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Trade unions are working against the clock to overcome the obstacles to achieving the 2030 Agenda and its sustainable development goals (SDGs). The UN reports are unanimous: the world is far from achieving the 2030 Agenda. Neither the funds made available nor the political action being taken are sufficient to deliver on the promise of building a better world that leaves no one behind.
While all 17 of the SDGs set out in the 2030 Agenda are equally important, SDG 8, focused on decent work and sustainable economic growth, is particularly important as it acts as a catalyst for progress on all the other SDGs, and especially the targets related to innovation, productive diversification and environmental sustainability.
The International Trade Union Confederation (ITUC) recognises and promotes the crucial role of goal 8, which is why it set up the Global Monitor on SDG 8. This tool, which assesses the status of goal 8 around the world, focuses on four key dimensions: economic well-being, job quality, labour vulnerability and labour rights.
In its 2023 edition, the SDG 8 Monitor assessed the situation in more than 150 countries, covering more than 98 per cent of the world’s population.
The results of this analysis, both by geographic region and by income group, reflect the range of challenges facing workers. In sub-Saharan Africa, for example, the workers are the worst affected by their countries’ poor performance on all four of the dimensions assessed by the SDG 8 Monitor. In the Asia Pacific region, progress towards SDG 8 is hampered in particular by the relentless attacks on labour rights, while in Latin America, the very limited progress towards SDG 8 is mainly owed to the high levels of inequality in wealth distribution.
On analysing the data from an income perspective, the significant difference between low-income and high-income countries comes as no surprise. What is surprising, however, is that the progress in a number of high-income countries is interspersed with occasional setbacks. Low-income and lower-middle-income countries, meanwhile, are clearly regressing, which is a cause for concern, given the risks both for workers and the sustainability of the societies in which they live.
The emergence of new technologies will change the skill sets needed to succeed at work: by 2030, a higher share of professions will require university degrees, and more work activities will require socio-emotional and technology skills. Over the next two decades, around 127 million young people are expected to enter the region’s labor force.
All models are wrong, but some models are useful. This phrase, usually attributed to the statistician George Box, is especially apt when it comes to labour market forecasts. There is an obsession among policymakers about
As potential skill shortages loom, a new survey finds that many companies are using multiple tactics to close gaps and that reskilling efforts are paying off.
Work is changing and so is society as a whole. Debates on its future have been particularly animated over the past three years, (re)launched by discussions on digital technologies, self-employment, individuals with multiple careers (slashers), universal income, or questions of new forms of management, solidarity and governance.
Focusing on employment, work or management practices, these debates have had one merit: to bring to light the multiple possible futures of work.
Over recent years, automation has created more jobs than it has destroyed. Of the 800,000 or so new jobs created between 1990 and 2013, some 200,000 can probably be attributed solely to automation. And in future years, automation is likely to continue to create more jobs than it destroys. It also looks likely that transformation in occupational roles and the shifting of jobs both within and between sectors will accelerate.
With more than 60% of its population under the age of 25, sub-Saharan Africa is already the world’s youngest region today – and, by 2030, will be home to more than one-quarter of the world’s under-25 population.
This book identifies the ways in which information and communication technology–based (ICT-based) methodologies can contribute to such transformation and expansion. Some readers of this book may be familiar with the nature and operations of TVET but less knowledgeable about open, distance, online and blended learning. Others may be familiar with ICT-based modes of delivery but less familiar with the needs and challenges facing the TVET sector. T
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Over one billion people will require some kind of reskilling by 2030 to rival the growing demands of the economy and society. And those needs won’t materialize overnight. Companies already struggle to keep a pulse on today’s changing skills landscape, evaluating how to close skills gaps in their workforces while pursuing business goals and serving employee needs. And savvy organizations know they must also anticipate and plan for future skills needs as technology evolves.
These intersecting challenges — the exponential rate of technological change and employees’ overwhelming desire to learn and develop in their roles — mean it’s vital that learning and development opportunities effectively map to real-world outcomes.
A look at 10 major educational technology tools, methods and developments that are expected to be more widely adopted within two to three years and will likely be mainstream by 2030.
What does the future hold for Canada’s labour market? What trends in technology, society, and the environment are in store for Canada’s labour market, and how will it impact the way we work? What skills will be in-demand across geographies, industries, and demographic groups?
These were the questions that the Brookfield Institute set out to answer over the last three years via the Employment in 2030 initiative. It combined futures research, expert workshops, and a machine-learning algorithm to generate the Forecast of Canadian Occupational Growth (FCOG), a forecast of skills demand and occupational growth in 2030.
in the sectors with a medium-high and high impact of coronavirus on economic activity, around one-fifth to one-quarter of the new jobs expected to be created up to 2030 are at risk of automation. This amounts to around 1.4 million jobs at stake in the EU-27.
Creating new and better jobs is critical to ending extreme poverty and to fostering sustainable development. We know that jobs are the most direct pathway out of poverty. And the challenge is immense: 600 million new jobs will be needed over the next 15 years to keep employment rates stable. In many poor countries, too few-high productivity jobs are being created.
Demand for technological, social and emotional, and higher cognitive skills will rise by 2030. How will workers and organizations adapt?
it is useful to distinguish three different ways through which digital technology affects the world of work: automation, connectivity, and innovation. They change the cost of labor versus capital, the cost of transacting, the potential for economies of scale and market competition, and the speed of innovation. Together this will determine how and where goods are produced and services provided and thus what the world of work will look like, in developed and developing countries alike.
While the Scottish labour market has improved in some ways in recent years we continue to suffer from lower rates of in work progression and productivity than the UK as a whole and pay rates also lag behind This report identifies the gaps and overlaps in Scotland s skills provision and proposes how they can be remedied to ensure that Scotland enjoys inclusive economic growth in future
It is estimated that over 600 million new jobs need to be created by 2030, just to keep pace with the growth of the global working age population. That’s around 40 million per year. We also need to improve conditions for the some 780 million women and men who are working but not earning enough to lift themselves and their families out of USD 2 a-day poverty.
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