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Andy Spence: Re-thinking Work for Economic Inclusion

Andy Spence: Re-thinking Work for Economic Inclusion

Guest Profile:

Andrew is a Workforce Futurist who specialises in building people-centric organisations by

working with progressive leaders. As a transformation expert with over 25 years experience leading Global complex change programmes. He has worked with leading outsourcing and consulting companies Accenture, Deloitte and AON Hewitt. Andrew established Glass Bead Consulting in 2006 with the aim of providing an alternative approach to HR Transformation. Andrew’s passion is building better workplaces, and he spends his time researching, consulting, writing, speaking, training and coaching. He works with organisations to think through how work will be delivered in the future. Andrew has a MSc in Cognitive Science and Artificial Intelligence from Birmingham University and a BSc in Psychology. His most recent research, Blockchain and the CHRO, was published for the Blockchain Research Institute. He is a Board Advisor to various organisations and also on the Advisory Board for AI, Disruption & Innovation with

Episode summary:

In this conversation, Andy and I discuss how technology (Web 3.0 and others) may shape the future of work, which requires us to rethink how the work is organised. This will provide flexibility and freedom to workers and provide organisations with a broader talent network. As a result, employer branding becomes even more critical to attract and retain them. HR leaders and CHROs need to think like a futurist, and Andy shared the skills they will require to think like a futurist.

Key questions and topics covered:

1. The role of People Scientists in defining the future of work

2. You wrote about Great flourishing and not termed it as great resignation. Can you elaborate on your point of view on that?

3. How would you explain blockchain as a concept to an HR Leader?

4. How new technologies may be able to support talent network for economic inclusion

5. What is Web 3.0, and what changes will emerge for work and the surrounding infrastructure?

5. How may that change the employment models and contracts?

6. We hear a lot of noise around algorithms and inbuilt biases in hiring. What is your view on the future of hiring?

7. What skills do HR leaders need to build to think like futurists? And why that is important?

Sound bites from the podcast:

(please listen to the podcast for full context)

‘There's a nice quote about Bitcoin. Bitcoin is everything you don't know about money combined with everything you don't know about computing. And I think that's true. Nobody can know about the economics of digital currencies…..’

‘…..But the global workforce is 3.4 billion, and about 2 billion of those people work in formerly afterwards working age women work informally. They're not part of a formal that had formal job contract. So I think what we're going to see is economic inclusion with people able to earn in these different ways.’


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About the Host

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