WEF - The Future of Jobs Report 2020

The target companies were specified as the largest Financial Services; Consumer; Mining and Metals; multinational and national companies, significant in Education; Government and Public Sector; Health terms of revenue or employee size. The threshold and Healthcare; Automotive; Agriculture, Food and was set at companies with 100 employees or more Beverage; Transportation and Storage; Energy as questions concerning technology absorption and Utilities and Technologies; Oil and Gas and Advanced its consequential impact on employee planning are Manufacturing. The countries represented are the most relevant for larger companies with a significant United States, the United Kingdom, the United Arab share of employment. Emirates, China, Germany, India, Saudi Arabia, Poland, the Russian Federation, Japan, France, Thailand, Finally, the guidelines specified the industry Australia, Brazil, Canada, the Netherlands, Singapore, representation, which should reflect the structure of Spain, Pakistan, Mexico, Switzerland, Argentina, the economy by industry in proportion to the share Indonesia, Italy, South Africa and Malaysia. of GDP (see Table A1), while also ensuring good geographical coverage. In total, the report’s data set contains 291 unique responses by global companies, collectively The data was collected over a nine-month period representing more than 7.7 million employees from January to September 2020. In late February, worldwide. Out of scope of this report are responses the survey was updated to reflect the new global from small companies with fewer than 100 employees context. A specific section with questions relating as well as responses from the informal sector. directly to the COVID-19 health crisis and its implications for the workforce was included. The report aims to provide guidance and stimulating discussion. However, the results should be treated By 23 March, when most economies were with caution when looking to generalize its findings in experiencing the effects of the pandemic and had a manner that could be considered representative of started to implement measures to slow the spread all trends across an entire industry or country. of the virus, only 24% of the Future of Jobs Surveys had been completed. By mid-April, by which time Classification framework most economies were in full or partial lockdown for jobs and skills (see Figure 2), 36% of companies had completed the survey. Therefore, most of the responses were Following the 2016 and 2018 taxonomy, this year’s collected during the COVID-19 pandemic while report employed the Occupational Information at least partial lockdown measures were in place, Network (O*NET) framework for its categories and therefore captured some of the impact of of analysis for jobs, skills and tasks. O*NET was COVID-19 on the organization’s workforce planning. developed by the US Department of Labor in Nevertheless, results should be interpreted with collaboration with its Bureau of Labor Statistics’ caution as companies might not have been fully Standard Classification of Occupations (SOC) aware of the implications of their health crisis on their and remains the most extensive and respected workforce during the early phases of the pandemic. classification of its kind. In its unabridged form, the O*NET-SOC taxonomy includes detailed information Representativeness on 974 individual occupations in the United States, grouped into approximately 20 broader job families, With the purpose to represent the planning and which are regularly revised and updated for new and projections of global business, 65% of the final emerging occupations to keep up with the changing sample is composed of multinational companies, occupational landscape. while 35% is from larger local companies, significant in terms of revenue or size. The final sample includes The Generalized Work Activities segment of the responses from Chief Executive Officers (12%), top O*NET methodology was used to form the list executives (59%), middle-level executives (25%), of tasks used in the survey. In addition, for the and, in exceptional cases, other respondents such classification of skills, the report team employed an as consultants (3%). abridged version of the “Worker Characteristics” and Worker Requirement classifications; in particular, Over half of the final sample (52%) is composed bundles 1.A., 1.C., 2.A., and 2.B. Additional details of respondents from Human Resources about the composition of the skills list used in this departments, responsible for the planning of report can be found in Table A2. the company’s employees. Other responses represent the views of executives from the The list of roles used in the report is enhanced with organization’s strategic departments, including roles which were consistently added to previous Finance, Operation and Strategy. editions of the report. In addition, the skills taxonomy used is an adapted and enhanced version of the After applying the representative criteria, the final O*NET taxonomy, enriched by feedback and insights sample comprised 15 industry clusters and 26 from New Metrics collaborators. For details please countries which collectively represent 80% of see Tables A2 and A3. the world GDP. The industries represented are: Professional Services; Manufacturing; Digital Communications and Information Technology; The Future of Jobs 151

