劳动力2024：转变思维模式适应工作的演变+Workforce+2024：Transforming+Your+Mindset+for+the+Evolution+of+Work

Workforce2024:

TransformingYourMindsetfortheEvolutionofWork

2014hetreat

September29,2014

EvolutionofWork

andtheWorker

•Challengingdemographicshifts

–Anagingpopulationinmanyareas

–Largepocketsofyouth

•Abroadmismatchbetweeneducationandopportunity

–Riseoftheservicesector

–Concernsregardingeducationalvigor

•Technology-drivenchangesinthewayworkisdone

–Remote,globallylinked

–Declineofmid-tierjobs

•Growingworkplacediversity

TheEIUReportHighlights

ImportantThemesforOurFuture

2|©2014TammyEricksonAssociates.AllRightsReserved.

AndIssuesaChallenge...

Majorcompanies...havetheresourcesandthecollective

manpowertounderstandandevenfashionthefuture,andthen

modifytheirorganizationsaccordingly....

Peoplearetheverylifebloodofaknowledgeeconomy.Andthose

people,alongwiththeirworkingroutineandthenatureoftheirjobs,arechanginginfrontofoureyes.Willcompaniesbe

sufficientlyalertandnimbletorespondtothishugechallenge?

3|©2014TammyEricksonAssociates.AllRightsReserved.

What’sNewAbouttheWorkers?

•Hispanic

•Female

•Old(er)

•Entrepreneurial

•Mobile

4|©2014TammyEricksonAssociates.AllRightsReserved.

PullinginDivergentDirections

Theworkforcewithinlargecorporations

Peoplewhodoworkbroadly

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By2050,aMajorityof

theU.S.WorkforceWillBeHispanic

•By2050,Hispanicswillrepresent55%ofthenation’sworkers,aged18-65

•Onaverage,Hispanicsarealmostadecadeyoungerthanthegeneralpopulation

•MorethanathirdofHispanicsarelessthan18yearsold

•FertilityratesofHispanicsarehigherthanthenaturalreplacementlevel

Source:Nevaer,LouisE.V.andVasoPerimenisEkstein,HRandtheNewHispanicWorkforce,Davies-BlackPublishing,2007

6|©2014TammyEricksonAssociates.AllRightsReserved.

ProportionoftheU.S.Working-AgePopulation,Ages25-64

90

80

70

60

50

40

30

20

10

0

White

AfricanAmerican

Asian

NativeAmericans

HispanicorLatino

1980

2020

Sources:U.S.CensusBureauandU.S.Population

Projections,basedonthe2000Census

7|©2014TammyEricksonAssociates.AllRightsReserved.

Millions

ProjectedChangeintheU.S.Population,2000-2020

15

10

5

0

-5

-10

0to17

18to24

25to44

45to64

65and

Older

White

Asian

AfricanAmerican

HispanicorLatino

Source:U.S.CensusBureau

8|©2014TammyEricksonAssociates.AllRightsReserved.

CollegeEnrollmentRatesAmong

18to24-Year-OldHighSchoolGrads

Source:Pew ResearchCenteranalysisoftheCPS HistoricalSchool EnrollmentTimeSeriesTables

9|©2014TammyEricksonAssociates.AllRightsReserved.

•TheoverallHispanicpopulationisgrowingrapidly

•Hispanicsareparticularlydrawntolarger,well-establishedfirmswithrecognizedbrands

•GenY’sasawholepreferworkinginsmallorganizationsandhavingentrepreneurialopportunities

–ArecentDeloittesurveyfoundthatonly20%ofY’soverallwanttobealeaderinalargeorganization

HispanicsAreLikelytobetheMost

ImportantSourceofTalentforLargeFirms

Source:Deloitte2013

Source:“BuildingandSupportingEthnicDiversity,”TammyEricksonAssociates2013

10|©2014TammyEricksonAssociates.AllRightsReserved.

EmphasizeTraditionalValues...

•Hispanicsplacealargevalueonanemployer’sstabilityandreputation

–Companiesshouldemphasizewell-thought-outcareerdevelopmentoptions--attractivepromotionpossibilitiesandaccesstoskillsrequiredtoattainthem

•WorkplaysaveryimportantroleinHispanics’lives

–Amajorsourceofprideandaroutetoupwardmobilityandeconomicsecurity

•Learninganddevelopmentarecoreelementsoftheoptimumexperience

–Receivingneededtraininganddevelopmentisimportantincreatingengagement

•Jobsecurityandtheemployer’sreputationandstabilityareextremelyimportanttotheHispanicworkforce

–91%saidthecompanywouldhavetobefinanciallystableandsecure

Source:“BuildingandSupportingEthnicDiversity,”

TammyEricksonAssociates2013

11|©2014TammyEricksonAssociates.AllRightsReserved.

