Study on a Pilot project: Making the EU transport sector attractive for future generations IRU workshop driver shortages session 2: young drivers

Transcription

1 Study on a Pilot project: Making the EU transport sector attractive for future generations IRU workshop driver shortages session 2: young drivers Jasper Tanis, Paul Vroonhof & Laura de Haan 28 februari 2018

2 Background of the study Employment in the EU transport sector About 10.5 million transport jobs (2014). Almost 3 million road transport freight sector (2014). As in many sectors, mismatch problems (between supply and demand) exist in the transport labour market. Characteristics of the EU transport sector The connections between the labour markets of the various modes of transport are relatively limited. Companies in the sector are competing with companies in other sectors of the economy for much of their labour.

3 Background of the study Macro-developments having an impact on the EU transport sector Population ageing. Transport activity is expected to grow in the future. Technological advances & innovation. Developments in the EU transport sector Due to high number of workers retiring, skills shortages are likely to emerge. Growing demand may increase pressure on a workforce that is older than the average of the economy and with a particularly large gender imbalance. Due to technological advances and new tools, physical strength is becoming less important, and at the same time social skills and service orientation is becoming more important. Mismatch problems already exist in the transport labour market and are expected to increase. Mobile jobs at all levels, especially jobs that imply being away from home for long periods, such as long haul truck drivers.

4 Need for action!

5 Questions How to attract younger generations for jobs in the road transport sector? 1) What skills are needed in the road transport sector? 2) What are the perceptions of these potential employees about these jobs? 3) What actions can be taken to change the perceptions of these potential employees in a positive manner? How to make the sector more attractive to young persons? How to enhance recruitments of young people? What kind of work-life balance and working conditions for young drivers?

6 Introduction to the study The study addresses two main issues: The extent to which the transport sector is seen as an attractive work place by young people, given current and foreseeable labour shortages in the sector (analysis of the current situation). What can be done to assist the recruitment of young people to the sector, including attracting more young women (recommendations). Scope: Young people with only low or medium schooling qualifications, but who might have the motivation and soft skills that employers are increasingly seeking. Young women versus young men (disaggregated analysis!).

7 Key findings on job expectations and perceptions of the transport sector Young people s views on the attractiveness of the sector are complex and confused due to the fact that they are poorly informed about what the sector does and the types of jobs available. Stereotypes about the transport sector as a whole but also for specific modes of transport are prevalent among young people; these stereotypes are related to gender roles and working conditions in general as well as to specific jobs. Nevertheless, young women and men generally seem willing to consider transport as a possible sector of employment, especially when provided with additional information about the diversity of transport jobs, job content and training opportunities in particular. Employers and unions are generally aware of these perceptions. The opportunity to travel appears to be the most attractive aspect of transport jobs - but are not a mandatory job expectation for most young people. An important condition of this is that travel should be for short periods and within the EU.

8 Road transport: spontaneous associations Source: IPSOS presentation on the basis of group discussions

9 Recruitment Communication channels: In terms of recruitment, many employers seem to place more reliance on suggestions from existing employees than a systematic search of the labour market. However, when young people are looking for a job, the internet is first destination, then public employment services, followed by contacts at companies or social media. Message: Young people (whether male or female) are looking for much the same thing, namely a combination of reasonable pay, good work-life balance, decent working conditions and work that is interesting and not boring. For those with limited or no work experience, the world of work is some distance away. Emotional disconnects seem strong in road (especially for young women).

10 How best to attract more young women and men to take up jobs in transport? EU level - Support local level actions (instead of a general public awareness campaign). Sector level - Sharing good practices. - Ensuring sector-wide recognition and dialogue on skills shortages and recruitment challenges. - Supporting research into the common reasons behind labour shortages and staffing problems. Company level - Promotional efforts on a face-to-face basis that explain what is involved in the jobs available and help young people understand the fit between their skills and transport jobs.

11 Recommendations regarding Communication EU level - Dissemination of strategies and good practices. National level - Facilitating a discussion on strategies and ways to promote jobs in the transport sector. - Financial support to promote social media campaigns. - Career advise provision to young people. - Support sector-wide initiatives. Sector level - Organisational responses to the communication challenges: manpower planning, recruitment methods, human resource management, gender balance. Company level - Confront misconceptions about what the transport sector offers: be honest, tell real stories.

12 Good practice SNEL Shared Logistics (NL)

13 Gender issues Similar preference between young women and men in: Working hours (the gap in flexibility in working hours that men and women are demanding is closing). Different preferences between young women and men in: Young women express a greater preference of dealing with people and young men express a greater preference of dealing with machinery of equipment. Unfortunately! Few women respond positively to the prospect of a driver job.

14 Building a business case to increase the share of female employment in the road transport sector

15 Contact details Paul Vroonhof Laura de Haan Jasper Tanis

16 Statements & Questions for debate Modernising labour conditions and the working environment would help to increase the attractiveness of working in the road transport sector to younger generations! What labour conditions need to be modernised and what changes in the working environment are required? The stereotypical image that a lot of young people have about jobs in the road transport sector is not right! What actions can be taken in the sector to change this image? Promotion on internet and social media is required to reach younger generations! Who needs to lead the promotion? What aspects of working in the sector need to be promoted?