FUTURE OF WORK IN THE CHEMICALS INDUSTRY GPCA Webinar July 2020 - - PowerPoint PPT Presentation

FUTURE OF WORK IN THE CHEMICALS INDUSTRY

GPCA Webinar

July 2020

NADIM HADDAD

Partner, Oliver Wyman

ROB THISSEN

Principal, Mercer

KURSAT TAYFUR

Principal, Mercer

1933 2007 16th Century

New York Times Article: The Threat of the Machine Age” The Automation Anxiety

1st , 2nd and 3rd industrial revolutions 2009

2013 2016 2017 – The start of the new debate

Petchem and Similar Industries Oil & Gas Technology Healthcare Transportation Public Sector Tele- communication Financial Services

80’s Today

Business Fundamentals Macro Agendas and Regulations Financial and Operational Integrity Talent Agendas

Refocusing Inorganic Growth Generational Shift of the labour force Emerging Ways of Working – Covid 19 Inclusion and Diversity Innovative Product Portfolio Commercial Excellence Localization and Downstream Focus Demand Markets Recovery Green Approach and Circular Economy Product margin erosion Digitization of the front, middle and back office Structural Change - Integration Emerging Customer Interaction Models and requirements On and Off balance sheet employment Refocusing Inorganic Growth

POLL QUESTIONS Q1: What are the major disruptors that would shape the Future of Work in your organization? Q2: What are the top 2 lessons learnt from operating during Covid 19 that your organization is looking to sustain?

Strategy and forecasting Organization and culture Talent acquisition and development Employee performance and proposition Tracking Talent strategy and market/data insights

Strategy and forecasting Organization and culture Talent acquisition and development Employee performance and proposition Tracking

Talent strategy and market/data insights

Source: Corporate reports, WEF, Mercer analysis

Source: Mercer analysis

Source: Mercer`s external market analysis based on LinkedIn results, Mercer analysis Note: The number of LinkedIn users provides an indication of the talent supply that companies could reach out to individually for job opportunities, and for talent pipeline building purposes. However, LinkedIn market penetration in the Middle East, India and Pakistan remains relatively low comparing to North America, UK and Europe. Talent supply in these countries would most likely be higher

82% 77% 77% 76% 73% 60%

Colleagues are supportive of flexible working Performance is managed on results, not hours worked Senior leaders are supportive of flexible working I’ve been offered training on how to make flexible working work The potential to work flexibly has been discussed with me I’m empowered to take time off as long as I reach my goals

Source: Mercer Global Talent Trends & Mercer global covid-19 survey series e5

54% had

flexible working request turned down

29%

believe flex working impacts career prospects