Exploring Seismic Shifts in the Workforce Today

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It's staff and management. There are some

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people that make their work just another
thing they have to do, and there

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are those that make their work something
that they want to do. Welcome to

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Working on Purpose with your host Elise
Cortes. In our program, we provide

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guidance and inspiration from those people who
have found deeper meaning and personal connection to

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their work life. It's beyond nine
to five. It's Working on Purpose.

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Now. Here is your host,
Elise Cortes. Welcome back to the Working

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on Purpose Show. Thanks for tuning
in again this week. I'm your host,

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Elise Cortees, joining you this week
from Chicago, where I'm doing some

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consulting for a client. This program
is all about helping people more meaningfully and

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productively connect with their work and equipping
organizations to do the same for their employees.

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It was originally inspired by the meeting
and work research I've been doing over

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the last fifteen years and now complements
the work that I do. It Insignium,

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a global management consulting firm. I'm
here to the program in just a

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moment, but let me thank my
media partner at sponsored jobbing dot com.

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They are the leading locally focused job
board in the nation and they are dedicated

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to helping employers find quality talent in
their own backyard. While giving jobs gus

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control of their search, they can
find work close to home. Great partnership.

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Thank you dropping dot com. Last
week, if you missed the show

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live, we were on the area
with Edward Watson, who is the co

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founder of Inner Drive out of the
United Kingdom. We talked about the perspective

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he's gained coaching student dents, teachers
and principles toward a growth mindset, specifically

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on the differences he's observed in how
girls and boys handle pressure and stress.

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They also talked about the over reliance
on cell phones among youth and how this

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and their way they handle stress and
pressure manifest themselves in the incoming workforce.

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Anyone with teenagers or companies hiring young
people can bene from hearing this conversation with

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us this week is doctor Pedo Credicos, who is founder, president and executive

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director of the Institute for Work and
the Economy, which is the Chicago based

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research collaborative specializing in workforce and the
economic development policies and practice. We'll be

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talking about the work the instructor is
currently engaged in toward understanding the more naughty

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social and economic issues facing the workforce
today, the import of technology and other

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hugely disruptive forces on shaping the workforce. And finally, here a few sneak

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previews of the upcoming conference doctor Creditos
and his team are hosting. It's called

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Many Features of Work, Possibilities are
Perils, and it will be October fifth

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through six, twenty seventeen here in
Chicago. Doctor Critical joined us today from

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Chicago. Like me, doctor Criticals, welcome to Working on Purpose. Please,

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thank you very much. I look
forward to our conversation. Thank you,

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and let me make sure on my
saying your name correctly. Yes,

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you are perfect. Okay, great, Well let's get into it. There's

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a lot I want to cover in
a short time we have together. So

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the first thing I want to share
with our listeners here, And of course

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I was so intrigued when I found
you on LinkedIn thanks to a common friend

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and hearing about what you're doing with
your conference. But first I do want

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to understand about the work you're doing
at the Institute for Work in the Economy.

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I'm curious to know why did you
found this institute and what are you

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up to. Yeah, actually,
yesterday was our seventeenth anniversary, so the

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timing on this is really good.
I started it actually as part of Northern

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Illinois excuse the Northern Illinois University's Center
for Governmental Studies. At the time,

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I had done quite a lot of
work with the Center in Northern on a

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variety of projects. They were looking
to restart their workforce practice, and I

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was looking to house a different kind
of policy entity that that looked at issues

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on a national perspective as well as
local and regional and tied together workforce and

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economic development. And so we launched
it then as part of Northern It also

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as a separate not for profit corporation, and then we pulled it out in

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two thousand and seven as a standalone, although we still enjoy really good working

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relationships with many over at Northern University. The aim was to we always built

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it around the idea of a collaborative
and so we've We've kept our staff very

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small. We have an extensive network
of both policy people as well as practitioners

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engage in their own work in the
area of workforce and economic development. And

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what we do is with with my
board of directors, and I have a

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twelve member national Board of Directors of
twelve people try to identify emerging issues and

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then pull together teams from our networks
to work together on a common issue.

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So we rarely are chasing dollars in
the sense that we're not we're not looking

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to we're not scouring the pages for
grants that are being offered. A lot

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of times when we when we identify
issues, we actually have to create our

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own resources by seeking possible funders,
either foundations or government typically, but often

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it's unsolicited proposals, and so it's
kept us I think at the leading edge

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and a lot of issues as as
a result, I think you are a

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literally a perfect guest for my show, and I am really really curious to

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hear about some of these as you
kind of refer to them on your website,

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naughty economic and social issues related to
the economy and the works that you've

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been have been emerging or that you're
investigating. Will you share a few with

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us, Yeah, actually I'll share. I'll share a connected one. About

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two thousand and four two thousand and
five, we had a grant from the

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Joyce Foundation to explore ways in which
immigrants are being and can be integrated into

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the workforce. It was a project. Typically Joyce Foundation funds initiatives that are

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more regional in nature, this particular
project had national scope to it, and

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what we did was we try to
both identify some of the better practices out

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there in terms of how employers and
unions and others are going about the business

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of integrating immigrants into the workforce,
but then also move forward with a set

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of ideas and recommendations as to how
others can at the community level, at

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the business level, at the unions
and so forth, how others can put

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together effective practices and programs for immigrant
immigrant integration. That ended up being followed

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on by a project looking specifically at
the challenges of well educated immigrants, people

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who come over to the United States
legally you know, they could be a

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trailing spouse. Uh, they can
be here for other reasons. But but

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they're here and usually have And these
are individuals who are well educated in their

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home countries. The proverbial engineer who's
driving a cab you know, here in

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the United States, but for whatever
reason, their their credentials don't translate over.

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And so we launched an initiative with
Migration Policy Institute again that was funded

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by the Joyce Foundation, that took
a look at what the barriers are both

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in terms of licensed occupations as well
as unlicensed ones, uh, typically ones

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that you know, like for instance, in management and so forth within business.

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And as a result, frankly,
Migration Policy Institute to carry that work

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forward, you know, in ways
that extraordinarily creative, but you know,

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we helped to launch that that thinking
at the time. In the course of

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those two projects, I kept bumping
into a lot of anti immigrant sentiment.

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And again this is in the you
know, two thousand and four, two

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thousand and five, and this is
well before you know, a lot of

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the debate today that we see around
immigration, and it occurred to us that

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what was what was occurring was that, uh, there was you know,

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people were largely people in the middle
were feeling very uncertain about their futures and

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for for better or for worse,
immigrants for a convenient escape quote for us.

