment to 2030 under most scenarios, the transitions will be very challenging—matching or even exceeding the scale of shifts out of agriculture and manufacturing we have seen in the past.

• What impact will automation have on work?
• What are possible scenarios for employment growth?
• Will there be enough work in the future?
• What will automation mean for skills and wages?
• How do we manage the upcoming workforce transitions?

1. What impact will automation have on work?

We previously found that about half the activities people are paid to do globally could theoretically be automated using currently demonstrated technologies. Very few occupations—less than 5 percent—consist of activities that can be fully automated.

However, in about 60 percent of occupations, at least one-third of the constituent activities could be automated, implying substantial workplace transformations and changes for all workers.

While technical feasibility of automation is important, it is not the only factor that will influence the pace and extent of automation adoption. Other factors include the cost of developing and deploying automation solutions for specific uses in the workplace, the labor-market dynamics (including quality and quantity of labor and associated wages), the benefits of automation beyond labor substitution, and regulatory and social acceptance.

Taking these factors into account, our new research estimates that between almost zero and 30 percent of the hours worked globally could be automated by 2030, depending on the speed of adoption. We mainly use the midpoint of our scenario range, which is automation of 15 percent of current activities. Results differ significantly by country , reflecting the mix of activities currently performed by workers and prevailing wage rates.

The potential impact of automation on employment varies by occupation and sector (see interactive above). Activities most susceptible to automation include physical ones in predictable environments, such as operating machinery and preparing fast food. Collecting and processing data are two other categories of activities that increasingly can be done better and faster with machines. This could displace large amounts of labor—for instance, in mortgage origination, paralegal work, accounting, and back-office transaction processing.

It is important to note, however, that even when some tasks are automated, employment in those occupations may not decline but rather workers may perform new tasks.

Automation will have a lesser effect on jobs that involve managing people, applying expertise, and social interactions, where machines are unable to match human performance for now.

Jobs in unpredictable environments—occupations such as gardeners, plumbers, or providers of child- and eldercare—will also generally see less automation by 2030, because they are technically difficult to automate and often command relatively lower wages, which makes automation a less attractive business proposition.

2. What are possible scenarios for employment growth?

Workers displaced by automation are easily identified, while new jobs that are created indirectly from technology are less visible and spread across different sectors and geographies. We model some potential sources of new labor demand that may spur job creation to 2030, even net of automation.

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For the first three trends, we model only a trendline scenario based on current spending and investment trends observed across countries.

Rising incomes and consumption, especially in emerging economies

We have previously estimated that global consumption could grow by $23 trillion between 2015 and 2030 , and most of this will come from the consuming classes in emerging economies. The effects of these new consumers will be felt not just in the countries where the income is generated but also in economies that export to these countries. Globally, we estimate that 250 million to 280 million new jobs could be created from the impact of rising incomes on consumer goods alone, with up to an additional 50 million to 85 million jobs generated from higher health and education spending.

Aging populations

By 2030, there will be at least 300 million more people aged 65 years and older than there were in 2014. As people age, their spending patterns shift, with a pronounced increase in spending on healthcare and other personal services. This will create significant new demand for a range of occupations, including doctors, nurses, and health technicians but also home-health aides, personal-care aides, and nursing assistants in many countries. Globally, we estimate that healthcare and related jobs from aging could grow by 50 million to 85 million by 2030.

Development and deployment of technology

Jobs related to developing and deploying new technologies may also grow. Overall spending on technology could increase by more than 50 percent between 2015 and 2030. About half would be on information-technology services. The number of people employed in these occupations is small compared to those in healthcare or construction, but they are high-wage occupations. By 2030, we estimate that this trend could create 20 million to 50 million jobs globally.

For the next three trends, we model both a trendline scenario and a step-up scenario that assumes additional investments in some areas, based on explicit choices by governments, business leaders, and individuals to create additional jobs.

Investments in infrastructure and buildings

Infrastructure and buildings are two areas of historic underspending that may create significant additional labor demand if action is taken to bridge infrastructure gaps and overcome housing shortages . New demand could be created for up to 80 million jobs in the trendline scenario and, in the event of accelerated investment, up to 200 million more in the step-up scenario. These jobs include architects, engineers, electricians, carpenters, and other skilled tradespeople, as well as construction workers.

Investments in renewable energy, energy efficiency, and climate adaptation

Investments in renewable energy , such as wind and solar; energy-efficiency technologies; and adaptation and mitigation of climate change may create new demand for workers in a range of occupations, including manufacturing, construction, and installation. These investments could create up to ten million new jobs in the trendline scenario and up to ten million additional jobs globally in the step-up scenario.