TABLE A1 Taxonomy of industry categories Industry cluster Industry Alternative names Agriculture, Food and Beverage Agriculture, Forestry, Fishing and Hunting Agriculture, Food and Beverage Food and Beverages Retail, Consumer Goods and Lifestyle Automotive Retail, Consumer Goods and Lifestyle Automotive Accomodation and Food Services Retail, Consumer Goods and Lifestyle Consumer Restaurants Consumer Retail / Retail Trade Utilities Consumer Telecommunications Banking Digital Communications and Information Technology Information Technology Financial Services and Insurance / Finance and Digital Communications and Information Technology Electronics Insurance Digital Communications and Information Technology Education Management Financial Services and Insurance / Finance and Education Education Services Insurance Education Higher Education Financial Services and Insurance / Finance and Education Energy Utilities Insurance Energy Utilities & Technologies Energy Technology Public Administration / Government Administration Energy Utilities & Technologies Banking and Capital Markets Non-Profit Organization Management Financial Services Health Care and Social Assistance / Hospital & Insurance and Asset Management Health care Financial Services Information Technology & Services Institutional Investors Financial Services Mining, Quarrying, and Oil and Gas Extraction Private Investors Financial Services Mining, Quarrying, and Oil and Gas Extraction Government and Public Sector Mining, Quarrying, and Oil and Gas Extraction Government and Public Sector Non-Profits Government and Public Sector - Health and Healthcare - Information Technology Construction Infra, Urban Dev. & Real Estate Real Estate, Rental and Leasing Infra, Urban Dev. & Real Estate Advanced Manufacturing Aerospace Manufacturing Chemical and Advanced Materials Manufacturing Arts, Entertainment and Recreation Manufacturing Marketing and Advertising Media, Entertainment & Culture Information and Media Media, Entertainment & Culture - Media, Entertainment & Culture Mining and Metals Administrative and Support and Waste Management and Military Remediation Services Mining and Metals Oil and Gas Oil Field Services and Equipment Office and Facilities Support Services Other Services Administrative and Support Services Oil and Gas Management of Companies and Enterprises Oil and Gas Professional, Scientific and Technical Services Other Services Transportation and Warehousing Professional Services Wholesale Trade Professional Services Aviation, Travel and Tourism Professional Services Supply Chain and Transportation Supply Chain & Transportation Supply Chain & Transportation Transportation and Storage Transportation and Storage Source World Economic Forum. The Future of Jobs 152

TABLE A2 Classification of skills used, based on O*NET content model 1/2 Competency bundle Competency Description Active learning and learning strategies Active learning Understanding the implications of new information for both current and future Analytical thinking and innovation Learning strategies problem-solving and decision-making. Selecting and using training/instructional methods and procedures appropriate for Attention to detail, trustworthiness Analytical thinking the situation when learning or teaching new things. Job requires analyzing information and using logic to address work-related issues Complex problem-solving Innovation and problems. Coordination and time management Attention to detail Job requires creativity and alternative thinking to develop new ideas for and Dependability answers to work-related problems. Creativity, originality and initiative Integrity Job requires being careful about detail and thorough in completing work tasks. Critical thinking and analysis Complex problem-solving Time management Job requires being reliable, responsible and dependable, and fulfilling obligations. Emotional intelligence Coordination Initiative Job requires being honest and ethical. Instruction, mentoring and teaching Critical thinking Identifying complex problems and reviewing related information to develop and Leadership and social influence evaluate options and implement solutions. Monitoring Managing one's own time and the time of others. Management of financial, material resources Concern for others Adjusting actions in relation to others' actions. Management of personnel Cooperation Job requires a willingness to take on responsibilities and challenges. Manual dexterity, endurance and Using logic and reasoning to identify the strengths and weaknesses of alternative Social orientation solutions, conclusions or approaches to problems. precision Social perceptiveness Monitoring/assessing performance of yourself, other individuals, or organizations Instructing to make improvements or take corrective action. Memory, verbal, auditory and spatial Leadership Job requires being sensitive to others' needs and feelings and being understanding abilities Management of financial resources and helpful on the job. Job requires being pleasant with others on the job and displaying a good-natured, Persuasion and negotiation Management of material resources cooperative attitude. Quality control and safety awareness Job requires preferring to work with others rather than alone, and being personally Reading, writing, math and active listening Management of personnel resources connected with others on the job. Being aware of others' reactions and understanding why they react as they do. Endurance Flexibility, balance and coordination Teaching others how to do something. Physical strength abilities Control movement abilities Job requires a willingness to lead, take charge and offer opinions and direction. Fine manipulative abilities Determining how money will be spent to get the work done, and accounting for Reaction time and speed abilities these expenditures. Attentiveness Obtaining and seeing to the appropriate use of equipment, facilities and materials Memory needed to do certain work. Perceptual abilities Motivating, developing and directing people as they work, identifying the best Spatial abilities people for the job. Verbal abilities The ability to exert oneself physically over long periods without getting out of Negotiation breath. Persuasion Abilities related to the control of gross body movements. Quality control analysis Abilities related to the capacity to exert force. Active listening Abilities related to the control and manipulation of objects in time and space Abilities related to the manipulation of objects. Abilities related to speed of manipulation of objects. Abilities related to application of attention. Abilities related to the recall of available information. Abilities related to the acquisition and organization of visual information. Abilities related to the manipulation and organization of spatial information Abilities that influence the acquisition and application of verbal information in problem-solving. Bringing others together and trying to reconcile differences. Persuading others to change their minds or behaviour. Conducting tests and inspections of products, services or processes to evaluate quality or performance. Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. The Future of Jobs 153

