 Good afternoon, everyone. Wonderful to see you all here. I hope you're all having a fantastic time at Davos. My name is Mandy Drury. I'm an anchor with CNBC Television. And it's actually my first time here at Davos. And I have to say it's been a very insightful and exciting time so far. So I'm very happy to be here with you, moderating this panel. Let me introduce the topic to you. So the topic is what to expect from the labour markets. And it might sound a little dry, but actually it's anything but dry, because I think for governments and for employers, and particularly for employees, it's going to be one of the biggest questions that we're facing in 2024. I think as inflation might be starting to recede as public enemy number one, there is a lot of concern that maybe rising unemployment might be something that becomes in its place. So we've, of course, got a lot of things going on. You've got seismic generational shifts in technology adoption, the green transition, macroeconomic uncertainty. All of it is conspiring to create a bit of an uncertain environment. So the World Economic Forum team has put together the future of jobs report. And if you'd just bear with me for about 30 seconds, I'd like to present the key findings along with the video. So, first of all, they found, as they studied, 673 million employees across the globe, that 69 million jobs will be created in the next five years, driven by the green transition and technology. Number two, that is going to be offset by 83 million new jobs that are at risk from automation and economic pressures. So that means that one quarter of all of today's jobs across the globe are going to be disrupted in the next five years. So the bottom line from this report was that we all need to foster a culture of lifelong learning. And I think that's something that we're going to be touching on today. So here with their outlook for what the labor market will bring in 2024, let me introduce our wonderful panel. I have sitting next to me here, Gilbert Hussun-Hungbo, who is the Director-General of the International Labor Organization. I have also Sina Lawson, who is the Minister of Digital Economy and Transformation of Togo. I have then Robert Fizzo, who is the Prime Minister of Slovakia, and then I'm an ESAT, the CEO of Capgemoni. So welcome to all of you. Thank you for your time. I have questions for you naturally, but we'd also love to take some questions from the audience. So shortly after a few questions from me, I'll open it out to you. So feel free to put up your hand. Then we'll make sure that you can stand up, say your name, state your question and put it to the guests. Also, if you're into social media, you can follow us along with your social channels with hashtag with 24. So let's get to it, shall we? Without further ado, Gilbert, you're in the hot seat. What trends do you think the labor market will see over the course of 2024 that will result in material changes for jobs? Well, first of all, thank you for organising this session. And I'd like to take your turn that it looks really dry. That's so we'll start. Maybe we should put some spice to it. Yes, please. In the session that I was this morning, colleagues, one of the participants used the term talking about the AI, which is one of the biggest elephant in the room, but saying that maybe we are overestimating or overreacting to the short term and underestimating the long term. And I think that was a very, very good way that I will try to paraphrase this expression on that. We in ILO, we released quite recently our annual WESO report, which is the World Economic and Social Outlook. And, you know, despite the turbulences that we are all familiar with in the crisis, inflation, all have you, but the job market has shown quite a very good resilience in 2023. The unemployment rate stood in 2023 at 5.1%, globally down from 5.3%, 5.3%. And the labor market growth is also at 0.8%. And we even expected to go to 1.1% in 2024. Those are good news, I have to say, and we have to recognize that. But when you start digging into the data, then you start realizing that the vulnerabilities remain quite there. So we project that the global inflation that, as I said, stood at 5.1% in 2023, might slightly move to 5.2% in 2024 and 2025. And that slight move is already 2.2 million more people unemployed in 2024 and 2025. And also when you start digging much more in the data, you realize that the gender gap is not improving. And we still have 3.5, I mean, if you look at the youth, we still have, the youth are still much more at risk of being unemployed, 3.5 times more than the rest of the adult population. The data also showed that 240 million workers remain what we call the working force. Don't people that have regular job, that the condition and the wages are such a way that they are still struggling to pay their bills, and which is quite very worrisome on that. And if you look at that, in terms of the impact of the artificial intelligence, of course, the subject of discussion in recent days, including the various reports issued, IMF, ILO, and a lot of reports that have been issued on that. One thing that, and again, I think you use the term say is seismic reaction, I would like to say that we do not believe that AI is going to be an employment apocalypse, an apocalyptic