closing the gap – women in the professions - peter cheese
TRANSCRIPT
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