3 Episode results for "Michael Krishnan"

Episode #45  Gender Equality in the Workplace: Mekala Krishnan

Workplace Perspective

17:37 min | 1 year ago

Episode #45 Gender Equality in the Workplace: Mekala Krishnan

"You're listening to workplace perspective and Employment Law podcast presented by Sapphire legal workplace. Perspective is a regular podcast series for employers and employees focusing on education training and the law to help organizations of all sizes develop and maintain successful workplace relationships the opinions expressed by guests on workplace perspective. Do not necessarily reflect those of Sapphire legal or it's attorneys should not be considered legal advice. And now here's your host founder and principle attorney at Sapphire Legal Theresa McQueen. You James and welcome everyone to workplace perspective where we are striving to raise the bar at workplaces everywhere today. We're talking with Michaela Krishna on a mess up your name the whole time. I'm telling you now. A senior fellow at the McKinsey Global Institute Michaela leads the McKinsey Global Institute research on Gender Economics inclusive growth and economic development. She has co authored a McKinsey Global Institute report entitled. The Future of women at work transitions in the age of automation. This report takes a fascinating look at at the workplace of the future with an eye towards the impacts of automation on careers and lives of women around the glove. Today's show it'll be sharing her thoughts and insights on this report and its overarching message of inspiration and hope. It's going to be a great show. Go Way we'll be right back. The opinions expressed by guests on workplace perspective. Do not necessarily reflect those of Sapphire legal or it's attorneys. Ed should not be considered legal advice. Your listening the workplace perspective and Employment Law podcast presented by Sapphire legal. Welcome back everyone and welcome to work. Place Perspective Michaela. Thanks to research to be on. I'm really excited to have you on. But before we start. It's you tell everyone a bit about who you are and what you do. Yeah my name is Michael Krishnan. I'm a senior fellow at the McKinsey Global Institute which is McKinsey and Company's business and Economics Research on where essentially a think tank that sits inside of McKinsey and Company at McKinsey. I do research on a whole range of topics I look at questions. Related to productivity growth is steady climate risk but for the purposes of this podcast Group of work that I do has to do with women. And they're all enable markets. And HOW DIFFERENT TRENDS SHAPING? Labor markets could impact women well. We're super excited to have you on the show and I'm really excited to talk about this report. I have read it and I thought it was just fascinating so again. The report is titled The future women at work transition in the age of automation. You are a CO author. So why don't you tell on listeners? A little bit about the report. Mommy start yeah absolutely so of course a lot of reports out there that talk about the future of work but we based on the broader research we've done about women's role in labor markets that the future work is not likely to impact men and women equally. We wanted really try and understand. What could women experience as we move into the future of work as friends like automation reshape labor markets so really wanted to try and understand the impact it could have on men distinct from the impact could have on women and then through? That's start to explore women position to make the most of the trends that we may see in the future and how we may be able to put in place practices and policies to help support women make suitable transitions to the future wolf. We also as we did. The work look across ten. Different countries both developed as well as emerging economies So happy to talk more about that as we go through Sunday station. One of the things. I'm going to jump because I think it's amazing the idea. It's sort of counterintuitive. So when you even say it. Impact men and women differently. My mind automatically goes to disadvantaged but the report actually the statistics student support. That did it. Yeah absolutely so on the one hand way. So you still conversation that says Women are disadvantaged in the Labour Market. And of course that is true and we can talk a little bit more about that later on but when you purely think about trends related to the future works on the one hand how men and women could be impacted by automation. We find that actually men and women be equally impacted by automation could impact about twenty percent of the jobs that women hold about ninety percent of the jobs that men hold. And that's not surprising. When you think about the types of automation technologies. We're talking about today. It's robots factories which could disproportionately impact men's men walkin factory jobs but it's also virtual assistance in an office setting or cashier self-checkout in retail setting which could disproportionately impact women so net net roughly equal impacts of automation on both men and women. The future walk is not just about automation. It's also thinking about what opportunities there are for jobs to be created so as companies for example investing in new technologies. They're going to need a workforce to support those technologies are as we see trends like aging populations we expect to see increase in demand for sectors like healthcare as we see New Needs in the workforce incomes of skills. We're going to see increased demand for sectors like and these are sectors that disproportionately employed women today. So when you think about the trends that we see in terms of growth opportunities many of the various sectors that are likely to grow are the ones that women are in today and so in that sense women may be well positioned to take advantage of some of these trends and I think so. Let me talk about the the because I want to transition and talk about that but go back a little bit and talk about some of the challenges that women face in the world as we look forward to this age of automation. Absolutely so when you think about these job losses from automation that I described with the job gains from other opportunities what that means in one word transition right so people are going to have to switch occupations. They're going to have to reschedule themselves. So this is going to be a time that requires large amounts of change and so as woke US looked navigate. This basically three things that they need. They will need to reskill themselves. They will need to be more violent flexible and they will need to in some way work with technology and women unfortunately face challenges all of three fronts the very barriers that we experienced the in in our day to D- as women could impact their ability to navigate. These transitions to the future. Work and these transitions are going to be enormous. We expect that forty one hundred sixty million women globally. That's up to one in four women. Me Need to change occupations as possible. What between before these? That's a huge amount of change disruption according and women in particular may find these changes challenging when we think about skills for example we know in many countries women have lower educational attainment rates than men. Women also frankly have less time than men to reskill right so across the world. We find that women might do three times. The amount of unpaid work in the home so things like cooking cleaning watching children so now not only will they have to work in paid work do their whilst they also need to find time to reskill themselves. Women have challenges related to mobility and flexibility. This is everything from a lack of sponsorship. That may make changing jobs and occupations. Hard for women to issues in many parts of the world that have to do with Transportation lack of transportation infrastructure which makes make challenging women to reach workplaces slightly different issues when we look at developing developing economies but mobility and flexibility is a big challenge and this challenge of technology and access to technology across the world men to use technology. Much more than women. And if we are moving into a workforce it relies on technology that means women not have the right skills Women are also or less prevalent in technology creation. Rules about twenty percent of tech jobs belong to women. Eighty percent belong men so as creators of these technology that also added disadvantage. So love. That point I love that point because there's something in the report that talks about the fact that there would be the nutrition rate the gender issue would go away if more women were actually involved in the creation of technology as opposed to just being users of technology. Can you speak to that a little bit? Yeah