closing the gap – women in the professions - peter cheese

APM Women in Project Management Conference

Closing the gap – women in the professions

London, 29 Sept 2016

Peter CheeseCEO, CIPD

Key themes shaping the future of work

Technology and digital

Globalisation and economic change

Workforce and demographics

• ‘Computerisation could replace up to 47% of jobs in the US’

• Top 10 in demand jobs in 2010 didn’t exist in 2004

• 65% of school children today will end up doing jobs not yet invented

• 15m jobs to be replaced by robots in the next 20 years (BofE)

Probability of computerisation

Occupation

99% Maths technicians

99% Insurance underwriters

98% Loan officers

98% Credit analysts

98% Legal secretaries

97% Dental lab technicians

96% Surveying & mapping technicians

96% Compensation & benefit managers

95% Nuclear power reactor operators

94% Paralegals and legal assistants

94% Accountants & auditors

93% Tax examiners & collectors, & revenue agents

86% Real estate sales agents

65% Librarians

61% Market research analysts & marketing specialists

58% Personal financial advisors

Source: Frey and Osborne (2013)

The changing nature of work - FOBO♯

The changing demand – how we work

• Est 15% now self-employed

• 33% working in micro-enterprises

• 90% of increase in workforce is 50+, or 1.12m people

• High skill jobs account for >70% of the rise

• 10% decline in avg earnings in real terms since 2008

Source: ONS, CIPD Research, EY

• More diverse, more demanding

• Working more flexibly

• Older and working longer

• More entrepreneurs, more knowledge workers, more service workers

• More specialists

• Working more in SMEs

• More jobs and more career changes

• More upskilling and reskilling

What will be the future workforce?

‘Rethinking’ the workforce relationship

Voice Empowerment Recognition Meaning Purpose

Well-being Alignment Collaboration Shared values Commitment

Trust

Women in work – contextEconomic benefits of higher female participation

• £23 billion a year to the Exchequer (Women and Work Commission)

• Economy could grow by 10% by 2030 (Women’s Business Council, 2013)

• 1million more female entrepreneurs (Women’s Business Council, 2013)

Importance of flexi -working • Around two fifths of women in the UK work part-time (IPPR, 2015)

Recognition of caring responsibilities

• Over than two fifths of women who work part-time do so primarily to take care of children or incapacitated adults (IPPR, 2015)

Many women would like to be employed

• Around 2.4 million women who are not working and want to work (Women’s Business Council, 2014)

Others would like to work more hours

• Further 1.3 million women want to increase the number of hours they work (Women’s Business Council, 2014)

Mothers returning and working p/t find themselves in lower level roles

• Professional and managerial jobs make up 43% of jobs across the EU28, but account for less than a third of p/t work (Eurostat 2015 via IPPR, 2015)

The female pipeline?

20sFew differences between male and female pay and

progression

Eventually leave the labour market

30sDifferences in pay, progression start to become evident –

Particularly affecting mothers

Continue to work full or part time without any significant

changes or issues

Working part-time and below their skill level =

supressed progression and misallocation of skills in the

economy

Barriers and perceptions – what’s getting in the way

• Culture and mindset

• Diversity vs inclusion

• Process vs outcomes

• Support mechanisms, flexi-working practices

• Role models, perceptions and expectations

• Visibility and transparency

Line managers at the heart of change

11

Social and ethical

responsibility

Body of knowledge and

skills

Principles and Situational judgement

What does it mean to be a professional?

Commitment IdentityCPD

• World of work is changing, but we still have much to do

• Diversity and inclusion starts from early education onwards

• Importance of role models, visibility, practical support, manager training

• Have to move beyond the ‘process’ to the outcomes and real culture change

• Culture change starts from the top, but we can all impact and help enable

• Emergence of new business models and more flexible working needs further encouragement

• Positioning of what the professions are and what it means to be a professional

Key takeaways