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And we were you know, trying
to piece together, well, what

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was the underlying issue, and what
we were seeing and finding was that,

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you know, work was changing work, you know, but we now talk

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about, you know, the future
of work was really an issue that was

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bubbling in in the mid two thousands, early two thousands when at the time,

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this was before the recession, the
economy was going great guns people had

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good jobs, but you know,
their their their lives were miserable, their

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jobs were uncertain, and wages were
stagnant, and it was but it wasn't

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really showing in the data. And
so we tried to launch and this is

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a project we we did not get
off the ground, but it's had some

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bearing on what we're doing today.
Something called the kitchen Table form, and

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what we imagine was how do we
empower people to talk about their circumstances,

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to talk about what they're experiencing to
talk about their fears and their concerns about

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the future for themselves as well as
for their families, and do so in

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a way that that would be uh
approachable around kitchen tables, since the name

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the metaphor was you know, how
do you have a conversation run your kitchen

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table, but also in ways in
which you know, our political leadership could

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could could understand as well and translate
that into changes in policies or practices,

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not only at the government side,
but also in business and labor and community

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organizations and the like. That that
really, in our mind, took a

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very different approach uh to sort of
the the world of policy, because it

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was it was really aimed at making
it approachable for people, not dumbing it

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down, but making it so that
it was relevant and it wasn't a matter

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of statistics and broad proclamations about you
know, general theories and so forth.

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So those are those are some examples
in terms of some of the work that

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we've done over time, and we've
tried to put together over time that that

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you know, look at knotty issues
and try to turn them on their head

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and ways where they're approachable and can
be lend themselves to different sorts of solutions,

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and what we're considering in sort of
the ordinary course of business, Doctor

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Critical is that I can say a
couple of things to that. That was

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phenomenal to get to hear that and
gaine some insight in the kind of works

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that you're doing. And the first
thing I want to say is, I

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hide myself had a very personal soft
spot for immigrants. I do believe in

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the power of us being a great
melting pot, and I consider myself to

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be a citizen of the planet myself. I have lived in Spain, I've

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lived in Brazil. I learned those
languages, and when I lived in those

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countries, the people were amazing to
me. Now, I didn't work neither

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of those countries because I didn't have
a visa for work and I was a

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student, but the experience was incredible
and it just taught me a lot about

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being the other in a different country. So I really appreciate and understand the

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importance of being able to integrate immigrants
well into our workforce. So want to

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applaud you for investigating that. The
second thing I wanted to say and maybe

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ask you another question about is it
certainly strikes me that the work that you're

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doing is incredibly impactful, not just
to the people that let's say, these

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immigrants that you were investigating, but
everything else that it touches. And I

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really applaud that. I might ask
you, just because I'm a meeting work

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researcher myself, what do you find
meaningful about doing this kind of work?

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Well, some of it is just
simply the joy of the hunt, standing

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to to step back from from problems
and try to, yeah, think in

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ways that that are outside of it. I don't want to use the phrase

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outside of the box, but they
think that there is a sort of a

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it's become too uh time worn.
But but the way I think about it,

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how do you flip a problem on
its head? How do you and

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you know, get to the underlying
assumptions that are driving current thinking and question

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whether those assumptions are relevant and and
whether they are actually leading you along a

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pathway that can can take you to
some solutions. And and and one quick

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example is I got interested in the
question of of how do you track innovation

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in a in a in a in
a community. And typically, you know,

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the standard measure is you know,
what's you know things like patents.

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You know, what's the you know, what's the patent generation of the Chicago

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metrary area, or or Houston or
Austin or other places. And those are

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typically among the routine measures. Things
like that are among the routine measures for

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determining how innovative a particular area is. Well to me from a from a

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from the standpoint of how do you
affect change, it's kind of a useless

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measure because patents occur at the end
of a process. It is the result

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of a series of steps that are
taken so that in fact a patent is

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is applied for and awarded. What's
before that are things like what's the investment

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level of research, you know,
in research development in businesses within that particular

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community. And and the analogy I
use is it's like, you know,

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I don't know about you, but
I'm constantly worrying about my weight, often

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not successful, but but you know, jumping on the scale doesn't help you

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lose weight. Counting the calories help
you lose weight. And so it was

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those kinds of things, the equivalent
of counting calories that were was interesting to

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me. And what I tried to
do, frankly, was to see if

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we can organize an initiative around Great
Lakes States to collectively work on this problem.

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Now, I can only come up
with a few of the ideas in

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terms of what those precursor measures should
be, and there are all very practical

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things, you know, and what
I wanted to do, and we tried

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to do, and again it was
partly because lack of resources, you know,

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try to organize a group of institutions
around the Great Lakes to think about

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what those other measures, what other
kinds of measures would make some sense.

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But where it has a real effect
is that it's directly tied to you know,

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what kinds of jobs get generated in
a community or in a region,

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Because to me, where you create
middle income jobs is through businesses that innovate,

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and businesses that innovate are require a
broad spectrum of talent from people who

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can come up with the ideas in
the laboratory that the people who actually have

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to produce it. And there's a
whole process in the middle that engages a

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lot of a lot of folks with
a variety of skills. But it's those

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kinds of things that sort of you
know, get me, get me going,

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get me interested, and I think, you know, makes makes the

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work really interesting. Thank you for
sharing that. I could not resist asking

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you or about ready to go into
a break, but I do want to

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ask quickly, how has your institute
evolved over time? It's seventeen years.

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Is there a change and how you
started to where it is today? You

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know, I think I think the
biggest change is that we lost a strong

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institutional partner by pulling it out that
had some merit at the time. It

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puts us UH somewhat somewhat at risk
because we have to have and flow with

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what's coming in on business and I
think that's probably been the biggest challenge and

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the biggest change over time is that
it's not a steady it's not a steady

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growth, it's not a steady process. Got it. Great way to take

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us into the break, doctor credit
Goos. I'm your host, Alice Cortez.

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We've done a year with doctor Peter
Kredcos, who is the founder,

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president, and executive director of the
Institute for Work in the Economy, a

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Chicago based research collaborative specializing in workforce
and economic development policies and practice. He

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joined us today from Chicago. Here
in the USA. We've been talking a

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bit about his institute, how it
got started, and the kinds of issues

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he investigates. We'll talk more after
the break about what the other kinds of

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things that he's investigating, as well
as his conference. Stay with us and

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friend us on Facebook to keep up
with what's in empowering the world. Voice

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00:18:00.680 --> 00:18:07.680
America Empowerment so Alice Cortes is a
speaker and engagement and development catalyst. She

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to your organization. She will help
ignite meaningful development within your workforce that will

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increase employee engagement, performance and retention. To learn more or to invite Elise

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to speak to your organization, please
visit her at www dot Elisecortes dot com.

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She would welcome the opportunity to help
get your employees working on purpose.

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Moving forward can be difficult to do. Sometimes there is always something going on.