situation on that. Although it is true that a million of jobs are going to be lost, a million of jobs are going to be created, but is the augmentation side, is the transformation side, and therefore I'm very, very pleased that you address right away the whole issue about the re-skilling, up-skilling, lifelong learning. I mean, maybe I should stop here, not to take too much of a term and you can come back later. I think you've raised some excellent points, but I think the key there is that you don't believe that AI is going to be the destroyer of jobs to the degree that perhaps we're fearing right now. So then, Minister, let me come to you. What government policies do you think can support some of the changes that we're expecting, and to Gilbert's point to make sure that we can skill our populations in a way that they can thrive and survive in the new jobs market? So first of all, I would say, first of all, thank you for having me here and giving me the opportunity to talk a little bit about employment, and especially in Africa. There are few numbers that I think are very important for everybody to know so that you understand what is at stake here. 50% of Africans are less than 18 years old, and 75% are less than 35 years old. So when we talk about employment, it's really youth employment that we're talking about. So it's very linked to education and training and the skills. And as a digital transformation minister, the challenge we have is how do we, without having to profoundly reform our education system, how do we integrate new models, new ways of learning so that we don't wait for 10 years or 15 years to have people with sufficient enough skills to take advantage of the transformation that we see today? And so these are conversations we've been having in Togo, for example, in higher education saying, okay, one thing that we think is very important for us is to include more of computer science, and it's an umbrella. When I say computer science, I don't want to get into the details of which courses and so on, but to add more computer science and make sure that across the board, freshmen start getting this relevant education. But we have to do it in a very cost-effective way. And so we've been looking at online courses, online learning, and we think that in the years to come, we will have a very strong focus on teaching with online courses. But then the question is, how do we get up-to-date relevant content when it comes to technology? And I think it's through partnerships. So I would say that's one thing. The other thing that seems very important is that today, not only do we have a content, what kind of courses, training do you need to get? Issue, but for us, because we don't have enough, I would say, teachers and so on, it's also linked to access to technology. So I was saying that earlier at another panel, the challenge for us in the government is that we have to deal with various issues at once and solve them at once. We have to deal with a connectivity issue in the education sector. We have to think of training and content and so on. And we also have to make sure that our youth, because this is what we're talking about, have the terminals, the device, that can have access to this content. And once we've dealt with that, we also need to attract these companies that are going to be hiring our youth and knowing that employment in Africa is going to be very different in the future, in the next few years, from what it is in the global north. For example, we believe that a lot of the employment will be decentralized, that people are going to be working from where they are. And so then the challenge is, how do we connect to make sure that they can also participate in the global economy? And we've seen that happening during the pandemic. Prior to the pandemic, if you look at contact centers, call centers, for example, the model was that you would be in a huge building and there would be 1,000 people or 500 people in a room delivering services and call center services. And with the pandemic, what happened was that everybody had to go back home and from their home and a single computer, they would continue to work. And we think that this is a model that is going to be the one for the future, especially in Africa, where people will be able to work for larger companies but from Africa, rather than having to be displaced in larger cities or different setups. And so it requires that we ensure that they have the right training, that they have the equipment, a good level of connectivity and so on. I think you've raised an excellent point about the decentralization of the jobs market and actually just over the last few days on CNBC we've been speaking to a number of jobs-related companies from run-start to manpower to a deco. And they all say that increasingly, all around the world, people are saying, I would take a pay cut of up to 20% to get a better work-life balance, to be able to work from home, say, three days a week. So we need to adapt, don't we, Prime Minister, to what people want from their work. What kind of role do you feel in Slovakia, in your experience? What kind of government investments are also needed to be able to provide a foundation for the right kind of job creation? First of all, thank you very much for inviting me. Yes, I am Prime Minister