absolutely so you know the analogy to make is that in some sense men and women running the same race towards this future work right. So there's a the running women running that race with the wheat around their ankles because of all the issues we just talked about but there is a prize at the end of that. Right and that prizes. If women are able to navigate these conditions they're going to end up in better paid more productive jobs in many parts of the world that participation overall in the labor force could increase because remember the RN sectors like healthcare and education. That are growing but it is a race that they're running with that weight and we need to find a way to remove that way. We're GONNA talk about that. We come back. We're GONNA take a quick break. We'll be right back. Stick with us. Bruna virus has spread throughout the world symptoms of this respiratory disease may include fever cough and shortness of breath. The symptoms may show up to fourteen days after exposure. If you are experiencing these symptoms have come into contact or are in an area with an ongoing outbreak. Please call a hotline and or consult with a physician. Clean and disinfect high. Touch services for more information please visit CDC dot Gov forward slash covid nineteen. Thank you if you enjoyed. Today's show do this. Sherice like us. Give us a review on your favorite podcast APP. It means a lot to us an ensures. More people tune in and raise the bar at workplaces everywhere. Welcome back everyone. We're talking with Michaela Krishna. About a report she co authored titled. The Future of women at work transitions in the age of automation. Let's talk about transitional opportunities because I did say at the beginning. I thought this was very hopeful and I really did. I didn't expect it. I expected to be one of those doom and gloom. And we're you know you're screwed as women if you don't get on board with all this but I found this report to be very very hopeful. So let's talk about these transitional opportunities in sort of what can women do to kind of get ahead of the curve that we're is looking not too far down the road but we're looking down the road far enough. I think that people can start to think ahead. Don't you think yeah absolutely? I mean all the analysis that we talked about these numbers that I talked about if up to one in four women this out to twenty thirty right so we have ten years ahead of archduke repairs. Let's talk about some of these opportunities that exist women so on the one hand as I said there are sectors that are likely to Gruel as we embraced the future work that women tend to be disproportionately represented in today's sectors like healthcare and education. And so that is an opportunity that they could look to capitalize on going forward. A week would look to capitalize on. I should say of the Second. Kind of opportunity is know as economies. Go through these periods of automation and remember. This is not the first time we're experiencing this in the transition from agriculture manufacturing to services is one. We've been through before but as economies go through these moments of transformation. There are jobs that are created in sectors and occupations. If we couldn't even have imagined. And if you close your eyes and factor the nineteen eighties. Would you have imagined a job like a social media manager? So they're entirely new occupations that are created that didn't exist in the past and the good news about that. These are jobs that have no legacy barriers to them. There's no entrenched gender norms to these jobs and so that. I think is a great opportunity. We've talked some companies on that setting blockchain groups and those blockchain groups are almost entirely made up of women because there was no legacy blockchain groups that had men in this so That's another type of opportunity you could think about women going forward and then finally there's a question of the skills of the workforce of the future right so what we're going to see. Is that the way people spend their time. The types of skills they use could look different going forward so people will tend to spend less time doing physical and manual work because a lot of that can be automated. They will spend less time. Maybe on things that I would call basic cognitive task. Things like leading writing arithmetic numeracy but they will spend more time on things like Interpersonal interactions. They will spend more time on problem. Solving suddenly also spend more time on tech skills but what that means is that a lot of the ways. Women are using their time and their skills today which is interacting with other people Which is working with. Eames a lot of that. Actually is an advantage to them going forward so I think there are a lot of exciting opportunities. Here are things that we can. We can. Embrace Leinen tool makes the most off but we are going to require focus and attention on this issue to make sure that transitions are smooth. How'd you I think it's like anything else you have to? You can't just berry head in the sand it's coming and I when we were preparing for the show got shared with you that even this conversation and I've heard a lot of times in talking about Ai people just freak out about they don't WanNa hear it but it's happening now. This idea that things are automating. Such that jobs are even now changing. I think I shared with you. I had a client who was talking about automating. Their filing system going electric filing system electronic filing system. They're all concerned about displacing. The one person who manages the paper records? No you're not I mean. Look at all the different things. This person's going to be able to do now but that requires that person to scale up in a way. You've got to be willing to do it and want to do it but I just thought that that was really hopeful because there are so many interesting new things in these this idea like you said there's no legacy of gender bias there and I've such hope for the future when it comes to things like that that I just. I love that as we wrap up. Today's show. I told you it goes by so fast. Absolutely can you tell us? We can't help but it see the issue. But how do you think the current started this covid nineteen situation? Has it impacted your thoughts and feelings about the workplace of the future. I know the report was done a little while ago. But is it changed your thinking at all or yeah. That's a great question so I think on the one hand you know the conversation. We're having a law right now is with did. We are some of these trends coming faster. Maybe than we had realized right so we've all suddenly started working from home. We'll give you more zoom and it's happened overnight. We suddenly online shopping much more. I did family trivia with my aunts and uncles. The other as we are I think embracing some technological shift on at a faster rate. So there's a question of some of these trends. We thought about related to the future work are. They will come upon us. Navy sooner than we have anticipated I think there's also a question of how we now use this moment of recovery and renewal as we think about this next on. How do we also use it as a reset? This is obviously being a a deeply troubling time. For many people What can we use the recovery to to reset in many ways right and I think as we think about this research we think about this recovery can reapply gender lens to that to make sure that women aren't left behind in the recovery that we are intentional. We make the most of these opportunities and we give women though the the tools the resources the information that they need to move forward into this new future world envisioning and I think the inspiration to go get it not so really key thing. I think was this idea that we've got to. We've really got to give people that inspiration that you can do. You'RE NOT GONNA get left behind. There is going to be opportunity. Freeze have to reach out and sees it and and try to make the best of it our show for today. I thank you so much for coming out and talking about this. It's great the work you're doing is awesome and thank you so much for sharing your thoughts with us in our listeners. Really appreciate it. Thank you appreciated. Oh good I zoom show. Oh is it okay? Great still all right. Well that's our show for today. If you WANNA learn more about Michaela you can find her on the web at Mackenzie dot com under the our people tab that's NC K. I. N. S. E. Y. DOT COM. You can also connect with became an our website at Sapphire legal dot com slash. Podcast I also want to thank our listeners. Radio Angels James in the Nave at nights workplace teams extraordinaire. Our engineer producer. Paul Roberts our associate producer. Melissa Delay See with music provided by the very talented team Loney Golfer joining us a workplace perspective until next time raising the bar.

