Chapter 1: The Value of Education

Education is an invaluable asset that remains with you for life. While some individuals achieve success without a college degree, it is important to recognize that education can provide opportunities rather than close them off. Typically, possessing a degree gives individuals a competitive edge over those who lack one. Regardless of one's talent, having a foundational understanding of business operations is essential.

Recent years have seen significant disruptions altering the work landscape. Factors such as the ongoing ramifications of the COVID-19 pandemic, advancements in automation, and other potential disruptions raise questions about the future of employment. A report by the McKinsey Global Institute predicts that automation could lead to the loss of 73 million jobs by 2030.

To better understand these changes, we consulted various leaders across business, government, and labor sectors to gather their insights about the future workplace.

As the Vice President of Diversity, Equity, and Inclusion at Sovos, Nina Fleming is committed to fostering a workplace that is both diverse and equitable. Her belief is that inclusion is not merely a desirable quality but a crucial factor that drives a positive culture, enhances performance, and bolsters financial success.

Thank you for participating in this interview series! Our audience appreciates learning about your background. Could you share your story? What experiences have shaped who you are today?

From an early age, I was exposed to the values of diversity and inclusion. I recall my father supporting a youth baseball team to provide a constructive outlet for local children, as well as backing voter registration initiatives. My parents instilled in me the principle that "To whom much is given, much is expected." I have always felt a duty to give back and advocate for those who are not yet represented.

Through my various roles at General Motors and Honda, I have integrated diversity, equity, and inclusion into every facet of business. It’s vital that every individual feels included, valued, and recognized. I champion the quiet voices in the room, believing that everyone brings unique talents that can elevate an organization. My position at Sovos is a dream come true, and I am dedicated to supporting both our employees and the organization.

Chapter 2: Anticipating Future Disruptions

What major disruptions do you foresee impacting employers in the next 10 to 15 years? How should they adapt?

Technological advancements and societal shifts will continue to present significant challenges for employers. Younger generations, particularly Millennials and Gen Z, expect companies to actively engage in sustainability and equity. Silence on these issues will be perceived as complicity, and customers will demand accountability for diversity at leadership levels, equal opportunities, and sustainable practices.

Organizations that embed sustainability and equitable practices into their operations will cultivate customer loyalty.

The decision to pursue a college education was once straightforward. However, with numerous high-profile individuals achieving success without degrees, and graduates facing overwhelming student debt, the choice has become increasingly complicated. What guidance would you provide to young adults contemplating college?

Education remains an asset that cannot be taken away. While it may not guarantee success, it certainly does not hinder it. A degree can provide a competitive advantage. For instance, a creative artist can benefit from learning how to market their skills, manage finances, and operate a business. The networking opportunities and experiences gained during college are invaluable for personal growth. I encourage young people to pursue higher education despite the challenges they may perceive.

Despite the alarming predictions regarding job loss due to automation, opportunities will still exist. How must job seekers modify their strategies to find fulfilling employment?

Job seekers must embrace lifelong learning while being honest about what matters most to them. With a plethora of job opportunities available, they need to evaluate company policies and development prospects to find a suitable match for their interests and skills. Regardless of their chosen field, continuous education—whether through formal courses or keeping up with industry trends—is essential to staying relevant.

With the rise of artificial intelligence and automation threatening jobs, how should individuals prepare their careers to minimize the risk of replacement?

The same principle applies: continuous learning is crucial.

The pandemic accelerated the transition to remote work. Do you believe this trend will persist? Why or why not?

I do foresee this trend continuing. Employees have demonstrated their productivity while working remotely over the last two years. Many who adapted to remote work during the pandemic are unlikely to return to a traditional office environment five days a week. Employers will need to offer flexible work arrangements to retain talent. Additionally, businesses have benefited from reduced operational costs associated with remote work, making the previous model of daily office presence outdated.

Our team at Sovos has thrived in a remote work setting. While many organizations faced challenges during the pandemic, Sovos experienced growth. Our employees have shown resilience, dedication, and the ability to achieve outstanding results, regardless of their work location.

Chapter 3: Societal Shifts for Future Work Environments

What societal changes do you think are necessary to support these fundamental shifts in work?

Flexibility is key. Organizations that provide remote and hybrid work options will enjoy higher employee retention, satisfaction, and diversity. Many individuals from historically underrepresented groups and those with varied abilities prefer remote work environments that enhance their productivity. To attract these candidates, companies must offer more flexible working arrangements than ever before. At Sovos, we have embraced this approach, allowing all employees to work remotely throughout 2022.

What challenges do you think employees will face in accepting these changes?

A significant challenge for employers is that employees are reevaluating their definitions of job satisfaction. The Great Resignation has highlighted this shift. The pandemic prompted many to reflect on their happiness and fulfillment in their roles. If individuals feel undervalued or unappreciated, they are more likely to leave their positions. The sentiment that "life is too short to work where you aren't valued" will continue to challenge employers, who must now prioritize inclusion and authenticity in the workplace.

At Sovos, our vision emphasizes creating an environment where employees can bring their whole selves to work, which is essential for achieving our core mission. We advocate for diversity, equity, and inclusion throughout our organization, reflecting the diverse perspectives of our employees, customers, and communities. This commitment empowers us to reach our full potential and drive product innovation.

The COVID-19 pandemic has illuminated the inadequacies of the social safety net for workers at all levels. Is this an issue that requires attention? How should it be addressed? What gives you hope for the future of work?

My optimism stems from the inclusivity that progressive companies are beginning to adopt. At Sovos, one of our core values is "Be Inclusive," which we weave into all aspects of our business. Our global team is committed to challenging the status quo and dismantling barriers to equitable practices, leading to significant progress.

Historically, major disruptions to employment often result in temporary job losses, with new opportunities eventually arising. However, there tends to be a gap between job losses and job creation. What steps can we take to minimize this gap?

As mentioned, job seekers must commit to being lifelong learners.

Finally, what are your "Top 5 Trends To Watch In the Future of Work"? Please share a story or example for each.

1. Cultural Diversity: We will see leaders representing a broader spectrum of diversity, leading to better decision-making and higher satisfaction for employees and customers.
2. Inclusion: Employees will no longer tolerate exclusion. Organizations with inclusive leaders will see higher engagement and loyalty.
3. Flexibility: Companies embracing remote and hybrid work options will become more attractive to job seekers.
4. Development: Employers must support continuous learning to keep employees engaged and loyal as technology evolves.

Can you share a favorite life lesson quote and how it has influenced your perspective?

"To whom much is given, much is required." This quote from my father reminds me of my responsibility to advocate for those who are not yet represented in decision-making spaces.

Is there someone you would love to have a private breakfast or lunch with, and why?

I would love to meet Rosalynn Brewer, the CEO of Walgreens. Her journey in a time when diversity and inclusion were not prioritized is inspiring, and I would value her insights.

How can our readers follow your work online?

Thank you for sharing these valuable insights. We appreciate your time and wish you ongoing success and good health.