A look at workplace studies on the education and training needs of the library and information management sector

1. Developing relevant education and
training for the workforce of the future
Simon Berney-Edwards
Director of Improvement and Development
simon.berney-edwards@cilip.org.uk
@SBerneyEdwards

2. A simple equation
x= a + y
x = future fit workforce
a = current workforce
y = relevant training and education

3. CURRENT WORKFORCE
x= a + y

4. The workforce:
Estimated:
86,736
59.4%
15.0%
5.5%
13.4%
6.7%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Libraries Archives Records Information
management
Knowledge
management
Estimated: 68,669

5. Sectors
7.9%
4.8%
0.7%
4.0%
1.4%
2.3%
7.5%
5.1%
21.6%
7.6%
5.8% 5.4%
2.9% 3.0%
12.6%
2.7%
4.9%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%

6. 78.8%
3.3%
12.5%
5.4%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
90.0%
England Northern
Ireland
Scotland Wales
Distribution of entire workforce by nation

7. 7.7% 6.8%
22.6%
4.2%
9.6%
19.4%
12.2%
7.7%
9.10%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
Distribution of entire workforce by region

8. Key findings....
64.8% of the workforce
earning £40,000 or more hold
a professional qualification

9. 2%
18%
25%
30%
22%
3%
Age profile of the profession
Under 25
25-34
35-44
45-54
55-64
65 and over

10. 96.7% of the LARKIM workforce
identify as ‘white’ compared to
87.5% identifying as ‘white’ in UK
Labour Force Survey statistics

11. FUTURE WORKFORCE
x= a + y
“The success of a library does not
depend on any system, but upon the
efficiency and accomplishment of
those who govern it”

12. 1. What will our services look like?
• What services will we provide?
• How will they be governed?
• How will they be delivered?
• What kind of workforce will we need?
• What skills will they need?

13. https://www.gov.uk/government/publications/jobs-and-skills-in-2030
“Technological growth, and the
accompanying changes in business models,
make the continuous adaptation of
skill sets absolutely fundamental for
successful participation in the labour
market.”
2. What will the workforce look
like?
“The global labour market in 2030 is likely
to be highly competitive. New attitudes
and behaviours will be needed by
individuals and businesses founded on
flexibility, resilience,
collaboration, entrepreneurism and
creativity.
Above all, the ability to respond to
continuous change will be critical.”

14. Trends shaping UK jobs and skills
• Demographic change
• Growing Diversity
• Income uncertainty
• Growing desire for a better
work/life balance
• Changing work
environments
• Converging technologies
and cross-disciplinary skills
• Digitisation of production
• ICT Development and the
age of Big Data
• Changed economic
perspectives
• Shift to East Asia
• New business eco-systems
• Growing scarcity of natural
resources and degradation
of ecosystems
• Decreasing scope for
political action due to
constrained public finances

15. Disruptions that could radically change
the future of work
• Reverse migration
• Employees’ changing values
• Zero-hour contracts
become the norm
• Anywhere, anytime skills
Delivery
• Artificial Intelligence and
robots
• De-globalisation
• Geographically alternative
centres of excellence
• Disrupted internet
Developments
• Resource conflicts or
climate disasters threaten
supply
• Partial fragmentation of the
EU

16. Key points for employers
• Create resilience, the capacity to innovate and to
collaborate
• Attract, develop and retain world class talent
• Manage skills and talent across global networks
• Adapt to open business models and more fluid
employment arrangements
• Develop sustainable career and learning pathways for
young people
• Prepare for increasing diversity in the workforce
• Support a greater range of flexible working arrangements
and adapting organisational values
• Intensify collaboration with the education and training
sector to access critical skills

17. The Future of work: A journey to 2022
“There will be a major shift
away from the thinking that
we learn one profession, have
one job and stay in it for
decades.”
http://www.psfk.com/report/future-of-work-2016

18. Other contextual issues

21. RELEVANT TRAINING AND
EDUCATION
x= a + y

22. Is current provision irrelevant?

23. Call to action
1. Shared sense of vision and direction
2. Resolve the disconnect
3. Understand the changing shape of the workforce

24. Call to action
4. A holistic view
Who? What do they need How can we develop this?
Governments /
Decision-makers
Understanding value of Information Skills and
contribution to key agendas
Research & evidence
Clear and targeted messaging
Champions and recognition
Employers /
Organisations
Understanding value of Information Skills and
contribution to their organisation
Research & evidence
Clear and targeted messaging
Champions and recognition
Senior Managers As above but also:
How can IPs support me?
How can I exploit Knowledge and
Information in my role?
As above, plus:
Executive briefings though every channel
possible
Other workers How can IPs support me?
Basic Information Literacy
Targeted communications
Information Literacy programmes
Information
Professionals
Education/training
Developing the skill set
Understanding how the role supports their
organisational goals
Advocating the value of Information Skills /
Educating EVERYONE
PKSB
Education and training
CPD
Professional Registration / Status
Understanding individual role in
advocating for the profession/skill set
Users Information Literacy Skills
Knowing the value of accessing
Libraries/Information Centres
Information Skills recognised in
curriculum at all levels
Information Skills Programmes

25. Call to action
5. Knowledge / Skills / Competencies /
Attitudes for the future
6. Design strategies and education and
training pathways that meet those
needs

26. Thank you
Simon Berney-Edwards
Director of Improvement and Development
simon.berney-edwards@cilip.org.uk
@SBerneyEdwards