Conference Track
Date 24 Aug 2022 - 25 Aug 2022
Time 09:30 - 17:30 
Asia World Expo  Hong Kong 

"Future of Work" is more than just another buzzword. It is NOW. We all know 2022 or 2023 will not look like last year. Everything about work is changing. Talent wars are intensifying. Skills gaps are widening fast. Workspaces are anywhere and everywhere. What else could be in store for the workplace, workforce and the nature of work itself?

This track focuses on three pillars driving innovation in the workplace - People, Place, Technology; delivers thought-provoking inspirations and concrete solutions to prepare you for a future that's not yet defined. 

Count yourself among the thought leaders blazing new strategies for outpacing your competitors in talent wars, bridging skills gaps with AI-powered automation, building a diverse workplace with empathy and agility, and to learn how to lead your business through this time of change.


Cities like Hong Kong are rapidly evolving, driven by governments, talents in the cities and more and more importantly, technology. Where does the future of Hong Kong as a global city look like in the future? How will technology and innovation reshape the way Hong Kong is structured? Joining us with the insightful dialogue about our paveway to revive Hong Kong with energy, technology and future-proof city map.

Work From Home (WFH)—working from any remote location, or a combination of remote and working in the office—is here to stay. Both companies and their employees recognize that many jobs can be performed remotely, without potentially impacting productivity. Physical offices are slowly opening across the world. Employees are seeking flexibility, pursuing greater balance and meaning in life, and recalibrating their priorities. Employers are now more willing to provide the space and flexibility that employees need.


As companies battle for talent in the face of tight labor markets and labor shortages, an effective hybrid working model can potentially become a key employer brand differentiator and productivity lever, because of its potential to attract, engage and motivate employees. One size isn’t fitting all—so, companies will need to find a hybrid model that best suits their own business objectives and cultural contexts. As organizations move forward to craft their own versions of hybrid working, they must recognize and navigate the potential landmines.


This session, moderated by Dr. Sandhya Karpe – Leader, Asia Human Capital Center of The Conference Board of Asia discusses emergent models of hybrid working, how companies in Asia are rolling these out, dilemmas they are facing and recommendations for addressing them. Two eminent human capital leaders from the region – David Lim, Senior Vice President, People, PVH Asia Pacific and Handi Kurniawan, Group Head of The Jardines Learning Academy at Jardine Matheson will share their experiences and insights during the discussion.

COVID has brought tremendous changes to the business world by bringing many daily processes online and accelerating the process of digital transformation. Many employees now prefer and ask for work from home arrangements. This brings a significant change to the management of companies. Neufast has developed a remote video interview and assessment solution that help business navigate remote recruitment using technologies while striking the balance to satisfy personal data privacy concerns. This talk will also discuss the user cases and the business results the system has delivered.

Sensors have matured in recent years; organisations have adopted this technology to collect data in its various forms. The data these sensors collect can range from temperature, footfall traffic, IAQ, occupancy, frequency of use, facility maintenance to name a few. Our panel will share their thoughts on usage, output, and how to best use these sensors now and most importantly the future,

How do we define talent? Who do we give the right opportunities to grow, and how biased are we in our selections? In this session, we dismantle common misconceptions about talent shortage and availability, and provide a solid proof that empowerment is the key for growth and retention.

Work-life balance is the most desired factor for a job hunting candidate, as survey reveals. Yet it remains the most unmet expectation. Among many other employers’ virtuals, how can companies effectively communicate their working culture and attract talents who align with it? How to cultivate a productive environment  benefiting both the employees and employers?

Technology creation and adoption has rapidly accelerated under the pandemic, playing an increasingly prominent role in our economy and lives, and opening up exciting new opportunities. However, the tech industry continues to have a distinct gender gap, with women only representing 26.7% of the global technology workforce, of which only 5.5% are at CEO level. Why is it critical for the tech industry to prioritise gender diversity this next phase? How can organisations create gender inclusive workplaces in the Hong Kong tech space?

The way we shape our workplace shifts as fast as technology breakthroughs. The pandemic has definitely reshaped our workplace unprecedentedly, it also offers us some insights into the future of the workplace. Taking a further look into 2030, let’s deep-dive into the megatrends surrounding it.

Attention to workplace diversity and inclusion (D&I) has been on the rise in recent years. However Hong Kong / Asia seems to be lagging behind, most of the companies have not enacted any non-discrimination policies in workplace. In the Asian workplace culture, being openly LGBTQ+ may seem to be a hindrance to one’s career prospects; discussing sexual orientation or gender identity at work would also be conceived as “unprofessional”, therefore most LGBTQ+ employees would rather remain closeted in the workplace.