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Many times nobody else knows exactly what
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life, you'll want to tune into
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It's your world, Motivate, change, succeed, Voice America Empowerment dot

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com. This is Working on Purpose
with a Las Cortes. To reach our

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program today, please call in to
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You may also send an email to
Elise Alis at Eliseportes dot com. Now

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00:20:11.200 --> 00:20:17.480
back to working on Purpose. Thanks
for seeing with us, been Welcome back

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00:20:17.480 --> 00:20:19.359
to working on Purpose. If you're
just joining us. My guest is doctor

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Peter Creditos, who is founder,
president, and executive director of the Institute

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for Work in the Economy, which
is the Chicago based research collaborative specializing in

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workforce and economic development policies and practice. He and his team are currently in

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the process of producing their inaugural conference
called Many Futures of Work, Possibilities or

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Perils, which will be held Octurber
fifth and six, twenty seventeen here in

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Chicago. I'm your host, Elise
Cortes, so as we can on,

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00:20:45.759 --> 00:20:48.640
doctor Creticos, I want to learn
more about what you're actually up to at

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00:20:48.680 --> 00:20:52.480
the Institute and the futures of work. So I know that you are launching

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00:20:53.079 --> 00:20:57.079
through the Institute of comprehensive initiative on
the Futures of Work that explores the policy

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driven causes of structural changes to the
world work, different consequences for those changes,

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00:21:03.000 --> 00:21:04.039
et cetera, all those kinds of
different things that you're up to.

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Can you say a few more things
about some of the topics that you're focusing

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on or that you're starting to see
emerge? And we talked about immigration before,

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what else? Well, there when
you look at when you ask about

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what will work look like in the
future. Their tendency is is to try

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it out a single pathway to say, well, work is going to look

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like X. And typically what one
of the big debates is, you know,

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what's the role of technology is going
to play in this? And you

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know, read looking at a time
when work will be done by machines and

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not by human beings. And what
is that going to mean in terms of

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00:21:45.799 --> 00:21:49.039
of how we live, you know, and how and and you know,

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our our social, cultural and economic
conditions as a as a as a community.

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And what what I've been troubled by
when when I hear this kind of

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discussion is that you know, first
of all, it's a sort of a

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single it's a scenario based approach.
I mean, people were saying, well,

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here's one scenario and this is what's
going to look like. Here's a

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different scenario, et cetera, et
cetera. But they never questioned the assumptions.

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They never questioned what is it that
you know possibly will will drive one

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course of action versus another, our
set of results as opposed to another.

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And so our our thinking is let's
start to peel this back, to start

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to look at you know what sorts
of business models are going to lead to

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different you know, to different kinds
of conditions, and so that's sort of

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our starting point. We've we've challenged
the idea that there is a single built

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business model, that that, in
other words, all businesses are going to

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be acting in a particular way.
They're not. They have different motivations in

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terms of how they you know,
they see profit playing into their operations,

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how profit is recognized, how it's
used, and to whom are they beholding

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the shareholders? Is it to some
higher purpose as a business, is it

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to the family goals and so forth, if it's privately held, and frankly,

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each one of those, when you
start getting down into the answers of

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each of those questions, you discover, in fact that there are very different

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possibilities in terms of how work might
be arranged. The company that is looking

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to sort of extract, you know, pull out as much as possible at

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any cost. Its operation is to
limit any sort of risk, and what

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it's doing, they're going to be
they're going to tend to be businesses that

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are going to look to find ways
to replace people with machines. And you

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know, I don't think it's trivial
that, for instance, you see companies

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like Uber and I'm not going to
bash Uber here, but but companies like

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Uber and so forth looking to replace
their drivers with autonomous vehicles. It says

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something about what their business model is, and that is that it's their their

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their aim is to drive all possible
costs, all possible varials variables in terms

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of their operation, and that has
a very different that has one particular consequence

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in terms of the workforce. You
have other companies that, frankly are are

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very interested in innovation, and as
in previous segment, as I was pointing

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out, companies that innovate both tend
to employee of a wide variety of people

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and have a very robust middle management
and middle class of workers because they need

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a variety of people and they need
to internalize it in order to be successful

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over time, because they have to
constantly come up with new ideas and products.

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So there again, you know,
it's it. You know, some

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of these structural changes begin with,
you know, really how businesses decide to

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shape their own futures, and frankly, a lot of times that's driven by

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00:25:03.799 --> 00:25:14.079
external policies like tax law, like
compensation practices and policies that catch favor and

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that trickles into a whole set of
other decisions. So that's an example of

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some of the policy driven changes or
policy given questions that we think they have

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a very practical effect in terms of
what work is going to look like down

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the road. Let's talk about that
for just a second here. There's so

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many things that I could ask you
about, and we only have a short

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00:25:37.359 --> 00:25:41.200
amount of time, But I am
very, very interested in the ramifications of

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this notion of really leaning more toward
workforces that are driven by artificial intelligence,

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00:25:48.079 --> 00:25:51.799
automation, etc. Like you were
talking about. I have done a little

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00:25:51.799 --> 00:25:55.680
bit of work lately with the organizations
helping them try to embrace the change piece

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00:25:55.759 --> 00:26:00.759
of how they embrace technology and what
it means to their workforce. I'm curious

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what your perspective is, doctor Cretico. Is about the notion that, in

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some instances, if done well,
that an organization can actually automate some of

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00:26:10.640 --> 00:26:15.640
the lesser desired, repetitive tasks and
thus allow their employees to work at more

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higher level, interesting creative work.
Do you think there's truth to that or

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00:26:21.160 --> 00:26:25.480
is that just hopeful? No,
I think there's truth to it. I

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think the part of the question is
is technology being used to augment what people

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can do or is it being used
to replace what people do. Now,

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00:26:37.160 --> 00:26:41.720
some of the replacement may be this
repetitive task piece that you're talking about,

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00:26:41.440 --> 00:26:47.039
But even in that case, you
know, it's a question as to whether

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you need you know, you need
people to be able to adjust the changing

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circumstances, to be able to identify
problems and deal with them as they're occurring.

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00:27:00.039 --> 00:27:02.839
And that even happened. That even
happens that on some of the most

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00:27:03.440 --> 00:27:07.200
routine tasks. I remember one time
I went to I visited a company that

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makes brushes, and this is actually
part of the immigration project that we did,

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and the foreman in this line told
us this hilarious story where they had

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something like seventeen different languages operating on
the line and they were making brushes,

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00:27:26.680 --> 00:27:32.599
and the person at the front end
spoke Polish, and the person at the

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00:27:32.720 --> 00:27:37.279
very end of the process was Vietnamese
and spoke Vietnamese, and there were there

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weren't the same there weren't any common
languages in between these two individuals, or

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were several others in between, and
the bushes brushes started flying off the line,

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00:27:48.680 --> 00:27:56.000
and because there was a fault that
occurred, and nobody could talk to

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00:27:56.039 --> 00:27:59.240
each other to tell how you know, tell each other how to stop the

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00:27:59.279 --> 00:28:03.279
line. So you know, finally
the foreman saw this ruckus and hit the

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00:28:03.279 --> 00:28:07.440
button stopped it. Now, you
know that takes teamwork to be able to

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even address the situation like that,
And this is an example where there wasn't

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00:28:12.839 --> 00:28:18.440
a common language for people to engage
in the team. Now perhaps that would

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00:28:18.480 --> 00:28:22.240
have been automated, but even still, even a fully automated operation needs constant

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auditoring and adjustment because machines you know, simply are not perfect. They they

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they do go out of whack,
they wear down, you know, process

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00:28:30.759 --> 00:28:33.480
problems occur. It may it may
not be the same number of people,

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00:28:33.640 --> 00:28:40.880
but you do still need to have
human beings involved in and in actively you

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00:28:40.960 --> 00:28:47.240
know, taking over uh when when
it's necessary an they start of production line.