Michaela Krishna Sapphire McKinsey Global Institute McKinsey senior fellow Employment Law US James Ed Sapphire Michael Krishnan founder CDC Labour Market producer Melissa Delay Theresa McQueen
Episode #59  Special Holiday Replay  Gender Equality in the Workplace: Mekala Krishnan

Workplace Perspective

19:08 min | 4 months ago

Episode #59 Special Holiday Replay Gender Equality in the Workplace: Mekala Krishnan

"And welcome everyone to workplace perspective where we are striving to raise the bar at workplaces everywhere. Today we're sharing with you a replay of a terrific interview or one of our most popular episodes earlier this year. I sat down with michaela krishna to talk about gender equality in the workplace. Became is a senior fellow at the mckinsey global institute and the author of mckinsey global institute report entitled the future. women at work transitions in the age of automation. This report takes a fascinating in depth. Look at the workplace of the future with an eye toward the impacts of automation on the careers and lives of women around the globe during the episode michaela shares her thoughts and insights on the institute's global report. And its overarching message of inspiration and hope. This was an incredibly well received show and we are really excited to share it with you once again. Going to be a great show. Don't go away. we'll be right back. You're listening to workplace perspective and employment law podcast presented by sapphire legal workplace. Perspective is a regular podcast series for employers and employees focusing on education training and the law to help organizations of all sizes develop and maintain successful workplace relationships. The opinions expressed by guests on workplace perspective. Do not necessarily reflect those of sapphire legal or it's attorneys. Eggs should not be considered legal advice. And now here's your host founder and principle attorney at sapphire legal theresa mcqueen. Thank you james. Welcome everyone to workplace perspective where we are striving to raise the bar at workplaces everywhere. Today we're talking with michaela krishna on a mess up your name the whole time. I'm telling you now. A senior fellow at the mckinsey global institute michaela leads the mckinsey global institute research on gender economics inclusive growth and development. She has co authored a mckinsey global institute report entitled the future. Women at work transitions in the age of automation. This report takes a fascinating look at at the workplace of the future with an eye towards the impacts of automation on the careers and lives of women around the globe today show we can be sharing her thoughts and insights on this report and its overarching message of inspiration and hope. It's going to be great. Show go away. We'll be right back. Be opinions expressed by guests on workplace perspective. Do not necessarily reflect those of sapphire legal. Or it's attorneys. Ed should not be considered legal advice. You're listening the workplace perspective and employment law podcast presented by sapphire legal. Welcome back everyone and welcome to work. Place perspective michaela. Thanks theresa research to be on. I'm really excited to have you on. But before we start wanted you tell everyone a little bit about who you are and what you do. Yeah my name is michael krishnan. I'm a senior fellow at mckinsey global institute which is mckinsey and company's business and economics research on where essentially a think tank that sits inside of canadian company at mckinsey. I do research on a whole range of topics. I look at questions. Related to productivity growth is studied climate risk but for the purposes of this podcast. Large group of work that i do has to do with women and they're all enable markets. And how are different trends shaping. Labor markets could impact women. Well we're super excited to have you on the show. And i'm really excited to talk about this report. I have read it. And i thought it was just fascinating so again. The report is titled the future women at work transition in age of automation. You are a co author. So why don't you tell and listeners. A little bit about the report mommy start. Yeah absolutely so. There are of course a lot of reports out there that talk about the future of work but we thought based on the broader research we've done about women's role in labor markets that the future work is not likely to impact men and women equally. We wanted to really try and understand. What could women experience as we move into the future of work as friends like automation reshape labor markets. So we really wanted to try and understand the impact. It could have on men distinct from the impact it could have on women and then through. That's the start to explore. How women maybe position to make the most of the trends that we may see in the future and how we may the able to put in place practices in policies to help support women make suitable transition to the future world. We also as we did. The work looked across. Ten different countries both developed as well as emerging economies So happy to talk more about that as we go through this conversation. Well one of the things. I'm going to jump. Because i think it's amazing. The idea it sort of counterintuitive. So when you even say impact men and women. My mind automatically goes to our so disadvantaged within your so discipline but the report. Actually statistics didn't support. That did it. Yeah absolutely so on the one hand way so you still conversation that says women are disadvantaged in the labour market and of course that is true and we can talk a little bit more about that later on but when you purely think about trends related to the future works on the one hand how men and women could be impacted by automation. We find that actually men and women would be equally impacted by automation. Automation could impact about twenty percent of the jobs that women hold about ninety percent of the jobs that men hold. And that's not surprising when you think about the types of automation technologies. We're talking about today. It's robots in factories which could disproportionately impact men's as men welcome factory jobs but it's also virtual assistance in an office setting or cashier or self checkout in the retail setting which disproportionately impact women so net net roughly equal impacts of automation on both men and women. The future work is not just about automation. Right it's also thinking about what opportunities that are to be created so as companies for example