Given that tech itself is a special space that embraces individuality & innovation and breeds more openness towards diversity (half of Glassdoor’s top companies for LGBTQ+ people to work in were tech companies), it would be insightful to see what tech industry is doing to embrace a more inclusive workplace in Hong Kong, and thus inspired the other industries to take part.


As businesses compete for talent, expand into new markets and accelerate innovation, they need to commit and prioritise D&I to create a truly inclusive environment that will be attractive to future generations of LGBTQ innovators and consumers.

The way we work changes along with technology advancement and the rising attention to work-life balance, same applies to the workplace design. To adapt to our future need in work and emphasis on employee wellness, how to design a future-proof workplace for corporates?

If employers learned anything from the ‘great resignation’, it’s that workers must not be taken for granted. They can be a force detractor or a multiplier.

Thomas will share key findings from PwC’s recent Workforce Survey (July, 2022), in addition to his own thoughts on how to attract and retain top talent, especially millennials and Gen-Z.

Companies must act on people analytics to become more transparent, improve trust, align on purpose, and ultimately create inclusive and safe environments for diverse talents to grow.

There are over 70,000 disabled employees in Hong Kong, some are serving in Hong Kong’s leading industries such as financial services and trading. Despite the physical and mental challenges, they contribute to the economy and bring values to companies just like everyone else. How to leverage technology to unfold their potential further?

Employee experience has become a buzzword, a point of focus, or even a competitive advantage for companies in fighting for talents in the past few years. Did the concept brew from the Great Resignation? Is it a new hype or is it here to stay?

Since we are moving out of the pandemic, the future of work balances more towards a work-life blend prioritization over titles or promotions. The need for top notch technology is greater than ever, while there are plenty of talent pools ready to support this change. Great leaders understand this flow and actively promote and support talented individuals from various backgrounds.   

Hybrid work is here to stay. The pandemic has led to a stabilisation of remote work and profoundly challenged long-held attitudes about how, when, and where work is done. Organisations should focus their attention on the agile worker experience whilst also covering the needs of the hybrid employee interacting with the corporate workplace by digitally enhancing the office collaboration spaces.

On top of that, the safety, health, and wellbeing of employees and customers are more crucial than ever for all businesses and workplaces to consider. The right technology and policies can empower your business to adapt seamlessly to changing compliance demands. Technology is not the magic bullet, though— rather, it is the enabler for hybrid workplaces to ensure an open flow of information.

This presentation will walk you through the essentials - SPACE, PEOPLE & TECHNOLOGY, how to incorporate them to make hybrid working successful.

There is always be a “Future of Work”, and it is a topic that has been discussed since the industrial revolution. As we now at the convergence of the Information Age and the Anthropocene, the relevance of ‘work’ itself and it benefits to the individual and society are being questioned. Hassell has been working with some of the most innovative organisations on the planet to create places that deliver meaning to people beyond simple productivity goals. This presentation will forecast what is to come, supported by a post-covid survey of over 800 office workers across 4 continents. 

During the pandemic, technology has revolutionised how we work - the hybrid work mode is here to stay. Apart from the core factor of pay, what else do jobseekers prioritise in their careers? Are corporations doing enough to attract and retain talent? In this session, we’ll share the latest market trends with jobseekers and employers to create the best job matches.

Technology has changed the way we work, collaborate, and socialize. Office designs in Hong Kong and across the world have embraced the shift from a conventional cubicle-bound corporate design (Workplace 1.0) to an open-floor plan with flexible workstations (Workplace 2.0). We are now moving towards Workplace 3.0 which prioritizes employees’ wellness and happiness. In this presentation, I will share LAAB Architects’ design experiences with clients from a wide range of sectors, including tech companies like 9GAG and GoodNotes, to discuss this paradigm.

Established in 1999 in Silicon Valley, RingCentral has been a leader in Unified Communication as a Service (UCaaS). Inspired by the vision of “Work From Anywhere”, RingCentral’s cloud communication platform provides a reliable digital core for business collaborations anywhere, anytime, on any device. 


The pandemic has accelerated many changes in traditional work models. Whether you are in a hybrid workplace, expanding business across locations, or simply in need of a new communication method for new business models, RingCentral’s cloud platform enables enterprises of all sizes to digitalize effective communications and thus innovate and unleash new business possibilities.