TABLE A2 Classification of skills used, based on O*NET content model 2/2 Competency bundle Competency Description Mathematics Reasoning, problem-solving and ideation Reading comprehension Using mathematics to solve problems. Resilience, stress tolerance and flexibility Science Speaking Understanding written sentences and paragraphs in work related documents. Service orientation Writing Systems analysis and evaluation Idea generation and reasoning abilities Using scientific rules and methods to solve problems. Technology design and programming Quantitative abilities Talking to others to convey information effectively Technology installation and maintenance Technology use, monitoring and control Adaptability/flexibility Communicating effectively in writing as appropriate for the needs of the audience. Troubleshooting and user experience Self control Abilities that influence the application and manipulation of information in problem- Visual, auditory and speech abilities solving. Stress tolerance Abilities that influence the solution of problems involving mathematical Service orientation relationships. Judgment and decision-making Job requires being open to change (positive or negative) and to considerable variety in the workplace. Systems analysis Job requires maintaining composure, keeping emotions in check, controlling anger and avoiding aggressive behavior, even in very difficult situations. Systems evaluation Job requires accepting criticism and dealing calmly and effectively with high stress Programming situations. Technology design Actively looking for ways to help people. Equipment maintenance Considering the relative costs and benefits of potential actions to choose the most Installation appropriate one. Repairing Determining how a system should work and how changes in conditions, operations Equipment selection and the environment will affect outcomes. Operation and control Identifying measures or indicators of system performance and the actions needed Operation monitoring to improve or correct performance, relative to the goals of the system. Operations analysis Writing computer programmes for various purposes. Troubleshooting Generating or adapting equipment and technology to serve user needs. Auditory and speech abilities Performing routine maintenance on equipment and determining when and what Visual abilities kind of maintenance is needed. Installing equipment, machines, wiring or programmes to meet specifications. Repairing machines or systems using the needed tools. Determining the kind of tools and equipment needed to do a job. Controlling operations of equipment or systems. Watching gauges, dials or other indicators to make sure a machine is working properly. Analyzing needs and product requirements to create a design. Determining causes of operating errors and deciding what to do about them. Abilities related to auditory and oral input. Abilities related to visual sensory input. Source World Economic Forum. The Future of Jobs 154