of Slovakia, first time, and probably it is expected that I should be polyhistor, but I am not polyhistor. I am practical lawyer, practical politician, and I asked my experts on labor market to prepare for me some documents for today's discussion, and I have to say that I do not understand the text because of, as I say, a language of the tribe. I do not understand. So please allow me to be very practical and allow me to use very simple politician language, how I see challenges of the labor market in my small country. Country that is the member state of the European Union, that is member state of NATO. First of all, since I've been in politics since 1990, 34 years. So as a politician, either in the opposition or in the government as a Prime Minister, I faced a lot of challenges. First of all, we had to transit country from socialism to capitalism. It was very painful transformation with a terrific impact on labor market in my country because you know the life before 1989 was completely different from life after 1899. Secondly, there was the privatization. In such an extent, you cannot imagine all strategic firms, banks, everything was privatized. And I have to say that we do not have in Slovakia very strong Slovak people in business. First of all, foreign companies are absolutely predominant in the Slovak economy. Then of course, we entered the European Union, 2004. You know that the freedom of movement is one of the most valuable builder of the European Union. So people really can travel, they can find job opportunities in other member states of the European Union. Then of course, crisis in 2009, 2010 with a terrific impact on labor market. Then COVID and then war in Ukraine because we are a country, a neighboring country to Ukraine and immediately after the war was opened, thousands and thousands of people from Ukraine crossed borders and entered Slovak territory. A lot of them of course continued to the Western countries of the European Union but a lot of them stayed in Slovakia. They work, they live in my country. Of course, it has also an impact on labor market. Before I will be very concrete about the situation in Slovakia, very briefly, please understand me, I am leftist politician. I am socialist. I was born in the family of a worker and a shop assistant and I really believe in these values. So please understand me that I don't see labor market as any technocratic issue. This is for me very important social phenomenon. This is also, for instance, for me is not political goal to have a deficit 3% or public debt 60%. This is only instrument for me because I think that first of all, we should do our best to help people to have a better living standard. So my question always is not what people can do for labor market but what labor market can do for people. This is my approach to labor market in the country. Look, it is very difficult to predict what will happen in the next two years. Could we predict war in Ukraine? No. Could we predict COVID? No. Could we predict crisis in 2009? Everyone informed us everything is perfect. Don't be born, everything is perfect. In 2009, it was crisis of, I mean, huge, huge extent. So what I, as a practical politician from Slovakia can say is this, first of all, we have a lot of old people in Slovakia and we need approximately 100,000 workers from abroad. So first challenge for my government at this moment is how to attract those people from abroad. So we are going to adopt a lot of laws. For instance, laws that will shorten period in which those people can obtain all these permissions to work and live in Slovakia. Of course, we also are ready to adopt a lot of attractive laws, how to adopt rich people to Slovakia, to invest, you know, we say it's a law on golden visa in Slovakia and this is instrument that is sometimes used in countries of the European Union. So this is the first challenge of the labor market in Slovakia. Secondly, because of this digitalization, because of this artificial intelligence, it seems to me that offer that is coming from schools, from secondary schools and from universities is not sufficient for requirements of business. Right. So we have to, I mean, accommodate what business really needs. But it's very complicated, it's very complicated because, you know, a lot of traditions in the education and it's so difficult to change all these rules and regulation that we have. So I believe that we should use the most powerful tool we have to solve these issues and this is social dialogue. Absolutely. Please, I absolutely, absolutely believe in social dialogue. I love tripartita, we say tripartita in my country and I know that if there is good dialogue between the government, the business and workers represented by trade unions, it works. If you ignore tripartita, if you ignore social dialogue so it doesn't work. So I really believe that it is very difficult to organize or to prepare some plans for a long time. Look, the unemployment rate in my country is about 6% but the majority of those people that are unemployed are long-term unemployed people without any qualification. This is not a secret if I say that we have a lot of social problems connected with the Roma Gypsy people in Slovakia. It's about eight or 9% of population in Slovakia and total majority of people belonging to this minority