WHAT TO KEEP AN EYE OUT FOR…
Ireland rises two places in narrowing the gender gap
Ireland has climbed two places to seventh position among the most advanced countries globally in narrowing the gender gap, according to a new report published by the World Economic Forum (WEF).
The study shows the State has closed 79.8 per cent of its overall gender gap with the latest data revealing considerable progress in reducing differences in areas such as economic participation and opportunities.
Iceland retains the top spot in closing the gender gap for the 11th year in a row at 87.2 per cent. It is followed by Norway, Finland, Sweden and Nicaragua. Other economies featuring in the top 10 include New Zealand, Spain, Rwanda and Germany.
Yemen is ranked last out of the 153 economies covered in the study, with Iraq, Pakistan, Syria and the Democratic Republic of Congo also faring badly.
According to the current trajectory for closing the gender gap across politics, economics, health and education, the overall global gender gap will close in 99.5 years, as against an estimated 107 years in the last report.
The study shows the State has closed 79.8 per cent of its overall gender gap with the latest data revealing considerable progress in reducing differences in areas such as economic participation and opportunities.
Iceland retains the top spot in closing the gender gap for the 11th year in a row at 87.2 per cent. It is followed by Norway, Finland, Sweden and Nicaragua. Other economies featuring in the top 10 include New Zealand, Spain, Rwanda and Germany.
Yemen is ranked last out of the 153 economies covered in the study, with Iraq, Pakistan, Syria and the Democratic Republic of Congo also faring badly.
According to the current trajectory for closing the gender gap across politics, economics, health and education, the overall global gender gap will close in 99.5 years, as against an estimated 107 years in the last report.
Generation Z’s views on work and careers
While management consultancies and practitioner publications have been shining the spotlight on Millennials in the workplace over the past decade, the focus is now firmly shifting to Generation Z. Due to their young age, relatively little has been written about them until recently.
Born after 1995, most are still in ever-prolonged education with the first cohort having just left the nest to enter the world of work.
They are the first truly digital native generation feeling at home in cyberspace, which is in essence, the water they learned to swim in. They face a future working life of collaboration with artificial and augmented intelligence and the rise of the gig economy.
In a recent survey of over 400 college-aged Irish Gen Z-ers, 80% said they would still want to work that even if they had enough money to live as comfortably as they would like for the rest of their lives.
When asked what’s important for them at work, results were interesting and somewhat different from past international studies. Irish Gen Z-ers value and desire both intrinsic and extrinsic rewards and they want them pretty much equally. Intrinsic rewards could be interesting work or opportunities for personal growth, while extrinsic rewards could be salary, status or benefits. International studies of other generations revealed value clusters that focused mainly in one domain or the other rather than both equally.
The anchor of the Irish Gen Z’s dream career seems to be "lifestyle", with an emphasis on work-life balance closely followed by security and stability. This may be evidence of their experience as children of the recession. Gen Z-ers say that they will only feel successful in life if they can "balance their personal, family and career requirements". The second most frequent sentiment was "I dream of a career that will permit me to integrate my personal, family and work needs" while at the same time "having…a sense of security and stability".
Born after 1995, most are still in ever-prolonged education with the first cohort having just left the nest to enter the world of work.
They are the first truly digital native generation feeling at home in cyberspace, which is in essence, the water they learned to swim in. They face a future working life of collaboration with artificial and augmented intelligence and the rise of the gig economy.
In a recent survey of over 400 college-aged Irish Gen Z-ers, 80% said they would still want to work that even if they had enough money to live as comfortably as they would like for the rest of their lives.
When asked what’s important for them at work, results were interesting and somewhat different from past international studies. Irish Gen Z-ers value and desire both intrinsic and extrinsic rewards and they want them pretty much equally. Intrinsic rewards could be interesting work or opportunities for personal growth, while extrinsic rewards could be salary, status or benefits. International studies of other generations revealed value clusters that focused mainly in one domain or the other rather than both equally.
The anchor of the Irish Gen Z’s dream career seems to be "lifestyle", with an emphasis on work-life balance closely followed by security and stability. This may be evidence of their experience as children of the recession. Gen Z-ers say that they will only feel successful in life if they can "balance their personal, family and career requirements". The second most frequent sentiment was "I dream of a career that will permit me to integrate my personal, family and work needs" while at the same time "having…a sense of security and stability".
A SIMPLE ‘THANK YOU’ GOES A LONG WAY IN WORK
Work and organisational psychology are key interests of Italian academic Annamaria Di Fabio, who teaches at the Department of Education and Psychology at the University of Florence.
One of topics she has studied in some detail is gratitude in organisations. This is now thought to be “crucial to employees’ efficiency, success, and productivity”, not least because it promotes positive relationships at work while lowering negative emotions in the workplace and enhancing organisational health and success.
What emerged from various conversations with newbies who’ve just started work right up to the 60-somethings who are coming to the end of it, was that most organisations needed to make a much bigger effort to show gratitude. People weren’t looking for their name in lights or fat bonuses for doing their job – far from it in fact.
They just wanted a level of recognition that indicated their efforts were not being taken for granted.
Appreciation is thin on the ground in many workplaces. Leaders don’t give credit where it’s due and seem to think that a pat on the back at the annual performance review will suffice.
One of topics she has studied in some detail is gratitude in organisations. This is now thought to be “crucial to employees’ efficiency, success, and productivity”, not least because it promotes positive relationships at work while lowering negative emotions in the workplace and enhancing organisational health and success.
What emerged from various conversations with newbies who’ve just started work right up to the 60-somethings who are coming to the end of it, was that most organisations needed to make a much bigger effort to show gratitude. People weren’t looking for their name in lights or fat bonuses for doing their job – far from it in fact.
They just wanted a level of recognition that indicated their efforts were not being taken for granted.
Appreciation is thin on the ground in many workplaces. Leaders don’t give credit where it’s due and seem to think that a pat on the back at the annual performance review will suffice.
