RecFest London June 12, 2014
Jennifer Candee, Head of Global Talent Acquisition, SABMiller
The Future of Talent – A Call to Action for Talent Leaders
© SABMiller plc 20062
70,000+employees in SABMiller group
200+brands owned across six Continents across 80 countries
US$6.45 billion
Group EBITA for the year ended31 March 2014
US$26.72 billion
Net producer revenue 31 March 2014
315mHectolitres of beer produced
Who we are – scope of our operations
2nd largest global brewer Top 20 company listed on both LSE and Johannesburg stock exchanges
Every minute of every day, close to 140,000 bottles of SABMiller beer are sold and we have more beer brands in the
world’s top 50 than any other brewer.
© SABMiller 2014
Reduction in the growth rate of the global labour pool from 1.4% to 1% each year
Older workers blocking younger workers
The demographics of the global workforce will shift dramatically over the next 20 years
• Young developing countries will add 30% to the labour force by 2030
• Most of this labour force will be unskilled
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Implication: 13% too few skilled workers globally10% advanced economies; 16% China
Global labour trends
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Low numbers of emerging talent
(STEM)
Functional Succession Gaps
Ageing Workforce / Mass Exodus
(loss of intellectual
capital)
Gender Diversity(Diversity and
Inclusion targets)
What keeps me awake at night?
© SABMiller 2014
Critical skills shortage
• Highly competitive talent environment
• Small equity talent pool drives up remuneration and pay cost
• Vacancies open for long periods of time
• Work redistribution results in fatigue and low morale
• Time to competence extended
• Redirect investments into training & development
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Equity Non equity0
102030405060708090
100
11
29
88
75
Mechanical
Electrical
The South African Talent Landscape Female Engineering Talent across S.
Africa
Engineering Landscape Comparisons:
S. Africa: 1 engineer per 3200 peopleChina: 1 engineer per 130 people
Europe: 1 engineer per 250 people
© SABMiller 2014 6
Gender disparity in STEM?
© SABMiller 2014
Students:
“it’s all about dirty, male, low-paid jobs”
Parents:
Q: how would you feel if your daughter became an engineer?
A: “I’d hope she would have done something better with her life, like become a doctor or lawyer.”
Presentation information in footer 7
Challenging perceptions – haven’t we moved on yet?
McKinsey analysis – Education to employment, Dec 2012
Are young people prepared with the right skills needed for work
today?
Educators:
70% say yes
Employers / Young people:
Less than 50% agree
© SABMiller 2014 9Presentation information in footer
Parallel universes vs. integrated system
Educators
Employers
Youth
Not providing the right work skills
Not aligning / informing educators of skills required
for future
Not being educated about skills pathways. Receive conflicting data
© SABMiller 2014 Presentation information in footer 10
© SABMiller 2014 11
- McKinsey, Education to Employment: Designing a System that Works, 2012; Changeboard, Feb - April 2014
Commissioned study 1500
interviews youth,
parents, teachers
Launched “School Power”: STEM
Resources
Employee Primary
school visits
National Grid Work Experience Program
Female employee
school visits – break
perceptions
Careers Lab: collaboration of businesses
to partner with
educators
National Grid Program
Career Worlds
© SABMiller 2014 13
SABMiller and University of Nottingham partnership
© SABMiller 2014 14
Brewing community: what issues would this address?
Maturing demographic of key technical talent with succession gaps
Drive interest of Ph.D. talent to the brewing industry
Graduate talent often not aware of large multinationals like SABMiller could use their expertise within brewing science
Drive understanding and thought expertise
Nuture and engage talent across brewing sector for supernumery, graduate programs, and future talent successors.
Platform to bridge the gap between current brewing programs and to drive expertise of thought
Professor Katherine Smart, University of Nottingham now functions as Group Chief Brewer
of SABMiller.
© SABMiller 2014
• Critical Tipping Point
• Future of Talent is pain point top of boardroom agendas
• Calling on business and talent leaders to influence / build business cases to address broader agenda
• Employers and educators in partnership
• Reverse the stigma of STEM / Apprenticeships, entry level roles
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Call to Action
“we need to stop moaning and take collaborative
action” – Steve Holliday, CEO National Grid
Thank youJennifer CandeeHead of Global Talent Acquisition
[email protected] +44 (0)7919534486 @jennifercandee
uk.linkedin.com/in/jennifercandee