of course are long-term unemployed people. You will not believe how it is difficult to organize anything for them, just to persuade them, just to include them into labor market. So this is for us a long-term challenge but any day I think that something will happen as usually, as usually. So I really do not have any plans for 15, 20 years. I have, as a practical politician, concentrate on issues that we have now in Slovakia. You're absolutely right. We need to be firing on all cylinders with collaboration, don't we? So Iman, let me come to you then and sort of pulling together some of the themes that we've been talking about here. At the beginning, Gilbert, you said that you believe that at the moment when it comes to AI, perhaps we're overestimating the impact but over the long-term underestimating. So Iman, how do we make sure that digitally enabled jobs will empower workers and not displace workers? Because so many times CEOs say to us, oh, we're gonna use AI for our productivity and efficiency. I hear, hmm, they're thinking of taking out human jobs. Or no, no, no, no, we're gonna use AI to enable humans to do better jobs. But maybe over time, AI will be able to do those better jobs. How do we make sure that we're not displaced? So thank you for having me. So as a CEO for global consulting and technology company, I'm dependent on everything because my job is to help companies leverage technology to transform the companies, to be able to grow, to become more efficient, to create more value. And at the same time, I hire a lot of people. I hire between 70 and 100,000 people every year. So I'm highly dependent as well on the labor market to find the right skills to be able to get the work done. So if you think from a technology perspective, first impact of technology on labor is not new. I mean, we have been leveraging technology. You talk about office automation, you talk about office productivity, digital. It has been disrupting work for many, many, many years. So it is not something new. It's true that it both has both impacts. It has an impact in terms of creating jobs. It has an impact as well in terms of changing jobs. So evolution, but also replacing jobs. So we have to look at the overall vision. And I saw your numbers coming out of the survey that shows there is creation of jobs and there is displacement of jobs. So of course, the biggest talk subject since last year has been generative AI. Why? Because it's enabling to do new things that we're not able to do before. And if you think about generative AI, yes, it's going to impact jobs. You talk about one quarter of the jobs that are going to be impacting the next five years. The reality is going to impact white collar jobs. And we talk about customer service. We talk about sales. We talk about marketing, about communication, about IT. The reality is going to impact most white collar jobs. So it will hold out the middle white collar jobs so like if you're a plumber or a painter or an electrician you're safe. Even the job of a CEO gets impacted because what I have access to today to be able to make decisions is going to be quite different compared to what I had last year and what I will have next year. So it enables you to make decisions faster, to be able to have access to new information, to have a better perspective and to understand the impact of decisions. So all this we take into account. So yes, you go to areas like, because this is the most used example by CEOs today, in a call center it does increase productivity because I can generate even human equivalent of human responding to customers around basically as a request. So I'm able to increase the productivity. However, I would tend to agree that the displacement of job and the impact is not as high as people think. Why? Because if this was true, that technology can impact so fast, we'd have many less people in some areas like finance or others than we'd have today. It takes a lot more time because you have something called the human factor and make driving change is not that easy. So I agree that people tend to look at examples and use cases and from there drive straight lines of saying, if you apply it to everybody, this was gonna happen. And it doesn't happen this way. I mean, we deal with that on a daily basis with our client. Going from an example or proof of concept to scale, it's a lot more complex and it takes time and you never get exactly all what you want. So I think it definitely gonna have an impact on a lot of the white collar jobs, but not to the extent that we think. Second thing, there are other technologies. We talk about generative AI, but you talk about digital twins. They have to increase safety. They have to be able to increase operational efficiency. We talk about immersive technology. So there's a whole list of technology, but it's true that in the short term, there's real obsession about generative AI. On the other side, you think about technology and creation of jobs. Look at the jobs created by green technology. I mean, we work on scaling gigafactories, thousands of jobs created by gigafactories and there's probably more than 90 gigafactory projects across the world. You think about renewable energy. That's creating a lot of jobs. So AI, there's new jobs. Data analyst, data prompters. So there is plenty of