February 21, 2018
Cities must harness potential of new technology to keep themselves moving
The UK Government needs to develop a new transport strategy based on local partnerships to keep up with technological advances in areas such as self-driving cars, claims a new report. Rethinking Urban Mobility has been published by engineering company Arup, in collaboration with the London Transport Museum, law firm Gowling WLG and transport company Thales. The report coincides with the publication of a similar study from the World Economic Forum which claims that autonomous and shared vehicles, digitalisation and decentralisation of energy systems require new approaches to mobility.
The majority of employers want students to have work experience to help acquire leadership skills, yet not even a third say they actually offer placements. This is according to new research published today by the Chartered Management Institute (CMI) which is calling on employers to collaborate with business schools and universities in creating courses to provide future leaders. The Chartered Management Institute’s 21st Century Leaders report found that seven in 10 (70 percent) of prospective employers now want management, enterprise and leadership modules made available to all higher education students to improve their work-ready skills. Two-thirds (66 percent) of employers say they want to see graduates achieve professional qualifications as well as their main degree. The growing emphasis on graduate employability has been driven by employers concerned about skills shortages, with 82 percent of employers reporting problems recruiting managers. A majority of managers (85 percent) said work experience should be embedded into courses to help develop these skills and make students more employable. Yet only 29 percent of businesses work with business schools to offer placements.
A new report a new report by the Centre for Ageing Better has called for government and employers to support older workers to stay in work for longer, help those who have fallen out of work involuntarily to return and to create workplaces that work for all, irrespective of age. The report claims that ensuring older workers are able to stay in good quality employment is essential to the future of the UK economy and will relieve pressure on public finances. It makes some key recommendations that include access to flexible working hours and workplace adaptations to help people manage pressures such as caring responsibilities and health conditions, which become more prevalent with age. It also calls for equality of opportunities in the workplace as older workers in the UK experience age discrimination in recruitment and progression. They are less likely to be offered opportunities for development – across the whole of the OECD only Turkey and Slovenia have lower levels of on-the-job training for older workers than the UK. Research shows they are also the most likely to be stuck on low pay and feel most insecure about their jobs.
The construction industry needs new talent and skills to help in the adoption of new technologies to meet the challenges of digital transformation. It must also become more diverse, including increasing the percentage of women in the industry. These are the recommendations of a new report from the World Economic Forum, developed in collaboration with The Boston Consulting Group (BCG), Shaping the Future of Construction: An Action Plan to solve the Industry’s Talent Gap. The report argues that the Infrastructure and Urban Development (IU) industry has failed to innovate as quickly as other sectors, resulting in stagnating productivity and negative effects on the economy, society and the environment. An ongoing industry-wide shortage of qualified workers is among the key reasons for this issue. It has undermined project management and execution, adversely affecting cost, timelines and quality. It also has impeded the adoption of new digital technologies, such as building information modelling (BIM), automated equipment and cloud-based collaboration tools, which could improve productivity. The report provides twelve key actions which needs to be implemented to close the structural talent gap of the construction industry.
Demand for labour is likely to remain relatively strong in the near-term which is one of the main reasons why employers support a national approach to tackling the UK’s skill and labour shortages post-Brexit, in comparison with a regional or sectoral one. According to the latest quarterly Labour Market Outlook from the CIPD and The Adecco Group the preference for a national labour or skills shortage occupation scheme reflects the main reason given by organisations for employing EU nationals, which is that they have difficulty finding local applicants to fill lower skilled roles, as cited by 18 percent of employers. The national survey of more than 2,000 employers found that the relative majority of employers (41 percent) would prefer a UK-wide immigration system that is based on national labour or skill shortage occupations in the likely event of migration restrictions once the UK leaves the European Union. In contrast, around one in ten (13 percent) favour a sector-based policy and just 5 percent would back a regional policy.
A third of workers (32 percent) regularly struggle to be productive in their job, and one in six (16 percent) blame their manager – claims a new survey from ADP. This puts bad management ahead of inefficient systems and processes (15 percent) and staff shortages (13 percent) as the biggest drain on productivity in the UK workplace. The UK has been grappling with low productivity levels for a number of years, consistently placed behind other leading economies, such as Germany and the US in official productivity tables. While recent ONS figures suggested a recovery is underway, reporting 
