1. BITCI Leaders’ Group Worker of the Future Workshop, 10th July

2. 1. KEY OUTPUTS

3. the ‘adaptive working’ economy*
11/19/2018
the ‘adaptive working’ economy*
WE DISCUSSED THE POSITIVES…
This trend offers opportunity and increased access to the labour market for those who require flexibility to re-enter the workforce e.g. returning mothers, elderly pre retirement, those who are living in in remote locations etc.
Increased job satisfaction and engagement as workers can adopt a ‘Commit, achieve and move on’ approach towards their work
High degree of autonomy for workers to manage their own time and pursue interests outside of work
Increased ability to adapt to rapid change as there is no long term commitment required for businesses or workers
* ‘Adaptive Workforce Economy’ refers to the increased trends towards project or gig based working, and the associated increase to freelancing / contractor type working

4. the ‘adaptive working’ economy*
11/19/2018
the ‘adaptive working’ economy*
…AND THE CHALLENGES
Employment laws are seen as not being flexible enough for the adaptive working economy
Companies can struggle to support adaptive working
HR will need to re-think hiring approaches to look favourably at candidates with freelancing experience (i.e. traditionally HR do not look favourably on people who have moved around companies or held a high number of different roles over a short time period)
Managing multiple generations in the same workforce with different preferences
Challenging for businesses to create a sense of belonging to the organisation for freelance workers
There is a risk to brand and reputation for businesses as an increased number of freelancers are representing their organisation (if this is not managed effectively)
Little / no job security for freelancers: there is an issue around cost cutting and zero hour contracts
Difficult to ensure freelancers adopt a long term view towards financial planning e.g. enrolling in pension schemes
Ownership of learning and career development for freelancers is not clear
Internet infrastructure in Ireland does not allow organisations to fully leverage remote working

5. Ideas (1/2) Employment Laws Career Path samples for Freelancers
11/19/2018
Ideas (1/2)
Employment Laws
Strive to put employment laws and structures on the government agenda
Build a view of where Ireland should be in this space and how this group can make a positive impact
Career Path samples for Freelancers
Develop samples of a career path for a freelancer in different industries
Redefine HR approach to employability
Redefine employability – not disregarding people with multiple roles in short time period
Normalise flexible working – release people to work shorter weeks
Embed new behaviours towards using contract workers
High speed Wi-Fi remote offices
Open access for remote working for people outside cities
Contribute to skills development in the economy as part of the mark
Re-commit to education and training
Focus on life-long learning in context of careers not roles
Use our voice
Companies that have ‘the mark’ have a voice and should use it to have a say in regulation and legislation related to employment to inform more sensible ways of working
Develop description of the ‘good’ gig economy and the ‘bad’ gig economy
Build a view of the position of responsible business in relation to the gig economy

6. Ideas (2/2) Employer role in financial planning Regulation
11/19/2018
Ideas (2/2)
Employer role in financial planning
De-mystify pensions
Develop view of the role employers have in financial planning for freelancers
Regulation
Help identify the ‘good’ and ‘bad’ regulation rather than more or less regulation

7. Next steps
The aspects of the ‘adaptive working’ economy discussion were broadly grouped into five themes:
IDEAS
HR Structures / Employment Law & Regulation
Digital Skills Development and Education
Digital Infrastructure & Organising for Adaptive Working
Lifecycle and Financial Planning 1 2 4 5 6 8 9 3
Good & Bad of the ‘Adaptive Working’ Economy 7
Employment Laws
Career Path samples for Freelancers
Redefine HR approach to employability
High speed Wi-Fi remote offices
Contribute to skills development in the economy as part of the mark
Use our voice
Develop description of the ‘good’ gig economy and the ‘bad’ gig economy
Employer role in financial planning
Regulation
See following slides for immediate actions relating to this idea

8. Next steps # Action Owner(s) Target Date Develop summary view of:1.
Develop summary view of:
What is the ‘good’ adaptive working economy?
What is the ‘bad’ adaptive working economy?
Aisling Mooney Eddy (A&L Goodbody)
Sarah Claxton (ESB)
Alastair Blair (Accenture)
w/c 28th August 2.
Develop and distribute questionnaire using outputs from the descriptions of ‘good’ and ‘bad’ gig economy to assess practices and aspirations in ‘mark’ companies
Ian Headon (Northern Trust)
Caroline Donnellan (KBC)
Martha Ryan (Boots) – agreed following one to one meeting
11th August 3.
Schedule checkpoint meeting for w/c 28th August
Bernadette Phelan (BITC)
Elaine Stephen (BITC)
31st July 4.
Using output from action 1-3, develop POV on the ‘adaptive working’ economy based on these five themes ahead of CEO meeting on 14th September
All
8th Sept

9. APPENDIX

10. ATTENDEES Aisling Mooney Eddy, Head of HR Operations, A&L Goodbody
Alastair Blair, (Chair), Country Managing Director, Accenture
Claire Meenehan, (Facilitator), Accenture
Sarah Claxton, Employee Engagement, Diversity & Communications Lead, ESB 
Caroline Donnellan, Head of Marketing & Communications, KBC
Ian Headon, Senior VP, Northern Trust
Natalie Hodgess, Foundation Manager representing Claudine McMahon, Head of People Development and Operations, Vodafone Ireland
Bernadette Phelan, Head of Advisory Services
Elaine Stephen, Senior CSR Adviser
Colm McLaughlin, Associate Professor, UCD Michael Smurfit Business School
Aideen O'Dochartaigh, Centre for Business and Society, UCD Michael Smurfit Business School