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Defining the UK information worker: the CILIP/ARA Workforce Mapping Project

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Key findings of the CILIP/ARA Workforce Mapping Project completed by Edinburgh Napier University in 2015, and its impact to date. Presentation delivered at the McMaster Library Symposium, Hamilton, Canada, 15th August 2017.

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Defining the UK information worker: the CILIP/ARA Workforce Mapping Project

  1. 1. Defining the UK information worker The CILIP/ARA Workforce Mapping Project Dr Hazel Hall McMaster Library Symposium Hamilton, Canada, 15th August 2017
  2. 2. http://hazelhall.org Slides on SlideShare at http://slideshare.net/hazelhall @hazelh
  3. 3. Mirifici Logarithmorum Canonis Descriptio (1614) John Napier 1550-1617
  4. 4. CILIP/ARA Workforce Mapping Project ‘To enhance understanding of the nation’s workforce in Library, Archives, Records, Information Management, Knowledge Management and related professional roles.’ ‘To enhance understanding of the nation’s workforce in Library, Archives, Records, Information Management, Knowledge Management and related professional roles.’
  5. 5. CILIP/ARA Workforce Mapping Project https://www.cilip.org.uk/about/projects-reviews/workforce-mapping
  6. 6. The team Hall Irving Ryan Raeside Dutton Chen Centre for Social Informatics Employment Research Institute
  7. 7. The team Hall Irving Ryan Centre for Social Informatics • LIS qualified • LIS research track record • Prior work on domain theme • CILIP consultancy experience • Publishing expertise
  8. 8. The team Raeside Dutton Chen • Track record of research on labour force composition and characteristics • Experts in quantitative methods Employment Research Institute
  9. 9. 1. Scale 2. Antecedents 3. Scope of information work 4. Levels of penetration An ‘ambitious’ project
  10. 10. August 2014 to January 2015 •Scoping literature review • Prior studies • Methods •Statistical analysis: UK Labour Force Survey • Initial estimates workforce size • Anticipated survey penetration levels Project phase 1
  11. 11. February 2015 to October 2015 •February 2015 • Survey development/piloting and comms planning •March-April 2015 • Data collection: (1) demographics; (2) qualifications and professional memberships; (3) diversity •May-October 2015 • Data preparation, analysis, and report writing Project phase 2
  12. 12. 9,103 usable survey responses
  13. 13. Main findings
  14. 14. 86,376 information professionals
  15. 15. 86,376 information professionals 21.6% 12.6%
  16. 16. 86,376 information professionals 59.4% in libraries
  17. 17. England Majority of workforce: 78.4% • London: 22.6% • South East: 19.4% Higher proportion of staff in senior roles: 8% • Wales: 7.5% • Scotland: 7.3% • Northern Ireland: 3%
  18. 18. Highly qualified workforce 57.2% hold professional qualifications (53.6% hold professional memberships) 57.2% hold professional qualifications (53.6% hold professional memberships)
  19. 19. Pay •‘Well paid’: 50%+ paid above national average salary (but highly qualified workforce, some long service and low pay) •No association between level of pay and care- giving •No association between level of pay and long- term health issues
  20. 20. Higher earners •Men •Professionally qualified •Members of professional bodies •IM/KM/RM •Commerce, business, higher education, national libraries, & law
  21. 21. A workforce dominated by women Wome n Men
  22. 22. But...
  23. 23. Age and ethnicity •An ageing workforce • 55.3% 45+ • UK workforce in general: 41.1% •Low ethnic diversity • 96.7% identified as ‘white’ • UK workforce in general: 87.5%
  24. 24. Impact
  25. 25. Launch event •24th November 2015 •London •Media coverage https://hazelhall.org/2015/12/02/who-is-the-typical-uk-information
  26. 26. http://www.thebookseller.com/news/report-highlights-lack-diversity-library-workers-31http://www.thebookseller.com/news/report-highlights-lack-diversity-library-workers-31
  27. 27. https://www.gov.uk/government/publications/libraries-deliver-ambiti Impact: policy development at ‘national’ level
  28. 28. Public library skills strategy •March 2016 •DCMS commitment •Direct reference to project (section 6.8)
  29. 29. https://www.gov.uk/government/publications/libraries-taskforce-six-
  30. 30. https://www.cilip.org.uk/sites/default/files/media/document/2017/pub
  31. 31. Impact: inspiration for further research http://dagda.shef.ac.uk/dispub/dissertations/2015-16/External/Sara
