Unilever & Wired Consulting
The Thought Piece suggested 3 innovative ideas to help solve the challenges of flexible work
Embrace the Pixelated Workforce
The traditional career model of working for one company for life is evolving as new ways of working gain popularity. The Covid-19 pandemic accelerated trends like remote work and four-day weeks, while also increasing the number of people choosing to work independently as contractors or freelancers.
The rise of the "open talent economy" or "pixelated workforce" allows companies to break down jobs into tasks and activities, which can then be assigned to individuals or groups within or outside the organization. This flexible approach enables companies to efficiently match specific tasks with the required skills, whether it's through traditional employees, external gig workers, or automation for repetitive tasks.
Spotting data that was showing the talent pool available to the company was shrinking and, at the same time, almost a third of its workforce was going to be eligible for retirement within five years, Unilever created its ‘U-Work’ talent pool. It has enjoyed traction with employees who want to maintain a connection with Unilever while freeing up time for other things, such as working for someone else, starting their own business, or taking care of a relative.
The rise of the Internal Talent Marketplace
The rise of "internal talent marketplaces," AI-powered platforms that match employees with opportunities within a company, is transforming career development and retention strategies. These platforms not only help identify overlooked talent within organizations but also enable flexible managerial models that empower employees to choose the projects they work on.
Unilever's internal marketplace, FLEX Experiences, allows employees to take on projects alongside their regular jobs, fostering skill-building and providing managers with additional resources. The focus of these marketplaces is on purpose and individual uniqueness, encouraging employees to develop skills aligned with their personal goals. By emphasizing purpose-driven development, companies like Unilever benefit from motivated, skilled employees contributing their best work.
Is the Skills Passport the Future of Recruitment?
In the evolving landscape of flexible labor, skills are becoming the primary currency for success. The World Economic Forum (WEF) predicts that 50% of workers will need to reskill by 2025, particularly in industries affected by automation. The WEF's Global Lighthouse Network, showcasing advanced factories, reveals successful strategies for skill development.
Collaboration and shared learning modules on a common platform have proven effective, as well as utilizing low-code and no-code development platforms that empower workers to build applications without extensive coding knowledge. The EU's Pact For Skills program focuses on acquiring micro-credentials to teach specific skills, aiming for 60% adult participation in training by 2030.
To standardize and validate skills, the need for a trusted, globally recognized skills passport has emerged, enabling diverse talent pools to easily cross borders and validate competencies. Digital badging platforms like Credly's Acclaim, using blockchain technology for verification, play a crucial role in establishing trust and portability of earned credentials. A shift is required from owning talent to accessing talent in order to create a flexible ecosystem that benefits both employers and employees in the future of work.
Other Findings
- Flexibility is now important to all generations. As as we live longer, healthier lives we want to work differently at different life stages.
- In a recent piece of research conducted by Kantar on behalf of Unilever, 94 percent of employees said they would stay at their company longer if they had more learning and development support.