- The study reveals six critical
findings, including a disconnect between employers and employees in
terms of what motivates people to move to a city and to stay there
- which is vital to realizing economic opportunities and
growth.
- City leaders and infrastructure
planners should incorporate the “voice of the employee” into their
planning processes in order to better incorporate the human and
social factors that drive residency decisions.
Mercer, a global consulting leader in advancing health, wealth
and career, and a wholly-owned subsidiary of Marsh & McLennan
Companies, Inc. (NYSE:MMC), today announced the results of an
extensive study that examines the needs of workers in the world’s
fastest-growing cities across four key factors – human, health,
money and work.
This press release features multimedia. View
the full release here:
https://www.businesswire.com/news/home/20181030005153/en/
20 critical factors ranked across four
people-related pillars (Graphic: Business Wire)
The study provides critical insight into the motivations of
workers against the backdrop of fierce competition for
highly-skilled talent. It also provides practical advice for
companies and municipalities to help them accelerate their talent
strategies and realize commercial gains.
Entitled “People first: driving growth in emerging megacities,”
the study surveyed 7,200 workers and 577 employers in 15 current
and future megacities across seven countries, namely Brazil, China,
India, Kenya, Mexico, Morocco and Nigeria. As defined by the United
Nations[1], these 15 cities will have a combined population of 150
million people by 2030 and share strong, projected GDP.
“There are unprecedented opportunities in growth markets, yet
they come with inherent challenges. The rapid growth of
next-generation cities sees them poised to leapfrog larger markets
but, in order to do so, they need to attract and keep
highly-skilled people,” said Martine Ferland, Group President at
Mercer. “Most studies rely on secondary research or academic papers
that analyze economic data, investments and infrastructure. This
study is the first of its kind, in that it investigates the human
and social reasons why people move to, within and out of a
city.
“We learned that employers misunderstand what motivates people
to move to a city and stay there. Moreover, cities are not
performing well when it comes to addressing many of the more human
and social factors that are listed as important among key employee
groups. This dynamic creates natural tensions between what people
value most and a city’s ability to deliver,” Ms. Ferland added.
Key findings
The study explored 20 critical factors across four people-based
pillars – human, health, money and work. Respondents were asked to
rank five factors, based on how important they were in affecting
their decision to stay in or leave a city. The most compelling
finding was that for cities and businesses to attract the right
talent to do the work of the future, human and social factors are
the most important.
“The rapid urbanization of growth economies is certainly a hot
topic, yet what’s not being properly addressed is the needs of
people and the human and social factors that drive their decision
making when it comes to what city they live and work in. That
revelation is important when you recognize it is those very people
upon whom the future of cities and the future of work depend,” said
David Anderson, President, International at Mercer.
“Overwhelmingly, our study reveals what people desire most is a
better life for themselves and their families. And with the
segmentation study we conducted in parallel, Mercer can help
businesses tailor their recruitment, retention and facilities
expansion programs in order to be more effective,” Mr. Anderson
added.
Overall, satisfaction with life ranks as the most important
factor for workers in deciding whether to stay in or leave a city.
When considering a move to a new city, workers rate life
satisfaction twice as important than employers realize. Safety and
security rank second. Income comes in third, with proximity to
family and friends in fourth and career and job opportunities
fifth.
A key distinction revealed by the study is only after people
have made the decision to move to a new city do money and job
factors become more important. When looking to make a professional
move within a city, the three top drivers are money, better career
opportunities, and promotion or advancement. At the hyper-local
level, proximity-based amenities and infrastructure, along with
various cultural factors, matter more to employees.
Better addressing people’s unique needs
As part of the research, Mercer conducted an employee-focused
segmentation analysis based on each respondent’s demographics, life
stage, career progression, predisposition to life-long learning,
aspirations and levels of financial security. The objective was to
identify and better understand the specific needs of each unique
employee segment and how those values and insights can help
employers and planners in high-growth cities better address their
values, interests and desires.
“With greater understanding of the specific human needs, wants
and motivations of each sub-set of your employee population, as
well as the types of advice they each value, Mercer can empower our
clients to tailor their business offerings and programs to better
attract and retain the best talent,” said Pearly Siffel, Strategy
and Geographic Expansion Leader, International at Mercer.
