Technological disruption Innovations that have significantly altered the way consumers, industries, or businesses operate
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Build a shared understanding of tech disruption, antecedents and consequences of new tech adoption
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Adopt practices and policies that support and empower workers (e.g., bottom-up decision making, flexible work, continuing education and skills building, job security, organized labor, regulations for workload or work time)
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Increased divide of high and low skilled jobs; reinforced and accelerated social divide; under/unemployment
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Blurred work-life boundaries; reduced work hours and benefits; increased workload
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Changes in competition (e.g., businesses closures); loss of profits, knowledge, and jobs
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Global competition Competing organizations serving international customers
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Support organized labor and provide protections for whistleblowers and intellectual property
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Develop systems that both recognize success and support those who struggle
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Advocate for global standards for care, worker benefits, and OSH regulations
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Foster personal and professional growth and well-being for workers
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Decline in unions and decline in trades; loss of union and workplace rights
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Culture destruction; loss of cultural identity; cross-cultural miscommunication and misinformation
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Increasing disparities at the organizational, corporate, and social-ecological levels
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Changing worker demographics Shifts in historic worker characteristics
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Provide sufficient compensation and benefits (e.g., family care options, paid time off (vacation and sick), reasonable accommodations)
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Diversify the workforce through inclusive hiring practices
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Allocate funding to represent taxpayer needs and interests
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Balance profits with corporate social responsibility programs, philanthropy, and volunteer efforts; and foster initiative-driven community-based partnerships
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Train workers on OSH to meet a given workforce’s needs
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Build mentorship capacity and provide access to goal-directed reskilling and upskilling opportunities
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Provide transparent evaluations and continuous feedback at the worker and organization levels
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Offer work flexibilities that enhance quality of life for workers and their families
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Wasted resources due to ‘fixes’ that fail to meet workers’ needs
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Over- or underuse of benefits
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Perceived favoritism of certain groups; nonverbal/implicit bias during hiring; increased discrimination
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Disengagement; loss of confidence in management; waning loyalty to employer
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miscommunications due to inadequate or excess communication; language barriers
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Vacated positions due to reskilling and upskilling
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Litigation; increased benefits packages
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Blurred work-life boundaries
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