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The future of work

As part of obtaining my certificate in Futures Studies and Speculative Design, I developed two projects envisioning the possible future of work.


The following methodologies were used to determine the possible future of creative agencies with a horizon of 2040:

  • Signal scanning

  • Signal categorization

  • Dator’s Four Arches

  • Scenario development

  • Immersion development

This future exists in a world where ChapGPT has acquired Google, where universal income is emerging as a standard to combat lost jobs due to AI, and where companies are taxed for AI use to balance the loss of taxes from human workers. In the workplace, it ponders the structure of creative teams, proposing human-human, human-AI, and AI-AI teams. It also considers educational and training needs for future employees. Finally, it considers the impact to the time it takes to do work in an AI-focused world, as well as the linearity of the current workday.

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Signal categorization determined numerous possible future for work.

Born in 2017, Zax works on bio implants and dates via avatar.

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A Millennial in middle age, Aaliyah uses neural alerts to stay connected.

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Headlines suggest the wide ranging implications of AI on work



This project sought to explore possible futures of the workplace over an eight year horizon as they relate to emotional labor norms and gender. Methodologies used included:

  • Signals Scanning

  • Delphi Method

  • Three Horizons Framewor

Based on a small research survey, it was found that people are generally unaware of emotional labor, even when they are providing it or receiving it. The focus was therefore on delivering proactive education through technology to improve both awareness and skills of workers to manage anxiety and emotional upset. In addition, the goal was to reduce the burden of emotional, unpaid labor, which often falls on female-identifying people. In addition to technology solutions, the project took into consideration generational expectations of gender norms.

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For younger workers, the experience happens mostly through wearables which provide bio-metric feedback to determine emotional health.

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Input is voluntary but prompted based on schedule and biometric alerts such as heart rate.

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Technology provides a range of responses, from auto playing calming music based on user preference, suggesting meditation, or prompting conversations when needed. 

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A manager's view of anonymous data provides a sense of the team's emotional health as well as suggestions for improving it.

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