TABLE A3 Classification of skills used, skills taxonomy 1/2 Competency type Taxonomy cluster Taxonomy cluster Taxonomy cluster Taxonomy cluster level 3 definition level 1 level 2 level 3 Skills and knowledge: Skills Business skills Management and Coordination and time Capacity to manage one's time and planning in tandem with are the capabilities needed to communication of management others. complete a task, and therefore Innovation and activities Management of financial, a job. creativity material resources Developed capacities for gathering resources to achieve Knowledge is the body of facts, Problem-solving tasks including how money will be spent to get the work done, principles and theories that are Digital Sales, communication and obtaining equipment, facilities, and materials and accounting for related to a field of work or study Technology use and marketing of products and expenditures. and can be further split into development services dependent knowledge (practical Quality control and safety Developed capacities to identify and shape effective value proposi- and procedural) and context- awareness tions for products and services, as well as to sell products on that independent or theoretical Analyticial thinking and basis. knowledge. originality3 Conducting tests and inspections of products, services or processes Analyticial thinking and to evaluate quality and level of performance. originality3 Complex problem-solving Capacity to analyze information and use logic to address issues and problems, apply alternative thinking to develop new, original ideas Systems analysis and and answers. evaluation Critical thinking and analysis Capacity to solve novel, ill-defined problems in complex, real-world settings. Creating and maintaining technology5 Abilities that influence the acquisition and application of knowledge in problem-solving. Capacities used to understand, monitor and improve socio-technical systems. Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems as well as assessing performance of yourself, other individuals or orga- nizations to make improvements or take corrective action. Capacity to use programming to design machines or technological systems which fit user needs. In addition, understanding how others use tools, determine the cause of operating errors and how to fix them. Using and operating Skills include: technology6 - Artificial Intelligence - Computer Hardware & Networking Systems Industry-specialized - Cybersecurity and Application Security - Data Science and Analysis - Human Computer Interaction - Scrum/Agile Product Development - Software & Programming - Technical Support and Maintenance - Web Development Capacity to select the right tools needed to perform tasks, use those tools well and set up and operate technology. Skills include: - Accounting and Finance Software - Construction Management Software - Clininal Information Systems - Digital Design - Digital Literacy - Digital Marketing - Geographic Information Systems - Human Resourse Management Systems - Productivity Software - Machining & Manufacturing Technologies - Scientific Computing Skills specific to certain fields or professions: Documentation in Cloud Computing, Video and Editing in Marketing, Sales and Content or Radiation Oncology (in the Care Economy professional cluster). The cluster excludes skills related to the operation and design of digital technologies. The Future of Jobs 155

TABLE A3 Classification of skills used, skills taxonomy 2/2 Competency type Taxonomy cluster Taxonomy cluster Taxonomy cluster Taxonomy cluster level 3 definition level 1 level 2 level 3 Working with people Management of personnel Motivating, developing and directing people as they work, identifying Attitudes: Consistent behaviours, Interpersonal the best people for the job. emotional intelligence traits and Self-management Persuasion and negotiation beliefs that individuals exhibit that Persuading others to change their minds or behaviour as well as influence their approach to a variety Service orientation bringing them together and trying to reconcile differences. of things such as ideas, persons and situations. Attitudes are learned and Emotional intelligence Actively looking for ways to help others as well as to make them feel often a big part of the driving force attended to and welcome. of learning and the approach to Leadership and social doing tasks. influence Developed capacities used to work with people to achieve goals and Learning strategies, instruc- in particular being pleasant, cooperative, sensitive to others, easy to tion, mentoring and teaching4 get along with and enjoying work with people. Initative2 Having an impact on others in the organization, and displaying energy and leadership. Capacities for teaching others how to do something, including selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. Willingness to take on responsibilities and challenges. Abilites: The range of physical, Physical abilities Social justice Active learning1 Understanding the implications of new information for both current psychomotor, cognitive and sensory Physical abilities and future problem-solving and decision-making. abilities that are required to perform Attention to detail, trustwor- Dependability, commitment to doing the job correctly and carefully, a job role. Core literacies thiness being trustworthy, accountable and paying attentive to details. Resilience, stress tolerance Maturity, poise, flexibility and restraint to cope with pressure, stress, Cognitive: Core literacies and flexibility criticism, setbacks, personal and work-related problems. Commonly cover conceptual Awareness of the wider world, of history and of social justice issues thinking and the ability to process Manual dexterity, endurance that result from historical inequalities. Playing an active role in the thoughts and perform various mental and precision global and local community and the appliation of civic values. activities, and are most closely Memory, verbal, auditory and Abilities related to the capacity to manipulate and control objects, associated with learning, reasoning spatial abilities strength, endurance, flexibility, balance and coordination. and problem-solving. Visual, auditory and speech Abilities that influence the acquisition and application of knowledge abilities in problem-solving. Reading, writing, math, active Abilities that influence visual, auditory and speech perception. listening Core literacies needed to work with and acquire more specific skills in a variety of different domains. Source Note World Economic Forum. 1 listed as \"Active learning and learning strategies\" throughout the report; 2 listed as \"Creativity, originality and initiative\" throughout the report; 3 listed as \"Analytical thinking and innovation\" throughout the report; 4 listed as \"Instruction, mentoring and teaching\" throughout the report; 5 listed as \"Technology design and programming\" throughout the report\"; 6 listed as \"Technology use, monitoring and control\" throughout the report. The Future of Jobs 156

