PROBE RESEARCH MANITOBA BUSINESS LEADERS 2015 DEMOGRAPHIC ...€¦ · DEMOGRAPHIC CHANGE & ADAPTING...

PROBE RESEARCH MANITOBA BUSINESS LEADERS 2015

DEMOGRAPHIC CHANGE &

ADAPTING BUSINESS POLICY

M A N I T O B A

B U R E A U O F S T A T I S T I C S

RIGHT ANSWERS

RIGHT NOW

December 17, 2015

Probe Research: Manitoba Business Leaders Index The Manitoba Business Leaders Index (MBLI) is an annual survey, conducted by Probe Research Inc, of the provincial landscape as viewed by business leaders from across the province. The survey sample includes a stratified sampling of CEOs, presidents, business owners and designated senior corporate officers from 200 small, mid-sized and large commercial “establishments” as defined by Statistics Canada and the Manitoba Bureau of Statistics (MBS). Establishments include publicly traded and private companies from all major sectors of Manitoba industry. For MBLI 2015, executive telephone interviews were conducted between November 7th and December 7th, 2015. For the 2015 survey, a supplementary section on business adaptation to changing demographics in the labour market was added for MBS. Manitoba business leaders were presented with six potential actions that could be taken to respond to increasing age, gender and cultural diversity in the provincial labour market. Respondents were then questioned as to how likely their company would be to implement each policy. Selected individual charts present a "Balance Score" figure. It is calculated as the rounded difference between an affirmative response (e.g. very likely, somewhat likely) and an adverse response (e.g. not very likely, not at all likely). The Balance Score provides an indication of how far the emerging situation is from the status quo. For example, the Balance Score for changing human resource policies is +26, derived from 50.0% “likely” responses and 24.5% “not likely” responses. Selected charts also present a “Likelihood Score”. It is a weighted average of the responses that assumes an equal distribution of emotional/mental response between choices. The score can range from a low of 1 (not at all likely) to a high of 5 (very likely). The scores are calculated as follows, based on a 5 point scale, and rounded: Likelihood Score = [(count ‘Very Likely x 5) + (count ‘4’ x 4) + (count ‘3’ x 3) + (count ‘2’ x 2) + (count ‘Not at all likely’ x 1)] / Total count For example, the Likelihood Score for changing human resource policies is 3.4, derived from [(61 x 5) + (39 x 4) + (33 x 3) + (14 x 2) + (35 x 1)] / 182.

_____________________________________________________________________________________________Manitoba Bureau of Statistics

_____________________________________________________________________________________________ Probe Research Manitoba Business Leaders 2015: Demographic Change

3

Summary Results Business leaders were most receptive to changing human resource policies (31% very likely, 20% somewhat likely), employing retired workers on a part-time or contract basis (31% very likely, 18% somewhat likely) and offering more flexible roles and schedules (31% very likely, 17% somewhat likely).

Note: Percentages are calculated with "Don't know/Prefer not to Specify" in the total. This category is not in included in the chart therefore the stacked bars will not add to 100%.

Slightly less interest was shown in revising management training and development programs (22% very likely, 25% somewhat likely) and providing ongoing training to older workers to acquire new skills (24% very likely, 20% somewhat likely). Business leaders were least amenable to offering benefit packages that are tailored to different age groups (20% very likely, 13% somewhat likely). Notable variations in business size and location included:

Large companies with 50 employees or more were more likely to change human resource policies (51% very likely, 26% somewhat likely) compared to mid-sized companies with 10 to 49 employees (29% very likely, 24% somewhat likely) or small companies with less than 10 employees (15% very likely, 9% somewhat likely).

Large companies were more likely to revise management training and development programs (33% very likely, 33% somewhat likely) compared to mid-sized (18% very likely, 28% somewhat likely) or small companies (16% very likely, 13% somewhat likely).

18%

14%

12%

19%

16%

27%

7%

13%

11%

6%

13%

13%

17%

21%

24%

21%

23%

21%

20%

18%

17%

25%

20%

13%

31%

31%

31%

22%

24%

20%

Changing Human ResourcePolicies

Employing Retired Workers

Flexible Roles andSchedules

Revising Training andDevelopment Programs

Ongoing Training to OlderWorkers

Tailored Benefit Packages

PROBE BUSINESS LEADERS SAMPLE Demographic Change & Business Policy Overview

1 - Not at all likely 2 3 4 5 - Very likely

Likelihood Score:

3.4

3.4

3.5

3.3

3.2

2.8



4

Companies in Winnipeg were slightly more responsive to offering benefit packages that are tailored to different age groups (22% very likely, 17% somewhat likely) compared to companies outside of Winnipeg (16% very likely, 8% somewhat likely).



5



6

Detailed Results



7



8

Companies are dealing with demographic changes in their workforces in different ways. The following arethings that companies may or may not be doing to respond to increasing age, gender and cultural diversityin the provincial labour market.

How likely would your company be to implement this policy?

