This report by the OECD reveals that building multigenerational workforces and giving older workers greater opportunities to work could raise GDP per capita by 19% over the next three decades. The research presents a business case for embracing greater age diversity in the workplace and debunks several myths about generational differences in work performance, attitudes and motivations towards work. The report sets out key employer policies and offers practical examples in three priority areas to support and promote an age-inclusive workforce. This includes designing and putting in place all-age and life-stage policies covering the full span of workers careers through best practice in recruitment, retention and retirement, as well as promotion of life-long learning and good health at work.
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Demographics
This article by McKinsey highlights that in a year marked by crisis and uncertainty, corporate America is at a crossroads. The choices companies make today will have consequences on gender equality for decades to come.
This research from the Pew Research Center reveals that millennials are taking a different approach to forming – or not forming – families than previous generations, finding that 30% of millennials live with a spouse and child compared with 40% of Gen Xers at a comparable age.
Cognizant looks at 21 HR jobs of the future in this guide to getting - and staying - employed in HR over the next 10 years, all things considered.
This report from McKinsey reaffirms the strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership, showcasing how the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. The report provides new insights into how inclusion matters and highlights why companies should pay much greater attention to inclusion, even when they are relatively diverse.s, and company size.
Deloitte’s 2020 Global Human Capital Trends report examines the new possibilities arising from the Covid-19 crisis, revealing that the crisis has accelerated a shift to a more purpose-driven and resilient workforce. The report underscores the need for redesigning work to prioritise well-being, leveraging technology as a collaborator rather than a replacement, and adopting a data-driven approach to understand workers’ attributes, needs and dimensions to segment their workforce accordingly. It challenges organisations to reexamine whether humanity and technology are truly in conflict and to consider how it is possible to resolve the seeming paradox of finding ways to remain distinctly human in a technology-driven world.
This report from the Pew Research Center reveals that members of Gen Z are more racially and ethnically diverse than any previous generation and are on track to be the most well-educated generation yet. They are also digital natives who have little or no memory of the world as it existed before smartphones. In terms of their views on key social and policy issues, the data suggests that Gen Z look very much like Millennials: they are progressive and pro-government, most see the country’s growing racial and ethnic diversity as a good thing, and they’re less likely than older generations to see the United States as superior to other nations.
This report from the Resolution Foundation considers the economic impacts of the coronavirus crisis on different groups of workers.
This paper from the United Nations presents the general concept of a just transition of the workforce, and the creation of decent work and quality jobs (‘just transition’), including the drivers and objectives of such transitions. The report discusses the linkages between just transition and the implementation of climate change mitigation policies, finding that employment will be affected in four ways as climate policies reorient the economy towards greater sustainability: job creation, job substitution, job elimination and job transformation.
The City & Guilds group, based on regional labour market data and a poll of 5,000 working age people, have produced a report to explain the current impact of low investment levels in training and to quantify how many peoples’ contribution is being lost because they cannot access regular skills development.