The Changing Nature of the Workforce (L4)

Question 1

What are some significant trends that reflect the changing nature of the workforce?

Answer 1

• Ageing workforce.
• Increasing female participation in paid work and increasing representation in senior roles; The Guardian reports that the no. of women in FTSE 100 boardroom roles is up 39% in a decade.
• More use of flexible working practices.

Question 2

What is the CIPD Definition of Diversity?

Answer 2

“Diversity is about recognising difference. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers.” (CIPD, 2022)

Question 3

What is the CIPD Definition of Inclusion?

Answer 3

“is where people’s differences are valued and used to enable everyone to thrive at work.” (CIPD, 2022)

Question 4

What are the two main diversity lenses?

Answer 4

• Physical: differences in values, skills, knowledge, personality.
• Demographic: differences in gender, age, education, cultural background, religion.

Question 5

What are some key questions regarding diversity to think about?

Answer 5

• Aren’t we all ‘diverse’?
• Which diversity counts?
• Does cultural diversity affect psychological diversity?

Question 6

Why is diversity good according to Forbes and McKinsey?

Answer 6

• McKinsey Diversity Report (2020): company boards in the top quartile for diversity are +28% more likely to outperform their peers financially. This is linked to rising female representation, e.g. France average +40% women on boards.
• Forbes (2020): can bring benefits such as greater innovation, producitivity and access to a diverse talent pool.

Question 7

Why is diversity bad according to Henry and Evans (2007)? Own example?

Answer 7

According to Henry and Evans (2007), diversity in the workplace can increase training costs, increase likelihood of culture clash and prejudice, and mismanagement, which if left alone can have further knock-on effects on the business.

Question 8

What is the “glass ceiling”?

Answer 8

Women towards the top of a hierarchy face challenges and prejudice in trying to break into senior roles. This is misleading as it implies women only face challenges at the top as opposed to different levels and times in their careers.

Whilst some claim women have equal opportunities, it is evident that their careers are seen as less fruitful vs. males.

The glass ceiling should instead be thought of as a labyrinth where women face many challenges but these must be navigated.

Question 9

What is the “glass cliff”?

Answer 9

This is where women are hired to board level positions in times of difficulty and when something goes wrong, they are blamed and therefore end up at high risk of losing their position and credibility as a result.

Question 10

Whare are some changes to family structures?

Answer 10

• Average marriage age increasing.
• Less children later in life.
• Dual-earner couples.
• Increasing use and availability of paternity leave.

Question 11

What is the CIPD definition of equality?

Answer 11

Equality means equal rights and opportunities are afforded to all.

Question 12

What is equity according to the CIPD?

Answer 12

Equity recognises that treating everyone equally has shortcomings when the playing field is not level, and emphasises that people should be treated based on their needs.

Question 13

What are some of the key changes affecting older workers?

Answer 13

• Retirement is no longer compulsory due to law change; perhaps beneficial given that to retire, £10,900 post-tax annual income is required to maintain a minimum SoL according to Loughborough University, published by BBC (2011).

A concern is that state pension age increase is currently under review by the government, meaning older workers are left without pension until later.

Question 14

What are some key stats regarding older workers demographic in the UK?

Answer 14

• Defined as 50+.
• Now form roughly a third of the workforce, increasing YoY.
• Greater proportion of 50-64 year olds in work vs. 16-24 year olds.
• According to UNISON (2013), the average working age is increasing. Companies must pay heed to the implications of the employment of older people, such as stress, health and safety, and cognitive performance.

Question 15

What benefits are associated with employing older workers?

Answer 15

• Broader skillset and experience.
• Able to mentor and train.
• Equally responsive to training as younger workers.
• McDonald’s reports 20% higher performance where 60+ workers are employed.

Question 16

What are the challenges for managing changes to the workforce?

Answer 16

• Overcoming recruitment bias to access talent.
• Being aware of effects of workplace culture on employees.
• Question whether workplace practices create unnecessary barriers to performance.

Question 17

Give an example of how organisations have managed the challenge of removing barriers to performance for employees/recruitment bias?

Answer 17

Aviva and Neurodiversity 2019:

Worked with the organisation Exceptional Individuals to develop a neurodiverse recruitment process, and invested in staff training via workshops. Placed 2x interns on their special recruitment scheme.

Question 18

Summarise Millennials are Entitled and Hardworking, and how firms can bring out their best (Deal and Levenson).