The five personas identified include: confident achievers; white
collar professionals and graduates; struggling vocationals;
business owners and skilled tradespeople; and professional
families. While they vary greatly in their needs and wants, what
unites each audience segment is a desire for greater overall life
satisfaction.
Most cities are underperforming
In one of the most significant findings of the study for local
governments, most workers say their cities are underperforming. The
biggest tension between worker expectations and city performance is
in safety and infrastructure. Pollution, personal stress,
affordable housing, transport and mobility, and safety and security
represent major gaps between what a city is able to deliver and
what the employees surveyed value, presenting a major opportunity
for making vast improvements in meeting workers’ needs and
expectations in the future.
The study did reveal some good news, however, with many
respondents saying the cities they live and work in do quite well
in terms of cultural and economic factors, and with other areas
including life satisfaction, career opportunities, proximity to
airports and green spaces already meeting expectations.
Regional variations
Although the study’s 15 current and future megacities share some
commonalities, some key differences were revealed. Based on
performance against the four pillars of human, health, money and
work, the cities were grouped into advanced, progressing or
approaching in terms of whether they meet worker’s expectations.
Advanced cities score well in all four factors, with a
small-to-medium gap between workers’ expectations and the city’s
performance.
Cities classified as progressing have a mid-size gap between
expectations and performance, and approaching cities receive low
scores across all four dimensions, with the biggest gap in
expectations versus city’s performance, and the lowest general life
satisfaction among the three groups.
Similarly, the impact of automation, AI and robotics vary
significantly across countries, with China having the highest
percentage of perceived positive impact and Africa the lowest.
A clear call for collaborative action
The study reveals people do not expect any one group to be
responsible for addressing the systemic issues of their city.
According to the study, workers expect their city or local
government (79%), national or federal government (74%) and large
businesses (57%) all to play a role in making cities more
attractive and in meeting their needs for overall life
satisfaction, safety and security, and income.
Employees are looking to big institutions with the requisite
resources and authority to effect real change. Ultimately, no one
group can or should be responsible for addressing systemic
issues.
“We believe one of the most important imperatives emerging from
the study is the need for effective public-private partnerships to
facilitate the necessary improvements,” said Mr. Anderson. “To
accelerate progress at scale and create the environments in which
workers and their families can thrive, and in order to underpin
sustainable economic growth for everyone, companies and governments
must work together to address the future needs of the employees
they are trying to attract.”
The 15 cities included in the study have a population between
three and 15 million people, strong projected GDP and population
growth for the next decade, and more than $4 billion of foreign
direct investment annually. The respondents were surveyed via a mix
of online and face-to-face interviews from July to August 2018.
About Mercer
Mercer delivers advice and technology-driven solutions that help
organizations meet the health, wealth and career needs of a
changing workforce. Mercer’s more than 23,000 employees are based
in 44 countries and the firm operates in over 130 countries. Mercer
is a wholly owned subsidiary of Marsh & McLennan Companies
(NYSE:MMC), the leading global professional services firm in the
areas of risk, strategy and people. With nearly 65,000 colleagues
and annual revenue over $14 billion, Marsh & McLennan helps
clients navigate an increasingly dynamic and complex environment.
Marsh & McLennan Companies is also the parent company of Marsh,
which advises individual and commercial clients of all sizes on
insurance broking and innovative risk management solutions; Guy
Carpenter, which develops advanced risk, reinsurance and capital
strategies that help clients grow profitably and pursue emerging
opportunities; and Oliver Wyman, which serves as a critical
strategic, economic and brand advisor to private sector and
governmental clients. For more information, visit www.mercer.com.
Follow Mercer on Twitter @Mercer.
About the study
Mercer’s “People first: driving growth in emerging megacities”
study surveyed 7,200 workers and 577 employers in 15 current and
future megacities across seven countries, namely Brazil, China,
India, Kenya, Mexico, Morocco and Nigeria. Please download report
to learn more:
https://www.mercer.com/our-thinking/people-first-driving-growth-in-emerging-megacities.html
[1]
https://www.un.org/development/desa/publications/world-population-prospects-the-2017-revision.htmlhttps://population.un.org/wup/DataQuery/
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