‘Marketization’ of previously unpaid domestic work

The last trend we consider is the potential to pay for services that substitute for currently unpaid and primarily domestic work. This so-called marketization of previously unpaid work is already prevalent in advanced economies, and rising female workforce participation worldwide could accelerate the trend. We estimate that this could create 50 million to 90 million jobs globally, mainly in occupations such as childcare, early-childhood education, cleaning, cooking, and gardening.

When we look at the net changes in job growth across all countries, the categories with the highest percentage job growth net of automation include the following:

• healthcare providers
• professionals such as engineers, scientists, accountants, and analysts
• IT professionals and other technology specialists
• managers and executives, whose work cannot easily be replaced by machines
• educators, especially in emerging economies with young populations
• “creatives,” a small but growing category of artists, performers, and entertainers who will be in demand as rising incomes create more demand for leisure and recreation
• builders and related professions, particularly in the scenario that involves higher investments in infrastructure and buildings
• manual and service jobs in unpredictable environments, such as home-health aides and gardeners

Would you like to learn more about the McKinsey Global Institute ?

Upcoming workforce transitions could be very large.

The changes in net occupational growth or decline imply that a very large number of people may need to shift occupational categories and learn new skills in the years ahead. The shift could be on a scale not seen since the transition of the labor force out of agriculture in the early 1900s in the United States and Europe, and more recently in in China.

Seventy-five million to 375 million may need to switch occupational categories and learn new skills.

We estimate that between 400 million and 800 million individuals could be displaced by automation and need to find new jobs by 2030 around the world, based on our midpoint and earliest (that is, the most rapid) automation adoption scenarios. New jobs will be available, based on our scenarios of future labor demand and the net impact of automation, as described in the next section.

However, people will need to find their way into these jobs. Of the total displaced, 75 million to 375 million may need to switch occupational categories and learn new skills, under our midpoint and earliest automation adoption scenarios; under our trendline adoption scenario, however, this number would be very small—less than 10 million (Exhibit 1).

In absolute terms, China faces the largest number of workers needing to switch occupations—up to 100 million if automation is adopted rapidly, or 12 percent of the 2030 workforce. While that may seem like a large number, it is relatively small compared with the tens of millions of Chinese who have moved out of agriculture in the past 25 years.

For advanced economies, the share of the workforce that may need to learn new skills and find work in new occupations is much higher: up to one-third of the 2030 workforce in the United States and Germany, and nearly half in Japan.

3. Will there be enough work in the future?

Today there is a growing concern about whether there will be enough jobs for workers, given potential automation. History would suggest that such fears may be unfounded: over time, labor markets adjust to changes in demand for workers from technological disruptions, although at times with depressed real wages (Exhibit 2).

We address this question about the future of work through two different sets of analyses: one based on modeling of a limited number of catalysts of new labor demand and automation described earlier, and one using a macroeconomic model of the economy that incorporates the dynamic interactions among variables.

If history is any guide, we could also expect that 8 to 9 percent of 2030 labor demand will be in new types of occupations that have not existed before.

Both analyses lead us to conclude that, with sufficient economic growth, innovation, and investment, there can be enough new job creation to offset the impact of automation, although in some advanced economies additional investments will be needed as per our step-up scenario to reduce the risk of job shortages.

A larger challenge will be ensuring that workers have the skills and support needed to transition to new jobs. Countries that fail to manage this transition could see rising unemployment and depressed wages.

The magnitude of future job creation from the trends described previously and the impact of automation on the workforce vary significantly by country, depending on four factors.

Higher wages make the business case for automation adoption stronger. However, low-wage countries may be affected as well, if companies adopt automation to boost quality, achieve tighter production control, move production closer to end consumers in high-wage countries, or other benefits beyond reducing labor costs.

Demand growth

Economic growth is essential for job creation; economies that are stagnant or growing slowly create few if any net new jobs. Countries with stronger economic and productivity growth and innovation will therefore be expected to experience more new labor demand.

Demographics

Countries with a rapidly growing workforce, such as India, may enjoy a “demographic dividend” that boosts GDP growth—if young people are employed. Countries with a shrinking workforce, such as Japan, can expect lower future GDP growth, derived only from productivity growth.

Mix of economic sectors and occupations

The automation potential for countries reflects the mix of economic sectors and the mix of jobs within each sector. Japan, for example, has a higher automation potential than the United States because the weight of sectors that are highly automatable, such as manufacturing, is higher.

Automation will affect countries in different ways

The four factors just described combine to create different outlooks for the future of work in each country (see interactive heat map). Japan is rich, but its economy is projected to grow slowly to 2030. It faces the combination of slower job creation coming from economic expansion and a large share of work that can be automated as a result of high wages and the structure of its economy.

However, Japan will also see its workforce shrink by 2030 by four million people. In the step-up scenario, and considering the jobs in new occupations we cannot envision today, Japan’s net change in jobs could be roughly in balance.