new jobs being created, but it's true that we're gonna displace jobs. And of course the question, at what speed do we create new jobs versus we displace some of the old jobs? So it tends to be positive. And I just want to rebound on this concept of global work. Because I think it's quite important. The concept of remote work has been enabled by digital technology. Sure. If not, we'd never be able to do what we have done during COVID. And yes, people came back to certain extent to the office, but we also have seen a lot of remote workers. So I'll take the example of Capgemini. We are currently implementing a new platform to be able to have all our employees to cross the world on this platform with skills. Because our job is about deploying talent on client projects to be able to help them, enable this technology transformation. So our motto is around what I want to achieve is, anybody can work on any role anywhere in the world. Right now we had more of the model in our business where we have people in global delivery centers in India, in North Africa, in Southeast Asia working for clients, but it was one-to-one in a certain way. What I want is one of my employees or architects in Sweden being able to work tomorrow on a project in Germany. Somebody in France working on a project in the UK. But I wanted to do that seamlessly. And I think the enablement of being able to do that remote work seamlessly, this is going to enable to be able to compensate the issues that we have today around demography. We have aging population in the Western world. On the other side, we have young population in Africa, in a number of countries in Asia, and we need to find work for them. Traditionally, in white-collar jobs, you move people. You have to have immigration. Today we're going to be able to do these high-skill jobs remotely. And I think this is going to enable to be able to do something new also in terms of basically boosting some of these economies because we're going to move the work and visit the high salaries to develop in countries. And that should enable to boost some of the economies. So I see a positive future from that perspective. Indeed. We certainly also need to see less onerous regulation and less red tape in that regard. Yes, Prime Minister. Excuse me. There is one practical experience from my country concerning what you have mentioned, Amanda, that there are people ready to cut their income because of some advantages connected with the Home Office. A few years ago, we wanted to open an issue in my country of four-day working week. Of course, we were immediately rejected by business that it is not possible, not at all. And of course, COVID has changed everything because even now I know a lot of firms in Slovakia that simply continue and they leave people at home. They realize those firms that it is very economically effective to leave people to work in their flats, apartments, and houses. And it's funny now to how the opinion of business is going to change as far as four days working week. Now after COVID, after as they see those advantages of people working in their houses and apartments, they are more flexible and it seems to me that Slovakia can in a very short time be looking at those countries that will introduce as an experiment, of course, for the being four days working week. At this juncture, I'd like to open it out to the floor if there are any questions from the audience before I keep on with the conversation. Would anyone like to ask a question? Yes, please. If you'd like to stand up, we'll bring over a microphone for you. Just state your name, where you're from and who you'd like to address the question to. Thank you. Thank you very much. My name is Nicola Haglidna. I work with DHL and I'm the CEO for the German Postal and Parcel Services. And I have 200,000 employees and I say that not to brag, but to bring the blue color workers also in. And I wanted to ask to what you said, just as we talk a lot about artificial intelligence and how sexy these tools are. My number one issue is that my employees say our jobs are not being appreciated anymore. They don't quit because the parcels are too heavy or whatever, nobody appreciates them. So they say society, they don't appreciate us. During Corona, we were the heroes, now nobody appreciates us. So while artificial intelligence for the white colors, I think we have the skills and we can attract them. But what does that do actually to the blue color workers that many of us actually have? Well, again, I don't think I have the universal answer to your question. But I think when we look at what we are doing in factories around smart factories, for example, to be able to enable digitally the factories, yes, we're displacing work, but on the other side, we're displacing as well work which sometimes are heavy, are difficult, et cetera. When you look at automation in steel factories or in cement factories, which are very hard jobs, here you're basically easing in a certain way some of these jobs. The second thing I think digital technology can enable to enrich jobs. You have to think about it as being in many cases, yes, in some cases displaces job, but in many cases it augments what people can do. So again, I haven't thought about the postal office specifically, but we can think about ways where the jobs