invest in new technologies. They're going to need a workforce to support those technologies as we see trends like aging populations. We expect to see increase in demand for sectors like healthcare as we see New needs in the workforce incomes of skills. We're going to see increased demand for sex education and these are sectors that disproportionately employ women please so when you think about the trends that we see in terms of growth opportunities many of the various sectors that are likely to grow are the ones that women are in today and so in that sense women may be well positioned to take advantage of some of these trends and so far. We've talked about the. Because i want to transition and talk about those but go back a little bit and talk about some of the challenges that women face in the world as we know it. Forward this age of automation absolutely. So when you think about these job losses from automation that i described the job gains from other opportunities what that means in one word is transition right so people are going to have to switch occupations. They're going to have to reskill themselves. So this is going to be a time that requires large amounts of change and so as well coast looked navigate. This basically three things that they need. They will need to reskill themselves. They will need to be more violent flexible and they will need to in some way work with technology and women unfortunately face challenges and all of these three fronts the very e earlier that we experienced day to day in in our day to day as women could impact their ability to navigate. These transitions to the future. Work and these transitions are going to be enormous. We expect that forty to one. Hundred and sixty million women blow believe. That's one in four women. Meany change occupations as we phospholipid before these so that's a huge amount of change and disruption occurring and women in particular may find these changes challenging when we think about skills for example we know in many countries. Women have lower educational attainment rates than men. Women also frankly have less time than men to reskill rights across the world. We find that women might do three times. The amount of unpaid work in the home so things like cooking cleaning watching children so now not only will they have to work in paid. Work do their unpaid worlds. They also need to find time to reskill themselves. Women have challenges related to mobility and flexibility. This is everything from a lack of sponsorship that may make changing jobs and occupations hard for women to issues in many parts of the world that have to do with transportation a lack of transportation infrastructure. Which makes it challenging for to reach workplaces slightly different issues when we look at or developing economies but mobility and flexibility is a big challenge and then this challenge of technology and access to technology across the world. Men tend to use technology much more than women. And if we are moving into a workforce that relies on technology that means women may not have the right skills. women are also or less in technology creation rules about twenty percent of tech jobs to women. Eighty percent belong men so as creators of these forms of technology that also have disadvantage so left that point. I love that point because there's something in the report that talks about the fact that there would be the nutrition rate the gender issue would go away if more women were actually involved in the creation of technology as opposed to just being users of technology. Can you speak to that a little bit. Yeah absolutely so you know the analogy. I like to make. Is that in some sense. Men and women are running the same race towards this future work right. So there's a reason they're running women running that race with the wheat around their ankles because of all these talked about but there is a prize at the end of that right and that is if women are able to navigate. these transitions. they're going to end up in better paid more productive jobs. In many parts of the world that participation overall in the labor force could increase because remember they aren sectors like healthcare and education that are growing but it is a risk that they're running with that we'd and we need to find a way to move that way. We're gonna talk about that when we come back. We're gonna take a quick break. We'll be right back. Stick with us. A corona virus has spread throughout the world symptoms of this respiratory disease may include fever cough and shortness of breath. These symptoms may show up to to fourteen days after exposure. If you are experiencing these symptoms have come into contact or are in an area with an ongoing outbreak. Please call a hotline and or consult with a physician. Clean and disinfect high. Touch services for more information. Please visit cdc dot gov forward slash cova nineteen. Thank you if you enjoyed. Today's show do this sheriff's like us. Give us a review on your favorite podcast app. It means a lot to us in an ensures. More people tune in and raise the bar at workplaces everywhere. Welcome back everyone. We're talking with michaela krishna. About a report she co authored titled. The future of women at work transitions in the age of automation. Let's talk about transitional opportunities. Because i did say at the beginning. I thought this was very hopeful. And i really did. I didn't expect it. I expected this to be one of those doom and gloom. And were you know you're screwed as women if you don't get on board with this. I found this report to be very very helpful. So let's talk about these transitional opportunities in sort of what can women do to kind of get ahead of the curve that we're is looking not too far down the road but we're looking down the road far enough. I think that people can start serve think ahead and fitted don't don't you think yeah absolutely. I mean all analysis that we talked about these numbers that i talked about of up to one in four women. This is out to twenty thirty right so we have ten years ahead of our stupid repairs. Let's talk about some of these opportunities that exist for women so on the one hand as i said there sectors that are likely to grow as we embrace the future work that women tend to be disproportionately represented in today's sectors like healthcare and education. And so that is an opportunity that they could look to capitalize on going forward a week. Look to capitalize on. I should say the second kind of opportunities as economies go through these periods of