...OfferForward-ThinkingPractices

•Hispanicsarenotlookingfortraditionalwork

arrangements

–Oftenpartoflargeextendedfamilies,withastrongsenseofresponsibilitytootherfamilymembers,mostHispanicsarelookingfor

flexiblearrangements

•Idealworkarrangementsincludetimeshifting,asynchronouswork,andflexibleschedules

–Embracefamily-friendlyflexibility

•Providewaystocommunicateworkplacesuccesswithabroadcommunity

–Includeinnovativestatus-relatedrecognition

(suchasbadging)thatcanbeeasilyshared

withanextendedcommunitySource:“BuildingandSupportingEthnicDiversity,”

TammyEricksonAssociates2013

12|©2014TammyEricksonAssociates.AllRightsReserved.

WomenintheWorkforce

“Womenarepoisedtoplaya

significantroleintheglobaleconomyinthecomingdecade–assignificantasthatofthebillion-pluspopulationsofIndiaandChina–yetthisBillionhasnotyetreceivedsufficientattentioninmanycountriesfromgovernments,

businessleadersorotherdecision

makers.Thisrepresentsamissed

opportunity.”

MelanneVerveerU.S.Ambassador-at-LargeforGlobalWomen’sIssues

Source:“Unlockingthefullpotentialofwomenatwork,”Joanna

BarshandLareinaLee,McKinsey&Company,2012

13|©2014TammyEricksonAssociates.AllRightsReserved.

EducationalAttainmentin2013

AssociateDegreesBachelorDegrees

MenMen

WomenWomen

MastersDegrees

Doctorates

Men

Women

Men

Women

14|©2014TammyEricksonAssociates.AllRightsReserved.

ImportantEducationalGainsforWomenAroundtheWorld

ProportionofAdultswithTertiaryEducation

Source:“ReportontheGenderInitiative:GenderEquityinEducation,Employmentand

15|©2014TammyEricksonAssociates.AllRightsReserved.

Entrepreneurship,”OECD,May2011.

Fixingthe“LeakyPipeline”

•Designtask-basedwork

–Structuringimportantworksoitcanonlybedoneonafull-timebasisseverelylimitsits

attractivenesstowomen(andmanymen)

•Makeflexiblehoursthenorm

–Equatinglonghourswiththepriceofsuccesshasaprofoundly

negativeeffectonwomen’s

emotionalcommitmenttothecompany

•Showapprobationfordiversity

–Leaderswhoexhibitawarm

acceptanceofdiverseperspectives,

alongwithanappreciationofand

curiosityaboutdifferentpointsof

view,aremoreinvitingtowomen

Source:“WomenintheGlobalWorkforce,”TammyEricksonAssociates2014

16|©2014TammyEricksonAssociates.AllRightsReserved.

TheRe-Generation’sSharedExperiences

Thosebornafter1995are

notMillennialsorGenY’s

From2008onward

•Recessionandrefinancing

•Resourceshortages–energy,water

•Self-reliantparents

•RealityTV

•Mobiletechnology

Source:“PreparingfortheRe-Generation,”

TammyEricksonAssociates2014

Thecoldwaterreality

ofinconvenienttruths

17|©2014TammyEricksonAssociates.AllRightsReserved.

CharacteristicsoftheRe-Generation...

PiggyBankKids:Theydefergratificationandsaveforthefuture

DigitizationofStatus:Theywilldownsizeandaccruevalueinnewforms

NoraBorrowerBe:Theywillrent–andgenerallyaccessgoodsandservicesininnovativeways–andarereluctanttoincurdebt

SwapShop:Theyrecycle,share,borrow,tradeandbarter

ParentingbyText:Theyarenormal,notexceptional,usersoftechnology

Hashtag:Theyfunctionin–andthrough–anetworkE-TradeExperts:Theyarelicensedandauthorized

ModernMcGuyvers:Theyimprovise

FiniteLimits:Theycareabouttheenvironment

SomethingforEveryone:Theycompromise

Source:“PreparingfortheRe-Generation,”TammyEricksonAssociates2014

18|©2014TammyEricksonAssociates.AllRightsReserved.

