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As vice president of Economic Research, Diane Lim (formerly Diane Lim Rogers) plays a central role in directing the Sustainable Capitalism Project for the Committee for Economic Development (CED). This is a multi-year initiative to strengthen America and its economic system through a more active, engaged business community. Additionally, she works extensively with CED's members in developing and implementing the organization's full research agenda, including work in fiscal health, global competitiveness, democratic institutions, and education.

Diane Lim

Diane Lim reviews new data from The Conference Board that examines labor shortages in highly skilled jobs. What role will talent leaders play in filling these gaps?

Talent Leaders Need to Take a Closer Look at Looming Labor Shortages

They're creating computer code, carting food and passengers around in their own cars, and popping in monthly for a project meeting. What's their story? Are these occasional workers underemployed, unable to secure a salaried job? Are they Millennials and Generation Z-ers sampling different occupations before they commit to a career? Or Baby Boomers making some extra cash to supplement their retirement savings?They could be any of those―or none of them. Meet the gig workers, a burgeoning population in the labor force that is changing the way company leaders look at workforce planning and the way people view work."As individuals have entered the workforce and evolved, they are asking for more flexibility," says Kurt Heikkinen, president and CEO of staffing company Montage. And, as access to health insurance has become increasingly separate from full-time employment, "workers have really gained a sense of freedom. They look at [their careers] as a series of gigs, a series of projects and experiences, as opposed to a long-term career at a given employer."Figure 1: Gig Workers Look Like the Broader WorkforceThe following charts illustrate the demographics of self-identified gig workers compared with those of the entire U.S. workforce. Source: Morning Consult.But these aren't the typical temp staffers of yore―the "Kelly Girl" secretaries and Manpower workers who filled in for office staff when an employer had a hole in the schedule. Nor are they limited to the classic freelancers in creative fields―writers, editors, musicians, and graphic artists. Nowadays, gig workers run the gamut, from Uber drivers to IT technicians to travel nurses. And they are an integral and growing part of the knowledge economy.Many businesses have embraced this pipeline of on-demand talent. Yet, despite all the promise of the gig economy, it is a work in progress. The rules are still being written as companies and workers alike adjust to new ways of getting work done.Two Types of Gig WorkersGig work itself is not new. "People have always worked this way," but the prevalence and types of gig jobs have changed over the years, says Diane Mulcahy, author of The Gig Economy: The Complete Guide to Getting Better Work, Taking More Time Off, and Financing the Life You Want (Amacom, 2016). "This kind of work is growing at a rapid rate," she says, particularly in white-collar jobs and the tech economy.There are two types of gig workers, Mulcahy says: first, those who are searching for full-time work and need to make some cash and contacts while they job-hunt and, second, those who simply don't want or need full-time employment.The latter group includes a lot of younger people, for whom the idea of a 40-years-and-you-get-a-gold-watch kind of job is something their grandparents did. They aren't attracted to what they see as an outdated model of sticking with one company―or even one profession―for an extended time. But this group also includes retired or semi-retired people who may or may not need the money but who want to stay engaged and active regardless. And there are also mid-career folks who want the flexibility and freedom of doing what they want more or less when they want, drawing on years of experience to cherry-pick appealing projects.In the United States, more than 40 percent of workers are employed in "alternative work arrangements," such as contingent, part-time, or gig work, according to Deloitte's 2018 Global Human Capital Trends study. In a 2016 Adobe survey, 56 percent of office workers predicted that everyone will do some gig work in the future. Asked to look ahead to 2020, 28 percent of business leaders and chief human resource officers said they anticipated an increase in gig workers, the Deloitte study found."The vast majority [of gig workers] are folks who easily could go get [traditional full-time] jobs somewhere," says Lori Williams, vice president of fulfillment at Gigster, a software developer that has 80 employees on staff and works with 1,000 gig workers. "They've chosen this lifestyle."The top benefit of the arrangement for them is autonomy. They have greater control over their schedule and they can avoid routine annoyances such as bad managers, office politics, and interminable staff meetings. They also might learn new skills and gain valuable experience at a temporary stint, ultimately