PROBE RESEARCH MANITOBA BUSINESS LEADERS 2015 DEMOGRAPHIC CHANGE & ADAPTING BUSINESS POLICY

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1 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

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3 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 (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 7 th and December 7 th, 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 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. Probe Research Manitoba Business Leaders 2015: Demographic Change 3

4 Summary Results Business leaders were most receptive to changing human resource policies (31% very likely, somewhat likely), employing retired workers on a part-time or contract basis (31% very likely, somewhat likely) and offering more flexible roles and schedules (31% very likely, 17% somewhat likely). Changing Human Resource Policies Demographic Change & Business Policy Overview 7% 17% 31% Likelihood Score: 3.4 Employing Retired Workers 14% 31% 3.4 Flexible Roles and Schedules Revising Training and Development Programs Ongoing Training to Older Workers 12% 19% 11% 6% 24% 23% 17% 25% 31% 22% 24% Tailored Benefit Packages 27% Not at all likely Very likely Note: s 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, somewhat likely). Business leaders were least amenable to offering benefit packages that are tailored to different age groups ( very likely, 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 ( 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 ( very likely, 28% somewhat likely) or small companies ( very likely, somewhat likely). Probe Research Manitoba Business Leaders 2015: Demographic Change 4

5 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 ( very likely, 8% somewhat likely). Probe Research Manitoba Business Leaders 2015: Demographic Change 5

6 Probe Research Manitoba Business Leaders 2015: Demographic Change 6

7 Detailed Results Probe Research Manitoba Business Leaders 2015: Demographic Change 7

8 Probe Research Manitoba Business Leaders 2015: Demographic Change 8

9 Question 1A Changing your human resource policies to reflect increased diversity in the workforce 50% Changing Human Resource Policies Balance Score: 26 Likelihood Score: % 30% 31% 17% 10% 7% 0% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely % % Very Likely 61 31% Total 182 Don't know/prefer not to specify 18 9% Probe Research Manitoba Business Leaders 2015: Demographic Change 9

10 Question 1A by location and size Changing your human resource policies to reflect increased diversity in the workforce Human Resource Policies By Region Winnipeg 6% 33% Other 8% 27% 1 - Not at all likely Very likely Human Resource Policies By Company Size <10 31% 6% 22% 9% % 12% 24% 29% 50+ 2% 5% 11% 26% 51% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 10

11 Question 1B Offering more flexible roles and schedules that may better suit workers' lifestyle expectations 50% Flexible Roles and Schedules Balance Score: 25 Likelihood Score: % 30% 24% 31% 10% 12% 11% 17% 0% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely 24 12% % % % 5 - Very Likely 61 31% Total 187 Don't know/prefer not to specify 13 7% Probe Research Manitoba Business Leaders 2015: Demographic Change 11

12 Question 1B by location and size Offering more flexible roles and schedules that may better suit workers' lifestyle expectations Flexible Roles and Schedules By Region Winnipeg 10% 10% 24% 19% 29% Other 11% 23% 32% 1 - Not at all likely Very likely Flexible Roles and Schedules By Company Size <10 27% % 9% 25% 28% 50+ 5% 7% 32% 14% 39% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 12

13 Question 1C Employing retired workers on a part-time or contract basis who will perform needed work and mentor young employees 50% Employing Retired Workers Balance Score: 22 Likelihood Score: % 30% 31% 10% 14% 0% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely 28 14% Very Likely 61 31% Total 191 Don't know/prefer not to specify 9 5% Probe Research Manitoba Business Leaders 2015: Demographic Change 13

14 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 Employing Retired Workers By Region Winnipeg 31% Other 11% 24% 22% 30% 1 - Not at all likely Very likely Employing Retired Workers By Company Size <10 19% 9% 12% 36% % 26% 17% 26% 50+ 7% 26% 30% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 14

15 Question 1D Providing ongoing training to older workers to acquire new skills 50% 40% Ongoing Training to Older Workers Balance Score: 15 Likelihood Score: % 10% 23% 24% 0% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely % Very Likely 48 24% Total 190 Don't know/prefer not to specify 10 5% Probe Research Manitoba Business Leaders 2015: Demographic Change 15

16 Question 1D by location and size Providing ongoing training to older workers to acquire new skills Ongoing Training to Older Workers By Region Winnipeg 23% 23% Other 17% 8% 23% 24% 25% 1 - Not at all likely Very likely Ongoing Training to Older Workers By Company Size <10 22% 9% 22% % 14% 22% 26% 50+ 7% 14% 26% 25% 23% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 16

17 Question 1E Offering benefit packages that are tailored to different age groups within your workforce 50% 40% Tailored Benefit Packages Balance Score: -8 Likelihood Score: % 27% 10% 0% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely 54 27% Very Likely 39 Total 186 Don't know/prefer not to specify 14 7% Probe Research Manitoba Business Leaders 2015: Demographic Change 17

18 Question 1E by location and size Offering benefit packages that are tailored to different age groups within your workforce Tailored Benefit Packages By Region Winnipeg 23% 11% 17% 22% Other 32% 19% 8% 1 - Not at all likely Very likely Tailored Benefit Packages By Company Size <10 31% 10% 19% 12% % 14% 12% 25% % 32% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 18

19 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 50% 40% Revising Training and Development Programs Balance Score: 23 Likelihood Score: % 19% 25% 22% 10% 0% 6% 1 - Not at all likely Very Likely MANITOBA 1 - Not at all likely 37 19% % % 5 - Very Likely 44 22% Total 182 Don't know/prefer not to specify 18 9% Probe Research Manitoba Business Leaders 2015: Demographic Change 19

20 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 Revising Training and Development Programs By Region Winnipeg 9% 24% Other 19% 1% 30% 19% 1 - Not at all likely Very likely Revising Training and Development Programs By Company Size <10 28% 6% % 22% 28% 50+ 4% 5% 33% 33% 1 - Strongly Disagree Strongly Agree Probe Research Manitoba Business Leaders 2015: Demographic Change 20