gets enriched, where they do is more than what they do today because enabled by technology they're able to do more and get more involved in some of the decision making around routing or other that basically enable them to feel that their job has become richer. So the augmentations through generative AI is a real subject in terms of enabling people to have more satisfaction as well in terms of the work they do by taking away some of the most, you know, maintain a basic task and then the other side be enabled them to do that. And I think the example, you know, when you think about skills, okay, when we look at IT, so for us, you know, doing software engineering, developing application and things like that is at the heart of our work. So we do tests. So we can think about generative AI as being able to code faster, so we need less people. But what we have done as well is taking teams with very basic employees in terms of skills and getting them to use generative AI. Suddenly we're able to get them to do the work, you know, of people who are more experienced. So we're able to augment them to do the work of more experienced people. And this for the future of work is very important because you're gonna be able to take people with less skills, augment them with generative AI and get them to do in a certain way more satisfying and more highly skilled jobs. That's an excellent question. And I'm really glad that you raised that because we're not just seeing desires for work-life balance. We're seeing desires for mental health and emotional health support and appreciations. We can't forget our humanness in all this automation. Gilbert, you wanted to add something to this. Yeah, I just want to come back. I mean, the point that you are raising, very valid point, remind me the point that Prime Minister Fico was also making that, in fact, let me remind you what ILO Constitution and the Philadelphia Declaration 44 says, labor is not a commodity. So the key things here is to bring the human-centered approach. So somehow AI will, whether we like it or not, will force us to bring back the human dimension at the center. And in addition, and I wholeheartedly support the CEO of Capgemini was saying, in terms of augmenting through the lifelong learning and the rescaling. But at the same time, yesterday, one point that was interesting also discussed is, today, who is able to use AI is the one that will replace the job of who is not able to even understand technology in that, so it's not AI that is taking away your job. It's your ability or inability to understand or to work with it in the short run. So I cannot insist enough in the lifelong learning. Link to that, one point also that came out in the discussion is this demographic change and the fact that we have skilled shortage on labor shortage on one hand and the excess of skills on the other hand, global north, global south, aging population, et cetera. And the challenge on one hand with AI, you may not need a call center in India or Morocco. On the other hand, you could and Capgemini can offer a job to a young Togolese in Lome, that doesn't have to migrate. So the whole debate on the labor migration that itself will structurally have to evolve on that and we have to be ready to have that kind of win-win discussion in terms of labor migration and the care economy and the aging of the population. You said labor shortage and I'm wondering, Minister, what we're going to see in 2024? Because remember when we had the great resignation directly after the pandemic, airlines couldn't fully take off, restaurants couldn't fully open. There was a massive shortage of available and healthy workers. Is that going to start flipping around this year and what's the experience that you're seeing in Togo? So with regards to the... Obviously, we also are part of... We face the consequences of some of the political crisis in the region and so on. I would say that again, with regards to the labor market and the whole of West Africa's economy was also impacted by inflation and so on, I think that it's going to be a lot of the focus that we have again around education and training. We do have a risk-killing issue that we're dealing with as a region and as a continent and I also think that a lot of the conversations with regards to not only unions but the education system is taking place right now on how to modernize this education system. We know that it takes a lot of time. We know that our youth may not have the right skill set right now because when we talk about AI, we talk about new technologies, it also has impact on the way they were trained and there's a lot of work that is being done right now but again, the issue is how do we determine the training that is required and it's not a mundane issue. I mean, because finding the right content and the right partners for this type of training is extremely hard and then the second question is that when you see contractions in the global economy, then it does have an impact on the continent as well, especially when you look at, I would say, white-collar jobs on the continent. That's also something that has been on top of our mind, I would say. But again, having the Ministry of Digital Transformation has this mandate to connect. We're talking about staying, for example, in Togo and being employed