giving them the tools to advance in other gigs or in staff jobs.Employers, too, enjoy the perks of an open relationship, gaining access to skills and talent without having to commit to a full-time hire. And managers can supplement staff with gigsters who have the talent and knowledge not only to advance a project, but to teach regular employees new skills."It's really [about] how can we continue to scale as an organization?" says Vlasta Dusil, senior vice president of HR for computer technology company SAP's Cloud Business Group. "We talk about diversity, with gender, with different generations. In our view, this is another way of looking at diversity."Growing PainsStill, there are some drawbacks―for both sides. The "flexible schedule" so many people crave can lead to them being underemployed. The gig worker might also miss out on the advantages that come from committing to one employer. Among those advantages is professional development."How are these people going to train and develop and grow?" says Jennifer Graham-Johnson, SHRM-SCP, recently retired chief HR officer at WestRock Co., a paper and packaging products manufacturer."I do worry we are going to have a group of people who are . . . unable to advance" if they ever decide they want full-time employment because they haven't had the opportunity to develop their skills and knowledge through training and classes.Then there's the issue of employee benefits.Gig workers don't get health insurance, paid time off, or 401(k) contributions from employers. Offering them the same perks that staff members get could set an employer up for legal challenges and negate savings typically associated with hiring gig workers.It could also harm recruiting efforts. After all, good benefits are one of the selling points companies use to attract full-time talent. Why would people want to join your team as full-time employees if they can enjoy the freedom and flexibility of gig work and get the same benefits as regular employees?The bigger issue may be that offering the same benefits to contractors and regular staff could get the company in trouble with the IRS, which has a 20-point test to determine whether workers are independent contractors or employees entitled to the employer-paid share of FICA taxes. Microsoft and other employers have had to pay millions of dollars in back taxes and damages after being sued by workers who said they were paid like independent contractors but treated like employees.Figure 2: What Motivates Gig Workers? Source: Shiftgig, Profile of a Gig Worker, 2018.Playing Catch-UpGovernment and businesses are lagging on other fronts related to the gig economy, too. Banks, for example, might be skittish about lending money to a potential homeowner who doesn't hold a permanent job. And gig workers don't get unemployment benefits, COBRA, or worker’s compensation.Companies can help fill the gaps. One way is to offer voluntary benefits that are fully paid for by the worker but administered by the employer. E-commerce website Etsy, for example, has partnered with Stride Health to act as a health insurance broker for the people who create the art, jewelry, and other items sold on Etsy.Still, the gig economy is clearly moving faster than the institutions that deal with these workers."I don't think we've caught up to this type of worker," says Arthur Tacchino, chief innovation officer at the compliance technology company SyncStream Solutions. "The workforce is changing. So how are the coverage, insurance, and benefits going to evolve to fit the newer kind of workforce we are seeing?" There's no clear to answer that, Tacchino says."Regulators and courts are trying to apply 20th-century law onto a 21st-century problem," says Richard Meneghello, an employment attorney and partner at Fisher Phillips. "Our hope is that once people realize it's not just a passing fad, regulators and legislators will get more serious."One agency trying to change with the times is the Securities and Exchange Commission, which is taking a fresh look at compensation for gig workers. The agency is considering revising its rules to make it easier for people who are classified as independent contractors to receive stock awards from the companies that employ them, the New York Times reported.While governments and financial institutions adjust, the market for gig workers is maturing, fueled by technology platforms that help both sides of the work arrangement find each other. Online labor platforms such as Upwork, Gigster, TaskRabbit, and Freelancer are not only empowering the gig economy, but revolutionizing the way workers and companies connect."The technology is making the whole market more efficient," says Marion McGovern, author of Thriving in the Gig Economy (Career Press, 2017) and co-founder and former CEO of M Squared Consulting.Upwork, for example, connects computer-industry freelancers in 170 countries to employers who need their services, charging the worker a fee of 5 percent to 20 percent of the job's pay. ShiftPixy and others hire workers (paying the employer share of payroll taxes and taking care of other compliance issues), then "lend" them to clients in the hospitality and restaurant