The United States and Germany could also face significant workforce displacement from automation by 2030, but their projected future growth—and hence new job creation—is higher. The United States has a growing workforce, and in the step-up scenario, with innovations leading to new types of occupations and work, it is roughly in balance. Germany’s workforce will decline by three million people by 2030, and it will have more than enough labor demand to employ all its workers, even in the trendline scenario.

At the other extreme is India: a fast-growing developing country with relatively modest potential for automation over the next 15 years, reflecting low wage rates. Our analysis finds that most occupational categories are projected to grow in India, reflecting its potential for strong economic expansion.

However, India’s labor force is expected to grow by 138 million people by 2030, or about 30 percent. India could create enough new jobs to offset automation and employ these new entrants by undertaking the investments in our step-up scenario.

China and Mexico have higher wages than India and so are likely to see more automation. China is still projected to have robust economic growth and will have a shrinking workforce; like Germany, China’s problem could be a shortage of workers.

Mexico’s projected rate of future economic expansion is more modest, and it could benefit from the job creation in the step-up scenario plus innovation in new occupations and activities to make full use of its workforce.

Displaced workers will need to be reemployed quickly to avoid rising unemployment

To model the impact of automation on overall employment and wages, we use a general equilibrium model that takes into account the economic impacts of automation and dynamic interactions. Automation has at least three distinct economic impacts. Most attention has been devoted to the potential displacement of labor. But automation also may raise labor productivity: firms adopt automation only when doing so enables them to produce more or higher-quality output with the same or fewer inputs (including material, energy, and labor inputs). The third impact is that automation adoption raises investment in the economy, lifting short-term GDP growth. We model all three effects. We also create different scenarios for how quickly displaced workers find new employment, based on historical data.

The results reveal that, in nearly all scenarios, the six countries that are the focus of our report (China, Germany, India, Japan, Mexico, and the United States) could expect to be at or very near full employment by 2030. However, the model also illustrates the importance of reemploying displaced workers quickly.

If displaced workers are able to be reemployed within one year, our model shows automation lifting the overall economy: full employment is maintained in both the short and long term, wages grow faster than in the baseline model, and productivity is higher.

However, in scenarios in which some displaced workers take years to find new work, unemployment rises in the short to medium term. The labor market adjusts over time and unemployment falls—but with slower average wage growth. In these scenarios, average wages end up lower in 2030 than in the baseline model, which could dampen aggregate demand and long-term growth.

4. What will automation mean for skills and wages?

In general, the current educational requirements of the occupations that may grow are higher than those for the jobs displaced by automation. In advanced economies, occupations that currently require only a secondary education or less see a net decline from automation, while those occupations requiring college degrees and higher grow.

In India and other emerging economies, we find higher labor demand for all education levels, with the largest number of new jobs in occupations requiring a secondary education, but the fastest rate of job growth will be for occupations currently requiring a college or advanced degree.

Workers of the future will spend more time on activities that machines are less capable of, such as managing people, applying expertise, and communicating with others. They will spend less time on predictable physical activities and on collecting and processing data, where machines already exceed human performance. The skills and capabilities required will also shift, requiring more social and emotional skills and more advanced cognitive capabilities, such as logical reasoning and creativity.

Wages may stagnate or fall in declining occupations. Although we do not model shifts in relative wages across occupations, the basic economics of labor supply and demand suggests that this should be the case for occupations in which labor demand declines.

Our analysis shows that most job growth in the United States and other advanced economies will be in occupations currently at the high end of the wage distribution. Some occupations that are currently low wage, such as nursing assistants and teaching assistants, will also increase, while a wide range of middle-income occupations will have the largest employment declines.

Income polarization could continue. Policy choices such as increasing investments in infrastructure, buildings, and energy transitions could help create additional demand for middle-wage jobs such as construction workers in advanced economies.

The wage-trend picture is quite different in emerging economies such as China and India, where our scenarios show that middle-wage jobs such as retail salespeople and teachers will grow the most as these economies develop. This implies that their consuming class will continue to grow in the decades ahead.

5. How do we manage the upcoming workforce transitions?

The benefits of artificial intelligence and automation to users and businesses, and the economic growth that could come via their productivity contributions, are compelling. They will not only contribute to dynamic economies that create jobs but also help create the economic surpluses that will enable societies to address the workforce transitions that will likely happen regardless.

Faced with the scale of worker transitions we have described, one reaction could be to try to slow the pace and scope of adoption in an attempt to preserve the status quo. But this would be a mistake. Although slower adoption might limit the scale of workforce transitions, it would curtail the contributions that these technologies make to business dynamism and economic growth. We should embrace these technologies but also address the workforce transitions and challenges they bring. In many countries, this may require an initiative on the scale of the Marshall Plan, involving sustained investment, new training models, programs to ease worker transitions, income support, and collaboration between the public and private sectors.

All societies will need to address four key areas.