automation. And remember this is not the first time we're experiencing this in the transition from agriculture to manufacturing to services one you've been through before but as economies go through these moments of transformation. There are jobs that are created in sectors and occupations of couldn't even have imagined if you close your eyes and think after the nineteen eighty s. Would you have imagined job like a social media manager. So they were entirely new occupations that are created that didn't exist in the past and the good news about that is these are jobs that have no legacy barriers to them. There's only entrench gender norms these jobs and so that a think is a great opportunity. We've talked to some companies that are setting a blockchain groups and those blockchain groups are almost entirely made up women because there was no legacy blockchain group that had men in this. So that's type of opportunity. You could think about women going forward and then finally you know. There's a question of the skills of the workforce of the future right. So what we're going to see. Is that the way people spend their time. The types of skills they use could look different going forward so people will tend to spend less time doing math physical and manual work because a lot of that can be automated. They will spend less time. Maybe on things that i would call basic cognitive tasks things like leading writing arithmetic numeracy but he will spend more time on things like Interpersonal interactions. They will spend more time on problem solving on certainly also spend more time on tech skills but what that means is that a lot of the ways women are using their time and their skills to do which is interacting with other people which is working with eames. A lot of that actually is an advantage to them going forward so i think there are a lot of exciting opportunities. Here are things that we can. We can embrace lean leinen to make the most off but we are going to require focus and attention on this issue. Make sure the transitions are now. Do you think it's like anything else you have to. You can't just bury head in the sand. It's coming and when we were preparing for the show and got shared with you that even this conversation and i've heard a lot of times talking about ai and people just freak out so bad they don't wanna hear it but it's happening now. This idea that things are automating. Such jobs are even now changing. I think i shared with you. I had a client who was talking about automating their filing system going to an election filing system electronic filing system. They're all concerned about displacing. The one person who manages the paper records. No you're not look at all the different things this person's going to be able to do now but requires that person to scale up in a way you've got to be willing to do it and want to do but i just thought that was really hopeful because there are so many interesting new things in these this idea like you said there's no legacy of gender bias there and i've such hope for the future when it comes to things like that that i'm just i love that as we wrap up. Today's show i told you it goes by so fast. Absolutely can you tell us. We can't help but see the issue. But how do you think the current of this covid nineteen situation has it impacted your thoughts and feelings about the workplace in the future. I know the report was done a little while ago. But is it changed your thinking at all or yeah. That's a great question. So i think on the one hand you know the conversation. We're having a lot right now is with scolded. Are we are some of these trends coming faster. Maybe than we had realized. We all suddenly started working from home working more young zoom and. It just happened overnight. We suddenly online shopping much more. Was i did family trivia with my aunts and uncles. The other news we are. I think embracing some technological shifts on at a faster rate. So there's a question of some of these trends that we talked about related to the future work are. They will come upon us navy sooner than we have into succeeded. I think there's also a question of how we now use this moment recovery and renewal as we think about this next norm on. How do we also use it as a reset. This is obviously a deeply troubling time for many people What can we use the recovery to reset in many ways. Right and I think as we think this resource we think about this. Recovery can reapply agenda lends to that to make sure that women are left behind in the recovery that we are intentional. We make the most of these opportunities and we give women though but the tools the resources the information that they need to move forward into this new future wealth envisioning and i think the inspiration to go get. That's a really key thing. I think she was this idea that we've got to you. Know we really got to give people that inspiration that you can do it. You're not gonna get left behind. There is going to be opportunity for us to reach out and sees it and and try to make the best of it our show for today. I thank you so much for coming out and talking about this. It's great the work you're doing is awesome and thank you so much for sharing your thoughts with us in our listeners. Really appreciate it thank you. This was fun created. Oh good. I zoom show. Oh is it okay. Great all right. Well that's our schober today. You wanna learn more about mikhail. You can find her on the web at mckinsey dot com under the our people. Tab that's nc k. i. n. s. e. y. dot com. You can also connect with the camera on our website at sapphire legal dot com slash. Podcast i also wanna thank our listeners. Radio angels james in the nave at night workplace. Eighteenth extraordinaire our engineer producer. Paul roberts our associate producer. Melissa delays see with music provided by the very talented stephen barcelona. Thank you all for joining us a workplace perspective and until next time raising the bar august we hope you enjoyed our special replay and thank you again to michaela. If you'd like to learn more about michaela or the global institute visit our website at sapphire legal dot com slash podcast and click on either of our gender equality episodes. I also want to make our listeners. My radio angels. James in the nave at night and workplace Extraordinaire our engineer producer. Paul roberts our associate producer. Melissa the lacey with music provided by the very talented stephen first aloni thank you all for joining us on workplace perspective and tell next time he raising the bar.

