Work that was once rigidly defined by long hours and inflexible roles is now set to be replaced by policies that prioritises balance, adaptability and shared responsibilities. From long-standing workers redefining career paths to a younger generation insisting on boundaries and rights, the workforce of tomorrow is being built on values that demand flexibility and inclusivity.
This transition, driven by both societal and technological change, promises a more balanced and fulfilling approach to work/life integration; and to maintain a productive, long-standing and loyal workforce, it is vital that organisations keep pace with these growing expectations.
Catching up with culture
Progress is a wonderful thing, and it seems there’s been quite a lot around of late. Of course, society is always evolving, but the breakneck speed of recent change is quite something. Even as recently as six years ago, a consultancy firm I visited had recently ushered in a very progressive six months of parental leave for both mothers and fathers – all the men were encouraged and supported to take the 26 weeks – but were then discouraged from flexible working on their return, being told: "It’ll damage your career."
The firm had missed the memo that men are now proudly wanting to spend more time with their children, especially after the golden opportunity of being there in the precious first months and forming a close emotional connection. When fathers take a more active role, everyone wins, and workplace culture is just playing catch-up to shifting societal values. The desire for less gendered parental roles is already here, the real challenge will be making parental leave affordable for families so that men can take the time they crave with their children.
Read more: Statue stunt spotlights calls for improved parental leave
The future is bright, with momentum gathering for men seeking enhanced leave, and more and more organisations rising to the occasion.
An appetite for new starts
With an ageing population and the chance of younger generations living longer, we are looking at careers that could last 50 years. The careers of the future aren’t linear, we can all expect to have numerous over our lifetime, and so switching up mid-career will soon be the norm.
Already, organisations like Centrica and Phoenix Group are doing incredible things to facilitate fresh starts later in life: career speed dating, older apprenticeships, mid-career MOTs to name a few. And with changing perspectives of ageing, we’re finally wising up to the immense skills and talents of an older workforce and how they help to nurture the talent pipeline when shared with younger workers.
Boundaries will be paramount
At the other end of the spectrum is Gen Z, from whom we have so much to learn – just ask anyone who has been involved in reverse mentoring. Gen Z, so often maligned for their snowflakery, are in fact a generation not afraid to assert their rights. This can only be a good thing, especially for young women if we are to ever achieve gender equality.
For far too long employers have held all of the cards when it comes to being flexible, expecting employees to work within rigid structures without giving much, if any, in return. While technology has facilitated the ability to work from anywhere, it has also contributed to the blurring of boundaries and the pressure to be 'always on’. The new government has made positive noises about the introduction of a right to switch off. My sincere hope is that the new, empowered generation will lead the way in exercising this right and move away from the current trend towards a 24/7 work culture.
Read more: Right to switch off: how HR can make it work
AI will come into its own
Instead of fearing the worst, the possibilities of AI empowering people should be cause for optimism, especially when it can be used to find solutions for better work/life integration. AI won’t ever be able to replace the human skills of negotiation to reach compromise, but it can facilitate all kinds of flexible jobs through enabling work from different locations, supporting the ability to learn and skill up, or solving logistical conundrums like organising rotas. As with social media, the key to its success will be how we develop responsible governance and accountability, and as with social media, we have some way to go. But, if used correctly, AI’s strength will be setting us free from the confines of traditional working arrangements and allowing us to set boundaries and work smarter.
The future will be flexible
It’s no surprise to me that flexible working is at the heart of changes on the horizon. It’s the front door to gender equality, enabling women to progress in careers and men to take a more active role in caring. Flexible working's appeal is ageless, but for older workers who want to wind down and employers who want to retain their experience, or for carers of an ageing population, it will be crucial. And for a clued-up, AI-savvy workforce, flexible working will enable people to more seamlessly integrate work with a life of their own design, that fits their and their family’s needs, and I for one think that’s something to look forward to.
Jane van Zyl is CEO of charity Working Families