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00:28:47.920 --> 00:28:52.759
So but but in the higher order
tasks there there can be some things

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00:28:52.799 --> 00:28:59.000
that are that are now done by
humans that are actually fairly routine and a

351
00:28:59.119 --> 00:29:03.799
freed I'm doing that. You know, individuals could be then but more of

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00:29:03.799 --> 00:29:08.160
their time and resources into sort of
creative activities and My daughter is an architect,

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00:29:08.240 --> 00:29:14.480
and you see this with the CAB, the cad cam programs and and

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00:29:14.559 --> 00:29:17.039
other program that she uses. You
know, it used to be that they

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00:29:17.079 --> 00:29:19.279
had to hand draw that stuff.
Well, now you know, you you

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00:29:19.279 --> 00:29:23.680
you work with a soft piece of
software. You're still designing it. You're

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00:29:23.680 --> 00:29:30.039
still designing the building, but the
software is enabling you to be able to

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00:29:30.039 --> 00:29:34.359
to do it more quickly, to
experiment with different ideas, to come up

359
00:29:34.400 --> 00:29:41.119
with different solutions and strategies, to
go through more what ifs in order to

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00:29:41.160 --> 00:29:47.119
be able to meet the client's needs. And that's where that's where you know,

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00:29:47.240 --> 00:29:51.480
thoughtful processes behind the scenes can help
augment what a person is able to

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00:29:51.480 --> 00:29:55.960
do. Mm hm. So,
as I listened to you speak, and

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00:29:56.000 --> 00:29:59.920
I've certainly I've been very succeeded on
this whole topic around how are official to

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00:30:00.200 --> 00:30:03.799
just an automation effect and change the
workforce? As you talk and share what

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00:30:03.839 --> 00:30:10.799
you just shared, it certainly strikes
me that these this kind of continued reliance

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00:30:10.839 --> 00:30:17.680
and development of using these forces automation, et cetera in the workforce will require

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that more and more people get more
of an education to stay employable. Is

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00:30:22.960 --> 00:30:29.160
that how you see it or another
perspective perhaps, Well, it's interesting to

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00:30:29.160 --> 00:30:33.400
ask that question. So I'm actually
an old school person when it comes to

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00:30:33.720 --> 00:30:38.799
a question of education and what's its
connection to future employment. Now, some

371
00:30:38.920 --> 00:30:41.480
of that is because of my own
bias. I was a philosophy major when

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00:30:41.480 --> 00:30:47.640
I was in college, and so
as my wife you know, keeps reminding

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00:30:47.720 --> 00:30:52.359
me, no, nobody hires philosophers
anymore, but it's not a job requirement.

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00:30:52.480 --> 00:30:56.079
But what that's enabled me to do
over over the course of my career,

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00:30:56.079 --> 00:30:59.680
and I've done a lot of different
things, is that it gave me

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00:30:59.720 --> 00:31:04.079
some of the basic tools to be
able to think my way through and get

377
00:31:04.079 --> 00:31:08.440
to the through problems and challenges and
get to sort of the nub of the

378
00:31:08.480 --> 00:31:15.039
issues that I need to address.
I'm my senses is that I think we're

379
00:31:15.160 --> 00:31:22.119
we're much too linear and our thinking
about how education relates to employment, and

380
00:31:22.359 --> 00:31:26.559
I'm much more of a frame of
mind that in order for people to be

381
00:31:27.319 --> 00:31:33.440
anti fragile. It's a term that
was developed by the author of a book

382
00:31:33.440 --> 00:31:38.759
called anti fragility, which I find
a very useful concept. It's more than

383
00:31:38.799 --> 00:31:44.319
just simply being resilient, uh,
it is the ability to be able to

384
00:31:44.400 --> 00:31:52.960
thrive at times of of of unexpected
change and into things that are not predicted

385
00:31:52.000 --> 00:31:59.039
at all or cannot be predicted.
And people who are anti fragile, programs

386
00:31:59.039 --> 00:32:02.039
that are anti fragile, systems that
are anti fragile, are that are are

387
00:32:02.079 --> 00:32:08.960
are able to to to take to
take these chain circumstances find opportunity to move

388
00:32:09.000 --> 00:32:13.480
forward. And I think that's going
to be increasingly I think that's going to

389
00:32:13.519 --> 00:32:15.920
be a basic skill that people are
going to have to have, no matter

390
00:32:15.920 --> 00:32:22.680
where they are in terms of in
terms of employment or or jobs, because

391
00:32:22.920 --> 00:32:27.920
in order to be able to to
deal with rapidly changing circumstances, you have

392
00:32:27.960 --> 00:32:34.279
to have the the capability of being
able to to roll with bunches and to

393
00:32:34.519 --> 00:32:37.279
and to move on with to to
other to other things. So that's a

394
00:32:37.480 --> 00:32:42.200
you know, in large measures,
that's actually a basic liberal arts education,

395
00:32:43.759 --> 00:32:45.880
and it doesn't have to be a
college education. It's it's something that I

396
00:32:45.920 --> 00:32:52.039
think should be part of you know, from from grade one all the way

397
00:32:52.079 --> 00:33:00.079
through is this is this capacity to
be able to uh reason and to change

398
00:33:00.720 --> 00:33:06.359
and to to deal with circumstances.
And nobody can predict the skills come later

399
00:33:06.759 --> 00:33:09.000
and then and then in terms of
skills, they can be there acquired through

400
00:33:09.680 --> 00:33:17.200
for your institutions advanced education, or
through the institutions or programs that actually teach

401
00:33:17.400 --> 00:33:24.920
very specific skills, and and that
and that is but that's that's that is

402
00:33:24.960 --> 00:33:30.799
a different type of thinking and and
one that sort of completes the process in

403
00:33:30.880 --> 00:33:37.880
terms of whether person is able to
pursue in terms of a career. Hopelessly

404
00:33:37.960 --> 00:33:39.839
interesting to hear you speak about this. I have never heard of the answer

405
00:33:39.920 --> 00:33:45.000
fragility idea. I certainly know about
resilience. So I'm terribly glad to hear

406
00:33:45.039 --> 00:33:47.599
about this, And I'm also glad
to hear about your perspective of how we

407
00:33:47.640 --> 00:33:51.720
can actually develop it, that it
isn't necessarily something we have to go to

408
00:33:51.759 --> 00:33:54.119
college for, and that it can
be developed in other ways in life.

