As we look toward the future of work, the landscape of 2035 is set to be dramatically different from today. Demographic shifts, rapid technological advancements, and the lingering effects of the pandemic on education and workplace norms will all play significant roles. At the SHRM 2024 conference, Betty Thompson, Chief People Officer for Booz Allen Hamilton and SHRM Board Chair, provided a compelling exploration of these trends and how HR leaders can strategically prepare for the workforce of the future. This blog delves into the key insights from Thompson’s presentation and offers strategies for HR leaders to navigate these impending changes.

The Demographic Shifts Ahead

1. Generational TransitionWhy It Matters: By 2035, a significant portion of the Baby Boomer generation will have retired, taking with them decades of institutional knowledge and expertise. Concurrently, Gen Z and the following generation, often referred to as Generation Alpha, will dominate the workforce. These younger workers bring different values, expectations, and skills shaped by their unique upbringing and the challenges they faced during the pandemic.Strategic Response:
   • Knowledge Transfer Programs: Implement mentorship and knowledge transfer initiatives to capture and retain the expertise of retiring employees.
   • Multigenerational Workforce Planning: Develop strategies to integrate the new generational cohort while accommodating the different working styles and expectations of all employees.
   Sources:
   • The Harvard Business Review discusses the importance of knowledge transfer as Baby Boomers retire and new generations enter the workforce .
   • Forbes highlights the evolving expectations of Gen Z and how they are reshaping workplace dynamics .
2. Diversity and InclusionWhy It Matters: The workforce of 2035 will be more diverse than ever, encompassing a broader spectrum of ethnicities, cultures, and backgrounds. This diversity presents opportunities for innovation and global competitiveness but also requires thoughtful inclusion strategies to harness its full potential.Strategic Response:
   • Inclusive Leadership: Train leaders to foster an inclusive environment where diverse perspectives are valued and integrated into decision-making processes.
   • Cultural Competency Development: Invest in programs that build cultural awareness and competency across all levels of the organization.
   Sources:
   • McKinsey & Company reports on the benefits of workplace diversity and the need for inclusive practices to leverage these advantages .
   • The Society for Human Resource Management (SHRM) provides resources and strategies for developing inclusive leadership and cultural competency .

The Impact of Technological Advancements

1. Automation and Artificial IntelligenceWhy It Matters: Automation and AI will continue to transform industries and redefine job roles. By 2035, many routine and repetitive tasks will be automated, allowing employees to focus on more strategic, creative, and interpersonal activities. However, this shift also necessitates reskilling and upskilling the workforce to meet the demands of new roles.Strategic Response:
   • Reskilling and Upskilling Programs: Invest in continuous learning and development initiatives to equip employees with the skills needed for evolving roles and technologies.
   • AI Integration Strategy: Develop a clear strategy for integrating AI into business processes while addressing the ethical and operational implications.
   Sources:
   • The World Economic Forum emphasizes the need for reskilling to prepare the workforce for the future impacted by AI and automation .
   • Gartner outlines strategies for successfully integrating AI into business operations and workforce planning .
2. Digital TransformationWhy It Matters: The acceleration of digital transformation, driven in part by the pandemic, has changed how and where work gets done. Remote work, digital collaboration tools, and virtual reality environments will continue to evolve, influencing organizational structures and employee interactions.Strategic Response:
   • Flexible Work Policies: Create flexible work arrangements that accommodate remote and hybrid working models, supported by robust digital infrastructure.
   • Digital Collaboration Tools: Invest in and optimize the use of digital tools that enhance communication, collaboration, and productivity across dispersed teams.
   Sources:
   • Deloitte highlights the ongoing impact of digital transformation on workplace dynamics and the importance of flexible work policies .
   • Microsoft’s report on the future of work underscores the role of digital tools in facilitating effective remote and hybrid work environments .

Preparing the Education and Learning Systems

1. Adapting Education for Future SkillsWhy It Matters: The pandemic has accelerated the shift towards digital and hybrid learning environments. As we move towards 2035, education systems must adapt to prepare students for a workforce that demands critical thinking, digital literacy, and adaptability.Strategic Response:
   • Partnerships with Educational Institutions: Collaborate with schools, universities, and online learning platforms to align curricula with the skills needed in the future workforce.
   • Focus on Lifelong Learning: Encourage and facilitate lifelong learning opportunities for employees to continuously adapt to new challenges and technologies.
   Sources:
   • The OECD discusses how education systems need to evolve to meet the demands of future jobs and the importance of lifelong learning .
   • The Brookings Institution highlights the role of partnerships between businesses and educational institutions in fostering future-ready skills .
2. Investing in Learning TechnologiesWhy It Matters: Advanced learning technologies, including AI-driven personalized learning, virtual reality, and online platforms, will be crucial in delivering effective and scalable training programs. These technologies can make learning more engaging and accessible, preparing the workforce for future demands.Strategic Response:
   • Adopt Innovative Learning Tools: Leverage emerging technologies to create dynamic and interactive learning experiences that cater to diverse learning styles and needs.
   • Evaluate Learning Outcomes: Implement robust systems to measure the effectiveness of learning programs and ensure they meet organizational and employee development goals.
   Sources:
   • EdTech Magazine discusses the transformative potential of learning technologies in enhancing education and training outcomes .
   • The World Economic Forum’s report on the future of jobs highlights the need for adopting advanced learning technologies to equip the workforce with future-ready skills .

Conclusion

Preparing for the workforce of 2035 requires a strategic approach that encompasses demographic shifts, technological advancements, and educational transformations. As highlighted by Betty Thompson at SHRM 2024, smart HR leaders must proactively address these changes by fostering inclusive and flexible work environments, investing in continuous learning, and leveraging technological innovations. By doing so, companies can position themselves to seize the opportunities of this exciting future and ensure their workforce is ready to thrive.