mckinsey global institute michaela krishna michaela theresa mcqueen mckinsey global institute rese michael krishnan mckinsey and company's busines mckinsey fever cough theresa Meany Ed james respiratory disease leinen cdc eames
Episode #59  Special Holiday Replay  Gender Equality in the Workplace: Mekala Krishnan

OC Talk Radio

19:08 min | 4 months ago

Episode #59 Special Holiday Replay Gender Equality in the Workplace: Mekala Krishnan

"And welcome everyone to workplace perspective where we are striving to raise the bar at workplaces everywhere. Today we're sharing with you a replay of a terrific interview or one of our most popular episodes earlier this year. I sat down with michaela krishna to talk about gender equality in the workplace. Became is a senior fellow at the mckinsey global institute and the author of mckinsey global institute report entitled the future. women at work transitions in the age of automation. This report takes a fascinating in depth. Look at the workplace of the future with an eye toward the impacts of automation on the careers and lives of women around the globe during the episode michaela shares her thoughts and insights on the institute's global report. And its overarching message of inspiration and hope. This was an incredibly well received show and we are really excited to share it with you once again. Going to be a great show. Don't go away. we'll be right back. You're listening to workplace perspective and employment law podcast presented by sapphire legal workplace. Perspective is a regular podcast series for employers and employees focusing on education training and the law to help organizations of all sizes develop and maintain successful workplace relationships. The opinions expressed by guests on workplace perspective. Do not necessarily reflect those of sapphire legal or it's attorneys. Eggs should not be considered legal advice. And now here's your host founder and principle attorney at sapphire legal theresa mcqueen. Thank you james. Welcome everyone to workplace perspective where we are striving to raise the bar at workplaces everywhere. Today we're talking with michaela krishna on a mess up your name the whole time. I'm telling you now. A senior fellow at the mckinsey global institute michaela leads the mckinsey global institute research on gender economics inclusive growth and development. She has co authored a mckinsey global institute report entitled the future. Women at work transitions in the age of automation. This report takes a fascinating look at at the workplace of the future with an eye towards the impacts of automation on the careers and lives of women around the globe today show we can be sharing her thoughts and insights on this report and its overarching message of inspiration and hope. It's going to be great. Show go away. We'll be right back. Be opinions expressed by guests on workplace perspective. Do not necessarily reflect those of sapphire legal. Or it's attorneys. Ed should not be considered legal advice. You're listening the workplace perspective and employment law podcast presented by sapphire legal. Welcome back everyone and welcome to work. Place perspective michaela. Thanks theresa research to be on. I'm really excited to have you on. But before we start wanted you tell everyone a little bit about who you are and what you do. Yeah my name is michael krishnan. I'm a senior fellow at mckinsey global institute which is mckinsey and company's business and economics research on where essentially a think tank that sits inside of canadian company at mckinsey. I do research on a whole range of topics. I look at questions. Related to productivity growth is studied climate risk but for the purposes of this podcast. Large group of work that i do has to do with women and they're all enable markets. And how are different trends shaping. Labor markets could impact women. Well we're super excited to have you on the show. And i'm really excited to talk about this report. I have read it. And i thought it was just fascinating so again. The report is titled the future women at work transition in age of automation. You are a co author. So why don't you tell and listeners. A little bit about the report mommy start. Yeah absolutely so. There are of course a lot of reports out there that talk about the future of work but we thought based on the broader research done about women's role in labor markets that the future work is not likely to impact men and women equally. We wanted to really try and understand. What could women experience as we move into the future of work as friends like automation reshape labor markets. So we really wanted to try and understand the impact. It could have on men distinct from the impact it could have on women and then through. That's the start to explore. How women maybe position to make the most of the trends that we may see in the future and how we may the able to put in place practices in policies to help support women make suitable transition to the future world. We also as we did. The work looked across. Ten different countries both developed as well as emerging economies So happy to talk more about that as we go through this conversation. Well one of the things. I'm going to jump. Because i think it's amazing. The idea it sort of counterintuitive. So when you even say impact men and women differently. My mind automatically goes to our so disadvantaged within your so discipline but the report. Actually statistics didn't support. That did it. Yeah absolutely so on the one hand way so you still conversation that says women are disadvantaged in the labour market and of course that is true and we can talk a little bit more about that later on but when you purely think about trends related to the future works on the one hand how men and women could be impacted by automation. We find that actually men and women would be equally impacted by automation. Automation could impact about twenty percent of the jobs that women hold about ninety percent of the jobs that men hold. And that's not surprising. When you think about the types of automation technologies. we're talking about the it's robots in factories which disproportionately impact men's as men. Welcome factory jobs. But it's also virtual assistance in an office setting or cashier or self checkout in the retail setting. Which could disproportionately impact women so net net roughly equal impacts of automation on both men and women. The future work is not just about automation right. It's also thinking about what opportunities that are to be created so as companies for example