Maintaining robust economic growth to support job creation

Sustaining robust aggregate demand growth is critical to support new job creation, as is support for new business formation and innovation. Fiscal and monetary policies that ensure sufficient aggregate demand, as well as support for business investment and innovation, will be essential. Targeted initiatives in certain sectors could also help, including, for example, increasing investments in infrastructure and energy transitions.

Scaling and reimagining job retraining and workforce skills development

Providing job retraining and enabling individuals to learn marketable new skills throughout their lifetime will be a critical challenge—and for some countries, the central challenge. Midcareer retraining will become ever more important as the skill mix needed for a successful career changes. Business can take a lead in some areas, including with on-the-job training and providing opportunities to workers to upgrade their skills.

Improving business and labor-market dynamism, including mobility

Greater fluidity will be needed in the labor market to manage the difficult transitions we anticipate. This includes restoring now-waning labor mobility in advanced economies. Digital talent platforms can foster fluidity, by matching workers and companies seeking their skills and by providing a plethora of new work opportunities for those open to taking them. Policy makers in countries with inflexible labor markets can learn from others that have deregulated, such as Germany, which transformed its federal unemployment agency into a powerful job-matching entity.

Providing income and transition support to workers

Income support and other forms of transition assistance to help displaced workers find gainful employment will be essential. Beyond retraining, a range of policies can help, including unemployment insurance, public assistance in finding work, and portable benefits that follow workers between jobs.

We know from history that wages for many occupations can be depressed for some time during workforce transitions. More permanent policies to supplement work incomes might be needed to support aggregate demand and ensure societal fairness. More comprehensive minimum-wage policies, universal basic income, or wage gains tied to productivity growth are all possible solutions being explored.

Policy makers, business leaders, and individual workers all have constructive and important roles to play in smoothing workforce transitions ahead. History shows us that societies across the globe, when faced with monumental challenges, often rise to the occasion for the well-being of their citizens.

Yet over the past few decades, investments and policies to support the workforce have eroded. Public spending on labor-force training and support has fallen in most member countries of the Organisation for Economic Co-operation and Development (OECD). Educational models have not fundamentally changed in 100 years. It is now critical to reverse these trends, with governments making workforce transitions and job creation a more urgent priority.

We will all need creative visions for how our lives are organized and valued in the future, in a world where the role and meaning of work start to shift.

Businesses will be on the front lines of the workplace as it changes. This will require them to both retool their business processes and reevaluate their talent strategies and workforce needs, carefully considering which individuals are needed, which can be redeployed to other jobs, and where new talent may be required. Many companies are finding it is in their self-interest—as well as part of their societal responsibility—to train and prepare workers for a new world of work.

Individuals, too, will need to be prepared for a rapidly evolving future of work. Acquiring new skills that are in demand and resetting intuition about the world of work will be critical for their own well-being. There will be demand for human labor, but workers everywhere will need to rethink traditional notions of where they work, how they work, and what talents and capabilities they bring to that work.

James Manyika is chairman of and a director at the McKinsey Global Institute, where Susan Lund and Michael Chui are partners and Jacques Bughin and Lola Woetzel are directors; Parul Batra is a consultant in McKinsey’s San Francisco office; and Ryan Ko and Saurabh Sanghvi are consultants in the Silicon Valley office.

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• The yellow world humans . Social-first and community businesses prosper. Crowd-funded capital flows towards ethical and blameless brands. There is a search for meaning and relevance with a social heart. Artisans, makers and ‘new worker guilds’ thrive. Humanness is highly valued.
• The red world innovation rules . Organizations and individuals race to give consumers what they want. Innovation outpaces regulation. Digital platforms give outsized reach and influence to those with a winning idea. Specialists and niche profit makers flourish.
• The green world companies’ care . Social responsibility and trust dominate the corporate agenda with concerns about demographic changes, climate and sustainability becoming key drivers of business.
• The blue world corporate is king . Big company capitalism rules as organizations continue to grow bigger and individual preferences trump beliefs about social responsibility.

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More From Forbes

The 10 highest-paying, fastest-growing jobs ai won’t replace in 2024.

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Many workers fear Ai stealing their jobs, but a new report names ten high-paying jobs that are AI ... [+] proof—some offering six-figure salaries.

The rise in AI has caused a mixture of excitement and fear as it becomes a standard part of our lives. Some say it’s a risk to civilization as we know it , while others insist it will endanger their jobs and transform the way we work, live and interact with one another. The part that is not debatable is that not only is AI not going away, it’s on the upswing . You can get that tattooed. So it’s important to develop a reasonable comfort around its use.