industries. The company has an app that allows people to broadcast their availability and apply for certain shifts in their communities.As Uber was creating its digital platform for drivers, the job market for gig work was exploding, says Scott Absher, ShiftPixy's CEO. "People are looking for ways to recobble their income," and these platforms make that more efficient, he says.Managing the GigSo how do today's people managers handle gig workers, follow the law, and head off potential tensions with full-time staff? Some tips:Decide who will drive the decision-making on hiring. A simple procurement process may be enough to fill an open gig for an IT techie, while a speechwriter for a CEO will likely require input from the chief executive.Pay people promptly. "I can't tell you how many companies are on 60- to 90-day schedules" for contracts, McGovern says. But individuals expect to be paid faster and more often.Know the law—and do not treat gigsters like employees. In fact, don't even use the word "hire" to describe the working arrangement, advised Rebecca Cenni-Leventhal, founder and CEO of staffing and recruitment firm Atrium. People who work gigs are "engaged," not hired, she cautioned.Protect confidential company information. This is especially important when using outside contractors for a business dealing with sensitive client information, such as health data and Social Security numbers.Let your own staffers gig―even at your company. Since many workers crave the opportunity to learn something new, offer full-time staffers the chance to develop by giving them a gig in-house.Keep staffers and gigsters separate, when warranted. "Having [gig workers] participate in regular team meetings or asking them for regular updates and reporting is not wise," says Cenni-Leventhal, as that may cause them to be viewed as employees rather than independent contractors. "Inviting them to one holiday party isn't too much of a risk, but when you start having them participate in team-building activities and attending company functions, it can get tricky."Make your gig workers feel welcome and valued. "Make sure you afford them the correct level of respect," McGovern says. "This is someone who is going to add to the team, bringing in skills or knowledge and experience to help the effort."On top of that, she adds, it's important to recognize the dignity of their career choice. After all, it's a work arrangement more business leaders can expect to manage in the coming years.Copyright 2019, SHRM. This article is reprinted from www.shrm.org with permission from SHRM. All rights reserved.

Gig Workers Challenge Old Order

What are Section 508 and WCAG? How do they differ? Why should you care? What tools can you use to make your e-learning courses follow accessibility best practices and adhere to the law? Have you ever thought about how someone with a disability experiences the online courses you create? What if your target audience includes people who are deaf or hard of hearing, color blind, visually impaired (partially or totally), or have limited mobility? Shouldn’t they be afforded the same learning opportunities and access to your courses?Section 508 and the Web Content Accessibility Guidelines (WCAG) help with just that—by establishing a set of rules that, when followed, will ensure your e-learning content is accessible to those with disabilities.What Are Section 508 and WCAG?Section 508 refers to an amendment of the Rehabilitation Act of 1973 that requires U.S. Federal agencies to make their electronic and information technology accessible to people with disabilities. The law includes a set of technical standards that establish requirements for software applications, operating systems, web-based information and applications, telecommunications hardware and software, and video and multimedia products.Web Content Accessibility Guidelines (WCAG) are a technical standard outlining a set of guidelines and success criteria for making web content more accessible to people with disabilities. It was developed by the World Wide Web Consortium (W3C), an international community where members, staff, and the public work together to develop web standards. It is the same organization whose members are responsible for the original HTML, CSS, XML, and other specifications.There are three WCAG levels: A, AA, and AAA. Level A represents the minimum suggested accessibility standards for web-based content and most closely resembles the rules outlined in Section 508, while levels AA and AAA include more rigorous guidelines that further improve accessibility. Meeting level AA guidelines means meeting everything that’s A or AA, while meeting level AAA guidelines means meeting all guidelines—whether A, AA, or AAA.How Do Section 508 and WCAG Differ?Section 508 is part of a U.S. law (the Rehabilitation Act of 1973) and therefore only applies to the United States. Further, the law itself only requires that U.S. Federal agencies comply. Alternatively, WCAG is not a law and is instead only a set of guidelines. These guidelines, however, have been agreed upon internationally as the appropriate standard for ensuring web-based content is accessible to people