  32. 32. Impact: ‘internal’ policy development (CILIP) It is really useful [to have] a credible data source [that] we can use in the development of policy, position statements and advocacy with stakeholders. It is really useful [to have] a credible data source [that] we can use in the development of policy, position statements and advocacy with stakeholders.
  33. 33. We have used the extrapolation for the estimated size of the workforce to inform our Business Plan and targets for growth over the next few years. We have used the extrapolation for the estimated size of the workforce to inform our Business Plan and targets for growth over the next few years. https://www.cilip.org.uk/sites/default/files/documents/cilip_a
  34. 34. Impact: marketing general (CILIP) [We have] incorporated elements of the Workforce Mapping data into the standard CILIP PowerPoint slide deck that is used by the staff and Presidential Team for talks. [We have] incorporated elements of the Workforce Mapping data into the standard CILIP PowerPoint slide deck that is used by the staff and Presidential Team for talks.
  35. 35. https://www.slideshare.net/CILIP/data-insight-evidencebased-de
  36. 36. https://www.bruynzeel.co.uk/cilip-rare-books-and-special- collections-group-conference-2016/
  37. 37. Impact: marketing membership (CILIP) https://leonslibraryblog.com/category/cilip-membership/
  38. 38. [It] enabled us to develop the new membership model and is being used as a baseline for our sales and marketing activities…The team [has] been looking for trends in particular regions/sectors and using this as a way of targeting groups of professionals. [It] enabled us to develop the new membership model and is being used as a baseline for our sales and marketing activities…The team [has] been looking for trends in particular regions/sectors and using this as a way of targeting groups of professionals.
  39. 39. Impact: marketing qualifications (CILIP) We’ve started to use it to assess the profile of different regions to assess where we should market qualifications. We’ve started to use it to assess the profile of different regions to assess where we should market qualifications.
  40. 40. Impact: skills (CILIP) We will be using it as part of our Workforce Development Strategy… enabling the development of provision to meet the needs of the entire workforce. We will be using it as part of our Workforce Development Strategy… enabling the development of provision to meet the needs of the entire workforce. We’ve also been able to use the outcomes to inform our Public Library Skills Strategy. We’ve also been able to use the outcomes to inform our Public Library Skills Strategy.
  41. 41. https://www.cilip.org.uk/research/topics/equalities/cilip-board- presidential-team-declaration-equalities-diversity-inclusion The Workforce Mapping data also lies at the heart of the priorities set in the CILIP Diversity and Equalities Action Plan. The Workforce Mapping data also lies at the heart of the priorities set in the CILIP Diversity and Equalities Action Plan. Impact: equality and diversity (CILIP)
  42. 42. https://www.cilip.org.uk/research/topics/equalities/cilip- board-presidential-team-declaration-equalities-diversity- inclusion
  43. 43. [T]he impact of the Workforce Mapping project on our work and strategic direction has been pretty fundamental. In the face of a real paucity of evidence, we frequently have recourse to it to guide our decisions. We are now in the process of setting out a Performance Management framework through which we hope to build on this dataset in future. [T]he impact of the Workforce Mapping project on our work and strategic direction has been pretty fundamental. In the face of a real paucity of evidence, we frequently have recourse to it to guide our decisions. We are now in the process of setting out a Performance Management framework through which we hope to build on this dataset in future. To conclude
  44. 44. Find out more http://www.napier.ac.uk/~/media/worktribe/output- 364676/mapping-the-uk-information-workforce-in-the- library-archives-records-information-management.pdf
  45. 45. Contact Hazel Hall •@hazel •http://hazelhall.org •http://slideshare.net/hazelhall •h.hall@napier.ac.uk •+44 (0)131 455 2760
  46. 46. Defining the UK information worker The CILIP/ARA Workforce Mapping Project Dr Hazel Hall McMaster Library Symposium Hamilton, Canada, 15th August 2017

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