As part of The Work We Want Summit B20 Brazil, we had the opportunity to speak with Bettina Schaller, President of the World Employment Confederation.

Bettina is one of the foremost global leaders in the world of work. Born in Switzerland, multilingual, and holding a bachelor’s degree in Spain and master’s degrees in Germany and Switzerland, she has a very interesting and close perspective on our region. During her childhood, her father’s diplomatic career brought her to live in this part of the world. She has been a great advocate for the development of various forms of work in Latin America.

We invite you to enjoy this conversation.

Futures are designed and built collectively. The Work We Want is an important initiative for the World Employment Confederation (WEC) in this regard. What are the most notable aspects of this work?

The Work We Want study by the World Employment Confederation is quite special, especially considering its origin and how it was created. For the first time, we conducted a study where we did not dictate the themes; instead, we went out with the question: What are the major challenges in the world of work? When we engaged with experts from the world of work, journalism, and research media, they came back to us, and we decided to partner with the Financial Times, specifically FT Longitude, as they expressed great interest in working with us on these challenges.

The study’s approach sheds light on three major themes of today and the future: first, agile talent in the era of artificial intelligence; second, the issue of labor shortages; and third, the work life we want. On the first point, it is particularly interesting to see that most executives say they will need more flexible workers in the next two years. This element of agility is essential in this era of artificial intelligence, confirming to us at the World Employment Confederation that solutions involving diverse forms of work are more important than ever. Regarding labor shortages, we know that the job market lacks sufficient people. Many are excluded or have not found pathways to enter the labor market, and these numbers are more significant than ever, with clear economic impacts on countries and businesses unable to find talent. Our sector observes that traditional recruitment strategies are no longer effective, and changes, such as investing in reskilling and rethinking labor migration, are necessary. As for the third theme, the work life we want, we addressed topics such as flexible working hours, changes needed in part-time work incentives, and the essential nature of labor reforms that make work accessible to more people. We tackled the notion that pursuing a single career throughout one’s life is no longer realistic.

What are the main challenges the sector faces today?

Speaking of the main challenges faced by the sector today, we continue to face many. One of the primary challenges across all sectors is the need for transformation, considering all changes, especially technological ones, but also those related to the ecological revolution and sustainability. This sector transformation is a significant challenge that I always see as an opportunity.

Another challenge is regulation. Depending on the country, there may be excessive regulation, outdated regulation, or even insufficient regulation. In fact, we are one of the few sectors today that openly calls for regulation, especially in areas where it is lacking. This is particularly relevant when dealing with illicit or even criminal actors operating near the sector—not within the official sector—who engage in unethical practices in the extensive HR field. This unfair competition poses a real challenge, as these actors operate outside the law, creating problems for our organized, formal sector that complies with all regulations worldwide. It is in these situations that we advocate for more regulation and collaborate with stakeholders to ensure that the world of work is built solidly, under existing norms, and regulated in favor of workers and businesses.

What is your view of the workforce solutions market in Latin America?

I believe the workforce solutions market in Latin America is currently in an absolutely fantastic moment. I sense a dynamism, a maturity, and a willingness to create value. Frankly, I am very, very excited. Those who know me are aware that I have been following Latin America since my childhood, having had the pleasure of growing up in countries like Peru and Guatemala. What for many years was a somewhat disheartening view has changed. The world of talent in Latin America has transformed; people are more educated, better trained, and eager to work, contribute, build, and be part of exciting regional projects. This, in turn, has a positive impact on markets. The presence of more flexible and diverse forms of work has unleashed this dynamism, and young people are eager to be productive, which is fantastic.

The world of work is undergoing a true metamorphosis. What changes are currently taking place within the sector?

I believe the sector is indeed undergoing a metamorphosis. The changes we are witnessing today are primarily technological. The rise of HR tech and the integration of artificial intelligence in recruitment and HR processes is absolutely fascinating. We are already at a point where, for example, when someone applies for a job, two AI agents are communicating. The job seeker’s CV, likely structured entirely by AI based on their data, interacts with company systems that use AI to scan received CVs. This means we have two agents speaking to each other. The most interesting aspect that emerges from this, which is being widely discussed, is that the human element returns to center stage. In a work environment where culture, diversity, and forward-looking perspectives are essential—aspects technology and AI cannot address—this is the most relevant change I see, and I believe it will continue: the value of the human element, developing even further from a value-creation standpoint.

What are the main initiatives promoted by WEC in its 2024/2025 agenda?

For 2024 and particularly 2025, the WEC finds itself with an abundance of topics and an emphasis on co-creation. It is challenging to focus and define our priorities. On one side, initiatives are driven by the regulatory world, as the WEC plays a significant role in the institutional agenda for the global world of work. We align with the agenda of the ILO (International Labour Organization), which this year focused on employability, technology, and AI. Next year, a major theme will be platform work. We also engage with the OECD’s agenda, which heavily focuses on employability and technology. Additionally, we contribute to the G20 and B20 agendas—with Latin America leading this year’s B20 in Brazil—and South Africa presiding next year. Among other priorities, WEC will focus on building capacity in African countries regarding workforce solutions, addressing the transversal issue of informality and how our sector helps reduce it. Another cross-cutting theme is regulation, as labor markets need regulatory frameworks that allow the full range of HR solutions. Without these, labor markets miss the opportunity to modernize. For us, ILO Convention 181, regulating private employment agencies, is crucial. It provides a foundational framework and facilitates collaboration with public and other entities to develop solutions that offer better employability and quicker access to formal labor markets, benefiting both companies and workers. The agenda ahead is both challenging and exciting.