with disabilities.To put it simply, WCAG is a set of best practices that applies to web-based content in general, and Section 508 is a law requiring mainly U.S. government entities to comply with a set of rules covering a broader span of electronic and information technology. See the breakdown below:Section 508 United States only Law Required for federal agencies One set of standards for different types of electronic communication (software, operating systems, web-based content, etc.)W3C – WCAG 2.0 International Suggested guidelines Optional best practices for any organization Three levels of guidelines of increasing rigor specifically for web-based contentWhy Should You Care?E-learning is a type of web-based content, and therefore, the technical standards outlined in the WCAG and Section 508 §1194.22 apply, if you want or need to make your e-learning courses accessible to those with disabilities. If you’re creating e-learning content for a U.S. government entity, your e-learning content likely needs to be 508-compliant. Several state government entities also require 508-compliance. Also, if you’re not creating e-learning courses directly for a government agency, but you provide services to or are funded by the government, it’s likely that some form of 508-compliance also applies to you.Similar laws exist in other countries for their government entities, but most other countries have chosen to adopt WCAG as a legal requirement, rather than drafting their own rules. So if you’re creating e-learning content for government entities in other countries, there’s a chance that some level of the WCAG applies to you.Even if you aren’t required by law to meet the guidelines, isn’t making your e-learning courses more accessible to people with disabilities the right thing to do? You may immediately think “Yes,” however, that the extra cost, effort, and sometimes compromised experience keep many non-government organizations from making accessibility a priority. Instead, they will often choose to use “reasonable accommodation” and provide training in another way, such as having someone sit down with the person and go through the training together.Before you make a decision for your own organization or try to convince a client one way or another, consider the following statistics based on U.S. Census data:Approximately 56.7 million (about 19 percent) people living in the U.S. had some kind of disability in 2010. This number increased by 2.2 million between 2005 and 2010. \[Source\] Of the 241.7 million adults aged 15 and older, about 14.9 million or 6.2 percent of adults aged 15 and older experienced some level of difficulty with seeing, hearing, or having their speech understood. \[Source\] Individuals with disabilities account for approximately 9.4 million (about 6%) of the 155.9 million civilian labor force (for the time period 2008-2010). \[Source\]**Which E-Learning Authoring Tools Are Best?**Three of the most popular Windows-based, non-PowerPoint-plugin rapid e-learning authoring tools are Adobe Captivate, Articulate Storyline, and Trivantis Lectora. Each has its strengths and weaknesses in general, which Diane Elkins covers at length in her regular tools comparison blogs, but when it comes to complying with accessibility standards, there’s still plenty that divides them.Each tool states that courses published with it can adhere to Section 508. However, both Storyline and Lectora include documentation stating their respective tool satisfies the WCAG level AA. We were unable to find specific documentation relative to Captivate's capabilities for creating courses that can adhere to the different levels of the WCAG.Ultimately, all three tools let you create accessible content. While one tool may rate better than the others in its ease-of-use or ability to meet the requirements, all three end up with fairly consistent total scores. Here’s a closer look at how Captivate 8, Storyline 2 (Update 5), and Lectora 12 fulfill several accessibility requirements, as well as their rankings for creating accessible courses. (Please note that 1 equals the highest rating.)Accessibility Requirement: Text AlternativesProviding a text alternative that describes media such as images or audio narration is important for people with compromised vision. The primary way to make our media accessible is by creating ALT tags for images and text transcripts for audio.Ranking:  Storyline  Captivate  LectoraStoryline gets the highest ranking because it allows you to manage all of your ALT tags for a given slide in one place. Lectora and Captivate require that ALT text be managed on an object-by object basis, but Captivate gets a higher score than Lectora because, like Storyline, it allows for more characters within ALT text. Further, while adding text transcripts is possible in all three tools, the Storyline player’s built-in transcript panel makes it the easiest tool for creating a static text transcript of audio.Accessibility Requirement: Focus/Tab OrderFocus and Tab Order apply to those with compromised vision and/or mobility. This is the order in which the page will be read or processed by a screen reader. It is also the order in which objects will