As digital technologies become more prominent in how organizations work, employers are balancing the need for employees with digital and other hard skills with the need for employees with “soft” social, interpersonal, and communication skills. In fact, employers are increasingly prioritizing social and emotional skills; McKinsey, for example, predicts that skills such as communication, pattern recognition, logical reasoning, and creativity will be in high demand in the coming decades.
With these soft skills in high demand, Jake Bullinger proposed in a recent article at Fast Company that for-profit organizations consider hiring trained social workers to fill that need. Bullinger talks to Michàlle Mor Barak, a University of Southern California social work professor, who notes that companies today require expertise in societal good as they are increasingly under pressure to prioritize things like corporate social responsibility, work-life balance, and diversity and inclusion which weren’t on their radar a few decades ago. Social workers and other experts in social and emotional issues could be particularly helpful in people management and community engagement, Bullinger writes:
A human resources department staffed with therapists could better handle harassment claims, and recruiters working with social scientists could better target minority candidates. Corporate philanthropy arms would benefit, one can surmise, from case workers who understand a community’s greatest needs. The people best suited to run diversity and inclusion efforts might be those who study diversity and inclusion for a living.
I graduated with a master’s degree in social work in 2005 and have spent most of my career working in for-profit organizations. From my vantage point, social workers can provide an array of benefits, but organizations need to be realistic about what they can and can’t do.