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In partnership with:
Employee Engagement | Reaching Your Potential Through Diversity
David Boyd WilliamsGlobal Director of Diversity & Inclusion
Trends
Shifts
BeyondEngagement
Purpose
Today’s JourneyOverview
24 April 2018 - 2018 Global Workplace Trends Launch
2018 Workplace Trends Overview
At a glance2018 global workplace trends
Common Theme > Collective Intelligence: Building Individual, Organizational, and Environmental “Intelligence” Across All Work Domains
The Internet of Things: Shaping the future
Workplace
Human Capital Management 3.0:
Transforming the Employee Experience
Getting Ready For Gen Z
Moving the Needle on Gender Balance
Re-imagining Resources in the Sharing Economy
A series of 7 Trends
Creating the Emotionally
Intelligent Workplace
Employees: New Change Agents
for Corporate Responsibility
Featuring insights from 20 future thinkers and strategists
2017 marked the first full year with Generation Z in the workforce —typically defined as born between 1995 and 2012.
Organizations need to know what Gen Z brings to the workplace in order to foster a vibrant multi-generational mix.
However, there are challenges associated with integrating a new cohort into an already age-diverse workforce.
Notably, Gen Z is a distinct generation and not to be grouped in with their Millennial counterparts.
1. Getting Ready For Gen Z
Trend Spotlight: Profile of Gen Z achiever Porai Beavan
Experts we consulted:• Claire Madden, leading Australian social researcher, author
of Hello Gen Z: Engaging the Generation of Post-Millennials.• David Stillman, generational expert with over 20 years of
experience, co-authored Gen Z @ Work with his Gen Z son.
6. Human Capital Management 3.0: Transforming the Employee Experience
6. Human Capital Management 3.0: Transforming the Employee Experience
While technology has delivered significant benefits, workplace complexity continues to rise and employee engagement remains low.
The employee experience has come into focus as a key area for improvement —and HCM increasingly being leveraged as a solution.
HCM comprises a wide-ranging category of software solutions and services covering key parts of the employee journey.
HCM 3.0 brings a new level of disruptive innovation based on ‘choice architecture’ and a more complex, integrated experience philosophy.
In HCM 3.0, the employee experience = the life experience. This means blending employees’ work, community, and family lives.
Trend Case Study: Sodexo’s Inspirus well-being platform.
Experts we consulted:• Mia Mends, Sodexo Inspirus CEO• Jacob Morgan, best-selling author, keynote speaker, and futurist• Bret Starr, HCM expert, founding partner, The Starr Conspiracy
7. Employees: New Change Agents for Corporate Responsibility
7. Employees: New Change Agents for Corporate Responsibility
To succeed, organizations need to become actors of change around large-scale environmental and social problems.
Responsible business is also being nudged forward because employees expect their employers to act responsibly.
Many employees are themselves acting as powerful advocates and change agents. Companies must strive to engage their workforce in inspiring ways about global issues.
However, a crisis of distrust remains a challenge in many workplaces and in the broader global marketplace.
Trend Case Study: thecamp
Experts we consulted:• Neil Barrett, Group SVP Corporate Responsibility, Sodexo• Fabian Dattner, Australian-based leadership activist• Jon Duschinsky, Canadian social innovator• Marion Darrieutort, CEO, Elan-Edelman• Pedro Tarak, co-founder of Emprendia
Confidential and proprietary to Sodexo. Do not share or post without proper consent
3X36%
5X
61%89%
50%Americans 75+ reported living with a disability
USA Ethnic minorities age
65+ by 2050
LGBT seniors predicted that staff would
discriminate against them
Of employees report an increase in morale when they work in teams including people with disabilities
Demographic Shifts
# of African American older adults in USA 2015-2060
# of Hispanic older adults in USA 2015-2060
Confidential and proprietary to Sodexo. Do not share or post without proper consent
D&I strategy in place
Demographic trends continue
to shift
Gray Wave
Purpose driven employee
engagement
Cultural competency of
employees
Diverse senior care needs
Perceptions on quality of care
Increased retention of
talentReduce future
care costs
Valued experience
A Narrative Worth KnowingD&I in Seniors
Outpaced avgUS job growth
by 3.7%
Need to recruit 1.2M
new employees by 2025
Adding 347,000new jobs by
2025
21% increase in the # of Senior
Living Communities in
the US
Industry ChangesAn Opportunity to Evolve
According tothe American Community survey data used by Pew, By 2020,
millennialswill make up 50% ofthe workforce, 75% by 2025.
Workforce TrendsIn the USA
According tothe American Community survey data used by Pew,
Hispanics comprise 16.4% of the U.S. population.
The wired, connected millennials are motivated differently.
According to Gallup Daily tracking, 32% of employees in the U.S. are engaged --
meaning they are involved in, enthusiastic about and committed to
their work and workplace.
Workforce TrendsKey Trends in the USA
40
60
Temporary Worker Demand by 2020
Contingent Workers Standard Employee
By 2020
5Generations coexist
in the workplace
However, 25% are “Disengaged”, compared to 17% in Corporate
America
Sodexo63%
Engagement Survey ResultsMore Than Meets the Eye
GenderMale
63%
Female
63%
Sodexo63%
Engagement Survey ResultsMore Than Meets the Eye
GenderMale
63%
Female
63%
RaceAm. Ind.
54%Asian
67%Black
70%Hispanic
72%Two+
55%White
62%
Sodexo63%
Engagement Survey ResultsMore Than Meets the Eye
Ideas & Opinions
50%
Enhance 2-way communication
90%
Strong performer
career opportunity
83%
Recognition beyond pay
74%
Women Under 30Focus Groups
ATTRACTION
RETENTION
ENGAGEMENT Engagement is 30% higher for employees who have the flexibility they need (Richman, 2011)
Workers with more access to flexibility are more likely to be committed / stay with their employer.
Results in less loss of knowledge workers to competitors and lower recruitment and training costs. (Sloan Center, Boston College)
50% of employers and 75% of employees rank Workplace Flexibility as a top benefit.
(Workplace Flexibility Study, Workplace Trends, 2015)
Flexibility | Attract, Engage, Retain Top TalentBest Places to Work
Top Outcomes 72% greater job satisfaction 62% increased loyalty 56% higher engagement 53% greater productivity
FLOW | Flexible Leaders Optimize WorkSurvey
How much I LIKE things here
MotivationSatisfaction Engagement
How much I BEHAVE in ways that improve our business results
How much I WANT to be here
EngagementEvolving the Model
Purpose
FemaleMaleGen XGen YMillennialGen ZLGBTQ+American IndianAsian AmericanAfrican AmericanHispanic AmericanTwo+ RaceCaucasianEtc…
What does PURPOSE mean to _____________??
