Siyakha and the future of work

Discussions around the future world of work typically relate to digitisation and technology rapidly changing work requirements by 2030, specifically in relation to the acquisition of skills. This, however, is only one aspect of a much broader and more diverse concept, particularly in the South African context where societal factors such as unemployment (especially of youth), gender inequality, a volatile economy, political instability and lack of access to quality education create major obstacles to meaningful opportunities. Before we can truly delve into what the future world of work would look like for South Africa, we need to address the current gaps in our society.

The future of work is not only about skills requirements, but also how companies will fundamentally shift the way in which they do business, their shared value approach, and managing uncertainty in an ever-changing environment. While the future world of work is complex, it is exciting if one is open to the possibilities it presents.

It is likely that by 2030 you will be working in a job that currently does not exist, and this evolution will take place throughout the course of your working life, from 2030 and beyond. The skills required, however, go beyond technical, with cognitive and emotional flexibility and intelligence at the forefront of our ability to adapt to change. According to an article published by WITS University, the top five skills required by 2030 include:

• Cognitive flexibility – this relates to being able to conceptualise complex multiple ideas, given the rise of digital technologies. Individuals will be expected to be advanced multi-taskers managing a plethora of tasks simultaneously. Digital literacy and computational thinking – we are moving away from the STEM (Science, Technology, Engineering and Mathematics) concept to SMAC (Social, Mobile, Analytics and Cloud).
• Digital literacy in emerging technologies, artificial intelligence, machine learning, Internet of Things (IoT) and data science will be critical in securing job opportunities over the next nine years.
• Judgement and decision-making – while technology provides us with advanced calculations and diagnostics, human beings still need to manage and interpret the subjective data that stems from these technologies. The ability to understand the data, interpret the numbers and indicate their significance will be key to employment.
• Emotional and social intelligence – while technology can replace many skills and ultimately jobs, emotional and social intelligence remain uniquely human capabilities. Regardless of the job one holds, it is likely that we still need to work closely with others and in teams and therefore empathy, collaboration and communication will be critical skills.
• Creative and innovative mindset – in order to create digital technologies, one must be able to think creatively and continuously innovate to ensure they remain relevant in an ever-changing fast-paced world. Creative thinking cannot be replaced by technology, so thinking outside the box will be essential in remaining relevant now and in the future.
  

The shift over the next decade will see the African continent becoming a digital and technology hub. Large corporates will most likely become less relevant, while smaller, innovative businesses emerge with a strong sense of entrepreneurship across the continent. We will start to see greater outsourcing to smaller consulting firms of shared services functions such as human resources and finance, with businesses focusing more on their key products and services. A strong focus on SMME development over the next decade will be critical to ensuring the growth of sustainable and innovative smaller businesses. It is likely that SMMEs will fundamentally address unemployment in South Africa, and at least 70% of employment will come from this sector instead of corporates or government institutions.

Understanding what skills will be required in the future is all good and well, but we need to address how we will not only equip current employees with these skills but also the youth in our country so that they can ultimately access employment. For current employees, it is essential that businesses start to map what skills will be required within their businesses, sectors and industries from 2030 and beyond. Businesses need to start reskilling and upskilling employees not only to remain relevant as a business but also to avoid the retrenchment of employees unable to meet these requirements. Should they not do so, they would be contributing towards an already unsustainable level of unemployment in the country. From an education perspective, it is critical that the formal education sector, not only at tertiary but also primary level, creates programmes and degrees that equip individuals at an early stage with critical skills for the future. It is important to start innovating in education.

The unemployment crisis needs to be addressed in the South African context. Prior to COVID-19, South Africa held one of the highest unemployment rates globally. South Africa’s unemployment rate has been on the increase for some time, from about 22% in 2008/09 to more than 30% in the first quarter of 2020. Factor in COVID-19 and our unemployment rates have skyrocketed beyond comprehension. The country experienced one of the harshest lockdowns globally in an already struggling economy, and the resultant increase in job losses has had a significant effect on our future generations, both over the short and long terms. In addition, COVID-19 hampered access to education and disproportionately affected learners in poorer household. The age distribution of our population also suggests that many households are youth-headed, with 50% of the population 26 years of age or less, 25% 12 years of age or less, and 75% 41 years of age or less.

The unemployment crisis needs to be addressed in the South African context. Prior to COVID-19, South Africa held one of the highest unemployment rates globally. South Africa’s unemployment rate has been on the increase for some time, from about 22% in 2008/09 to more than 30% in the first quarter of 2020. Factor in COVID-19 and our unemployment rates have skyrocketed beyond comprehension. The country experienced one of the harshest lockdowns globally in an already struggling economy, and the resultant increase in job losses has had a significant effect on our future generations, both over the short and long terms. In addition, COVID-19 hampered access to education and disproportionately affected learners in poorer household. The age distribution of our population also suggests that many households are youth-headed, with 50% of the population 26 years of age or less, 25% 12 years of age or less, and 75% 41 years of age or less.

Figure 6: South Africa’s basic education statistics

Over and above this, another significant issue facing our country relates to gender inequality. An article published by HR Future in February 2021 highlights how COVID19 has exposed gender inequality beyond the pay gap. The report reveals that women have been impacted more significantly than men during the COVID-19 lockdowns. The National Income Dynamics Study – Coronavirus Rapid Mobile Survey (NDIS-CRAM) shows that women had held two million of the three million jobs lost between February and April 2020. Between April and June 2020, employment increased by 3,2% (220 000 jobs) for women and 3,5% (320 000 jobs) for men. In June 2020, however, women remained well behind men in returning to pre-COVID employment. Diversity and inclusion should be common practice in all businesses, regardless of size or structure. We need to address the inequality and significant disparities, including pay disparities, to ensure that we close the gender gap in South Africa. 

 Preparing for the future world of work, and its many uncertainties and opportunities, in South Africa will require a multi-faceted approach that includes addressing fundamental societal issues. Technology and digitisation will create more jobs than it will displace, but we need to find a balance to ensure that opportunities exist for all South Africans.

1. Addressing the Current skills gaps and creating skills programmes
2. Fundamental shift in our Education and Formal Qualifications for digital and technological soclutions
3. Youth Programmes aimed at critcal, emotional intelligence and complex problem solving
4. SMME development - growing sustainable small businesses
5. Creating and maintaining change aglie and adaptable businesses