Talk to Expert
- The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years.
- Which jobs will top the post-pandemic jobs list and which roles are likely to emerge as top contenders in the post-COVID future.
- From Work-from-Home Facilitator to Fitness Commitment Counsellor and Algorithm Bias Auditor to Cyber Calamity Forecaster, the future of jobs is already upon us.
As some countries begin to pull out of pandemic-induced lockdown, and the corporate engines of “return to the office” begin to whir, an open question hangs: What kind of jobs will people return to following months of work-from-home exile in “Remotopia”?
Will the online “big-bang” of the 2020s (when everything that could go online did go online) accelerate digitally enabled jobs? And which jobs will top the post-pandemic jobs list, in the next, new future of work?
Over the past several years, the Cognizant Center for the Future of Work has published a series of reports on the Jobs of the Future that propose new roles which will emerge over the next decade and be central to businesses and employees everywhere. Because of the virus, time has compressed, resulting in a handful of these jobs of the future becoming ‘jobs of the now’.
Download the full report here
In the wake of the ongoing COVID-19 pandemic, a number of high-profile companies – Facebook, Google, PayPal, Shopify, Siemens, and more – have announced long-term or permanent remote work policies.
Remote working arrangements, which are new to many companies and workers, require vastly different ways of thinking and collaborating. For example, the emerging normalcy of distributed workforces will place even greater importance on soft skills such as communication, relatability, empathy, and flexibility.
Studies show that remote employees work longer hours and are more productive than in-office counterparts. Both workers and employers alike must learn to balance those gains with increased likelihood of burnout and feelings of isolation. Additionally, recruiting for knowledge workers can expand to new geographies and include previously underrepresented populations like disabled or chronically ill workers. These changing dynamics will move to the HR forefront in the years to come.