409
00:33:54.160 --> 00:34:00.279
And I think that's hopefully encouraging for
all of our listeners. Fascinating. Just

410
00:34:00.319 --> 00:34:05.039
one quick point. I mean,
I was talking to somebody yesterday about I

411
00:34:05.079 --> 00:34:10.199
worked somewhat with the Machinist Union and
and I've enjoyed every single moment uh that

412
00:34:10.239 --> 00:34:16.480
I that I work with with with
with machinists, they are an incredibly bright

413
00:34:16.559 --> 00:34:22.480
group of people. And what's really
fascinating is that you know, when you

414
00:34:22.519 --> 00:34:25.000
when you talk to machinists, ask
them about their or her, but typically

415
00:34:25.000 --> 00:34:30.639
it's a him, and it's still
pretty much male dominated. Ask him what

416
00:34:30.719 --> 00:34:36.480
his hobby is, and you know, I I do, and and one

417
00:34:36.519 --> 00:34:38.800
person's a golfer, and then I
find out he makes his own golf comes.

418
00:34:39.280 --> 00:34:43.920
And then another person works on cars. He likes to fabricate his parts.

419
00:34:44.719 --> 00:34:49.800
And so these are these are very
inventive people with with you know,

420
00:34:49.920 --> 00:34:52.440
really an eight and they you know, curiosity about how to do stuff and

421
00:34:52.480 --> 00:34:57.320
they figure out how to make it, you know. And to me,

422
00:34:57.400 --> 00:35:01.519
that's the sort of intelligence that both
lends skill with just sharp you know,

423
00:35:01.639 --> 00:35:10.599
smarts and and and able to think
of ways that you know are pretty challenging.

424
00:35:13.559 --> 00:35:17.039
I would agree it's fascinating. And
I appreciate that you actually acquire about

425
00:35:17.079 --> 00:35:21.639
about hobbies outside of work too.
I think that's I don't do that,

426
00:35:21.679 --> 00:35:25.400
and I probably should add that to
my arsenal. Thank you a little bit

427
00:35:25.440 --> 00:35:30.000
more time before we go on to
our second break here, and I just

428
00:35:30.079 --> 00:35:35.559
would love to start maybe talking about
any other disruptive emerging trends that you see

429
00:35:35.599 --> 00:35:38.559
that affect the state and the function
of the workforce. That would be interesting

430
00:35:38.599 --> 00:35:42.599
to talk about. Yeah, I
think. I think the other question is

431
00:35:42.639 --> 00:35:45.440
clearly going to be and this is
off the table and a lot of discussion

432
00:35:45.480 --> 00:35:52.159
around again the future of work,
and that is where does where does matters

433
00:35:52.199 --> 00:35:55.679
of race, gender, age,
disability and so forth play play roles.

434
00:35:58.119 --> 00:36:02.400
We don't talk about it. It's
it is, but they are extraordinarily important

435
00:36:02.960 --> 00:36:07.000
and frankly is one of the reasons
why I think of work not as a

436
00:36:07.039 --> 00:36:08.599
future of work, but the futures
of work, because it really does make

437
00:36:08.599 --> 00:36:14.719
a difference as to who you are
and where you start, and these and

438
00:36:15.320 --> 00:36:21.119
the career trajectories are are very different
because of that. And it's not making

439
00:36:21.159 --> 00:36:23.599
excuses. It's not saying that,
you know, gender is a barrier,

440
00:36:24.079 --> 00:36:30.320
but it is saying that there are
a race or ethnicity or whatever that they

441
00:36:30.360 --> 00:36:34.119
are quote barriers that have to be
overcome. Instead, it is a reality

442
00:36:34.239 --> 00:36:39.159
of where people sit within society and
culture and where the resources are allocated that

443
00:36:39.280 --> 00:36:45.559
do make a difference in terms of
opportunities down the road. Well, that

444
00:36:45.719 --> 00:36:50.039
is a heavy, heavy one.
I really appreciate you chewing it up to

445
00:36:50.199 --> 00:36:57.519
because I can say that I am
a basic white Caucasian female fifty two.

446
00:36:57.639 --> 00:37:00.800
But you know, it's interesting when
I go other places and I experience what

447
00:37:00.880 --> 00:37:05.519
it's like to be in more of
the minority. It's really an interesting perspective

448
00:37:05.599 --> 00:37:09.119
and I think this is really hugely
important to talk about. So I'm glad

449
00:37:09.119 --> 00:37:12.440
you cued that up. And here
we are already, as I mentioned,

450
00:37:12.480 --> 00:37:15.079
going on to our next great she
we'll chat a bit more about that after

451
00:37:15.119 --> 00:37:17.400
the break. I'm Alis Cortez,
your host will run here at doctor Peter

452
00:37:17.519 --> 00:37:22.239
Kreticos, who is the founder,
president, and executive director of the Institute

453
00:37:22.239 --> 00:37:25.320
for Work and the Economy, which
is a Chicago based research collaborative specializing in

454
00:37:25.400 --> 00:37:30.679
workforce and economic development policies and practice. You regigating from Chicago here in the

455
00:37:30.760 --> 00:37:45.239
USA. Hang on with us,
We'll be right back. Friend us on

456
00:37:45.239 --> 00:37:51.639
Facebook to keep up with what's empowering
the world. Voice America Empowerment. Alis

457
00:37:51.719 --> 00:37:57.159
Cortes is a speaker and engagement and
development catalyst. She designs and delivers professional

458
00:37:57.199 --> 00:38:01.320
development, leadership and engagement workshops and
can bring her expertise to your organization.

459
00:38:01.599 --> 00:38:07.639
She will help ignite meaningful development within
your workforce that will increase employee engagement,

460
00:38:07.760 --> 00:38:10.920
performance and retention. To learn more
or to invite Elise to speak to your

461
00:38:12.039 --> 00:38:16.880
organization, please visit her at www
dot Elisecortes dot com. She would welcome

462
00:38:16.920 --> 00:38:30.639
the opportunity to help get your employees
working on purpose. After the Stock West,

463
00:38:34.000 --> 00:38:37.960
get inspired, encouraged and connected on
our Lively Award winning Healthy Living Power

464
00:38:38.039 --> 00:38:44.840
Hour Star Style be the star you
are with host and empowerment architect Cindya Brian

465
00:38:45.199 --> 00:38:49.960
live every Wednesday at four pm Pacific
on the Voice America Empowerment Channel. Tune

466
00:38:49.960 --> 00:38:53.440
into the Power Party for positive,
uplifting, life changing talk radio. Visit

467
00:38:53.480 --> 00:39:12.280
Starstyle Radio dot com to find out
what makes the most successful people tick.

