Transcript Deloitte On-screen Presentation

Mass Career Customization™:
Building the workplace for the
21st Century
Wendy Schmidt
Deloitte FAS LLP
Northeastern Law Conference
April 3, 2009
Mass Career Customization is a patent pending process owned by Deloitte Development LLC.
Shrinking Pool of Skilled
Labor
70% of law firm partners are baby boomers and are
nearing retirement.
2
Changing Family Structures
Only 17% of households now have a husband in the
workforce and a wife who is not, down from 63% in past
generations.
3
Increasing Number of Women
In 2006, women made up 32.6% of all lawyers, and
47.5% of law school students for the 2005-2006 class.
4
Changing Expectations of
Men
More than two-thirds of law school graduates, both men
and women, report difficulty balancing work and personal
demands.
5
Evolving Expectations of Gen
X and Gen Y
84% of law firm associates indicated they would work for
less money if their billable-hour minimums were cut.
6
Increasing Impact of
Technology
76% of households now have broadband connectivity
while mobile phones, messaging and email has become
pervasive.
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Copyright © 2007 Deloitte Development LLC. All rights reserved.
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Bracey Deegan--MCC--YaleLaw032709.ppt
Converging key trends are dramatically changing the talent
marketplace
The workforce has changed,
but the workplace has not.
3
Copyright © 2007 Deloitte Development LLC. All rights reserved.
Q: What is today’s response to this misalignment?
Flextime
Reduced Hours/
Part-Time
Compressed
Work Week
Banking of Hours
Leaves/
Sabbaticals
Job-Sharing
Telework/
Telecommuting
Gradual
Retirement
Copyright © 2007 Deloitte Development LLC. All rights reserved.
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Bracey Deegan--MCC--YaleLaw032709.ppt
A: Flexible Work Arrangements (FWAs)
Our Corporate LatticeTM moniker defines a
paradigm shift from the traditional corporate ladder
Corporate lattice





Traditional hierarchy
Upward
Singular path upward
momentum
Move up or stop moving
Work-versus-life balance Integrated with
Fits more traditional
talent
family structure
management
systems
 Assumes workers’ needs
remain consistent over
time
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 More conducive to
evolving matrix structure
 Multiple paths upward
 Move faster, slower,
change directions
 Career-life fit
 Adjusts as workers’
needs change over time
Bracey Deegan--MCC--YaleLaw032709.ppt
Corporate ladder
MCC recognizes that career engagement changes over time, creating a
career sine wave of sorts
Stage 2
Career Years 5 -13
Phase: Young Children
• Progressing as an associate
at 2 large law firms
• Left workforce to be with 3
young children
• Working long hours
• Did occasional project
work________________
• Started a family___
•________________
•________________
Stage 3
Career Years 13 - 23
Phase: New Career
• Started new career as
private investigator at the
bottom
• Worked 80% workload
• Spouse stayed in full time
workforce.
• Restricted travel to 1 or 2
day trips
•_________________
• Rose steadily to rank of
partner
•_________________
•_________________
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Stage 4
Career Years 23+
Phase: Leadership
• Empty Nester w/3 grown
children
• Returns to work full time
• Travel Restrictions lifted
• Leadership Roles
• Takes Global Assignments
•_________________
•_________________
Bracey Deegan--MCC--YaleLaw032709.ppt
Stage 1
Career Years 1 - 5
Phase: Early Career
“We are, it seems, on the verge of a new world of work.”
– Thomas W. Malone
Questions
Copyright © 2009 Deloitte Development LLC. All rights reserved.