Work From Home Jobs In Ms – Around the world, 2020 has turned out to be one of the most difficult years of many of our lives. In six months, the world has suffered many hardships, including a pandemic that has triggered a global economic crisis. As communities reopen, it’s clear that the economy in July won’t be what it was in January. Furthermore, one of the key steps needed to promote a safe and successful economic recovery is to expand access to the digital skills needed to fill new jobs. And one of the keys to a truly inclusive recovery is programs that facilitate access to digital skills for those most affected by job losses, including low-income people, women and underrepresented minorities .
To help address this need, Microsoft is today launching a global skills initiative that aims to bring more digital skills to 25 million people worldwide by the end of the year. This initiative will bring together all parts of our company, bringing together existing and new resources from LinkedIn, GitHub and Microsoft. They will be in three areas of activity:
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Basically, it is a comprehensive technological initiative that will be based on data and digital technology. Start with data about jobs and skills from LinkedIn’s financial chart. It offers free access to content from LinkedIn Learning, Microsoft Learn, and GitHub Learning Lab, and integrates them with Microsoft certifications and LinkedIn job search tools. In addition, Microsoft is supporting the effort with $20 million in cash donations to help nonprofits around the world help people who need it most. A quarter of that total, or $5 million, will be provided in cash grants to community-based nonprofit organizations that target and serve communities of color in the United States.
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Our vision for excellence goes beyond these quick steps for business owners. Employees also need to be skilled and competent in their careers, and we want to help employers make that easier. Our vision is a connected “learning system” that helps everyone pursue lifelong learning. That’s why today we’re announcing that Microsoft is developing a new learning app in Microsoft Teams to help employers upskill new and existing employees. This will bring together best-in-class content from LinkedIn Learning, Microsoft Learn, third-party training providers, and a company’s own learning content and provide it all in one place where employees can easily learn in their workflow .
We are also committed to providing stronger data and analysis to governments around the world so they can better assess local economic needs. Finally, we will use our voice to advocate for public policy innovations that we believe will advance the competitive opportunities that will be needed in a changing economy.
While this represents the largest talent initiative in Microsoft’s history, we recognize that no company can come close to closing the talent gap on its own. Sustainable development will require renewed collaboration between stakeholders in the public, private and non-profit sectors, and we are committed to supporting it. Below is a full description of our ideas and plans.
In just a few months, COVID-19 has unleashed a massive demand shock, causing job losses far exceeding the scale of the Great Recession a decade ago. The world will need a comprehensive economic recovery that will require the development of new skills among a significant portion of the global workforce.
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According to Microsoft’s calculations, global unemployment could reach a quarter of a billion people by 2020. That’s a staggering number. The pandemic knows no boundaries. In the United States alone, the Congressional Budget Office estimates that the country could experience a 12.3 point increase (from 3.5% to 15.8%) in the unemployment rate, which would mean more of 21 million new unemployed people. Many other countries and continents face similar challenges.
As is often the case, the brunt of this decline falls on people with low levels of education, people with disabilities, people of color, women, young workers, and people with little formal education. The impact on communities of color in the United States is of particular concern. Last month, the Bureau of Labor Statistics confirmed that the country ended May with unemployment rates in the black/African American and Hispanic/Latino communities that were significantly higher than whites.
American women’s employment has also been disproportionately affected by the COVID-19 pandemic. The female jobless rate, which has held or fallen in line with male jobless rates, was above 16%, up from almost 3% from the peak in April.
The challenges ahead go beyond the immediate pandemic. Crises have a way of accelerating trends that are already in motion, and the COVID-19 pandemic has proven to be no exception. Our data shows that two years of digital transformation have accumulated in the last two months. Incidentally, the last few weeks of March only witnessed the highest forecast broadband traffic growth in an entire year.
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The pandemic has put a sharp focus on what was already a widening skills gap around the world, a gap that will need to be closed even more urgently to accelerate the economic recovery. This long-term disconnect between the supply and demand for skills in the labor market appears to be driven by three main long-term factors: (1) the rapid emergence of AI-driven technologies that are driving a new era of automation; (2) the increased need for technological know-how to compete in a commercial environment; and (3) the decrease in employers’ investments in training over the last two decades. Managing these challenges to close the skills gap will require innovative collaboration between stakeholders in the public, private and nonprofit sectors.
When we look to the future, we can draw ideas from the past. Although recent recessions varied in their causes, each followed a trend of eliminating low-skilled jobs and gradually replacing them with less automated roles. By the late 1960s, roles involving repetitive tasks involving manual labor accounted for 34% of all jobs. Automating them has become easier, and as a result these jobs have shrunk to 26% of all jobs. In contrast, jobs that involve a lot of knowledge and problem solving also increased from 22% to 34%.
This trend is poised to repeat itself, with greater emphasis on revitalizing jobs that require a greater focus on digital skills. There are two reasons why this seems possible.
First, in the short term, COVID-19 will continue to cause an unprecedented reliance on digital skills. In many cases, some workers may spend several months or more in a “hybrid economy,” where some will be in the workplace and others will work from home. A shorter “hybrid economy” is a digital economy. With the sustainability of customers and employees almost “all away”, we can expect the digitization of the economy to develop at a rapid pace. And as businesses respond to a recession by increasing efficiency, this need for digital transformation will increase even more.
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Second, the economic recovery will occur in the long-term and already open wave of automation based on new technologies that some call the Fourth Industrial Revolution. Over the next five years, we estimate that the global workforce could generate about 149 million jobs in new technologies. Software development accounts for the largest portion of this forecast, but roles in related fields such as data analytics, cybersecurity, and privacy protection are also poised to grow significantly.
Of course, the magnitude and complexity of job growth will vary by country, industry and sector. While the impact will not be evenly distributed, digital transformation will affect nearly every corner of the global workforce, from food production (324,000 new jobs) to healthcare (2 million) and the automobile industry (6 million).
All this is being accelerated by a challenge that has been brewing for two decades, that is, the decline and then the stagnation of employers’ investments in education. Employer investments in education grew substantially during the 1980s and 1990s, as personal computers and the Internet reshaped the world’s workplaces. This trend stalled around the turn of the century, as the fall of the dot com and 9/11 marked the beginning of a nearly decade-long decline in employer-based investment in education.
Since 2008, the downward trend in post-employment education has led to a decade-long hiatus, both in North America and globally, albeit slightly in the wake of the Great Recession. Wisely, the trend in recent years seems to be somewhat negative. This challenge was despite the fact that the US economy, which accounts for nearly half of the global education market, enjoyed a period of unprecedented growth and technological advances began to reshape the modern workplace.
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Exacerbating the problem is that current education is not reaching the people who need it most. On-the-job training bypasses distance learning and other alternative methods, limiting options for future employees. Perhaps most importantly, on-the-job training is more than twice as common among non-workers
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