invest in new technologies. They're going to need a workforce to support those technologies as we see trends like ageing populations we expect to see increase in demand for sectors like healthcare as we see new needs in the workforce incomes of skills. We're going to see increased demand for sex education and these are sectors that disproportionately employ women please so when you think about the trends that we see in terms of growth opportunities many of the various sectors that are likely to grow are the ones that women are in today and so in that sense women may be well positioned to take advantage of some of these trends and so far. We've talked about the. Because i want to transition and talk about those but go back a little bit and talk about some of the challenges that women face in the world as we know it. Forward this age of automation absolutely. So when you think about these job losses from automation that i described the job gains from other opportunities what that means in one word is transition right so people are going to have to switch occupations. They're going to have to reskill themselves. So this is going to be a time that requires large amounts of change and so as well coast looked navigate. This basically three things that they need. They will need to reskill themselves. They will need to be more violent flexible and they will need to in some way work with technology and women unfortunately face challenges and all of these three fronts the very e- barriers that we experienced day to day in in our day to day as women could impact their ability to navigate. These transitions to the future. Work and these transitions are going to be enormous. We expect that forty to one. Hundred and sixty million women blow believe. That's one in four women meany to change occupations as we phospholipid before these so. That's a huge amount of change and disruption occurring and women in particular may find these changes challenging when we think about skills for example we know in many countries. Women have lower educational attainment rates than men women. Also frankly have less time than men to reskill rights across the world. We find that women might do three times. The amount of unpaid work in the home so things like cooking cleaning watching children so now not only will they have to work in paid. Work do their unpaid worlds. They also need to find time to reskill themselves. Women have challenges related to mobility and flexibility. This is everything from a lack of sponsorship that may make changing jobs and occupations hard for women to issues in many parts of the world that have to do with transportation a lack of transportation infrastructure. Which makes it challenging commitment to reach workplaces slightly different issues when we look at developed or developing economies but mobility and flexibility is a big challenge. And then this challenge of technology and access to technology across the world men tend to use technology much more than women and if we are moving into a workforce that relies on technology that means women may not have the right skills Women are also or less in technology creation rules about twenty percent of tech jobs to women. Eighty percent belong men so as creators of these forms of technology that also have disadvantage so left that point. I love that point because there's something in the report that talks about the fact that there would be the nutrition rate the gender issue would go away if more women were actually involved in the creation of technology as opposed to just being users of technology. Can you speak to that a little bit. Yeah absolutely so you know the analogy. I like to make. Is that in some sense. Men and women are running the same race towards this future work right. So there's a reason they're running women running that race with the wheat around their ankles because of all these talked about but there is a prize at the end of that right and that is if women are able to navigate. these transitions. they're going to end up in better paid more productive jobs. In many parts of the world that participation overall in the labor force could increase because remember they aren sectors like healthcare and education that are growing but it is a risk that they're running with that we'd and we need to find a way to move that way. We're gonna talk about that when we come back. We're gonna take a quick break. We'll be right back. Stick with us. A corona virus has spread throughout the world symptoms of this respiratory disease may include fever cough and shortness of breath. These symptoms may show up to to fourteen days after exposure. If you are experiencing these symptoms have come into contact or are in an area with an ongoing outbreak. Please call a hotline and or consult with a physician. Clean and disinfect high. Touch services for more information. Please visit cdc dot gov forward slash cova nineteen. Thank you if you enjoyed. Today's show do this sheriff's like us. Give us a review on your favorite podcast app. It means a lot to us in an ensures. More people tune in and raise the bar at workplaces everywhere. Welcome back everyone. We're talking with michaela krishna. About a report she co authored titled. The future of women at work transitions in the age of automation. Let's talk about transitional opportunities. Because i did say at the beginning. I thought this was very hopeful. And i really did. I didn't expect it. I expected this to be one of those doom and gloom. And were you know you're screwed as women if you don't get on board with this. I found this report to be very very helpful. So let's talk about these transitional opportunities in sort of what can women do to kind of get ahead of the curve that we're is looking not too far down the road but we're looking down the road far enough. I think that people can start serve think ahead and fitted don't don't you think yeah absolutely. I mean all analysis that we talked about these numbers that i talked about of up to one in four women. This is out to twenty thirty right so we have ten years ahead of our stupid repairs. Let's talk about some of these opportunities that exist for women so on the one hand as i said there sectors that are likely to grow as we embrace the future work that women tend to be disproportionately represented in today's sectors like healthcare and education. And so that is an opportunity that they could look to capitalize on going forward a week. Look to capitalize on. I should say the second kind of opportunities as economies go through these periods of automation. And