To alleviate this concern and help job seekers future-proof their careers, Resume Genius just published a report on the fastest-growing, AI-proof jobs of 2024. Drawing on data from the U.S. Bureau of Labor Statistics and an automation risk probability calculator , the report highlights 10 fast-growing careers that offer high earning potential and long-term stability in a world increasingly impacted by AI. All to jobs are in the healthcare industry with a focus on finding jobs with a U.S. median annual salary of at least $48,060 :

Find the 10 jobs listed in the report below:

• Physician assistants. Median salary: $130,020. Estimated job growth: 27% (Much faster than average). AI job takeover risk: 0%
• Nurse practitioners. Median salary: $129,480. Estimated job growth: 38% (Much faster than average). AI job takeover risk: 0%
• Veterinarians. Median salary: $119,100. Estimated job growth: 20% (Much faster than average). AI job takeover risk: 6.8%
• Medical and health services managers. Median salary: $110,680. Estimated job growth: 28% (Much faster than average). AI job takeover risk: 16.3%
• Physical therapists. Median salary: $99,710. Estimated job growth: 15% (Much faster than average). AI job takeover risk: 0%
• Occupational therapists. Median salary: $96,370. Estimated job growth: 12% (Much faster than average). AI job takeover risk: 0%
• Speech-language pathologists. Median salary: $89,290. Estimated job growth: 19% (Much faster than average). AI job takeover risk: 8.7%
• Audiologists. Median salary: $87,740. Estimated job growth: 11% (Much faster than average). AI job takeover risk: 12.5%
• Epidemiologists. Median salary: $81,390. Estimated job growth: 27% (Much faster than average). AI job takeover risk: 6.7%
• Orthotists and prosthetists. Median salary: $78,100. Estimated job growth: 15% (Much faster than average). AI job takeover risk: 1.8%

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024, 3 tips to stay “ai-proof” in the job market.

1. Develop your soft skills . The report indicates that experts agree that AI will likely create more jobs than it eliminates. “At the same time, the ability to continuously adapt and develop new skills will be key to success in the job market of the future, the report says. “Professionals who only excel in creativity, emotional intelligence and problem-solving will always be in high demand because AI struggles to imitate soft skills like these.”

2. Use AI to your advantage . The report points out that AI isn’t a job seeker’s enemy. “Instead of viewing AI as a threat, applicants should use it as a tool to increase their productivity,” it advises. “Employers love efficient workers because they can tackle tasks quickly and save the company money. AI can help automate repetitive tasks, allowing employees to focus on more complex and creative aspects of the job that require human judgment. By familiarizing themselves with AI-powered tools rather than avoiding them, workers can ensure they remain competitive in the job market.”

3. Stay up-to-date on industry trends . The report recommends that professionals monitor AI and tech-related advancements in their field by reading industry news and attending professional events to stay informed. “Understanding these trends will help them anticipate changes and adapt their skill set accordingly. Additionally, they’re encouraged to take courses or attend workshops that focus on emerging technologies and methodologies in their industry to stay ahead of their peers.”

A Final Word

According to Eva Chan, lead career expert at Resume Genius, “Healthcare roles require a level of human connection and empathy that AI simply can’t replicate. In the end, healthcare is as much about emotional support as it is about clinical expertise, and that’s where AI falls short.”

Samuel Johns, hiring manager at CV Genius , emphasizes the importance of staying ahead of AI trends to future-proof your career, “Those who manage to successfully adapt and incorporate AI into their workflow, while taking steps to develop their soft skills, are those who’ll find themselves not just surviving, but thriving, in the AI-driven workplace,” Johns explains. “In the future, we may see AI taking over more routine tasks, but this will also create opportunities for roles that demand higher-level critical thinking and creativity,” Johns says. “Professionals who continuously update their knowledge of AI trends and integrate these tools into their work processes will not only stay relevant but will also drive innovation in their fields."

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Home — Essay Samples — Life — Professions & Career — Career

Career Essay Examples

Crafting an engaging and informative career research essay is a crucial step for students and professionals alike who are navigating the complex landscape of career planning and development. These essays serve as a bridge between one's academic pursuits and professional aspirations, offering insights into various fields, the skills required, and future job prospects. They provide a structured way to explore and articulate career goals, understand industry trends, and reflect on personal strengths and interests in relation to the job market. Whether you're a high school student contemplating your future, a college student selecting a major, or a professional considering a career change, delving into a career research essay can illuminate the path ahead.

