Future of Work

SBC Members are preparing to create meaningful work in a changing economy, in ways that not only enhance productivity, and create value, but also enable people to thrive and prosper in the new realities of work.

Are you equipped to thrive in the new realities of work?

The nature of work is being profoundly reshaped by a number of powerful, inter-connected disruptive forces:

  • Emerging technologies such as AI, robotics and big data analytics
  • Shifting demographics and socio-economic polarisation;
  • Growing ‘pulls’ of increasingly empowered and connected global customers and talent markets;
  • Changing workforce expectations;
  • Transitioning to a sustainable, zero emissions economy.

It’s all about people

These shifts will bring challenges for organisational leadership, business models and our workforces. However, the Future of Work (FoW) signifies an opportunity to develop work, in ways that not only enhance productivity, and create value, but also enable people to thrive and prosper in the new realities of work.

How we prepare and manage the transitions involved will determine whether these opportunities are captured.

Hear about the latest NZ research on crucial issue and opportunities.

But what could the Future of Work look like in practice, and when will it arrive?

For some organisations such as Ports of Auckland, NZ Post, SKYCITY, Ngāi Tahu and Air New Zealand, the Future of Work is already here. Tony Gibson (Ports of Auckland) and other SBC members talked about developments at the FoW session at SBC’s Annual Council Meeting in 2018.

Our current and future māhi

We have been working with members to provide information, tools and other practical resources that support members:

  • Build understanding and strategic oversight of the critical issues facing business
  • Prepare, manage and respond to the opportunities and risks associated with the changing nature of work
  • Develop a collective business voice on key emerging issues and to help shape and drive a positive, inclusive FoW.
  • Drive collaborative action to scale-up innovative solutions to drive systemic change

How you can get involved

  • Tell us if you have stories that you would like to share with other members that demonstrate how your organisation is preparing for the FoW.
  • Let us know if you are engaged in collaborations or pilots that could be scaled up through SBC’s membership network.

Please contact Robert Perry, Manager, Thriving People (rperry@businessnz.org.nz) and Megan Gallagher, Sustainability Advisor (mgallagher@businessnz.org.nz)

Completed māhi

The latest report from SBC provides important information on the key issues facing business.  It also acts as a primer by setting out key questions to help directors and executives build oversight and to prepare for the FoW and to prosper by generating inclusive and sustainable growth and development.

In 2020 SBC brought several SBC members from different sectors together, including Auckland Unlimited, Sanford, IAG, BNZ, and NZ Steel with MBIE to find solutions to support staff preparing for the future. Through a codesign process one of the projects that emerged was the Future Ready: Money Confidence micro-credential pilot to build numeracy, budgeting and financial literacy skills as well as digital skills of the Māori and Pacific workforce. You can learn more about this initiative here This pilot has now be scaled by Auckland Unlimited supported by government funding. Learn more about the program here.

Collaboration – Co-innovation in Progress

SBC has hosted two innovation sprints on the Future of Work. The sprints brought together a group of SBC members and thought leaders all committed to a positive, inclusive and sustainable Future of Work.

Our aim was to apply new ways of working, to explore through an agile and co-design process a series of experiments ‘To shape and drive collective action towards an inclusive and sustainable Future of Work where people thrive in society’.

Four groups developed and currently prototyping experiments in their organisations across five areas of focus:

Areas of Focus Experiments
1.Purpose & Identity: Building purpose-driven organisations and workplace cultures that foster belonging and authentic human connection. To build better relationships between schools and businesses through a collaboration to share, create and support new ways of learning;
2.Learning: The need for more sophisticated workforce development planning, given the impacts of technology on skills, roles and tasks, and for lifelong learning that inspires, empowers and motivates beyond the workplace. To integrate diversity of thought into workplace decision-making with a focus on Leadership;
3.Diversity, Inclusion & Belonging: how do we open up more human-centric workplaces, that embrace diversity, inclusivity and equality, and align businesses to the Wellbeing Budget 2019? To innovate how business matches and assigns talent to tasks based on the concept of ‘Ikigai’;
4.No one left behind: Tackling growing inequalities, marginalisation and exclusion. How do we develop cultural competencies, capabilities to bring diversity into workplace models, practices and thinking. To build a skills-competency framework to assess skills and capabilities and mapping transition pathways into alternative work types and industries. An initial focus will be on financial literacy and numeracy skills.
5.New economic models: Ensuring systemic conditions support human and environmental wellbeing at an enterprise level, and remuneration systems at a societal level reflect broader wellbeing value as well as economic value creating more equality and equity.