Contributors World Economic Forum Platform for Shaping the Future of the New Economy and Society Project team Saadia Zahidi Member of Managing Board Vesselina Ratcheva Insight Lead, Benchmarking Practice Guillaume Hingel Insight Lead, Benchmarking Practice Sophie Brown Project Specialist Acknowledgements We are extremely grateful to our colleagues on the Platform team for their collaboration, help and efforts, and in particular to Ida Jeng Christensen, Eoin Ó Cathasaigh, Genesis Elhussein, Till Leopold and SungAh Lee. A special thank you to Michael Fisher for his excellent copyediting work and to Accurat for their outstanding graphic designing and layout of the report. Collaborations The Platform for the New Economy and Society aims to empower decision-making among leaders in business and policy by providing fresh, actionable insight through collaboration with leading experts and data-holding companies as part of its New Metrics Co-Lab. We would like to thank the following contributors for their collaboration and support to this report: Automatic Data Processing (ADP) Matthew Levin, Chief Strategy Officer, ADP LLC Ahu Yildirmaz, Co-Head, ADP Research Institute Renzhong Meng, Director, ADP Research Institute Coursera Emily Glassberg Sands, Head of Data Science Vinod Bakthavachalam, Senior Data Scientist Eric Karsten, Data Scientist FutureFit AI Hamoon Ekhtiari, CEO Terralynn Forsyth, Head of Product Linkedin Rachel Bowley, Senior Data Scientist, Economic Graph Murat Erer, Senior Insights Analyst Mariano Mamertino, Senior Economist, Economic Graph Team Kristin Keveloh, Manager, Economic Graph Team Sein O Muineachain, Manager, Economic Graph Research and Insights (EMEA) The Future of Jobs 157

Acknowledgements New Economy and Society Partners The World Economic Forum would like to thank the Partners of the Platform for Shaping the New Economy and Society for their guidance and support to this report. Platform Partners AARP EY Open Society Institute Accenture FutureFit AI PAO Severstal Adecco Group AG Google Inc. PayPal AIG HCL Technologies PJSC PhosAgro Alghanim Industries Heidrick & Struggles Pladis Foods Limited AlixPartners Henry Schein Inc. PricewaterhouseCoopers Amazon Web Services Hewlett Packard Enterprise International Limited Aroundtown SA HP Inc Prince Mohammed Bin Salman bin Automatic Data Processing Inc. HSBC Abdulaziz (MiSK) Foundation (ADP) Hubert Burda Media Procter & Gamble Bahrain Economic Development IBM Corporation Publicis Groupe Board Indus Group QI Group Bank of America Infosys Ltd RBC Financial Group Bank of Montreal Ingka Group (IKEA) Recruit Holdings Co. Ltd Barclays Invesco Ltd Reliance Industries Limited BC Energy Investments Corp. Islamic Development Bank RMZ Corp. Bill & Melinda Gates Foundation JLL Royal DSM NV Bloomberg LP Johnson & Johnson Salesforce, Sàrl Boston Consulting Group Kearney Inc. Sanofi Centene Corporation KIRKBI A/S/The LEGO Foundation SAP SE Charoen Pokphand Group LinkedIn Corporation Saudi Aramco Company Limited (CP Group) LRN Corporation Sea Limited Cisco Systems Inc. ManpowerGroup Sempra Energy Clayton, Dubilier & Rice LLC Marsh & McLennan Companies/ Standard Chartered Bank CNH Industrial N.V. Mercer Stanley Black & Decker Inc. Coursera Inc. McKinsey and Company Teck Resources Limited Crescent Enterprises Merck KGaA Trip.com Group Ltd Dassault Systèmes SE Microsoft Corp. Uber Technologies Dawood Hercules Corporation Natixis Udacity Dell Technologies NBC Universal Unilever Deloitte Nestlé Verizon Communications Dentsu Inc. NMC Healthcare Visa Inc. Deutsche Bank AG Nokia Corporation VMware Inc. Deutsche Post DHL Group Novartis AG Willis Towers Watson Dogan Şirketler Grubu Holding A.S Novolipetsk Steel (NLMK) Wipro DP World Limited NYSE Group Inc. Workday Inc. Eurasian Resources Group Sàrl Oando Plc WorldQuant LLC European Investment Bank (EIB) Omnicom Group Inc. Zurich Insurance Group In addition, to our partners, the Platform for Shaping the Future of the New Economy and Society would like to thank the members of the Stewardship Board for their strategic guidance. Platform Stewardship Board Members Adam Grant, Saul P. Steinberg Professor of Management and Psychology, The Wharton School, A. Michael Spence, William R. Berkley Professor University of Pennsylvania in Economics and Business, NYU Stern School of Business Ahmad bin Abdullah Humaid Belhoul Al Falasi, Minister of State for Entrepreneurship and SMEs, Achim Steiner, Administrator, United Nations United Arab Emirates Government Development Programme (UNDP) The Future of Jobs 158