Number Percentage

1 - Not at all likely 35 18%2 14 7%3 33 17%4 39 20%5 - Very Likely 61 31%

Total 182

Number PercentageDon't know/Prefer not to specify 18 9%

Question 1A

Changing your human resource policies to reflect increased diversity in the workforce

MANITOBA

18%

7%

17% 20%

31%

0%

10%

20%

30%

40%

50%

1 - Not at all likely 2 3 4 5 - Very Likely

PROBE BUSINESS LEADERS SAMPLE Changing Human Resource Policies

Balance Score: 26 Likelihood Score: 3.4



9



Question 1A by location and size

Changing your human resource policies to reflect increased diversity in the workforce

20%

15%

8%

6%

20%

13%

18%

21%

27%

33%

Other

Winnipeg

PROBE BUSINESS LEADERS SAMPLE Human Resource Policies

By Region


5%

14%

31%

2%

12%

6%

11%

16%

22%

26%

24%

9%

51%

29%

15%

50+

10 - 49

<10

PROBE BUSINESS LEADERS SAMPLE Human Resource Policies

By Company Size

1 - Strongly Disagree 2 3 4 5 - Strongly Agree



10



Number Percentage


Total 187


Question 1B

Offering more flexible roles and schedules that may better suit workers' lifestyle expectations

MANITOBA

12% 11%

24%

17%

31%

0%

10%

20%

30%

40%

50%


PROBE BUSINESS LEADERS SAMPLE Flexible Roles and Schedules




11



Question 1B by location and size

Offering more flexible roles and schedules that may better suit workers' lifestyle expectations

15%

10%

11%

10%

23%

24%

15%

19%

32%

29%

Other

Winnipeg


By Region


5%

12%

18%

7%

9%

15%

32%

25%

15%

14%

21%

15%

39%

28%

27%

50+

10 - 49

<10


By Company Size




12



Number Percentage


Total 191


Question 1C

Employing retired workers on a part-time or contract basis who will perform needed work and mentor young employees

MANITOBA

14% 13%

21% 18%

31%

0%

10%

20%

30%

40%

50%


PROBE BUSINESS LEADERS SAMPLE Employing Retired Workers




13



Question 1C by location and size

Employing retired workers on a part-time or contract basis who will perform needed work and mentor young employees

13%

15%

11%

13%

24%

18%

22%

15%

30%

31%

Other

Winnipeg


By Region


7%

14%

19%

16%

13%

9%

18%

26%

16%

26%

17%

12%

30%

26%

36%

50+

10 - 49

<10


By Company Size




14



Number Percentage


Total 190


Question 1D

Providing ongoing training to older workers to acquire new skills

MANITOBA

16% 13%

23% 20%

24%

0%

10%

20%

30%

40%

50%


PROBE BUSINESS LEADERS SAMPLE Ongoing Training to Older Workers




15



Question 1D by location and size

Providing ongoing training to older workers to acquire new skills

17%

15%

8%

16%

23%

23%

24%

16%

25%

23%

Other

Winnipeg


By Region


7%

17%

22%

14%

14%

9%

26%

22%

21%

25%

18%

16%

23%

26%

22%

50+

10 - 49

<10


By Company Size




16



Number Percentage


Total 186


Question 1E

Offering benefit packages that are tailored to different age groups within your workforce

MANITOBA

27%

13%

21%

13%

20%

0%

10%

20%

30%

40%

50%


PROBE BUSINESS LEADERS SAMPLE Tailored Benefit Packages

Balance Score: -8 Likelihood Score: 2.8



17



Question 1E by location and size

Offering benefit packages that are tailored to different age groups within your workforce

32%

23%

16%

11%

19%

21%

8%

17%

16%

22%

Other

Winnipeg


By Region


16%

32%

31%

14%

14%

10%

32%

13%

19%

16%

12%

12%

18%

25%

15%

50+

10 - 49

<10


By Company Size




18



Number Percentage


Total 182


Question 1F

Revising management training and development programs to reflect longer career paths and increased competition for management positions between people in different age groups

MANITOBA

19%

6%

21% 25%

22%

0%

10%

20%

30%

40%

50%


PROBE BUSINESS LEADERS SAMPLE Revising Training and Development Programs




19



Question 1F by location and size

Revising management training and development programs to reflect longer career paths and increased competition for management positions between people in different age groups

19%

18%

1%

9%

20%

21%

30%

21%

19%

24%

Other

Winnipeg


By Region


4%

21%

28%

5%

5%

6%

21%

22%

18%

33%

28%

13%

33%

18%

16%

50+

10 - 49

<10


By Company Size




20

PROBE RESEARCH MANITOBA BUSINESS LEADERS 2015 DEMOGRAPHIC ...€¦ · DEMOGRAPHIC CHANGE & ADAPTING...

Documents

Transcript of PROBE RESEARCH MANITOBA BUSINESS LEADERS 2015 DEMOGRAPHIC ...€¦ · DEMOGRAPHIC CHANGE & ADAPTING...