For anyone looking to embark on this enlightening journey, exploring research essay examples can be an invaluable first step. It offers a glimpse into effective strategies for structuring your essay, choosing relevant content, and engaging your readers. Below, find a list of 10 popular career research essay topics that span a diverse range of industries and interests, reflecting the broad spectrum of career opportunities available today:

• The Evolution of the Software Developer Role in the Tech Industry : Exploring the dynamic landscape of software development, including emerging technologies and the skills needed to succeed.
• A Day in the Life of a Healthcare Professional : Investigating the roles, responsibilities, and challenges faced by healthcare workers, from nurses to surgeons.
• The Future of Renewable Energy Careers : Analyzing the growth of the renewable energy sector and the types of careers that are becoming available.
• Careers in Digital Marketing : Understanding the impact of digital marketing on business and the variety of roles within this fast-evolving field.
• The Role of Data Science in Business Decision Making : Examining how data scientists contribute to strategic decisions in business through data analysis and interpretation.
• Legal Careers in the 21st Century : A look at the changing landscape of the legal profession and the skills modern lawyers need to possess.
• Entrepreneurship and Innovation : Exploring the journey of becoming an entrepreneur and the impact of innovation on creating new business opportunities.
• Careers in Education Beyond Teaching : Investigating the diverse roles within the education sector that contribute to shaping future generations, from administration to curriculum development.
• Engineering the Future: Careers in Civil Engineering : Understanding the role of civil engineers in developing infrastructure projects and the challenges of modern urban planning.
• The Psychology Profession: A Deep Dive into Mental Health Careers : Exploring the various specialties within psychology and the importance of mental health professionals in society.

Each of these topics not only presents a rich field of study but also reflects the vast array of career paths available to individuals with different interests, strengths, and passions. By exploring career research essay examples, you can gain insights into how to approach these topics effectively, making your career research essay both informative and engaging.

Career Essay Topics and Outline Examples

Essay title 1: navigating your career path: strategies for successful career planning and development.

Thesis Statement: This essay explores effective strategies for career planning and development, emphasizing self-assessment, goal setting, skill development, networking, and adaptability as key components.

• Introduction
• Self-Assessment: Identifying Interests, Strengths, and Values
• Goal Setting: Defining Short-Term and Long-Term Career Objectives
• Skill Development: Continuous Learning and Skill Enhancement
• Networking: Building Professional Relationships and Leveraging Connections
• Adaptability: Navigating Career Changes and Challenges
• Mentorship and Guidance: Seeking Career Advice and Support
• Conclusion: Empowering Individuals to Shape Their Career Paths

Essay Title 2: The Future of Work: Exploring Career Trends in the Digital Age and Preparing for Industry Disruptions

Thesis Statement: This essay examines emerging career trends in the digital age, including automation, remote work, and gig economy jobs, and discusses strategies for preparing for industry disruptions.

• Digital Transformation: Impact on Traditional Careers and Industries
• Automation and Artificial Intelligence: Job Displacement and Upskilling
• Remote Work: Advantages, Challenges, and Future Workforce Trends
• Gig Economy and Freelancing: The Rise of Independent Career Paths
• Reskilling and Lifelong Learning: Staying Relevant in a Changing Job Market
• Adapting to Uncertainty: Developing a Flexible Career Mindset
• Conclusion: Preparing for the Shifting Landscape of Work and Employment

Essay Title 3: Balancing Work and Life: The Importance of Career Satisfaction, Well-Being, and Achieving a Fulfilling Life

Thesis Statement: This essay discusses the significance of achieving career satisfaction and work-life balance, highlighting their impact on overall well-being and the pursuit of a fulfilling life.

• Career Satisfaction: Defining Fulfillment in Professional Life
• Work-Life Balance: Strategies for Managing Workload and Personal Life
• Mental Health and Stress Management: Coping with Career-Related Challenges
• Family and Relationships: Nurturing Personal Connections Amid Career Demands
• Passion and Purpose: Aligning Career Goals with Personal Values
• Life Goals and Achievements: Pursuing a Fulfilling and Meaningful Life
• Conclusion: Striving for Career Success while Embracing Life's Joys and Challenges

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Empowering Youth for a Digital Future: Closing the Digital Divide and Paving the Way for a Thriving Digital Economy

South Africa

August 30, 2024

Some young innovators who participated in the UNDP-supported Circular Economy Hackathon where over 100 young bright minds shared ideas on the circular economy. 12 solutions were selected and received cash prizes towards refining their ideas and further support in developing business plans.

This year’s theme for International Youth Day on August 12 “ From Clicks to Progress: Youth Digital Pathways for Sustainable Development ,” highlighted the crucial role that young people play in this digital age and how we need to enable their access to the many opportunities available in the digital ecosystem. International Youth Month provided an opportunity to amplify the transformative power of digital technologies to impact lives, solve some of the pressing global challenges, and call for more investments in technology to drive innovation and foster connectivity towards devising solutions to secure a sustainable future.  

With South Africa having one of the highest youth unemployment rates globally, the newly formed Government of National Unity (GNU) has placed the issue of addressing unemployment at the centre of its priorities. According to Statistics South Africa, 45.5% of the youth population is unemployed , which necessitates urgent action and effective strategies to tackle youth unemployment for improved development outcomes. Youth unemployment restricts the earning potential of young people, hampers business growth, threatens social cohesion, and places a strain on public resources.  