Answer 18

• Love to contribute ideas.
• Need variety.
• Expect work-life balance and flexibility to pursue personal/professional development.
• Work long hours.
• Go above and beyond.

To bring out their best:

• Minimise repetition and increase engagement.
• Understand willingness to work long hours.
• Encourage participation.

Question 19

Summarise Millennials are High Tech and High Touch, and how firms can bring out their best (Deal and Levenson).

Answer 19

• Comfortable with technology having grown up with and is interweaved into daily life.
• Technology just as important as people and workplace community.

To bring out their best:

• Give autonomy to use technology, especially where it can support work.
• Communicate often around topics such as development.
• Make them feel part of a family or community.

Question 20

What are the characteristics of Gen Y Professionals?

Answer 20

• Tech-savvy.
• Family-centric.
• Achievement-oriented.
• Feedback-seeking.
• Job hopping.
• Team-oriented.

Question 21

What are some similarities in attitudes between younger and older generations regarding workplace flexibility? (FlexJobs, 2018)

Answer 21

• Both rank telecommuting 100% of the time as preferred type of flexible work arrangement.
• A quarter of both groups are freelancers.
• Both groups consider meaningful work a critical factor in accepting a job (55% and 57%).

Question 22

What are the characteristics of Gen Z? (Ambista, 2020)

Answer 22

• More global; social media.
• Under the influence; social media and influencers.
• More demanding; unlimited consumer choice presents need for brands to stand out.
• Innovation and uniqueness is a focus.
• Emphasis on experiences.
• Pro CSR.

Question 23

What are some key facts about Ethnic Diversity from CIPD?

Answer 23

• In 2016, 14% of the working age population are from a BME background. This is increasing, with the proportion expected to rise to 21% by 2051.
• In the case of ethnic and cultural diversity: in 2019, top-quartile companies outperformed those in the fourth one by 36 percent in profitability, slightly up from 33 percent in 2017 and 35 percent in 2014.
• The likelihood of outperformance continues to be higher for diversity in ethnicity than for gender.

Question 24

What are some benefits of diversity posed by academics?

Answer 24

• A greater range of perspectives (Watson, Kumar, & Michaelsen, 1993).
• More creative solutions (McLeod & Lobel, 1992).
• Increased employee productivity (Richard, 2000).
• Greater financial profits (Ng & Tung, 1998) resulting from a well-managed diverse workforce.

Question 25

What are some examples of flexible working arrangements?

Answer 25

• Part-time.
• Job-share.
• Reduced working week.
• Agency working.
• WFH.

Question 26

Flexibility is attractive for business because…

Answer 26

• Quickly address skills shortages/surpluses.
• Good workers want/need it.
• Supports a diverse workforce.
• Meet global and sector-specific demands.

Question 27

Flexibility is attractive for workers because…

Answer 27

• Increased variety at work (job enrichment).
• Work-life balance.
• Alternative to redundancy/offers job security.

Question 28

What are the benefits of flexible working on the business and employees? (CIPD)

Answer 28

• Businesses save on office space through technology and resources are freed up.
• Job satisfaction, commitment and wellbeing.
• Moderated by personal circumstances and health.

Question 29

What issue do Kelliher and Menezes (2011) raise about the relationship between FWAs and performance?

Answer 29

Found that relationships were largely inconclusive as different types of FWAs had different organisational outcomes, e.g., while Meyer et al. (2001) were able to demonstrate a positive relationship between profit and working from home, job-sharing had a negative relationship.

Question 30

What is a zero hours contract? (CIPD)

Answer 30

“an agreement between two parties that one may be asked to perform work for another but there is no minimum set contracted hours”.

Question 31

Why are zero hours contracts used?

Answer 31

Used in situations “where work fluctuates unexpectedly and where consequently the employer can’t guarantee work”. Used as they provide flexibility for the employer and employee.

Question 32

What are the upsides and downsides of downsizing, delayering and outsourcing?

Answer 32

Upsides: increased responsibility and autonomy; wider use of team-working and self-managed teams; use of participatory leadership and management.

Downsides: impoverished jobs with meaningless work; job insecurity and less stability in organisational career paths; increased stress and working hours.

Question 33

What are the characteristics of an individualistic culture?

Answer 33

• Employee motivated by feedback about own performance.
• Workers motivated by goals to reach potential.
• Motivated by jobs providing autonomy.

Question 34

What are the characteristics of collectivist culture?

Answer 34

• Employee motivated by feedback about their group’s performance.
• Workers motivated by goals set for the group they are in.
• Motivated by jobs that involve working closely with others.