468
00:39:12.760 --> 00:39:27.599
Keep listening to the Voice America Empowerment
Channel Voice America Empowerment dot com. This

469
00:39:27.840 --> 00:39:31.760
is Working on Purpose with Elise Cortes. To reach our program today, please

470
00:39:31.800 --> 00:39:37.280
call in to one triple eight three
four six nine one four one. Again

471
00:39:37.360 --> 00:39:40.719
that's one triple eight three four six
nine one four one. You may also

472
00:39:40.760 --> 00:39:47.320
send an email to Aleise A.
L I s E at Elisecortes dot com.

473
00:39:47.400 --> 00:39:53.679
Now back to working on Purpose.
Thanks for being with us and welcome

474
00:39:53.719 --> 00:39:57.440
back to working on Purpose. If
you're just tuning in. My guest is

475
00:39:57.480 --> 00:40:00.440
doctor Peter Kreditcos, who is founder, president, executive director of the Institute

476
00:40:00.480 --> 00:40:05.480
for Work in the Economy, which
is a Chicago based research collaborative specializing in

477
00:40:05.519 --> 00:40:08.480
workforce and economic development policies and practice. He and his team are currently in

478
00:40:08.519 --> 00:40:14.960
the process of producing their inaugural conference
called Many Futures of Work Possibilities or Perils,

479
00:40:15.239 --> 00:40:17.920
which will be held October fifth and
six, twenty seventeen, in Chicago.

480
00:40:19.280 --> 00:40:22.960
I'm your host, Luis Cortes,
So doctor Credico is I was going

481
00:40:22.000 --> 00:40:24.679
to ask you to say a bit
more about that last topic that you brought

482
00:40:24.719 --> 00:40:30.199
up before this segment finished. That
was on race, gender, agent disability.

483
00:40:30.239 --> 00:40:31.960
Although on the break you and I
spoke that these are some of the

484
00:40:32.039 --> 00:40:35.639
areas that you're going to be addressing
in your conference. And one of my

485
00:40:35.800 --> 00:40:38.840
major interests in having you on a
show was just because of this conference that

486
00:40:38.880 --> 00:40:42.159
you're having. One, I want
to help you spread the word about it,

487
00:40:42.159 --> 00:40:45.559
because I think it's terribly important to
discuss. But two, I want

488
00:40:45.559 --> 00:40:47.559
to live vicarsy through because at some
point I also want to be able to

489
00:40:47.639 --> 00:40:52.159
bring thought leaders together. So maybe
could just start by telling us in this

490
00:40:52.280 --> 00:40:55.800
segment a bit more about the conference
and what it is you're hoping to accomplish,

491
00:40:55.800 --> 00:40:59.800
and maybe we can kind of drill
down some of these topics that you'll

492
00:40:59.800 --> 00:41:04.119
be as sure. So we've we've
actually I've actually introduced two of the three

493
00:41:05.480 --> 00:41:08.679
legs to the to the stool that
that is the basis for them, that

494
00:41:08.880 --> 00:41:14.079
formed the basis for the conference.
One is looking at sort of what's driving

495
00:41:14.440 --> 00:41:17.079
changes in the workforce. And by
the way, just to emphasize the point,

496
00:41:17.159 --> 00:41:21.639
I'm not saying technology is driving change. In fact, technology is a

497
00:41:21.719 --> 00:41:27.719
tool. It's the policies and practices
that businesses and governments and others have in

498
00:41:27.800 --> 00:41:34.599
place that that that that that use
tools in different ways or have people think

499
00:41:34.639 --> 00:41:37.159
about using tools in different ways.
And so that's the part I'm looking at,

500
00:41:37.280 --> 00:41:42.719
is the what's driving the use of
those tools. Second, is to

501
00:41:45.280 --> 00:41:49.239
sort of tear the issues apart a
bit from the standpoint that it does make

502
00:41:49.280 --> 00:41:53.360
a difference who you are and where
you start, and and that careers can

503
00:41:53.679 --> 00:41:59.400
the trajectories can can vary significantly.
And as we were talking over the break

504
00:41:59.440 --> 00:42:02.320
briefly, you know, I you
know, we don't talk much about age

505
00:42:04.480 --> 00:42:08.639
you know we have. I mentioned
I'm sixty five. I don't plan to

506
00:42:08.920 --> 00:42:15.639
retire anytime soon. Part of it
is it's largely driven by the fact is

507
00:42:15.800 --> 00:42:21.880
I can do what I'm doing for
a lot longer. But also it does

508
00:42:22.079 --> 00:42:28.000
it does my life, meaning it
gives me enjoyment and so forth. Others

509
00:42:28.039 --> 00:42:30.880
are not going to aren't in that
sort of choice mode. But we'll have

510
00:42:31.000 --> 00:42:35.039
to continue to work beyond sixty five. But when you look at what's what

511
00:42:35.480 --> 00:42:37.920
people talk about, and what how
our training programs are set up and so

512
00:42:38.079 --> 00:42:43.679
forth, they typically don't address needs
of people who were in their sixties or

513
00:42:43.800 --> 00:42:49.119
in the late fifties. If you
acquire it to your associates degree, the

514
00:42:49.440 --> 00:42:52.360
sort of rule of thumb is it
takes about ten years to out of your

515
00:42:52.400 --> 00:42:57.679
life in terms of both the time
you're in school, the opportunity costs engaging

516
00:42:57.719 --> 00:43:00.880
in that process, plus you know
the other costs involved, and you know,

517
00:43:01.119 --> 00:43:06.119
to get back to where you were
or to make this a good return

518
00:43:06.239 --> 00:43:07.880
on your investment, it takes ten
years. Well, if you're fifty five,

519
00:43:08.039 --> 00:43:10.400
do the math, or if you're
sixty five, do the math.

520
00:43:12.559 --> 00:43:15.239
That's tough to justify. Now,
there are ways to deal with that.

521
00:43:15.880 --> 00:43:20.079
And part of it is to recognize
that people have gained a lot of experience

522
00:43:20.159 --> 00:43:22.679
and you need to be able to
credential them for what they've already learned by

523
00:43:22.800 --> 00:43:27.920
living their lives and doing their jobs. So we want to look at that

524
00:43:28.039 --> 00:43:30.480
as well, so they don't have
to start from the beginning, in other

525
00:43:30.519 --> 00:43:34.559
words, with the school. They
could start somewhere down the road, but

526
00:43:34.800 --> 00:43:37.320
acknowledge what it is that they've done. And then the third thing we want

527
00:43:37.360 --> 00:43:44.400
to take a look at is sort
of how this is playing out in terms

528
00:43:44.480 --> 00:43:49.360
of how are workers and systems responding, you know, like workforce systems,

529
00:43:49.480 --> 00:43:52.920
education systems and training systems and so
forth. And what's really fascinating and what

530
00:43:53.000 --> 00:43:57.800
we're seeing is that, you know, we're I think we're seeing, you

531
00:43:57.880 --> 00:44:00.519
know, some new forms of collective
action called unionism, you can call it,

