This report by Ernst and Young reveals that today, work is less connected to old ideas of career, rewards and workplaces, and emphasises that leaders should understand the importance of talent health and how it can be influenced by personalised total reward offerings, skills and learning programmes and the ways employees perceive culture. The research finds that success will rely largely on how organisations address five key dimensions: talent health and flow; work technology and generative AI; total reward priorities; learning, skills and career pathways; culture and workplaces.
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Demographics
This report from our international alliance of global employment law experts, Ius Laboris, discusses how emerging trends - from the ethical drive of Generation Z to the challenges of an ageing workforce - are reshaping the workplace. It looks at a range of potential solutions - including recruiting foreign nationals; encouraging more women to join (and crucially stay) in the workforce; emphasising ESG-credentials and DE&I; and adopting technology solutions - to help businesses remain competitive.
McKinsey's tenth-anniversary Women in the Workplace report reveals that over the past decade, women have made important gains at every level of the corporate pipeline however warns that progress is fragile, particularly for women of colour who continue to be underrepresented at every level and who view gender and race as obstacles to their advancement. The research finds that in many instances, women's outlook and day-to-day experiences are not much different, or are even worse, than they were a decade ago. The report identifies the changes companies can make to chart real progress on the path to parity - which is projected as nearly 50 years away.
This report by the Work Foundation investigates how quality of work contributes to long-term employment outcomes, revealing that more than four in ten insecure workers (44%) have fallen into ‘long-term insecurity’ over a four-year period, presenting a direct challenge to the previous government’s approach that assumed any job will help them progress into secure and sustained employment. The research findings indicate that individuals’ difficulties in progressing from insecure to secure employment have persisted, suggesting that the ‘insecure work trap’ is a deeply ingrained issue within the labour market – and not merely a consequence of the pandemic’s unique challenges.
This report from ManpowerGroup reveals an increase in hiring intentions from the previous quarter, signalling that employers are adjusting to ongoing economic challenges and are keen to secure the talent necessary for growth. In terms of workforce trends, the survey finds that when it comes to negotiating pay, working location, and flexible working hours, employers believe they hold the power. At the same time, however, increasing work-life balance emerges as the top priority for employers as they focus on increasing worker retention. Employers are also increasingly implementing or planning various measures to better support their LGBTQIA+ workforce - key strategies include diversity training, increased representation, and promoting inclusive language.
Workday’s latest report reveals an increasingly competitive job market for employees, with the number of job applications growing four times faster than job openings. At the same time, top performing employees are quitting their jobs to look for better opportunities. The research highlights that among industries, 45% saw a decrease in overall engagement, attributed to the lingering impact of layoffs, divisive return-to-office policies, and slower growth. Meaningful work and feeling of accomplishment were found to be critical for employees to remain engaged and loyal.
This report from PwC explores the nature and drivers of change experienced by employees, along with their perceptions, concerns, and needs regarding digitalisation and upskilling. The research reveals that employees face the dual realities of workplace transformation - while there is a sense of optimism, employees are also fearful of evolving workplace demands and a volatile environment. Generative AI technologies are rapidly becoming an integral part of daily work routines, with employees increasingly embracing these tools and recognising their productivity-enhancing capabilities and potential to enhance job security, pay, and job efficiency. The survey findings also reveal that while job satisfaction has improved compared to previous years, employees are more inclined to pursue career advancement, e.g. asking for a pay raise or promotion, or switching employer. Pay-for-performance, work-life balance and job enhancements are factors that are found to increase employee engagement. The report concludes by setting a range of priority actions that employers and business leaders can take to empower their employees through this transformative period.
This report by the Work Foundation reveals that three in five (61%) of UK business leaders agree that there are significant differences in work culture preferences among employees from different generations, with employers highlighting that the greatest difference is their work-life balance expectations. Seven in ten agreed that their organisation benefits from the diverse perspectives brought by a multigenerational workforce, but the evidence suggests doing so requires employers to take proactive action. The report offers a set of recommendations to assist employers in achieving an inclusive workplace that promotes better health, wellbeing and increased productivity.
The CIPD's latest quarterly Labour Market Outlook report reveals that hard-to-fill vacancies remain prevalent - among employers surveyed, 37% have hard-to-fill vacancies. The research finds that employers are increasingly looking at ways to improve job quality, possibly to mitigate the impact of higher workloads. It recommends that employers consider the different aspects of work that will improve the employee experience, including autonomy, career progression, training, voice and work-life balance.
The International Labour Organisation's 20th Global Employment Trends for Youth report reveals that continuing high rates of 15- to-24-year-olds who are not in employment, education or training, and insufficient growth of decent jobs are causing anxiety among today's youth, who are also the most educated youth cohort ever. This year's report also looks back at what has been achieved in this century to improve young people's working prospects and considers the future for youth employment in an era characterised by crises and uncertainties. Looking at longer-term trends, it concludes that there are not enough high-skilled jobs for the supply of educated youth and highlights that keeping skills development on pace with developing demands for green and digital skills will be critical to reducing education mismatches.