WORKFORCE 2000 & ITS EFFECT

WORKFORCE 2000 is a report based on 1984 data that was released in June 1987 by the Hudson Institute under a United States Department of Labor contract. The purpose of the report was to project the character of the American industrial environment in the earlyyears of the next century, and to assess the probable skills requirements and supply that will characterize that environment.

The purpose of this paper is to review the projected effects of the findings of the WORKFORCE 2000 report on labormanagement relations. The implication of the WORKFORCE 2000 report is that, because, the American workforce by the early years of the next century will become older with higher proportions of female, minority group, immigrant, and handicapped (both physically and mentally) persons, the American corporation will become a sort of auxiliary social service agency educating, reeducating, and accommodating workers who by an large were not being hired in 1984 when the report was prepared. Emanating from this implication is an assumption that, by the year 2000, labormanagement relations in the United States will become less adversarial in character, with the two parties cooperating while attempting to address the requirements of a far more diverse American workforce. The reality of WORKFORCE 2000, however, is likely to be far different than the implications and assumpti

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itions when such criteria can be justified within the context of position requirements. Most major corporations are adapting both physical facilities and some operational procedure to accommodate handicapped persons. At the Xerox Corporation, as an example, teleconferences feature signing for hearingimpaired employees. Accommodating Working Mothers and Other Women Some American corporations, such as the Prudential Life Insurance Company, have developed human resource strategies that are designed to increase the proportion of women in the firm's workforce. Other corporations, American Telephone & Telegraph (AT&T), as an example, have taken specific actions to address the needs of working mothers and other employees, both female and male, with responsibilities for the care of relatives. The AT&T Family Care Development Fund sponsors family care projects and initiatives for the firm's unionized employees. AT&T employees are also allowed a oneyear leave of absence over a twoyear period to provide care for an ill family member. The Campbell Soup Company is one of many firms that provide onsite child care centers for employees. The most common corporate response to the special needs of female workers, however, has been to
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Approximate Word count = 3307
Approximate Pages = 13 (250 words per page)

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