Examining the American workforce

Kathy Kane, Senior Vice President of Talent Management at Adecco Group North America

Adecco Staffing US is the nation’s leading provider of recruitment and workforce solutions. We are the pre-eminent workforce management partner for Fortune 500 companies and career advisement expert for American workers, serving all of the key industries and professions that drive our economy forward. Adecco has over 900 career centers and, on any given day, connects 70,000 talented workers to the best job opportunities across the country, making us one of America’s largest employers.

Please visit us at adeccousa.com.

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About us

About our presenter

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• Has held senior roles in both finance and human resources

• Consulted for many companies seen on the ‘Best Companies to Work For’ list

• Has written and spoken on a variety of HR topics, including diversity, flexibility and talent management

Kathy Kane

Senior Vice President of Talent Management at Adecco Group North America

Agenda

The American workforce

• Our present state of employment

• Demographics

• How things have changed

• Common concerns of the American worker

Work habits and work environment

• Time

• The internet and social media

• The importance of relationship management

• Compensation and rewards

• Engaging the American worker

Effective strategies for today’s workforce

• Changes you should consider making

Question + Answer

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Our present state of employment

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By industry

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Industry sector Percent

Mining, construction and manufacturing 12.9%

Utilities 0.3%

Wholesale trade 3.7%

Retail trade 9.6%

Transportation and warehousing 3%

Services - information 1.9%

Finance 5.2%

Professional and business services 13.2%

Educational services 2.3%

Health care and social assistance 11.9%

Leisure and hospitality 8.8%

Other service providing occupations 4.3%

Federal government 1.7%

State and local government 12.8%

Agriculture, forestry, fishing, and hunting 1.2%

Other 7.2%

Source: Employment Projections Program, U.S. Department of Labor, U.S. Bureau of Labor Statistics

Projected employment by major industry sector

Age demographics

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Source: BLS July 2011 data

Age range demographics of the working American population

Age rangePercentage of the

working population

16 - 24 14.7

25 - 34 21.8

35 - 44 21

45 - 54 22.8

55 - 64 15.2

65 years and over 4.5

Gender

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2010

47% of employees in North America are female

Women earn 81.2 cents for every dollar that men earn

Among full-time workers, men worked longer (8.2 hours) than

women (7.8 hours)

Education

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Source: BLS 2011 data

Median weekly earnings in 2010

Doctoral degree

$1,550

Master’s degree

$1,272

Bachelor’s degree

$1,038

High school

$626

Less than a high school diploma

$444

The unemployed

• Who is working and who is not

• Age and gender

• Education as a differentiator

• Geography

• By industry

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Age rangeUnemployment

rate August 2011

Unemployment rate

August 2010

16 - 19 25.4% 26.2%

20-24 14.8% 14.9%

25 - 34 9.5% 9.8%

35 - 44 7.7% 7.8%

45 - 54 7.1% 8.2%

55 and over 6.6% 7.3%

TOTAL 9.1% 9.6%

Age demographics

Source: BLS August 2011 data

Age range demographics of the unemployed American population

GenderUnemployment rate

August 2011Unemployment rate

August 2010

Men age 25 and up 8.1% 9.1%

Women age 25 and up 7.4% 7.4%

Married Men 5.9% 6.8%

Married Women 5.8% 5.9%

Single Mothers 11.9% 13.4%

TOTAL 9.1% 9.6%

Gender demographics

Source: BLS August 2011 data

Gender demographics of the unemployed American population

Unemployment by state and region

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14.0% and over

12.0% to 13.9%

10.0% to 11.9%

8.0% to 9.9%

6.0% to 7.9%

4.0% to 5.9%

3.9% or below

Source: BLS July 2011 data

How things have changed

• Evolution of the American worker

• Workforce size

• Available resources

• Work habits

• Work environment

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Common concerns of the American worker

• Income stability

• Healthcare

• Paying down personal debt or mortgage

• Social security and saving for retirement

• Having enough time

• Work/life balance

• Childcare

• Pursuing the American dream

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Time

• Not 9 to 5 anymore

• Weekdays/weekends/holidays

• Alternative work schedules

• The nimble workforce

• Increased commute

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The Internet and social media

• A differentiator and a game-changer

• The Internet is more than just a resource

• Social media is not just Facebook

• New tools enable new methods of working

• Collaboration is widespread

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The importance of relationship management

Management

Colleagues

The organization

The networks

Customer/client

Compensation and rewards

• Recession after-effects and general inflation

• Demographic differences in compensation

• Exempt vs. non-exempt concerns

• Traditional and non-traditional benefits

• What do your employees value?

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Engaging the American worker

• Employment stability

• Passion, purpose and pride

• Transparency

• General work/life balance

• Alternative work schedules and work from home options

• Wellness in the workplace

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Changes you should consider making

• Emphasis on metrics

• Strategic planning of workforce and staffing level needs

• Map out a talent pipeline plan including knowledge transfer

• Long-term contingency planning for rewards strategies

• Continuously reinvent how work is done

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Changes you should consider making (continued)

• Enable opportunities for learning and development

• Enable the use of technology in multiple forms and forums

• Integrate alternative work options as a ‘new normal’

• Regularly ask your employees what is important to them – and respond

• Encourage and enable innovation and risk-taking

• Over-communicate

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Key takeaways

• There is a new normal and it will continuously change; employers who stay in front of this curve will benefit by attracting and keeping the best talent.

• More than ever before, employees expect to have their voices heard. Listen and respond or beware.

• Employee engagement will be key to competitive success.

• The use of metrics and contingency planning is critical.

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Thank you!

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