1.
The same, but very different:
The future of the Information Profession
Leaders Network, Bristol, 17.05.2018
These slides online at http://www.slideshare.net/CILIP

2.
Welcome!
Nearly 500 members have joined the
CILIP Leaders Network since it was
launched in the New Year, from every
sector and at every career stage.
Our aim is to work with you to secure
your success and the long-term future of
our profession, ensuring that the sector
has the leadership it needs to succeed.
Whether you are an established leader,
just starting out or developing your
thought leadership, we really value your
membership.

3.
Objectives
In my session today, I would like to:
• Share with you some insights into the
trends and factors which seem likely
to shape the future of our profession
• Open up a discussion about how we
can meet the changing skills needs of
current and future employers
• Benefit from your insights and ideas
to help us help Information
Professionals futureproof their
careers

4.
Information Professionals
Librarians
Public Librarians
School
Librarians
Library
Managers &
Assistants
Health
Librarians
Govt Librarians
Data Librarians
Academic &
Research
Librarians
Subject
Librarians
Other Librarians
Information Managers
Information
Architects
Information
Governance
Managers
Information
Scientists
Information
Rights
Managers
Data Protection
Officers
Taxonomy
Specialists
Analysts
Cyber-security
Managers
Web Managers
Knowledge Managers
Change
Managers
Knowledge
Architects
Knowledge
Advisers
Chief
Knowledge
Officers
KM Facilitators
Know-How
Managers
Data Professionals
Data Scientists
Machine
Learning
Specialists
Data Analytics
Managers
Artificial
Intelligence
Specialists

5.
It’s going to get crowded
Based on current projections from the ONS,
the population of the UK will reach 70m by
2030 – an increase of 10.5% since 2012
This higher-than-average growth will be
driven by high (though declining) birth rates,
longer life expectancy and positive net
migration (although…)
83% of this population will be based in
urban centres – higher than almost any
other country in Europe.
Source: ONS Demographic Projection (2015-16)

6.
All hail the new consumer
These demographic changes mean that we
will see growth both in the working-age
population and ‘3rd agers’.
On the one hand, this means increased
long-term pressure on public services,
including education, health and housing.
On the other, it means more consumers
looking for quality, value and meaningful
experiences.
Source: Unsplash.com

7.
Artisan consumption
“Artisan producers are doing well because they’re tapping into what consumers want – the face and story behind the brand. They’re
naming the farmers who raised their beef, stocking more artisan producers and changing the words they use.”
Holly Shackleton, Editor of Speciality Food Magazine
Source: Photo by Kaylah Otto on Unsplash

8.
Social prescribing
“The link between physical and mental health will continue to be developed in 2018 and healthcare providers will increasingly
prescribe behavioural solutions, including advocating community involvement, to combat existing and future health issues. “
Dr Trudi Edginton, Psychologist, neuroscientist and mindfulness teacher
Source: Photo by Helena Lopes on Unsplash.com

9.
Selectively social
"As people feel increasingly unsafe or unheard in the vast, uncontrollable spaces of Facebook or Twitter, we'll see social networks
transform into more intimate formats. It could be something like Slack or a private version of a platform like Airbnb."
Kyle Chayka, Technology writer for the New York Times
Source: Photo by Rachael Crowe on Unsplash

10.
Community spaces
"The store is evolving from a space to shop, to a space to explore and experience, and now a space to interact with others. Brands like
ARKET and Lululemon are opening coffee shops and encouraging their customers to meet and spend time together in their space."
Lyndsey Dennis, Editor of Retail Focus
Source: Photo by Benjamin Ashton on Unsplash

11.
Keeping it local
"Given today's social and political climate, we're seeing brands focus a lot more on local elements in their corporate responsibility and
sustainability practices. The best way to show consumers that you're active in the community is for them to see it in local causes that
matter to them.“
Janek Seeveratnam, Corporate advisor, CAF Philanthropy
Source: Photo by Jack Gisel on Unsplash

12.
Positioning
CILIP’s representation of the sector is
responding to these trends:
• Aspirational
• Professional
• Confident
• Design-led
• Cross-platform
• Experience-based
• Backed by delivery
• Consistent
• Digital, but not ‘about’ digital
• About people, not politics

13.
Education is changing
Demographic change and technology-driven
disruption will continue to change the ways in
which people learn and the relationship they
have with education providers
Learning experiences seem likely to change
and become more personalised with a
continuation of blended learning, ‘flipped’
classrooms, BYOD and participatory course
design.
The ‘gearing’ between learning and work is
likely to change as the boundaries become
more porous
Source: E-Learning Industry Analysis

14.
Work is changing
Where and how people work and what they
do for a living is changing fundamentally in
response to social and technological
innovation.
Every sector needs to ask “what will be the
impact of AI and automation on my sector?”,
“how do I harness the power of data-driven
insight?” and “how do we ensure our use of
technology doesn’t disempower people?”
Talent management, new models of work,
meaningful work and the ‘gig economy’ will
all impact on our role as employers.