receive focus when pressing Tab on your keyboard. Purely decorative items, such as shapes and lines, should never receive focus, nor be announced by screen readers, since they are not important to understanding the content.Ranking:  Storyline  Captivate  LectoraStoryline is strongest here because, like with ALT text, you can manage Tab and Focus Order for all objects on a slide in a single dialog box. This includes removing items from the Tab Order so they never receive focus.You can manage Tab Order in both Captivate and Lectora, but the ordering also affects layering (or z-order), which can sometimes cause conflict when you want the layering order to be different than the Tab order. Both tools provide a means of flagging items that should not receive Focus, but this has to be done on each individual object. Captivate gets the higher mark between the two since it provides a dialog box that allows you change the Focus and Tab Order of interactive objects.Accessibility Requirement: Synchronized CaptioningSection 508 and the WCAG require synchronized captioning for multimedia such as animated objects synchronized with audio and video, and video that includes audio. It is important for those with compromised vision and/or hearing.Ranking:  Lectora  Captivate  StorylineLectora and Captivate are close in this category, as both provide a means of adding closed captioning to your courses. Both allow you to set the timing of when captions appear and disappear, and provide player controls for turning the captions on and off. We give the higher rating to Lectora because it allows you to import industry-standard caption files (such as those provided by 3PlayMedia.) With Captivate, you have to type each caption and synchronize it manually, but there is an easy-to-use utility to help you do it.Storyline is the weakest in this area. It requires manually adding text blocks as captions, timing them appropriately with the content, and setting up a way to turn those captions on and off. In other words, you can create a similar end product, but there isn’t a feature dedicated for this.Accessibility Requirement: Skip Navigation CapabilitiesImagine if you have a menu button, glossary button, exit button, and more that appear on each page of your course. For learners relying on screen readers, this means those items will be announced on every slide or page they visit. This can get annoying fast! Section 508 and the WCAG require that those relying on screen readers have the ability to skip all redundant navigation items so they can get right to the main content of each page.Ranking: Lectora Storyline, CaptivateLectora is the strongest here, because there are no limitations to how you set this up. You can set the course to skip as many elements on the page as necessary. Storyline and Captivate are tied because they provide close to the same solution. They both provide the ability to skip navigation components that are part of the player, but there are no out-of-the-box capabilities for skipping redundant controls that are part of your slide content.Accessibility Requirement: Data TablesTables that contain data, where understanding the arrangement of the data is necessary to understand the data itself, are not (by default) able to be interpreted by those with compromised vision. Section 508 and WCAG require that when data tables are present, they are labeled in a way that screen readers can interpret the data.Ranking: Lectora Storyline, CaptivateLectora gets the highest rating in this category because first, it supports adding tables to your content, and second, it provides a means of appropriately labeling the table in order for it to be read by screen readers. Captivate has an interaction widget that lets you create tables, but it does not have the behind-the-scenes programming needed to be compliant. Storyline does have the ability to insert a table. With both those tools, any information presented in a table has to be treated as a graphic with an appropriate text alternative for interpreting the table.Moving ForwardIf you’ve come this far, you should now have a good understanding of Section 508 and the WCAG, how they differ, and why they matter to those of us developing e-learning courses. Your next step will be to understand and learn how to implement the requirements in your own courses. Keep in mind, it’s far easier to begin your development process with accessibility in mind than to have to retrofit current courses to meet the requirements. Luckily, there are several resources available online to help. Use these online resources to stay informed and learn more about Section 508 and the WCAG.Section 508 Standards for Electronic and Information Technology Section 508 Technical Standards for Web-based Intranet and Internet Information and Applications Access Board whitepaper on e-learning and accessibility Web Content Accessibility Guidelines (WCAG) 2.0 How to Meet WCAG 2.0 Storyline and Section 508 Accessibility Developing Accessible Content in Lectora Creating Accessible Projects (in Adobe Captivate) One-hour webinar overview of Section 508 and WCAG (E-Learning Uncovered)

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