White collar jobs have peaked and are now declining | Creative perks might aid back-to-office initiatives | Study: Workers want influence over hybrid plans
The white collar job is at risk as a recent spate of layoffs and the rise of artificial intelligence are leading companies to rethink their knowledge workforces while seeking to retain blue collar employees, who are still in demand and of whom there is less supply. "Companies realize they over-hired in the middle," notes Indeed's Nick Bunker.
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Even with several large companies establishing strict return-to-office mandates, there are signs that employees are still dictating when they will appear. Experts encourage employers to seek input from workers, offer perks to entice them back and invest in collaborative workspaces.
Championing better health and wellbeing With the help of Alight, Siemens Energy is leading the way in becoming a steward of good health for its employees—while also improving outcomes and saving the organization significant costs. Read the Case Study.
Age is often the forgotten component in diversity, equity and inclusion strategies, writes Chronus' Sara Rahmani, who urges employers to challenge generational stereotypes and bring workers of different ages and experience levels together. Rahmani explains three types of mentoring that can help to promote age diversity: reverse, flash and career.
Mothers who work outside the home face a unique set of pressures and challenges, and employers can help ease the burden by viewing women's health as mainstream, promoting breaks and other wellness efforts at work, and offering stipends and flexible spending for child care. Providing resources for fathers can help relieve work-life pressure as well.
Recognize the often hidden talent of your female leaders, or those with the potential to move up in your organization, by coaching them to share their ideas, advocating for them to your bosses and giving them challenging assignments, writes executive coach Joel Garfinkle. "Make sure that your hidden talent are known by as many people around the table as possible, and ensure their names are put forward whenever opportunities arise," Garfinkle writes.
I remember the first time I had an issue with plumbing at my condo. My landlord took care of it, but it was a hassle. I wanted to be able to do it on my own. I said as much to my dad.
“I should have been a plumber,” I told him, still annoyed at the situation. He burst into laughter -- head back, shoulders shaking. I scowled at him.
“What?!” I said defensively.
“You?” he sputtered, grinning broadly. “A plumber? Yeah right. Ain’t no way I let you near one of my toilets!”
“Trust me -- no way I would work on one of your toilets,” I shot back, finally laughing with him. “But I could do it! I’m smart!”
“You are smart,” he agreed, with a big grin. “And yes, you would figure it out. It would take a week, and every tool in my toolbox, but yeah, you could do it. But you still not working on my toilets!”
I remembered this funny conversation this morning as I read about the changes in white- and blue-collar job hires. Knowledge worker roles that organizations have recently eliminated may not come back. Blue-collar workers, though, are in demand. Companies are looking for people to work in their restaurants and warehouses and to drive their trucks, among other roles.
Why? Artificial intelligence, of course. The technology is driving and will continue to drive change across our markets.
What does that mean for us? No idea. But I’m not panicking. Change is a constant. The best defense is to build agile skill sets and be ready to pivot when Life takes a turn.
Maybe I’ll take that plumbing course after all.
What about you? Are you nervous about changes AI might bring to your company or role? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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