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How to Leverage the Total Workforce Index TM for Workforce Planning Total Workforce Index™ (TWI) rankings provide important perspectives and insights that can influence organizations' short- and long-term workforce planning strategies. The rankings help to address critical planning questions, such as: • Where are the best locations to find workers with the skills needed, especially as new roles emerge and as technology enables employers to pursue more aggressive remote work strategies? • What is the right remote versus onsite workforce strategy? • Which markets would best meet diversity and inclusion goals? • What factors should organizations consider as they choose a new company location? • How can organizations plan workforce mix by location—city, province, state and/or country? • How do shifting regulations and changing wages impact a specific location? A custom TWI analysis from ManpowerGroup Talent Solutions provides organizations with deeper insights based on the factors most important to an organization to inform short- and long-term workforce planning, including: - Location Strategy - Remote Work Allocation - Capacity Planning - Cost Savings - Market Investments - Organizational Restructuring - Workforce Mix - Sourcing Strategy Top 5 Insights A Glimpse of the Factors That Comprise the Total Workforce Index TM The following key insights are driven by today's "new normal" and how organizations must rethink their workforce strategies in light of the continued trends around remote working and changing skills requirements. 1. As more global employers evaluate remote workforce strategies, the readiness of a market encompasses far more than just a cost analysis. 2. While workforce skills continue to drive the value and direction of a workforce, it's the definition of requirements associated with jobs that is evolving in response to current market conditions. 3. Employers can no longer default to just the available mix of labor. Rather, they must proactively determine the optimal mix of permanent and contingent labor types in their organization based on their business priorities. 4. With brand new roles and skillsets emerging, wage pressure has intensified, as has the need to find or build talent with the skills to fill new and emerging roles. 5. Despite unemployment numbers improving in the second half of 2020, there are large segments of the workforce not actively reengaged, representing an opportunity for employers to redefine job requirements and opportunities. Literacy Rate Unemployment Rate Wage and Salaried Contingent Workforce Percentage Permanent Workforce Percentage Generation Z Millennials Gender Gap Visa-Free Score Passport Index Ease of Doing Business Standard Working Week Labor Market Efficiency Indicator Infrastructure Efficiency Indicator Secure Internet Servers / Million Pop. Country Financial Risk Ranking Fixed Broadband Internet Subscriptions / 100 Pop. Holidays Estimates of Women with Childcare Major Restrictions on Night Work Maximum Annual Overtime Percent English Speaking Avg. Monthly Wage Employer Taxes Profit Taxes Gender Pay Parity Total Labor Force Pension Age Male Internet Use for Business-to-Consumer Transactions Max Contract Severance Premium for Overtime Work T O T A L W O R K F O R C E I N D E X | 3