CIMSPA Labour market intelligence project
AN UPDATETARA DILLON
A QUICK QUIZ…
Diversity? – % of white people in our sector?
54% Male / 46% Female
Activity/class/session qualityCentre cleanliness • Staff
helpfulnessStaff attentiveness • Broken
equipmentPercentage of turnover
spent on training?
What are the top five customer complaints?
What’s the male to female split in our sector?
Is there a gender pay gap?
How long do employees stay
in their current job role?5 years
Yes (£6,950): £31.5k v £24.6k
96% white0.2%
Roles with management responsibilities including – aspiring manager (supervisor, SDO), emerging
manager (duty manager, facility manager), general manager (group manager) and senior manager (CEO,
regional director)
MANAGEMENT – 60%
Response breakdown
TECHNICAL – 40%Roles with technical responsibilities including
–lifeguard, receptionist, food and beverage
assistant
WHERE OUR SECTOR WORKS
COACHING, EDUCATION & SPORT BODIES • LOCAL AUTHORITY NOT-FOR-PROFIT • PRIVATE ORGANISATIONS
1. Duty manager2. Centre manager3. Senior manager4. Sports development manager5. Contract manager, fitness manager
(equal place)
MANAGEMENT
Top 5 job roles
TECHNICAL1. Fitness instructor2. Receptionist3. Group exercise instructor4. Swimming teacher5. Personal trainer
So we could determine that the gender pay gap is due to employment status. Not so…
Management roles
Management occupations
Technical occupations
Diversity 96% of respondents were of white descent, 3% of respondents were of
any other ethnicity, and 1% of respondents preferred not to disclose. Disability, condition or illness: 12% respondents Of those respondents from an ethnic or disabled background
– 35% of respondents are in a technical role– 65% of respondents are in a management role
These figures are in fact higher than the average uptake in the same roles. So, we offer equal opportunities but our profile of BAME and disabled employees is starting from a low base.
Are we looking after our staff? We are keeping staff for longer – an average of 5yrs (was 3yrs). More men are looking to leave than women (41% male, 29% female).
Reasons: salary, lack of benefits, poor management. 75% of men in emerging manager roles are currently looking for a new
job. These are predominantly 25 -32 year olds. (40% are looking outside of the sector).
With the exception of group exercise and contract manager, women stay in their roles longer than men, but more contract managers are looking for a new job even though they have the second highest average salary.
Feeling qualified is SO important A clear majority of those asked were looking for more training in
management, and employers too highlighted 1st line management as their training priority.
YET THIS IS OUR BIGGEST DROP OFF……
Most valued training… Employers believe they get the most value out of leadership,
communication skills and customer management training areas, yet have identified leadership, managing others and business planning as most required for management training.
Employees say that the most common training they receive is the statutory health and safety courses with customer management and team management at the bottom of the list
How our sector splits training
We qualify ourtechnical staff
Why do we stop training our best so young and at a pivotal point in their careers?
TECHNICALQUALIFICATIONS
IN-HOUSETRAINING
MANAGEMENT
52%We qualify ourmanagement staff
45% 3%
37% 36% 28%
Is it down to spend? 0.5% of turnover spent on training. How much more is spent on recruiting and retraining? So how much is our sector’s staff attrition really costing?
Customer complaints
Quality of activity/class/session Centre cleanliness Staff helpfulness Alertness/attentiveness of staff Equipment not in working order
TOP 5 COMPLAINT REASONS
Poor performance = real cost Equally you said that staff poor performance costs you up to 60 hrs per
year and around £5.5K, this does not include the cost of losing custom – real or potential.
Do we really need revisit that investing in meaningful training, particularly in management WILL make a difference to retention and bottom line?
In conclusion…