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The same, but very different: The future of the Information Profession

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The same, but very different: The future of the Information Profession

  1. 1. The same, but very different: The future of the Information Profession Leaders Network, Bristol, 17.05.2018 These slides online at
  2. 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. 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. 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. 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. 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:
  7. 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. 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
  9. 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. 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. 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. 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. 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. 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. 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. 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. 17. The changing needs, attitudes, values and behaviours of these new consumers is already impacting on our profession in some fundamental ways…
  18. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 28. Users Content Place Staff Users Content PlaceStaff
  29. 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. 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. 31. Thankyou! Nick Poole Chief Executive, CILIP @NickPoole1 @CILIPinfo