The digital age, and the new technologies it’s brought with it – blockchain, artificial intelligence (AI), robotics, augmented reality and virtual reality – is seen by many as a threat to our way of life as we know it. What if my job gets automated? How will I stay relevant? How do we adapt to the need for new skills to manage customer expectations and the flood of data that’s washing over us?
The bad news is that the nature of work has already changed irrevocably. Everything that can be automated, will be. We already live in an age of “robot restaurants”, where you order on a touch screen, and machines cook and serve your food. Did you notice the difference? AmazonGo is providing shopping without checkout lines. In the US alone, there are an estimated 3.4 million drivers that could be replaced by self-driving vehicles in 10 years, including truck drivers, taxi drivers and bus drivers.
We’re not immune from this phenomenon in Africa. In fact, the World Economic Forum (WEF) predicts that 41% of all work activities in South Africa are susceptible to automation, compared to 44% in Ethiopia, 46% in Nigeria and 52% in Kenya. This doesn’t mean millions of jobs on the continent will be automated overnight, but it’s a clear indicator of the future direction we’re taking.
The good news is that we don’t need to panic. What’s important for us in South Africa, and the continent, is to realise that there is plenty of work that only humans can do. This is particularly relevant to the African context, as the working-age population rises to 600 million in 2030 from 370 million in 2010. We have a groundswell of young people who need jobs – and the digital age has the ability to provide them, if we start working now.
Make no mistake, there’s no doubt that this so-called “Fourth Industrial Revolution” is going to disrupt many occupations. This is perfectly natural: every Industrial Revolution has made some jobs redundant. At the same time, these Revolutions have created vast new opportunities that have taken us forward exponentially.
Between 2012 and 2017, for example, it’s estimated that the demand for data analysts globally grew by 372%, and the demand for data visualisation skills by more than 2000%. As businesses, this means we have to not only create new jobs in areas like data science and analytics, but reskill our existing workforces to deal with the digital revolution and its new demands.
So, while bus drivers and data clerks are looking over their shoulders nervously right now, we’re seeing a vast range of new jobs being created in fields such as STEM (Science, Technology, Engineering and Mathematics), data analysis, computer science and engineering.
This is a challenge for Sub-Saharan Africa, where our levels of STEM education are still not where they should be. That doesn’t mean there are no opportunities to be had. In the region, for example, we have a real opportunity to create a new generation of home-grown African digital creators, designers and makers, not just “digital deliverers”. People who understand African nuances and stories, and who not only speak local languages, but are fluent in digital.
This ability to bridge the digital and physical worlds, as it were, will be the new gold for Africa. We need more business operations data analysts, who combine deep knowledge of their industry with the latest analytical tools to adapt business strategies. There will also be more demand for user interface experts, who can facilitate seamless human-machine interaction.
Of course, in the longer term, we in Africa are going to have to make some fundamental decisions about how we educate people if we’re going to be a part of this brave new world. Governments, big business and civil society will all have roles to play in creating more future-ready education systems, including expanded access to early-childhood education, more skilled teachers, investments in digital fluency and ICT literacy skills, and providing robust technical and vocational education and training (TVET). This will take significant intent not only from a policy point of view, but also the financial means to fund this.
None of this will happen overnight. So what can we, as individuals and businesspeople, do in the meantime? A good start would be to realise that the old models of learning and work are broken. Jenny Dearborn, SAP’s Global Head of Learning, talks about how the old approach to learning and work was generally a three-stage life that consisted largely of learn-work-retire.
Today, we live in what Ms Dearborn calls the multi-stage life, which includes numerous phases of learn-work-change-learn-work. And where before, the learning was often by rote, because information was finite, learning now is all about critical thinking, complex problem-solving, creativity and innovation and even the ability to un-learn what you have learned before.
Helping instill this culture of lifelong learning, including the provision of adult training and upskilling infrastructure, is something that all companies can do, starting now. The research is clear: even if jobs are stable or growing, they are going through major changes to their skills profile. WEF’s Future of Jobs analysis found that, in South Africa alone, 39% of core skills required across all occupations will be different by 2020 compared to what was needed to perform those roles in 2015.
This is a huge wake-up call to companies to invest meaningfully in on-the-job training to keep their people – and themselves – relevant in this new digital age. There’s no doubt that more learning will need to take place in the workplace, and greater private sector involvement is needed. As employers, we have to start working closely with should therefore offer schools, universities and even non-formal education to provide learning opportunities to our workers.
We can also drive a far stronger focus on the so-called “soft skills”, which is often used as a slightly dismissive term in the workplace. The core skills needed in today’s workplace are active listening, speaking, and critical thinking. A quick look at the WEF’s “21st Century Skills Required For The Future Of Work” chart bears this out: as much as we need literacy, numeracy and IT skills to make sense of the modern world of work, we also need innately human skills like communication and collaboration. The good news is that not only can these be taught – but they can be taught within the work environment.
It sounds almost counter-intuitive, but to be successful in the Digital Age, businesses are going to have to go back to what has always made them strong: their people. Everyone can buy AI, build data warehouses, and automate every process in sight. The companies that will stand out will be those that that focus on the things that can’t be duplicated by AI or machine learning – uniquely human skills.
I have no doubt that the future will not be humans OR robots: it will be humans AND robots, working side by side. For us, as businesspeople and children of the African continent, we’re on the brink of a major opportunity. We just have to grasp it.
Motor Racing meets Machine Learning
The car of tomorrow, most of us imagine, is being built by the great automobile manufacturers of the world. More and more, however, we are seeing information technology companies joining the race to power the autonomous vehicle future.