The UNDP South Africa “ National Human Development Report 2022: Harnessing the Employability of South Africa’s Youth ” identified the digital economy as a viable hub for job creation and recommended that the country leverages its opportunities by empowering youth for the new world of work. The report also notes the associated socioeconomic challenges that may hamper the digital revolution, particularly around digital literacy, infrastructure, and connectivity. These are challenges that many of UNDP’s South Africa inclusive growth programmes have been focussing on and seeking lasting solutions to.   

Bridging the digital divide by empowering rural youths to participate in the digital economy

UNDP South Africa has been championing various youth-focused interventions to empower young people to thrive in the Fourth Industrial Revolution (4IR) and drive impactful innovations towards achieving the Sustainable Development Goals (SDGs). These include providing digital skills to unemployed youth and entrepreneurs, building ICT infrastructure (erecting public Wi-Fi hotspots and setting up libraries), supporting innovation through innovation challenges/hackathons and providing funding to young innovators, and digitising learning at Technical and Vocational Education and Training (TVET) colleges.   

Advancing digital skills and access to digital platforms

Since 2022, UNDP has been driving a digital skilling project to empower unemployed youth and entrepreneurs to unlock employment and other income-generation opportunities within the digital economy. Participants in the Eastern Cape, Gauteng, and KwaZulu-Natal were introduced to coding, 3D, and drone technology, gaining competence in these areas and guided towards leveraging 4IR. As a result, most of the participants were provided with internships (some transitioning into lasting jobs) in various companies, while the entrepreneurs were supported with integrating digital technologies into their ventures for improved business outcomes. These efforts have led to 1,194 young people receiving digital skills training, with 719 securing jobs, and 40 entrepreneurs supported. Additionally, nearly 2000 young people accessed digital upskilling through the Future Skills Platform , all contributing to efforts to close the digital divide.  

UNDP launched the “ Automotive Training and Re-Skilling Vulnerable Youth and Women in South Africa ” programme, with a component around digitising learning post-COVID-19. Three TVET colleges—Coastal KZN College, Northlink College, and Tshwane South College—benefited from this initiative, receiving electronic automotive components, training equipment, and ICT infrastructure for their training centres.  Moreover, 64 youths completed an accredited Operator Development and Work Placement Programme, preparing them for entry-level roles as automotive manufacturing operators.  

The project also supported the implementation of two strategic youth empowerment networks: SAYouth Mobi and Yakh’iFuture (Build Your Future). Through SAYouth , 12,230 students registered on the platform, with 694 securing employment or income-generating opportunities. Yakh’iFuture provided TVET college engineering students with the skills and training needed to build electrical devices and systems, equipping them to succeed in South Africa’s growing automotive components manufacturing sector.  

Building ICT infrastructure and expanding connectivity  

To expanding internet penetration in rural areas, UNDP supported women and youth-led Small, Medium, and Micro Enterprises SMMEs in rolling out TV White Spaces (TVWS) network technology in rural areas. TVWS uses unused radio frequencies originally set aside for TV broadcasting, offering the advantage of covering large areas and penetrating obstacles like buildings and trees. This makes it ideal for providing affordable internet in hard-to-reach areas. Through this initiative, SMMEs were capacitated to offer affordable digital connectivity via Wi-Fi hotspots at schools, clinics, taxi ranks, digital hubs, and other public facilities across the country. Over 183 public Wi-Fi hotspots have been erected, connecting 273 small businesses, over 2 637 households, and 56 public facilities, ultimately providing access to over 70,000 concurrent internet users daily collectively. Importantly, the beneficiary SMMEs have created 144 job opportunities for local youth and women.  

To scale this work, UNDP set up a computer lab at Olwandle High School in Port Shepstone, KwaZulu-Natal. Connected to the TVWS network, this lab is designed and equipped to enhance the teaching and learning experience by aligning the school's curriculum with the demands of the digital age. Learners can now access online video tutorials, download previous question papers in preparation for exams, conduct research, and apply for university admission and other funding opportunities.  

UNDP’s youth empowerment strategy through innovation focuses on equipping young people with digital skills, providing resources, and exposure to opportunities. By fostering entrepreneurial ecosystems, providing access to digital tools and funding, and promoting digital literacy, UNDP empowers youth to become job creators and innovators in the tech-driven economy. Through initiatives like Accelerator Labs, UNDP South Africa’s initiatives have been pivotal in advancing tech entrepreneurship and innovation among young people, laying the foundation for a sustainable future.   

UNDP has empowered youth innovators to participate in the digital economy, particularly in supporting entrepreneurship in the sector, given that small businesses are considered the engine of growth in developing nations such as South Africa. Through various innovation challenges supporting a variety of sectors ranging from water and food security to energy and waste management, youth innovators were provided with technical skills development, business development support, access to prototyping facilities and programmes, access to seed funding and early-stage investment to commercialise their ideas.  