Alain Dehaze, Chief Executive Officer, Adecco Group Laura Liswood, Secretary-General, Council of AG Women World Leaders Alicia Bárcena Ibarra, Executive Secretary, United Lynda Gratton, Professor of Management Practice, Nations Economic Commission for Latin America London Business School and the Caribbean (ECLAC) Magdalena Andersson, Minister of Finance, Ministry Allen Blue, Co-Founder and Vice-President, of Finance of Sweden Products, LinkedIn Corporation Mariana Mazzucato, Professor of Economics of Andrew McAfee, Co-Director and Co-Founder, MIT Innovation and Public Value; Founder and Director, Initiative on the Digital Economy; Principal Research Institute for Innovation and Public Purpose, Scientist, Massachusetts Institute of Technology University College London (UCL) (MIT) Martine Ferland, Chief Executive Officer, Mercer Asheesh Advani, President and Chief Executive Limited Officer, JA Worldwide Minouche Shafik, Director, London School of Badr Jafar, Chief Executive Officer, Crescent Economics and Political Science Enterprises Peter Hummelgaard, Minister for Employment, Brian Gallagher, President and Chief Executive Ministry of Employment of Denmark Officer, United Way Worldwide Peter T. Grauer, Chairman, Bloomberg LP Bruno Le Maire, Minister of Economy and Finance, Ministry of the Economy, Finance and the Recovery Phumzile Mlambo-Ngcuka, Undersecretary-General of France and Executive Director, United Nations Entity for Gender Equality and the Empowerment of Women Erik Brynjolfsson, Schussel Family Professor; (UN WOMEN) Director, MIT Initiative on the Digital Economy, MIT - Sloan School of Management Rania Al-Mashat, Minister of International Cooperation, Ministry of International Cooperation of Frank Appel, Chief Executive Officer, Deutsche Post Egypt DHL Group Ricardo Hausmann, Founder and Director, Growth Guy Ryder, Director-General, International Labour Lab, Harvard University Organization (ILO) Rich Lesser, Global Chief Executive Officer, Boston Henrietta H. Fore, Executive Director, United Nations Consulting Group Children's Fund (UNICEF) Robert E. Moritz, Global Chairman, PwC Jo Ann Jenkins, Chief Executive Officer, AARP Salil S. Parekh, Chief Executive Officer and Managing John Goodwin, Chief Executive Officer, The LEGO Director, Infosys Limited Foundation Sharan Burrow, General Secretary, International Jonas Prising, Chairman and Chief Executive Officer, Trade Union Confederation (ITUC) ManpowerGroup Sharon Thorne, Global Chair, Deloitte Josephine Teo, Minister for Manpower and Second Minister for Home Affairs, Ministry of Manpower of Stanley M. Bergman, Chairman of the Board and Singapore Chief Executive Officer, Henry Schein Inc. Khalid Al-Falih, Minister of Investment, Ministry of Tariq Al Gurg, Chief Executive Officer, Dubai Cares Investment of Saudi Arabia Xavier Sala-i-Martin, Professor, Department of Laura D'Andrea Tyson, Distinguished Professor of Economics, Columbia University the Graduate School, Haas School of Business, University of California, Berkeley To learn more about the Platform for Shaping the Future of the New Economy and Society, please visit: https://www.weforum.org/platforms/shaping-the-future- of-the-new-economy-and-society To get involved, please contact [email protected] The Future of Jobs 159