532
00:44:00.599 --> 00:44:07.119
other sorts of things that don't follow
traditional routes. And so one of

533
00:44:07.159 --> 00:44:14.000
our speakers is a woman named Saru
Jairaman. She's been organizing restaurant workers around

534
00:44:14.039 --> 00:44:19.559
the country, and she's been advocating
for better pay, better working conditions,

535
00:44:21.280 --> 00:44:27.400
healthcare, vacation and so forth,
tipless restaurants, and she's been working with

536
00:44:27.480 --> 00:44:31.039
that, and she comes out of
a family that ran restaurants. We also

537
00:44:31.320 --> 00:44:36.239
but we also have some other folks
who've been working very very much in the

538
00:44:36.320 --> 00:44:44.199
area of employee stock ownership programs where
employees by the companies and and some of

539
00:44:44.280 --> 00:44:47.039
them have actually really been focusing at
the very low end of the sort of

540
00:44:47.039 --> 00:44:52.280
the economic ladder, where people who
ordinarily you would think as being owners of

541
00:44:52.320 --> 00:45:00.599
their own businesses because of their resources, are are finding ways in which they

542
00:45:00.639 --> 00:45:05.400
can find the financing and the support
to be able to do that and not

543
00:45:05.519 --> 00:45:07.880
only grow income, but grow wealth, you know, grow family wealth,

544
00:45:08.039 --> 00:45:15.400
which is what you know essentially is
is is the process for building towards future

545
00:45:15.480 --> 00:45:21.800
generations and giving each succeeding generation a
better platform, you know, a higher

546
00:45:21.840 --> 00:45:25.639
platform for which to move from as
there as there as there they are trying

547
00:45:25.679 --> 00:45:30.360
to grow their own families and and
sustain them. So we're looking at all

548
00:45:30.440 --> 00:45:35.599
three angles, and we're trying to
put this together in one event and and

549
00:45:35.800 --> 00:45:42.920
frame frame it as a as A
as as A in a much more worldview

550
00:45:43.679 --> 00:45:46.239
world, not in global like US
or Earth, but world in terms of

551
00:45:46.880 --> 00:45:51.239
the sort of or universal view,
in terms of looking at sort of how

552
00:45:51.360 --> 00:45:57.280
the dynamics of these three sets of
issues play together, and that's that's our

553
00:45:57.920 --> 00:46:00.880
goal there. And then, frankly, the other piece of this is that

554
00:46:01.119 --> 00:46:07.840
we're hoping to attract a diverse crowd, from policy wonks to grass whose activists,

555
00:46:08.000 --> 00:46:14.039
to business people to union leaders,
to foundation executives, to people who

556
00:46:14.039 --> 00:46:17.840
are doing education and training and even
elected officials. And one of the things

557
00:46:17.880 --> 00:46:23.719
that we're doing in this conference is
that we're making them work for six hours.

558
00:46:23.760 --> 00:46:30.239
We're breaking the conference into six working
groups, and each working group is

559
00:46:30.280 --> 00:46:32.639
going to be together for six hours. We'll have subject matter experts to help

560
00:46:32.679 --> 00:46:36.480
with them, but really the experts
are going to be the people who are

561
00:46:36.519 --> 00:46:38.360
signing up to come to the conference, and we're going to ask them to

562
00:46:38.400 --> 00:46:44.599
come up with ideas about what to
do next, and without the filter of

563
00:46:44.800 --> 00:46:50.199
Washington, without the filter of you
know, trade associations and others, and

564
00:46:50.320 --> 00:46:52.320
really sort of get into the heads
of the people who are dealing with these

565
00:46:52.360 --> 00:46:55.239
issues and thinking about these things,
you know, on a day to day

566
00:46:55.320 --> 00:46:59.280
basis. As if we come out, you know, come out of this

567
00:46:59.440 --> 00:47:05.840
thing with some some some fresh fresh
thinking, some some new ideas, and

568
00:47:05.920 --> 00:47:10.239
then our hope is build on this
over time so that we have succeeding events

569
00:47:10.280 --> 00:47:13.679
in different places around the country.
I call it taken it out on the

570
00:47:13.760 --> 00:47:16.679
road, So we take it on
the road and have others, you know,

571
00:47:16.760 --> 00:47:21.480
partner with others and doing something similar
in different places around the country,

572
00:47:22.840 --> 00:47:25.800
growing about you know, gruning our
knowledge and so forth in the process.

573
00:47:27.880 --> 00:47:30.960
Yeah, I absolutely applaud that,
and I think that they just the sheer

574
00:47:31.079 --> 00:47:37.280
idea of just the thought leadership and
bringing thought leaders together and creating a conversation

575
00:47:37.559 --> 00:47:42.920
about your area of focus is just
terribly, terribly important. And of course

576
00:47:42.960 --> 00:47:45.239
that's why I was attracted to I
hope myself to make it to your conference,

577
00:47:45.280 --> 00:47:49.039
as we spoke about if I can
find a way to make it work

578
00:47:49.079 --> 00:47:53.000
in terms of my consulting. So
I guess I'm also curious. I mean,

579
00:47:53.039 --> 00:47:55.559
when you think about the work that
you're doing at the conference, there

580
00:47:55.639 --> 00:48:00.440
are there particular speakers that you reached
out to that you've particularly wanted to be

581
00:48:00.519 --> 00:48:05.920
part of a conference that you particularly
chose. Yeah, I mean it's well,

582
00:48:06.079 --> 00:48:10.880
we're actually only have five speakers and
one's yet to be named. Because

583
00:48:10.920 --> 00:48:15.599
of the fact that we're really trying
to focus put people into into talking to

584
00:48:15.679 --> 00:48:20.920
each other, so that we kick
it off with with with three presentations.

585
00:48:21.000 --> 00:48:24.519
One is by a fellow named Peter
Georgesci who used to who is the emeritus

586
00:48:24.599 --> 00:48:31.280
chairman of Young and Rubicon. And
Peter is a capitalist. He's a refugee

587
00:48:31.440 --> 00:48:37.239
from Romania, very successful in life, a wonderful person to talk to,

588
00:48:37.760 --> 00:48:46.000
and he's he has been he's written
a book and he's been speaking about the

589
00:48:46.559 --> 00:48:54.480
challenges that are created by businesses that
pursue sort of short term thinking and are

590
00:48:54.599 --> 00:49:02.360
active in sort of maximizing the return
to shareholders. And he thinks that that

591
00:49:02.920 --> 00:49:06.920
I happen to agree with him,
but he thinks that that's going to you

592
00:49:06.960 --> 00:49:12.079
know, ruling capitalism, and more
importantly, it's it's locking out people from

593
00:49:12.159 --> 00:49:19.079
being able to even afford the products
and services of of of of everyday life.