15.
“The future of work”
“The future of work is – people. People
empowered to do what we do best.
Thinking creatively. Using our emotional
intelligence. Making value judgements,
communicating, teaching and sharing wisdom.”
• Technology, talent and transformation
• Data-driven scalability
• Lifelong learning & relearning
• Ethics of work and society
• Regulatory innovation
Deloitte Human Capital

16.
Cities are changing
‘Internet of Things’ technologies (sensors)
and Data Analytics are changing the ways in
which cities are managed and developed.
Increased population density places huge
demand on infrastructure, services,
transportation which can only be met by
working smarter rather than bigger.
Smart cities are already driving increased
demand for information, knowledge and
data skills. Source: Photo by Kevin Grieve on Unsplash

17.
The changing needs, attitudes, values and behaviours of these new
consumers is already impacting on our profession in some fundamental
ways…

18.
Rediscovering ethics
• Our services are trusted because librarians
and information professionals are
trustworthy
• We are trustworthy because our practice is
based on professional ethics which require
us to champion human rights and the public
good
• Balancing the rights of the information user
with the integrity of the information source
is increasingly a Unique Selling Point for
the information profession

19.
Law
Ethics
Standards
Qualifications
Skills & competencies
Culture & practice
Professionalism & standards
Professionalism links legal and statutory
requirements and ethical practice to
standards and qualifications.
Librarians and information professionals are
part of an self-regulated (as opposed to
unregulated) profession.
This enables self-determination and agility
which we haven’t really taken advantage
of. There is an important debate about
professionalism and regulation.

20.
Professional Knowledge & Skills Base
The CILIP Professional Knowledge and Skills Base (PKSB)
allows us to translate the current and future skills needs of
employers and society into a framework for delivery:
• Based on professional ethics and values
• Combines ‘soft’ and ‘hard’ skills
• Technical professional skills & generic skills
• In the context of sector knowledge & learning
• In the wider context of the regulatory environment

21.
Talent pipeline
Attract, retain,
nurture and
develop diverse
talent
Qualifications route
Experience route
Quality
assurance &
modelling
current &
future skills
needs
Academic teaching,
learning and research
Continuing Professional
Development & training
Engaging
employers
Professional
accreditation
Longitudinal
research,
analysis and
improvement

22.
Libraries Archives Records IM KM
Workforce 52200 13000 5200 11300 6000
0
10000
20000
30000
40000
50000
60000
Distribution of UK information professional workforce*
* Source: CILIP/ARA 2015 Workforce Mapping

23.
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
Distribution of Information Professional workforce by Industry Sector *
* Source: CILIP/ARA 2015 Workforce Mapping

24.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Academic
Financial Services
Government
Healthcare/NHS
Legal
Public Libraries
Other commercial
Professional Services
3rd Sector
Salaries
• The Financial Services Sector has
the highest average salaries for
Information Professionals
• The lowest average salaries are in
Public Libraries and 3rd Sector
organisations, although averages
in Academic sector also
noticeably lower
* Source: 2017 IRMS/Sue Hill/TFPL Salary Survey

25.
An open, inclusive profession?
• 97% of the UK information workforce self-
identify as white (88% for the population
overall)
• Gender pay inequality and a
predominantly female workforce
• Apparent issues with sexual harassment
• 45% of the current workforce retiring in
the next decade
* Source: 2015 CILIP ARA Workforce Mapping Survey

26.
* Source: 2017 IRMS/Sue Hill/TFPL Salary Survey
Diversification of titles
• Greater diversification of role types in
corporate sectors
• Marked tendency towards
‘Information Services’ over ‘libraries’
• Trend towards ‘decision-ready
information’ – providing insight and
analysis as well as research and
discovery

27.
Diversified services
* Source: CILIP Corporate Library and Information Services Survey 2018
Plus:
• Current awareness
• Training/User Education
• Content Management
• Subscriptions Management
• Business Information
• Archiving & Retention
• Quality & Environmental Management
• Recruitment
78% provide
Research services
67% lead on Acquisitions
& Licensing
62% provide Knowledge &
Information Management
23% support Information
Governance

28.
Users
Content
Place
Staff
Users
Content
PlaceStaff

29.
Emerging trends
• Embedded professionals
• “Hire for attitude, train for skills”
• Transferable skills matter
• Bridging the ‘specialism’ gap
• Automation is your friend
• Becoming a learning organisation
• Embracing perpetual change
• Be part of your community

30.
Discussion points
• What are the major trends and factors driving change in your institution or service?
• To what extent is the ‘supply’ of skills and talent meeting your needs?
• What should CILIP’s role be in helping the sector to be future-ready?

31.
Thankyou!
Nick Poole
Chief Executive, CILIP
@NickPoole1
@CILIPinfo
http://www.cilip.org.uk/join