As employers around the world contend with the greatest workforce disruption in generations, a new global report published by staffing leader Kelly (Nasdaq: KELYA, KELYB) uncovers a striking disconnect between senior executives and talent. The 2023 Kelly Global Re:work Report finds that most organizations are failing to meet the needs of employees and risk erasing progress made during the pandemic. The report identifies resilient organizations thriving amid the disruption, emphasizing the importance of building workforce resilience in today's dynamic labour market.
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Demographics
Deloitte’s 2023 Gen Z and Millennial survey reveals that while these generations acknowledge some positive change, they remain deeply concerned about their futures. The report underscores continuing concerns about the cost of living, work/life balance, climate change, mental health, and examines Gen Z’s and millennials’ shifting relationship with work. The research underscores the need for employers to understand these generations and continue to drive progress on the challenges that matter most to them. This will not only help boost productivity and retain talent – it will ultimately build trust and value for business in society more broadly.
This report from the CIPD explores the varied approaches organisations are taking to hybrid working, its wider impact, and the relationship to performance and productivity, finding that a growing number of organisations (66%) believe that it is important to provide flexible working as an option when advertising jobs and see this as a key way of attracting staff and addressing skill or labour shortages. The report also provides an overview of some of the benefits and challenges flexibility can bring, including those relating to employee wellbeing and inclusion.
The Open University’s latest Business Barometer report reveals that despite ongoing skills shortages, over half (54%) of organisations don’t have any specific initiatives, skills programmes or workplace adjustments in place for specific talent pools including underrepresented groups. The report suggests that employers are missing out on a hidden talent pool and an opportunity to ‘grow your own’ talent during a time where two in four (42%) of organisations say they have been prevented from filling roles due to lack of applicants.
This report from the CIPD reviews the position in the UK after the end of the free movement of labour and the introduction of the points-based immigration system. The report examines employers’ responses on several key issues, including hiring practices of migrant workers, workforce nationality breakdowns, and whether the system is addressing skills and labour market shortages.
Now in its third year, Deloitte's Women @ Work: A Global Outlook offers some glimpses of real improvement. Rates of burnout have dropped. Non-inclusive behaviors have declined. And women are reporting more positive experiences with hybrid work. But despite some improvements over the past year, many women are still not getting what they want or need from their employers.
This report by the World Bank examines migration as a key development challenge and provides a comprehensive analysis of its potential to serve as a force for growth.
The report proposes an integrated framework to best manage the economic, societal and human impacts of migration, which draws on labour economics and international law. This framework is based on a “match and motive” matrix that focuses on two factors: the alignment of migrants’ skills and attributes to the needs of destination countries and the motives that underlie their movements.
This House of Commons Committee report provides an interesting assessment of the current UK labour market, including the impact of AI, automation and an ageing population.
This report from researchers at ADP Research analyses data from workers in 17 countries, revealing that the sense that workers want – and need – a lot from their job is stronger than ever. The survey data shows that workers increasingly require renumeration that keeps pace with rising living costs as well as making them feel valued for their efforts. Moreover, workers seek work that satisfies them personally and professionally, giving them flexibility and a supportive company culture that strives for fairness and inclusivity. Finally, the survey finds that workers expect employers to invest in their futures via proactive career development and training opportunities.
This new report by Ius Laboris considers recent demographic trends and how employers can respond to declining fertility rates, including the introduction of fertility policies.
Professor Wolfgang Lutz founder of the Wittgenstein Centre for Demography and Global Human Capital and all-round expert on demographics, discusses with us the issue of low birthrate in various countries across the world and the possible impacts on the workplaces of the future.