using the global platform of Capgemini. It forces us to make sure that we have broadband everywhere, stable broadband, so it also has an impact on the type of investment that we need to support because we realize that the private sector alone cannot do it and so again, after having left the investment in infrastructure, telecom infrastructure, we left it to the private sector in the year 2000 and for the past 10 years, it was always well with the private sector investing in infrastructure and now we realize that because our real challenge is employment and we need broadband, stable broadband in order to connect these youth to the job market, then we have to also support this type of investment which was not, I would say, planned a decade ago. So it forces us to find new financing models to finance this infrastructure. So when we just take the employment issue, that's where we see that it's connected to so many different issues that we again have to solve to make it work. So many, it's a very multi-pronged approach, isn't it? We've only got time for one more question from the audience. Yes, sir, we'll bring over the microphone for you. Thank you. My name is Otlay and I'm the General Secretary of the Industrial Global Union which represents practically all organized industrial workers in the world, white-collar, blue-collar. But my question goes to the re-skilling because we saw the number of jobs that are going to go away and the number of jobs that are going to appear. From our side, of course, we're hoping that the people who lose their jobs will get the new jobs but that's not necessarily the truth. But the problem is how are we set up when it comes to re-skilling generations? And we know that blue-collar workers are less likely to want to take further education. There's less pressure on blue-collar workers to do so. White-collar workers are more eager to do it and there's more on offer for them. But we need to get everybody on this wagon so the question goes to everybody. But the ministers, first of all, your countries, are they set up to do this job? And Tukap Gemini and the ILO, how is the global picture? That's an excellent question. May I just say we've only got three minutes left and it is a hard out. So if we can just... I'd like a thought on that topic from each of you but just keep the questions concise, please. Gilbert? I mean, the question is critical. The way I would say it, I think we have to recognize that both in terms of up-scaling and addressing the peculiar situation of the blue-collar that the colleague from Germany was raising, we are behind. It's just like the whole policy dimension when we talk about AI. So we are behind. So I can only ask the Director General of ILO really advocate for more investment in those training from the blue-collar to the white-collar. Thank you. Minister? That's a very good question and that's a very difficult one, especially because it requires, I would say, local participation because you can't reskill blue-collars from abroad taking contents somewhere. You really need the participation of the blue-collars, I don't know if it's associations and so on, so to rethink through how the reskilling would look like. And I would say that we are not there yet and I will also say that what we need is maybe a methodology to get there, which is not so easy to think even through it, I would say. So that's why it's challenging because not only do we need to think through it and try to understand how we do it, but we also need to have the people who can actually do it and make it happen. And these are two difficulties, I would say. Thank you, Minister. Prime Minister? Once again, practically, you know that we have all we had in my country, a lot of companies that had to be closed, for instance, mines in Slovakia. And I have to admit all programs, how to fix those people from mines to, let's say, enormous standard working conditions were not successful in my country. So this is something we do not have a very effective medicine in my country at this moment. So I fully understand. Very quick. The opportunity and a challenge. The opportunity is today with immersive and digital technologies. We can train people 95% remotely. That's the opportunity. The challenge is how to organize in a way that people are able to learn fast enough and the second thing, how to create incentive for people to want to learn. Just half a minute. Absolutely. Just, you know, and the Prime Minister also touched on that earlier and I thought you were going to bring that up is the social dialogue, the mention of all we are discussing. You see, what we're saying, we can organize everything, the platform and so forth. If the blue color or the white color do not want to have that training, you won't be able to make it. You can bring the animals to the river, but you cannot force them to drink on that. So it's important for us to have that kind of social dialogue to make sure that we can incentivize all of us. Absolutely imperative to have the dialogue and to turn that dialogue, the talk into action as well, isn't it? On that note, I do believe that our session has ended all too quickly. I do thank our panellists very much for your conversation. I learned a lot and I hope that the audience did as well. Thank you. Let's give it a round of applause.