📋 Tender Overview
The Great Resignation will continue apace in the year ahead as one in five workers say they are likely to switch to a new employer in the next 12 months. That was a key finding from PwCs Global Workforce Hopes and Fears Survey of 52195 workers in 44 countries and territories - one of the largest ever surveys of the global workforce. The survey finds that 35 are planning to ask their employer for more money in the next 12 months. Pressure on pay is highest in the tech sector where 44 of workers surveyed plan to ask for a raise and is lowest in the public sector 25.While an increase in pay is a main motivator for making a job change 71 wanting a fulfilling job 69 and wanting to truly be themselves at work 66 round out the top 3 things workers are looking for. Nearly half 47 prioritised being able to choose where they work.Workers who are likely to look for a new employer in the next 12 months are less likely to feel satisfied with their current employer. Compared to those who have no intention of changing jobs they are14 percentage points less likely to find their job fulfilling11 percentage points less likely to feel they can truly be their self at work9 percentage points less likely to feel fairly rewarded financiallyBob Moritz Global Chairman of PwC saidThere is a tremendous need for business to do more to improve the skills of workers while being conscious of the risk of polarisation if opportunities to develop arent provided right across society. At the same time workers are not just looking for decent pay they want more control over how they work and they want to derive greater meaning from what they do. These are linked by acquiring skills workers can gain the control over the work they are looking for. Leaders have to adapt to build the teams needed to successfully deal with the challenges and opportunities of today and those yet to come.Discussions about social issues are an everyday feature of the workplace. Employees are benefitting despite a lack of support from employers.The survey found that 65 of workers discuss social and political issues with colleagues frequently or sometimes with the number higher for younger workers 69 and ethnic minorities 73. While business leaders are sometimes nervous about people bringing these potentially polarising issues to work the impact is net positive. 79 of those who talk about social and political issues at work reported at least one positive consequence from that. With political and social issues alive in the workplace the job for employers is to create a context which secures the benefits of open conversation while minimising the negative impacts - 41 reported a negative consequence of discussions about social issues. Both numbers were significantly higher for people who consider themselves part of an ethnic minority 84 positive and 59 negative.These discussions are happening despite little active effort on the part of organisations to help secure positive outcomes. Only 30 of employees say that their company provides support to help them work effectively with people who share different views.The survey showed that workers have a particular interest in their employers impact on the economy climate and society. Half of workers 53 felt it was important that their employer is transparent about their impact on the environment two-thirds 65 felt transparency about health and safety was critical with transparency about economic impact not far behind at 60 followed by diversity and inclusion efforts at 54.Bhushan Sethi Co-Leader of PwCs Global People and Organisation Services saidDiverse workforces will inevitably bring differences of opinion about major societal issues into their workplaces. Leaders need to ensure these discussions can benefit teams rather than dividing them.The role of employers isnt to tell workers what to think but to give them a voice choice and safe environment to share feelings listen and learn about how these issues are impacting their colleagues. Workers especially younger and ethnic minorities feel the benefits of engaging in respectful and tolerant conversations.Skilled employees feel most empowered increasing workplace inequalitiesThe survey paints a picture of a workforce polarised on a number of dimensions.Women were 7 points less likely than men to say they are fairly rewarded financially but still 7 points less likely to ask for a raise. Women were also 8 points less likely to ask for a promotion and that request is more likely to fall on deaf ears as women are 8 points less likely than men to feel their manager listens to them. Pete Brown Co-Leader of PwCs Global People and Organisation Services saidIt is bad for society and bad for business when there is a failure to ensure women have the same opportunities as men to develop their skills and careers. One of the quickest ways to strengthen the workforce is to ensure women are not overlooked - which means addressing the culture systems and structures that can lead to women losing out.There were also significant differences between generations with Gen Z workers less satisfied with their job and twice as likely as Baby Boomers to be concerned that technology will replace their role in the next three years. One of the most important drivers of polarisation is skills - with large differences between workers who have highly valued skills and those who do not. The data shows that those with in-demand skills 29 of the sample feel they have skills that are in short supply in their country are more likely to feel satisfied with their job 70 v 52 feel listened to by their managers 63 v 38 and have money left over after they pay their bills 56 v 44.
