Future Jobs In Demand 2020 – As the economy has developed over the past decade, the fair winds of downsizing, computerization and e-commerce have created winners and losers, with women facing more job losses in back offices and senior management. But the beginning of the decade warrants a healthy dose of optimism. What new work will appear? How can we support employees transitioning to the jobs of the future?
We analyzed Labor Force Survey data to understand the fastest growing and declining jobs between 2011-19, based on changes in their occupations.
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Future Jobs In Demand 2020
It may come as a surprise to us that software developers and programmers are the fastest growing occupations, with more than 160,000 jobs (a 72% increase since 2011). IT managers and business analysts are also in the top 20 fastest growing jobs. But sadly, the cliché ‘techie’ is completely justified: less than 20 percent of these quiet, well-paid jobs were women.
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Expect to see more big tech roles in 2020 – when tech giants look set to disrupt traditional industries like healthcare and finance.
We also saw growth in the hi-touch business. The top 20 fastest-growing occupations include elementary and kindergarten teachers, educators, and nurses. These roles are also gendered, with many performed by women. The increase in these responsibilities is related to changing demographics, especially an aging, sick population – a trend that is likely to continue in the next decade.
The top 20 occupations that saw the biggest losses included many traditional street jobs such as business assistants, cashiers, bank and post office clerks and dry cleaners. Over the past decade, 289,000 road jobs have been lost, 81 percent of them women. Previous RSA analysis shows that road deaths also have a disproportionate impact on areas outside London. Office responsibilities, such as government officials, personal assistants, telecommuters and pensioners, are also long-term.
We expect this trend to continue over the next decade. But to predict the jobs of the future, we may need to do more than look at the past. Because many don’t exist yet, let them be included in the statistics.
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In the RSA’s Future of Work report, we used a technique known as morphological analysis to identify different scenarios in 2035. This involved relying on expert opinion to identify the strongest, most uncertain forces of change, from technology to the health of the global economy; and the future of the union. We then explore the different ways in which “critical doubt” can play out over time and interact.
While these predictions for the future of work are not complete predictions, they present many possible outcomes in a simple and easy-to-understand manner. Each provides insight into the different types of work we can expect to see in the next decade.
Women have endured many job losses in the form of spending cuts over the past decade, as well as a lack of new, well-paying jobs. At the same time, a recent OECD study warned that low-skilled workers at risk of unemployment will be three times more likely to participate in training than those in jobs resistant to technological change. These workers face two problems. We need to do more to help them move into the jobs of the future, otherwise they will be “left behind”.
There is no silver bullet here, but the UK should consider the best practices from around the world.
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Both France and Singapore pilot individual learning accounts, giving all employees annual training credits to spend on approved courses. A Personal Learning Account is a ‘deferred interest’, which is independent of employment planning – meaning that employees keep their account balance even if they move jobs or become unemployed.
In Sweden, employers pay a fee to provide end-to-end transition services to employees after a significant reduction. Organizations known as job security councils provide displaced workers with information about their labor market, as well as training, training opportunities and financial compensation. This makes the Swedish economy strong. Employers can easily abandon unproductive jobs because unions can support job cuts, knowing that workers will be protected.
New jobs will emerge in 2020 – from coding to maintenance, and new roles are rooted in sustainability. But in order for the workforce to change, we will need a strong system of promotion and re-skilling. Lifelong learning is a key pillar of the new social contract we must build support for. In the next few months, the RSA will publish a report outlining these agreements: a set of rights and related responsibilities, for government and society, that can promote good work and economic security, now and in the future.
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