Last year, chip-maker Intel paid $15.3-billion to acquire Israeli company Mobileye, a leader in computer vision for autonomous driving technology. Google’s autonomous taxi division, Waymo, has been valued at $45-billion.
Now there’s a new name to add to the roster of technology giants driving the future.
Amazon Web Services, the world’s biggest cloud computing service and a subsidiary of Amazon.com, last month unveiled a scale model autonomous racing car for developers to build new artificial intelligence applications. Almost in the same breath, at its annual re:Invent conference in Las Vegas, it showcased the work being done with machine learning in Formula 1 racing.
AWS DeepRacer is a 1/18th scale fully autonomous race car, designed to incorporate the features and behaviour of a full-sized vehicle. It boasts all-wheel drive, monster truck tires, an HD video camera, and on-board computing power. In short, everything a kid would want of a self-driving toy car.
But then, it also adds everything a developer would need to make the car autonomous in ways that, for now, can only be imagined. It uses a new form of machine learning (ML), the technology that allows computer systems to improve their functions progressively as they receive feedback from their activities. ML is at the heart of artificial intelligence (AI), and will be core to autonomous, self-driving vehicles.
AWS has taken ML a step further, with an approach called reinforcement learning. This allows for quicker development of ML models and applications, and DeepRacer is designed to allow developers to experiment with and hone their skill in this area. It is built on top of another AWS platform, called Amazon SageMaker, which enables developers and data scientists to build, train, and deploy machine learning quickly and easily.
Along with DeepRacer, AWS also announced the DeepRacer League, the world’s first global autonomous racing league, open to anyone who orders the scale model from AWS.
As if to prove that DeepRacer is not just a quirky entry into the world of motor racing, AWS also showcased the work it is doing with the Formula One Group. Ross Brawn, Formula 1’s managing director of Motor Sports, joined AWS CEO Andy Jassy during the keynote address at the re:Invent conference, to demonstrate how motor racing meets machine learning.
“More than a million data points a second are transmitted between car and team during a Formula 1 race,” he said. “From this data, we can make predictions about what we expect to happen in a wheel-to-wheel situation, overtaking advantage, and pit stop advantage. ML can help us apply a proper analysis of a situation, and also bring it to fans.
“Formula 1 is a complete team contest. If you look at a video of tyre-changing in a pit stop – it takes 1.6 seconds to change four wheels and tyres – blink and you will miss it. Imagine the training that goes into it? It’s also a contest of innovative minds.”
Formula 1 racing has more than 500 million global fans and generated $1.8 billion in revenue in 2017. As a result, there are massive demands on performance, analysis and information.
During a race, up to 120 sensors on each car generate up to 3GB of data and 1 500 data points – every second. It is impossible to analyse this data on the fly without an ML platform like Amazon SageMaker. It has a further advantage: the data scientists are able to incorporate 65 years of historical race data to compare performance, make predictions, and provide insights into the teams’ and drivers’ split-second decisions and strategies.
This means Formula 1 can pinpoint how a driver is performing and whether or not drivers have pushed themselves over the limit.
“By leveraging Amazon SageMaker and AWS’s machine-learning services, we are able to deliver these powerful insights and predictions to fans in real time,” said Pete Samara, director of innovation and digital technology at Formula 1.
LG rethinks portable speakers
LG adds three sizes to its XBoom Go portable speaker line in a portable revision, writes BRYAN TURNER.
Portable Bluetooth speakers are fairly commonplace at a pool party because they’re battery-powered. The only issue is that louder speakers usually distort the music or break the bank. The LG XBoom aims to change this.
LG has partnered with Meridian Audio to produce great sounding speakers that can go loud without distorting the audio. Meridian Audio is an expert in high-performance, high-fidelity audio experiences. The company is best known for producing the industry’s first audiophile-quality compact disc player and provide audio equipment to McLaren and Jaguar Land Rover.
The Bluetooth software in the XBoom Go is Qualcomm aptX HD compatible, meaning that 24bit vinyl-quality audio can be played through this speaker over Bluetooth instead of standard-fidelity audio.
The major phone assistants feature on these speakers, with tethered Google Assistant or Apple Siri functionality from one’s smartphone. This makes it very convenient to use the voice assistant button to skip tracks and change music when one’s hands are wet.
Three models of the XBoom Go series – the PK3, PK5 and PK7 – offer different audio functions depending on the audio needs of the user. Best fits for these speakers are:
PK3 – The Pool Friendly Speaker: The PK3 is IPX7 water resistant, up to 1 metre for 30 minutes, making this speaker accident proof at pool parties. Boasting up to 12 hours of playback from its built-in battery, this speaker will last as long as the party.
PK5 – The Party Friendly Speaker: Even if the lunch braai turns into a midnight feast, this speaker will play throughout as its battery lasts up to 18 hours. Clear Vocal technology is added to the PK5, which reduces audio imperfections from the music for a sharper sound. It is also water and splash resistant and has a handle, allowing for it to be easily carried. Built-in LED lights which pulse with the beat of the music on this speaker provide a light show for any song.
PK7 – The Audiophile’s Speaker: With a battery life that lasts for up to 22 hours, the PK7 also contains an LED light to the rhythm of the sound. The speaker integrates a convenient handle grip that allows for it to be transported securely. The powerful PK7 Bluetooth speaker also distributes its high frequencies across two separate tweeters for more precise sonic detail.
Overall, LG’s XBoom PK portable speakers are a phenomenal set of high-quality wireless speakers.