Survey Partners The Future of Jobs Report 2020 is the result of extensive collaboration between the World Economic Forum and regional survey partners. We would like to recognize the following organizations for their contribution to the World Economic Forum’s Future of Jobs Survey and this report. Argentina Russian Federation IAE Business School—Universidad Austral Eurasia Competitiveness Institute (ECI) Bahrain Switzerland Bahrain Economic Development Board University of St. Gallen, Competence Centre for Diversity and Inclusion (CCDI-HSG) India LeadCap Knowledge Solutions Pvt. Ltd (LeadCap South Africa Ventures) Business Leadership South Africa National Skill Development Corporation (NSDC) Business Unity South Africa Trade & Industrial Policy Strategies (TIPS) Indonesia KADIN Indonesia Thailand Chulalongkorn Business School, Chulalongkorn Japan University Waseda University Thailand Management Association (TMA) Mexico United Arab Emirates Mexican Institute for Competitiveness (IMCO) National Program for Advanced Skills Netherlands United Kingdom Amsterdam Centre for Business Innovation, Confederation of British Industry (CBI) Amsterdam Business School, University of   Amsterdam Pakistan Mishal Pakistan Punjab Skills Development Fund The World Economic Forum would like to thank Global Future Council on the New Education and Work Agenda for their thought leadership and strategic guidance on the Education 4.0 framework and the Schools of the Future campaign. Global Future Council on the New Education and Work Agenda Suzanne Fortier, Principal and Vice-Chancellor, McGill University, Canada (Council Co-Chair) Sarah Kirby, Group Head, Organization Design and Human Resource Strategy, Zurich Insurance Group, Switzerland (Council Co-Chair) Jeremias Adams-Prassl, Professor of Law, University of Oxford, UK Abdullah Al Karam, Chairman and Director-General, Knowledge and Human Development Authority, United Arab Emirates Erik Brynjolfsson, Schussel Family Professor; Director, MIT Initiative on the Digital Economy, MIT - Sloan School of Management, USA Greetje Corporaal, Postdoctoral Research Fellow, Oxford Internet Institute, University of Oxford, UK (Council Fellow) Xiao Dun, Founder, 17Zyuoye, China The Future of Jobs 160

Susan Gianinno, Senior Adviser, Publicis Groupe, France Emily Glassberg Sands, Head, Data Science, Coursera Inc., USA Mark Graham, Professor of Internet Geography, Oxford Internet Institute, University of Oxford, UK Lynda Gratton, Professor of Management Practice, London Business School, UK Anne-Sophie Grouchka, Member of the Executive Board, France; Chief Customer Officer, Allianz SE, France Harsha Jalihal, Vice-President, Human Resources, USA, Unilever, USA Jawad Khan, Chief Executive Officer, Punjab Skills Development Fund, Pakistan Annie Koh, V3 Group Professor of Family Entrepreneurship; Professor of Finance, Practice; Vice-President, Office of Business Development, Singapore Management University, Singapore Frida Polli, Co-Founder and Chief Executive Officer, Pymetrics Inc., USA Dan Restuccia, Chief Analytics and Product Officer, Burning Glass Technologies, USA Lee Sangheon, Director, Employment Policy Department, International Labour Organization, Switzerland Bettina Schaller, Head, Group Public Affairs, The Adecco Group, Switzerland Andria Zafirakou, Teacher, Arts and Textile, Alperton Community School, UK Ray Tong Zhilei, Chairman and Chief Executive Officer, ChineseAll Digital Publishing Group Co. Ltd, China The Future of Jobs 161

October 2020 The Future of Jobs The Future of Jobs 162

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