PreparingfortheRe-Gens:NewFinances

•Theywillbeunlikelytomakeimpulsepurchasesofmajoritemsbasedonfinancingoffers

•Thepopularityofoldfashionedmodelsforpurchasing,suchaslay-away,willgrow

•Industriesdependentonconsumercreditmustadapttotheirreluctancetoincurdebt

•Debitcardsandpre-loadedpurchasecardswillincreaseinpopularityovercreditcards

•Theywillhaveanextendedsenseoftime,awillingnesstobeenrolledforthelongtermandtodefergratification

Source:“PreparingfortheRe-Generation,”TammyEricksonAssociates2014

19|©2014TammyEricksonAssociates.AllRightsReserved.

Percent

45

40

35

30

25

20

15

10

5

0

ForRe-Gens,NeitherHousesNorCarsAreStatusSymbols

50

AnicehomeisanimportantstatussymbolAnicecarisanimportantstatussymbol

AgreeStronglyAgree

Source:“PreparingfortheRe-Generation,”teenss1,oeir

TammyEricksonAssociates2014byCarbonviewResearchforTammyEricksonAssociates

20|©2014TammyEricksonAssociates.AllRightsReserved.

PreparingfortheRe-Gens:NewOfferings

•Mosthaveanutilitarianviewofcapitalgoodsandadiminisheddesireforownership

•Homeownershipratesarelikelytodecline–manywillrentforsignificantportionsoftheirlives

•Developbusinessmodelstospreadthecostofgoodsoverabroadernetworkofindividuals

–Leveragetechnologytofindcreativeapproachestoaccessgoodson-demand

–Playtotheirfinancialcaution

•ExpecttheRe-Genstoliveincitieswheretheycantake

advantageofpublictransportationandothersharedservices–considerwhenlocatingofficesandoutlets

•Re-Gens’betterunderstandingofthevalueofmoneyandsavingswillinfluencetheirpreferencesforbenefits

–Theywillbesmarterconsumersofhealthcare,andraisetheirexpectationsforretirementandpensionplansfromemployers

Source:“PreparingfortheRe-Generation,”TammyEricksonAssociates2014

21|©2014TammyEricksonAssociates.AllRightsReserved.

BehaviorforaWorldofFiniteLimits

Source:“PreparingfortheRe-Generation,”

TammyEricksonAssociates2014

•Sensitivitytomultiplepointsofview

•Pragmaticconsiderationoftrade-offsandlong-termbalance

•Acceptanceofcompromiseasinevitable–anormaland

necessaryprocess

•Groupdynamicsthat

recognizedifferingneeds

•WhileGenY’sweregoodatcollaboration,theRe-Gensbringtheaddedskillof

compromise

22|©2014TammyEricksonAssociates.AllRightsReserved.

Millions

Globally,ManyoftheRe-GensLiveinChinaandIndia

400

350

300

250

200

150

100

50

0

0-14

15-29

USBrazilChinaEgyptGermanyIndiaNigeriaRussiaSaudiUnited

ArabiaKingdom

Source:InternationalDataBase,USCensusBureau

23|©2014TammyEricksonAssociates.AllRightsReserved.

SignificantShiftswithintheWorkforce:GenderImbalance

India

China

050100150

Populationin2025

Womenintheir20's

Menintheir20's

MaleSurplusin2025China16millionIndia11million

24|©2014TammyEricksonAssociates.AllRightsReserved.

GlobalYouth

Source:“GenerationsandGeography,”

TammyEricksonAssociates2013

•Appreciate

–Withholdjudgment–don’tjumptoconclusions

•Acknowledge

–Legitimizediverseperspectives

–Becautiousof“global”approaches

•Arbitrate

–Surfacedifferencesandestablishclearandeffectivegroupnorms

•Adapt

–Frameanddelivermessagesinwaysthataremeaningfultoeach

individual

25|©2014TammyEricksonAssociates.AllRightsReserved.

WesternEuropeanAverage

Japan

African

India

Brazil

ChinaUnited

DecliningBirthRatesAroundtheWorld

Birthsper100Population

6

5

4

3

2

1

0

Avg

States

1820

1900

1950

1998

Source:"ChangingGlobalDemographics,"H.S.DentPublishing,2007,basedondatafromtheUnitedNations.

26|©2014TammyEricksonAssociates.AllRightsReserved.

UnitedStates:PopulationPyramid

Source:InternationalDataBase,U.S.CensusBureau

27|©2014TammyEricksonAssociates.AllRightsReserved.

Germany:PopulationPyramid

Source:InternationalDataBase,U.S.CensusBureau

28|©2014TammyEricksonAssociates.AllRightsReserved.