594
00:49:20.760 --> 00:49:25.679
So Peter's kicking it off, and
then he's followed by a gentleman out

595
00:49:25.679 --> 00:49:30.559
of Germany. Germany is doing some
really interesting things because even though you don't

596
00:49:30.639 --> 00:49:37.719
translate directly from German to US very
well in terms of programs and activities that

597
00:49:37.800 --> 00:49:43.119
governments might do, what Germany is
doing is they're sort of rethinking their entire

598
00:49:43.840 --> 00:49:49.039
approach to workforce development. They're also
rethinking their their place in terms of manufacturing

599
00:49:49.320 --> 00:49:52.920
and they call it work four point
zero in terms of the workforce system and

600
00:49:53.000 --> 00:49:57.159
how they're framing the issues and just
you know, understanding that you know,

601
00:49:57.320 --> 00:50:00.920
the connections between gig economy and the
on demand work and other sorts of things

602
00:50:01.760 --> 00:50:06.639
and full time employment and what that
means and how that's supported and the like.

603
00:50:07.239 --> 00:50:15.920
Those are very interesting and useful explorations
that I think have great relevance to

604
00:50:15.960 --> 00:50:19.920
the United States. And so we
have Max Newfeind from from the who's an

605
00:50:19.920 --> 00:50:22.800
advisor to the German labor Ministry,
come and talk and he's going to be

606
00:50:22.840 --> 00:50:28.599
followed by two other people, Sarujairaman, she's the woman I mentioned who's been

607
00:50:28.760 --> 00:50:35.519
organizing restaurant workers, and a professor
at a Duke University Sandy Darty, who

608
00:50:35.599 --> 00:50:40.400
has an interesting idea for uh,
you know, of guaranteed employment and not

609
00:50:40.559 --> 00:50:46.400
guaranteed wage, but guaranteed employment,
which I really think is is it's a

610
00:50:46.480 --> 00:50:51.239
concept that we've we've played with in
the past the United States. You saw

611
00:50:51.320 --> 00:50:57.800
this during the Great Depression where people
were involved in various federally funded work projects

612
00:50:59.400 --> 00:51:01.719
and in a and it wasn't just
putting food on the table, but it

613
00:51:01.800 --> 00:51:08.000
was also giving their lives greater meaning
by being able to work and and support

614
00:51:08.039 --> 00:51:15.440
their families. And so Sandy's uh
promoting this idea and introducing it as part

615
00:51:15.480 --> 00:51:20.840
of the conversation, and we want
to use us to explore some of some

616
00:51:20.960 --> 00:51:23.719
of the larger issues that that he
raises as part of that. And then

617
00:51:24.679 --> 00:51:31.480
that and then lunch, we have
d Davis from the Center for Rural Strategies

618
00:51:31.719 --> 00:51:37.559
and the brings a very different perspective. He's been working in Appalachia his career.

619
00:51:37.719 --> 00:51:43.320
He started the Center for Rural Strategies. He is he has been engaged

620
00:51:43.639 --> 00:51:52.599
in real life development issues in rural
America. And and we we saw what

621
00:51:52.360 --> 00:51:59.039
what's happened in terms of this last
election. It's it's it's not the angry

622
00:51:59.119 --> 00:52:05.039
white man that he's talks about.
He talks about really what what what's important

623
00:52:05.079 --> 00:52:09.679
in rural America, what's where,
where the challenges are and and and brings

624
00:52:09.719 --> 00:52:14.639
us very practical ideas in terms of
you know, what what we should be

625
00:52:14.679 --> 00:52:17.440
thinking of in terms of policies they
not only affect rural America, but also

626
00:52:17.559 --> 00:52:22.840
have have the capacity to be able
to translate into other environments to in the

627
00:52:22.920 --> 00:52:27.400
United States. So those are main
speakers. And then and then we then

628
00:52:27.440 --> 00:52:30.800
we dive into these work working groups. We'll get about one minute left on

629
00:52:30.880 --> 00:52:35.840
that if you can Dutch credit gos
so the six working groups. One is

630
00:52:35.920 --> 00:52:38.559
on innovative enterprise, one is on
restoring the middle, one is on race,

631
00:52:39.599 --> 00:52:51.239
fourth is on the other issues of
you know, gender, ethnicity,

632
00:52:52.400 --> 00:52:55.320
age, disibility, and so forth. The fifth is actually an on demand

633
00:52:55.400 --> 00:53:00.719
economy, which we which we often
think about the gig economy, but you

634
00:53:00.760 --> 00:53:04.320
know, we've had other sorts of
on demand work in terms of day labor

635
00:53:04.320 --> 00:53:07.679
and so forth, have gone on
for generations. So we want to look

636
00:53:07.719 --> 00:53:09.639
at that and what what what that
means in terms of workers. And then

637
00:53:09.679 --> 00:53:15.360
finally we have a working group on
economic justice. Again, now a topic

638
00:53:15.440 --> 00:53:20.039
we talk about typically at these sources
of events, but one that that I

639
00:53:20.159 --> 00:53:24.920
think you know is needs to be
on the table and we are going to

640
00:53:24.960 --> 00:53:29.440
give it some attention. It sounds
really wonderful. I really hope that I

641
00:53:29.519 --> 00:53:30.599
get to join you, and I
want to thank you for joining me as

642
00:53:30.599 --> 00:53:34.440
a guest today. It has been
an absolute profound pleasure for me. To

643
00:53:34.480 --> 00:53:37.039
hear it from here to be inspired
by you and see what you're up to.

644
00:53:37.559 --> 00:53:39.840
Thank you for joining well, you're
welcome. This has been really wonderful

645
00:53:39.920 --> 00:53:44.760
and thank you for the opportunity.
You're welcome and listeners. If you want

646
00:53:44.760 --> 00:53:47.519
to learn more about doctor Peter Credicos
and the work he's doing at the Institute

647
00:53:47.519 --> 00:53:52.760
for Work in the Economy, visit
his website, it's Work and Economy dot

648
00:53:52.960 --> 00:53:59.039
org. Also go to the conference
website which is Futures of Work dot org

649
00:53:59.400 --> 00:54:01.360
and joining some Next week when we
talk with Judy Hoperman, who is the

650
00:54:01.440 --> 00:54:05.519
founder of Selling in a Skirt.
She is a speaker, coach, and

651
00:54:05.599 --> 00:54:07.800
an author. You'll be talking about
how she empowers room to be successful in

652
00:54:07.840 --> 00:54:12.480
their businesses and in sales. See
you then, and remember workers at least

653
00:54:12.480 --> 00:54:21.519
one through of our life. So
let's work on Purpose. We hope you've

654
00:54:21.599 --> 00:54:24.880
enjoyed this week's program. Be sure
to tune into Working on Purpose featuring your

655
00:54:24.920 --> 00:54:30.239
host Elise Cortes every Wednesday at six
pm Eastern Time three pm Pacific time on

656
00:54:30.320 --> 00:54:36.360
the Voice America Empowerment Channel. This
week, find your life's purpose at work