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The world is changing around us. Digital technology has become a core part of our everyday lives. Advances in technology impact everything, especially the world of work. Entire job sectors are emerging or disappearing, and workforces are rushing to keep up with change.

Automation and globalisation are changing the way we think about, and define, careers. Employment is becoming fluid, and people will go from having one profession to several in their working life. These may be entirely different roles, across entirely different sectors.

As the world of work changes, we will need to change our skills to match. The gap between the knowledge generated in the education system and the skills demanded by employers and individuals is widening.

Overcoming these limitations requires a priority focus on science, technology, engineering and mathematics (STEM), including the development of workplace skills in STEM.

Who can work from home?
The ability for people to do their job from home is strongly tied to their occupation and the tasks they are required to perform. Working from home is particularly suited to office-based workers such as managers, professionals and clerical and administrative workers, where workers use computers, interact less with the public, do not perform outdoor work or physical activity, and do not work with immovable structures, materials or equipment.
Census data from 2016 shows that approximately 35% of workers had jobs that were amenable to working from home. This potential to work from home is associated with higher levels of education and higher incomes, and full-time jobs.

Why didn’t these people work from home before the pandemic?
Prior to the pandemic, the technology allowing many people to work from home existed — but very few took it up. HILDA data show that, in 2019, around 8% of employees had a formal work-from-home arrangement, and worked a median of one day per week from home. Overall, around 2% of total hours were worked from home. Census data from 2016 also suggests that a small proportion of workers (5%) worked from home instead of commuting on census day.
A number of reasons can be advanced for low take-up of work-from-home arrangements prior to the pandemic. Management practices and cultural norms in workplaces, and stigma associated with working from home, may have discouraged remote work. Firms would have been reluctant to invest in the technology and systems for large-scale working from home, given uncertainty about its benefits. As the CEO of Morgan Stanley explained in 2020:
If you’d said three months ago that 90% of our employees will be working from home and the employer would be functioning fine, I’d say that is a test I’m not prepared to take because the downside of being wrong on that is massive. (Cutter 2020)