There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."

1. Preparing Leaders for
the Workforce of the
Future

2. The future of work will look very
different than it does today.

3. Four Major Trends:
1. Minorities Become the Majority
2. Millennials Take the Place of Retiring Baby
Boomers
3. Women Start Their Own Businesses
4. The Contract and Freelance Workforce is
Growing

5. Trend One:
Generational Shift

6. A Baby Boomer Turns 50
Every 8.5
Seconds

7. Aging Population
• 75 M Baby Boomers will
retire within the next 10-
15 years
10,000 people turn 65 each day
That’s about 416 an hour…

8. By 2029, 20% of the total U.S.
population will be over the age
of 65

9. Will Baby Boomers Retire on Time?

10. • 7 in 10 retirees indicate they will
retire after 65, or not at all
• Gallup study results do not support
this hypothesis

11. 11
Boomers Hit 65
• If they don’t retire, skyrocketing costs
–Healthcare
–Pension
• Personnel issues
–Will their skills keep up?
–Can they adjust to a new culture?
–What’s their role re: young workers?
11

12. Millennials Take the Place
of Retiring Baby Boomers

13. Millennials (born 1981 to 2001)
are the majority of the U.S.
workforce as of 2015

14. • 53% hiring managers say they have a
difficult time finding and retaining
Millennials
YET
• 39% Millennials have difficulty finding
a traditional job
What’s the Disconnect?

15. The Global Reality of Our New
Workplace Majority
58% of Millennials expect to leave their jobs in three
years or less
79% Millennials would consider quitting regular job &
working for themselves in the future
52% think corporate is totally outdated, and pros are
successful if they carve their own path

16. Trend Two:
Women Start Their Own Businesses

17. A recent Gallup study showed
women were 33% engaged
at work, 50% not engaged, and
17% actively disengaged.
Men were 28% engaged,
53% not engaged, and 19%
actively disengaged.

18. Women hold as many college degrees as
men and earn 50% more graduate degrees
as men

19. At Current Rates of Increase, It
Will be 475 Years (the Year
2466) Before Women Reach
Equality in Executive Suites
• Women hold 53% of entry level jobs, but only
26% of senior management roles
• Higher in the ranks, women make up only
3.1% of senior executives at Fortune 500
companies

20. What Do Women Want?

21. 1. Work flexibility (83%) ranked
most important job factor when
evaluating job prospects
2. Work-life balance ranked second
at 75%
3. Salary is third most important
factor to women (74%)

22. Between 1997 and 2014, the
total number of businesses in
the United States increased by
47%, but the number of
women-owned firms
increased by 68% — a rate
1 ½ times the national
average.

23. Women-Owned Businesses:
• More than 9.4 million firms are owned by
women
• They employ 7.9 million people
• They generate $1.5 trillion in sales as of 2015.
• 1,288 net new women-owned firms launched
each and every day.

24. Minority Women
• Asian women-owned businesses increased by
44.3%
• Black women-owned businesses have grown
by 67.5%
• Hispanic women-owned operations increased
by 87.5%
• These firms employ 699,200 and generate an
estimated $115 billion in revenue.

25. Millennial Women
• 54% want to start businesses or have already
started one
• Millennial women said “being independent” is
an important life goal
• This generation may hold most
entrepreneurial women yet
• Kauffman Foundation has dubbed the next
decade as, “The Decade of the Woman
Entrepreneur”

26. Trend Three:
Diversity is Here

27. 95% of U.S. Population Growth
is Attributed to Ethnic Groups

28. By 2020, “minorities” will make
up 40% of the civilian labor
force

29. Hawaii, California, New Mexico,
Texas and Washington, D.C., are
now majority-minority

30. Demographers predict that U.S.
will be completely majority-
minority by 2040

31. The New Majority
• Who has Bachelors Degrees?
– 15.5% Hispanic
– 53.9% Asian
– 22.5% Black
– 32.8% White

32. Trend Four:
The Growth of the Contract and Freelance
Workforce

34. Currently 53 Million Americans
(34% of the Workforce) are
Considered Contingent,
Temporary, Diversified, or
Freelance Workers

35. 40% by 2020

36. • Employers are
reluctant to hire
• Health care expenses
• Millennials (Gen Y)
Value
• Mobility
• Flexibility
• Work/life balance
Growth of the Contract Workforce

37. How to Survive and Thrive

38. Survive and Thrive:
HR Solution

39. Survive and Thrive:
Sales Solution

40. Survive and Thrive:
Strategic Planning Solution

41. Preparing for Baby
Boomers Retiring:
Best Practices

42. • Invest in education and training programs for
younger employees.
• Start an intergenerational mentoring program.
• To bridge the knowledge gap, institute flexible
work options for Baby Boomers.
Best Practices for
Business Leaders

43. Preparing for Women
Leaving the Workplace:
Best Practices

44. • Start a formal mentoring program.
• Institute flexible work arrangements that don’t
have barriers.
• Function as a results-only work environment,
and create formal compensation policies with
clear criteria.
Best Practices for
Business Leaders

45. • Prepare to update
parental leave,
flexible work, and
gender discrimination
policies.
• Stay up to date on
EEOC regulations.
Best Practices for
Business Leaders

46. Preparing for
the New Majority:
Best Practices

47. • Focus on retaining your current minority
employees and developing them into your
leaders of the future.
• Start a paid internship education program for
high school students from ethnically diverse
areas.
Best Practices for
Business Leaders

48. Best Practices for
Business Leaders
• Invest in a predictive analytics
program to collect detailed
data about whether
discrimination plays a role in
your daily workplace
interactions, job placement,
rate of pay, bonus structures,
or advancement.

49. Rise of the
Temporary Workforce:
Best Practices

50. • Organizational culture starts with you.
• Keep organizational vision and values in mind
during the hiring process, no matter how short-
term the project may be.
• Make sure your freelance employee feels part of
your team.
Best Practices for
Business Leaders

51. • Be aware of misclassification and make others
aware to avoid legal action.
• Take time to onboard and integrate freelance
employees into your organization.
• Prepare for new tax regulations.
Best Practices for
Business Leaders

52. 52
Will You Be Ready?

54. Email: anneloehr@anneloehr.com
Twitter: @AnneLoehr