Years

ThirtyProductiveYears

AfterYourFirstCorporateCareer

30+

20-25

19.4

13.6

1.2

29|©2014TammyEricksonAssociates.AllRightsReserved.

LifeExpectancyAfterPensionableAge

France

Germany

Italy

OECDAverage

Spain

UnitedKingdom

UnitedStates

AgeinYears

051015202530

Men

Women

Source:PensionsataGlance:Retirement-incomeSystemsinOECDandG20Countries,OECD,2011

30|©2014TammyEricksonAssociates.AllRightsReserved.

Odyssey

Years

Childhood

TheHumanRaceIsDevelopingNewLifeStages

MostBoomerswillhave

a30yearperiodofpostchild-rearing

ActiveAdulthood

GenY’shaveadded

ActiveAdulthood

ActiveAdulthood(postchild-rearing)

a10yearperiodofexploration:

OdysseyYears

31|©2014TammyEricksonAssociates.AllRightsReserved.

Odyssey

Years

ActiveAdulthood(postchild-rearing)

Childhood

Old

Age

TheMostSignificantNewLifeStageOccursAfterAge60

ActiveAdulthood

18-2030-ish

60-65

90+

32|©2014TammyEricksonAssociates.AllRightsReserved.

WhatAretheImplicationsofThisLifeStage?

•Forindividuals:Retireretirement...orhaveareallygood,30-yearplan

•Forsociety:Capitalizeonaplethoraofhumancapital

–Harnessenergy,time,andskillsforsocial,entrepreneurial,culturalbenefit

–Createnational(orglobal)“giveback”programs–Boomersarethegenerationtodoit

•Forgovernments:Assume–andassure–economiccontribution

•Forbusinesses:Preparetotapintothelargestpoolsoftalentpossible

–Recognizethatweareheadedforatalentshortage

–Eventheincreasingrateofparticipationintheworkforceforecastedforolder

peoplewillnotcompensateforthedecreasingrateofparticipationbyyoungerpeople.TheUSBureauofLaborStatisticshasprojectedanoveralldecreaseof1.5%inthelaborforceparticipationrateby2018.

•ForGenX’ers:Createnewrolesforthem

SourceforBLSdata:“FlexStrategiesToAttract,Engage&RetainOlderWorkers,”InnovativePractices

ExecutiveCaseReportNo.5,TheSloanCenterforAging&WorkatBostonCollege,2012

33|©2014TammyEricksonAssociates.AllRightsReserved.

BreaktheStereotypes:SomeWorkBenefitsfromAgeandExperienceFourmajorrelationshipsbetweenworkandage:

1.Age-enhancedactivities–performancebenefitsfromexperience;

2.Age-neutralactivities–workthatrequiresfirmlyestablishedskillsthatcanbeusedautomaticallywithnoinfluenceofage

3.Age-counteractedactivities–agingworkersfaceincreaseddifficultyinsomeareasbutareabletocompensate;

4.Age-impairedactivities–tasksdemanding

speedandmusclepower,suchasthose

requiringcontinuousrapidinformation

processing(airtrafficcontrollers)and/or

strenuousphysicalactivity(professional

athletes)

•Oftenanydeclineincognitiveprocessesis

duetodisuseoratrophyandcanbe

counter-actedthroughpositivechallenge

Source:“WorkingandAgeing:EmergingTheoriesandEmpirical

Perspectives,”EuropeanCentrefortheDevelopmentofVocationalTraining,

PublicationsOfficeoftheEuropeanUnion,2010citingWarr,1994

34|©2014TammyEricksonAssociates.AllRightsReserved.

TheShapeofCareerstoCome:

“DownShifting”forOngoingContribution

50s

60s

40s

70s

CareerDeceleration

80s

30s

Career

20s

Development

Source:WorkforceCrisis:HowtoBeattheComingShortageofSkillsand

TalentbyDychtwald,Erickson,andMorison,April2006

35|©2014TammyEricksonAssociates.AllRightsReserved.

TenPlusOne:

ActionstoTakeNow!

1.Restructurethetimeandplaceofwork

2.Makeworkphysicallyeasier

3.Developapproachestotapexpertise

4.Broadenyourdefinitionof“workforce”

5.LeverageBoomers’specializedskills,

uniquecapabilities,andlifestyle

6.Helpthemplan

7.Trainthem

8.Helpthemexperiment

9.Helpthemleveragetheirskillsoutside

yourorganization

1.TurntheleadershipreinsovertoGenerationX

10.Developrealisticsuccessionplansand

well-groundedworkforcestrategies

36|©2014TammyEricksonAssociates.