Innovation Challenges, Hackathons and Ideation support 

UNDP empowered university students to develop an advanced 4IR & Internet of Things (IoT) Flood Detection System designed to enhance KwaZulu-Natal's infrastructure resilience. This innovative solution monitors flood levels at electrical substations, alerting technicians via a mobile app and determining when to shut down substations to prevent damage during natural disasters.    

In 2023, UNDP ran an online innovation challenge which focused on the circular economy and reached 93,000 young people nationally. Youth were engaged through a digital platform to submit videos describing their solution, communicate , and access skills training. In addition, over 150 of these youth were supported through a design-thinking hackathon to develop their ideas into prototypes and pilots.  

Sky Vantage, a youth-owned company supported by UNDP, is tackling the issue of e-waste in communities by collecting electronic waste from various locations, such as municipal sites and busy public spaces, and manually disassembling and processing it to extract valuable components. Currently, Sky Vantage is piloting this innovative solution at Vaal University of Technology, with plans to expand to the Tshwane Municipality.  

UNDP proudly supported the creation of Hydro Blü , an innovative Geospatial Data Science and machine learning solution designed to predict groundwater availability at nearly any location on earth. This cutting-edge tool helps hydrogeologists make informed decisions on where to drill boreholes, ensuring that communities with limited access to water can find reliable sources.  

UNDP empowered young people as co-researchers, enabling 77 youth to gather crucial insights from over 10,000 community members in coal mining areas, guiding decisions on the Just Energy Transition.   

During the COVID-19 lockdown, we couldn't access the most vulnerable communities, which resulted in us developing an innovative approach by training local youth to collect data using a mobile application, equipping them with technical skills and valuable knowledge in community engagement, sales, customer service, understanding vulnerability, and gender awareness. As a result, 55 youths quickly mobilised to gather data, distribute emergency relief vouchers, and advocate for COVID-19 safety measures, reaching over 6,800 households in less than three weeks.  

Earlier this year, the launch of the Higher Education Innovation Fund (HEIF) marked an exciting milestone in empowering the next generation of innovators, an initiative to foster innovation and tech entrepreneurship among university and college students. The fund aims to solve challenges in the innovation ecosystem such as a lack of skilled student tech entrepreneurs who can develop and commercialise competitive innovative products, a lack of entrepreneurial support and networks at universities and colleges, and limited exposure to opportunities, mentoring and coaching.    

The transformative impact of UNDP South Africa's digital youth initiatives is a testament to the power of strategic partnerships. By collaborating with our partners, including the Department of Higher Education and Training, Toyota South Africa Motors’ Toyota Manufacturing Academy (TMA), Department of Science and Innovation, Al Baraka Bank, Water Research Commission, Council for Scientific and Industrial Research (CSIR), City of Tshwane, Innovate Durban, Makerspace Foundation, and Business Process Enabling South Africa (BPESA), we have been able to impact change and can mobilise more resources necessary to empower young people and foster their active participation in the digital economy.   

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Swiss Finance Institute Research Paper No. 24-44

51 Pages Posted:

Fabio Alessandrini

University of Lausanne; Banque Cantonale Vaudoise

Eric Jondeau

University of Lausanne - Faculty of Business and Economics (HEC Lausanne); Swiss Finance Institute

Date Written: September 01, 2024

This paper presents a comprehensive comparative analysis of various portfolio construction techniques in the context of decarbonization and the pursuit of net-zero objectives aligned with the 2015 Paris Agreement. Specifically, we examine different strategies that qualify as Article 9 funds under EU regulations, focusing on carbon emissions reduction objectives, such as screening and tracking error minimization techniques. Our findings indicate that all approaches would have achieved the targeted emissions reductions over the 10-year period (2012-2021) analyzed. However, the method of decarbonization significantly affects ex-post tracking errors, with the more ambitious Paris-Aligned Benchmark requiring a substantial departure from the business-as-usual benchmark. Additionally, the tracking error minimization approach involves considerable reallocation of individual securities, potentially leading to, possibly undesirable, idiosyncratic exposures.

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Telangana set 2024 hall ticket releasing soon on dte.mponline.gov.in; here's how to download.

The TS SET 2024 exam will consist of two papers. Paper 1 will focus on Teaching and Research Aptitude, while Paper 2 will be subject-specific, based on the candidate’s chosen subject. Paper 1 will contain 50 questions worth 100 marks, with a duration of one hour. Paper 2 will consist of 100 questions worth 200 marks and will have a duration of two hours. The exam will be conducted in online mode (CBT) and will feature multiple-choice questions.

Steps to Download Telangana SET 2024 Admit Card:

• Visit the official website, telanganaset.org.
• Find and click on the 'Telangana SET 2024 admit card' link.
• A new window will appear on the screen.
• Enter your registration number, date of birth, and other required details.
• The Telangana SET 2024 admit card will be displayed on the screen.
• Download and save the admit card for future use.

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