remember this is not the first time we're experiencing this in the transition from agriculture to manufacturing to services one you've been through before but as economies go through these moments of transformation. There are jobs that are created in sectors and occupations of couldn't even have imagined if you close your eyes and think after the nineteen eighty s. Would you have imagined job like a social media manager so they re entirely new occupations that are created that didn't exist in the past and the good news about that is these are jobs that have no legacy barriers to them. There's only entrench gender norms. These jobs and so that i think is a great opportunity. We've talked to some companies that are setting a blockchain groups and those blockchain groups are almost entirely made up women because there was no legacy blockchain groups that had men in this. So that's type of opportunity. You could think about women going forward and then finally you know. There's a question of the skills of the workforce of the future right. So what we're going to see. Is that the way people spend their time. The types of skills they use could look different going forward so people will tend to spend less time doing math physical and manual work because a lot of that can be automated. They will spend less time. Maybe on things that i would call basic cognitive tasks things like leading writing this arithmetic for they will spend more time on things like Interpersonal interactions. They will spend more time on problem solving on. Certainly also spend more time on tech skills but that means that a lot of the ways women are using their time and their skills to do which is interacting with other people which is working with eames. A lot of that actually is an advantage to them going forward so i think there are a lot of exciting opportunities. Here are things that we can. We can embrace lean leinen to make the most off but we are going to require focus and attention on this issue. Make sure the transitions are now. Do you think it's like anything else you have to. You can't just berry head in the sand it's coming and when we were preparing for the show and got shared with you that even this conversation and i've heard a lot of times talking about ai and people just freak out so bad they don't wanna hear it but it's happening now. This idea that things are automating. Such jobs are even now changing. I think i shared with you. I had a client who was talking about automating their filing system going to an election filing system electronic filing system. They're all concerned about displacing. The one person who manages the paper records. No you're not look at all the different things this person's going to be able to do now but requires that person to scale up in a way you've got to be willing to do it and want to do but i just thought that that was really hopeful because there are so many interesting new things in these this idea like you said there's no legacy of gender bias there and i've such hope for the future when it comes to things like that that i'm just i love that as we wrap up today's show i told you it goes by so fast. Absolutely can you tell us. We can't help but see the issue. But how do you think the current of this covid nineteen situation has it impacted your thoughts and feelings about the workplace in the future. I know the report was done a little while ago. But is it changed your thinking at all or yeah. That's a great question. So i think on the one hand you know the conversation. We're having a lot right now is with scolded. I we are some of these trends coming faster. Maybe than we had realized we all suddenly started working from home working more young zoom and. It just happened overnight. We suddenly online shopping much more. Was i did family trivia with my aunts and uncles. The other news we are. I think embracing some technological shifts on at a faster rate so. There's a question of some of these trends that we talked about related to the future. Work are they will come upon us navy sooner than we have into succeeded. I think there's also a question of how we now use this moment recovery and renewal as we think about this next norm on. How do we also use it as a reset. This is obviously a deeply troubling time for many people What can we use the recovery to reset in many ways. Right and I think as we think this research we think about this recovery can reapply. Agenda lends to that to make sure that women are left behind in the recovery that we are intentional. We make the most of these opportunities and we give women though but the tools the resources the information that they need to move forward into this new future wealth envisioning and i think the inspiration to go get. That's a really key thing. I think she was this idea that we've got to you. Know we really got to give people that inspiration that you can do it. You're not gonna get left behind. There is going to be opportunity for us to reach out and sees it and and try to make the best of it our show for today. I thank you so much for coming out and talking about this. It's great the work you're doing is awesome and thank you so much for sharing your thoughts with us in our listeners. Really appreciate it thank you. This was fun created. Oh good. I zoom show. Oh is it okay. Great all right. Well that's our schober today. You wanna learn more about mikhail. You can find her on the web at mckinsey dot com under the our people. Tab that's nc k. i. n. s. e. y. dot com. You can also connect with the camera on our website at sapphire legal dot com slash. Podcast i also wanna thank our listeners. Radio angels james in the nave at night workplace eighteenth extraordinary. Our engineer producer. Paul roberts our associate producer. Melissa delays see with music provided by the very talented stephen barcelona. Thank you all for joining us a workplace perspective and until next time raising the bar august we hope you enjoyed our special replay and thank you again to michaela. If you'd like to learn more about michaela or the global institute visit our website at sapphire legal dot com slash podcast and click on either of our gender equality episodes. I also want to thank our listeners. My radio angels. James in the nave at night and workplace Extraordinaire our engineer producer. Paul roberts our associate producer. Melissa the lacey with music provided by the very talented stephen verse aloni. Thank you all for joining us on workplace perspective and tell next time he raising the bar.

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