Table IV.

Drivers of disruptive change, listed in descending order of future uncertainty

Descriptive Driver Name	Definition (Core driver concept is noted in bold)	U*
1. Fast education	The lines between what used to be known as on the job training or an internship become the core of skills-based, rapid readiness and training/re-training programs, which are funded thru partnerships between schools and leading employers.	1.3
2. Who’s really in charge?	Federal regulation and oversight of OSH are called into question as administrations change, budgets dwindle, mis- and dis-information politicize public health, and public opinion further divides over the management of public health crises like COVID-19.	1.5
3. Reformation of the labor movement	The renewed focus on worker rights and promise of legislative reform (PRO Act) breathes life into the modern-day labor movement.	1.5
4. The great reshoring	Challenges to the reliability of global supply chain increase interest in restoring domestic capacity (and workforce) in declined industries.	1.6
5. Break from tradition	As work changes (arrangements, patterns, hazards, technology etc.) regulatory policy and practice will likely change with it.	1.7
6. Human is more human	Any work that cannot be automated has a renewed focus on “being human” and is undertaken by a diverse labor force supported by partially autonomous technologies.	1.8
7. The big (social) rip	Technological and social trends are increasing the effective distance between workers and the objects of their work, their customers, management, and each other.	1.8
8. Growth of automation	Automation and artificial intelligence will alter the job market mix and the skills needed to support a new economy. Producing, monitoring and maintaining these technologies will redefine many industries and existing occupations.	1.9
9. The self-reliant career	Individuals are taking on more responsibility in shaping their careers beyond the constraints of a specific job or employer.	2.0
10. Bye bye boundaries	The constant operation of businesses and need to maintain connectivity breaks down the barriers between personal and professional life, increasing the need for employer-sponsored work-life benefits and assistance in finding relevant community-based resources and supports.	2.0
11. Tech-cessibility	The proliferation of highspeed broadband, 5G and accessible hardware brings online accessibility to more people, nurturing remote work, online business, online education and training, and virtual healthcare.	2.0
12. A struggle to support	Changes in hiring and employment norms complicate the work experience and challenge existing support and protections systems, including workers’ compensation, other insurance, and benefits offerings.	2.3
13. Speed kills	The rush to innovate is outpacing the ability of people and systems to adapt, threatening OSH ability to keep up, and workers to maintain relevancy and cope with the stress.	2.5
14. Diversity as a safety issue	Changes in workforce demographics—including age, ethnicity, language, education/skills and more—influence employment projections and portend changes in hazards/risks faced by workers and prevention strategies necessary to address risks to worker safety, health, and well-being.	2.7
15. Systemic stress	New ways of working and the resultant growth in economic disparities increase stress levels for individuals, families, and communities.	3.0

^*U = Uncertainty score. Scale: 1=mostly uncertain; 2=somewhat uncertain; 3=mostly predetermined