Mapping the Workforce CILIPARA Workforce Mapping Project Background

Mapping the Workforce CILIP/ARA Workforce Mapping Project

Background and context • Between 2013 and 2015, CILIP and the Archives and Records Association (ARA) collaborated on a joint project entitled A Study of the UK Information Workforce • Aim - ‘To enhance understanding of the nation’s workforce in Library, Archives, Records, Information Management, Knowledge Management and related professional roles. ’ • The scope included people working in all of the above areas • Research was commissioned from Edinburgh Napier University and led by a team that included Professor Hazel Hall, Christine Irvine and Dr Bruce Ryan of the Centre for Social Informatics (CSI) • It is thought to be the first national workforce mapping study of the Library, Archives, Records, Information Management, and Knowledge Management domains ever conducted in any country.

Key findings: • An estimated workforce of 87, 000 people Findings indicated a total workforce of 86, 376 people. Libraries employ the highest proportion of information workers (59. 4%). The two largest employers by sector are Higher Education (22%) and Public Libraries (13%). This isn’t reflected in CILIPS membership where Higher Education and Public Libraries are a similar level and higher %.

Key findings: • Full sector breakdown:

Key findings: • Women dominate the workforce The overall gender split of the workforce is 78. 1% female, 21. 9% male. The gender split of the UK workforce as a whole is 50. 1% female, 49. 9% male. • A significant gender pay gap Men in the sector earn more than women. Of those working more than 22 hours a week and earning £ 30, 000 or more annually, 47% are men but only 37. 3% women. • Women are under-represented in senior management roles Male workers more likely to occupy management roles than their female peers. The 10. 2% of men in senior management roles is almost double that of female workers (5. 9%)

Key findings: • An ageing workforce The highest proportion of the workforce falls in the 45 to 55 age band. 55· 3% are over 45 years of age; the equivalent figure for the UK as a whole is 41· 1% • Low ethnic diversity 96. 7% of the LARKIM workforce identify as ‘white’ compared to 87. 5% identifying as ‘white’ in UK Labour Force Survey statistics.

Key findings: • The workforce is very highly qualified The workforce is academically well-qualified: 61. 4% have a postgraduate qualification. The highest qualification of most of the UK general population is A-level or equivalent • High earners more likely to hold professional qualifications than low-earners 64. 8% of the workforce earning £ 40, 000 or more hold a professional qualification • Qualifications and professional memberships 57. 2% of the workforce have professional qualifications. Chartered Member of the Chartered Institute of Library and Information Professionals (MCLIP) is the most common (26· 6%). Most of the workforce hold professional memberships (53· 6%).

Other notable findings: • Significant health issues 15. 9% of the workforce suffers from long-term health issues (the equivalent figure for the UK population as a whole is 18%), and over a third say that their illness affects their work. • Part and full-time working patterns Most (84. 3%) members of the workforce work more than 22 hours a week, with part-time working more common amongst females. This contrasts with an equivalent figure of 58. 4% for the UK working population as a whole. • More likely to have caring responsibilities Workers are more likely to combine work with caring than members of the general population: this ranges from 12. 2% in the Archives domain to 15. 9% in Knowledge Management. The headline UK figure is 11. 4%.

Key findings – Scotland specific: • 10, 797 total workforce in Scotland • Breakdown % between sector, age and gender similar to UK as a whole • The highest proportion of those paid over £ 30, 000 per annum are based in Scotland • In Scotland the average pay in four of the five domains is £ 25, 001 to £ 30, 000, and for the fifth – Records – it is two bands higher at £ 40, 001 to £ 50, 000 • Scotland has the lowest proportions of senior managers in Records, Information Management, and Knowledge Management. • Average number of workers in a single organisation is 35 in Scotland (30 in England 50 in both Wales and Northern Ireland)

Equalities and Diversity • Equalities and Diversity action plan CILIP has published its Equalities and Diversity Action Plan. The plan sets out how CILIP will take practical steps to champion equalities, diversity and inclusion in all its work. The plan aims to address inequalities in the library and information profession. In particular it identifies steps to address a lack of ethnic diversity and gender pay gap. • BAME Steering Group Set up in 2019 and is currently setting plans in motion and finalising terms of reference. One of the Steering Group led a workshop at the CILIPS 2019 Annual Conference and will be sharing the findings shortly.

The workforce in Scotland – job types Information Professionals Librarians Information Managers Data Professionals Public Librarians Health Librarians Academic & Research Librarians Information Architects Information Rights Managers Analysts Data Scientists Data Analytics Managers School Librarians Govt Librarians Subject Librarians Information Governance Managers Data Protection Officers Cybersecurity Managers Machine Learning Specialists Artificial Intelligenc e Specialists Library Managers Library Assistants LRC Managers Information Scientists Knowledge Managers Change Managers Enterprise OEM Managers

or t f No P r l ns io ct ho o Sc le ol l C ia Sp ec h rc ic Pu bl n iso he r Ot Pr ity kin g or se a Re t W No s ge rie ra ib ita er /C ha r or ct Se ird Th it/ of l L na tio Na w ry La In du st H s, & rie lle Ga s, ch ive Ar s, m us eu M HE th al es FE ng rc He ed Fo rm /A vt Go lti ns u Co 18 18 3 8 5 10 13 9 68 55 46 46 43 40 173 191 270 The workforce in Scotland – in terms of CILIP membership MEMBERSHIP BY SECTOR January '19

The workforce in Scotland – in terms of CILIP membership AGE 21 -30 31 -40 8% 41 -50 51 -60 61 -70 71+ 7% 14% 22% 27%

The workforce in Scotland – in terms of CILIP membership MEMBERSHIP BY REGION Central West of Scotland (Glasgow, Ayrshires) East (Edinburgh, Borders, Fife) North of Scotland Western Isles Tayside North East (Aberdeen and surrounding areas)

What next? • Ensure that we, as the professional body, work alongside employers and partners to ensure we are meeting the needs of a changing workforce. • In addition to the Equalities and Diversity action plan, we are working with employers to seek to address issues around gender pay and inequality of opportunity. • No easy answer to inequalities but many difficult questions and it requires all the profession to look at the issues. • Our ambition is to re-run the Workforce Mapping after 5 years to give us a sense of whether things have improved, worsened or remained the same. • CILIP have published the Workforce Development Strategy 2019 -2024

Workforce Development Strategy 2019 -2024 The Workforce Development Strategy sets out our priorities to 2024: • Position the profession as an attractive, accessible and aspirational career choice • Attract, retain and develop diverse talent • Build a future-ready workforce with digital skills • Prioritise diversity, equality, representation and inclusion • Maximise the value of an intergenerational workforce • Embrace ‘leadership at every level’ • Connect the supply of skills with changing employer demand • Work in partnership with learning providers to ensure access to skills and CPD • Define a new, inclusive and progressive view of ‘professionalism’ in our sector • Clarify our own regulatory or developmental role

Workforce Development Strategy 2019 -2024 Success criteria: • The workforce is more diverse and representative of our communities • Employers are creating more opportunities for Information Professionals • There is greater mobility within and outside the Information Profession • Employers are able to recruit and retain people with the right skills and aptitudes • Our skillset is recognised and valued • More Information Professionals continue to up-skill and retrain to stay ahead of service needs • There is a new generation of leaders that have come through the Information Profession • There is a sector-wide understanding of professionalism

Questions?