The PACA Region has asked the Regional Observatory of Professions (ORM) to better understand the issues related to employment and training in the digital sector in the region.
3.4% of jobs in the PACA region are in the digital sector
The study identified 64,500 people employed in core digital professions and peripheral professions, i.e. 3.4% of jobs in the PACA region. The number of people employed in the digital professions increased more strongly (+6%) than in all professions (+2%) between 2007 and 2012 in the region.This phenomenon is mainly driven by jobs in the core business (+11%). It is less important for jobs in peripheral trades (+ 3%).
Nearly one out of two employees is an engineer, research and development manager in IT.
In 2012, the share of women in digital jobs was 21%, while it was 48% for all jobs combined. The proportions are almost the same for jobs in the core business and jobs in peripheral businesses.
Generally speaking, the people employed in the digital professions are heavily concentrated in the 30-49 age group. People under 30 account for 22% of jobs in the core business and 21% of jobs in peripheral businesses.
Qualified assets
In 2012, the level of diplomas of people employed in the digital professions was particularly high compared to that of all professions combined.As with all occupations, the level of education of those employed in digital occupations increased between 2007 and 2012 (+5 points for bachelor's degree level +3 and above).
Degree levels differ by age. Professionals aged 50 and over have lower levels of education than younger professionals.
Stable, full-time jobs
Almost all professionals in the core digital business have an open-ended contract (94%, compared to 73% for all businesses). For professionals in peripheral professions, the proportion of this type of contract is much lower (68%).Part-time work is not very common in the digital sector, either in the core business or in peripheral jobs. Less than one in ten employees work part-time, which is only half the proportion for all professions.
The difficulties of managing skills encountered by employers
At the level of the infrastructure layer, employers feel that there is a problem of attractiveness and knowledge of the sector, particularly on the part of young people and women. Candidates are scarce.At the data layer level, national and international competition is tough and young people trained in the PACA region tend to go work in the Île-de-France, Rhône-Alpes and even abroad.
At the usage and services layer, the tensions on the labor market are linked to the lack of communication and knowledge about the digital professions.
A rather well-equipped training apparatus
"According to the experts interviewed, the regional training courses are rather well adapted. They are present throughout PACA, in all layers of digital. There are many training organizations for digital professions in the region such as Polytech Marseille, ISEN Toulon, École des mines Gardanne, Unice, Eurocom Sophia Antipolis, CNRS Aix-Marseille-Nice-Valbonne, Inria Sophia Antipolis, Supinfo Marseille, AMU, École centrale Marseille, Épitech Marseille, IUT Informatique Aix-Arles-Salon-Marseille-Nice, BTS Informatique Aix-Avignon-La Garde-Marseille...42 training courses are labeled "Grande École du Numérique" in the PACA region."Some experts suggest a stronger investment by the Region for basic training to help people convert to digital".Nearly 23,300 young people in training
In 2013, nearly 23,300 people were trained in digital professions, all years of training combined, spread across 280 training courses implemented in the region. Digital-related training represents 15% of all training in the region. Among these trainees, more than 9,600 are in their final year of training.There are 129 training courses related to the core digital business, accounting for just over a third of trainees (3,500), while those related to peripheral businesses account for over 6,100 people and a larger number of courses (151).
In conclusion, the study identifies five issues:
- Development of the observation of employment and skills needs ;
- Pooling of skills, construction of inter-sectoral professional mobility gateways, training and development of the practice of measures such as operational preparations for employment (POE) - a training system that is certainly present but needs to be developed;
- The visibility of jobs and training courses needs to be increased in secondary schools, but also at the level of employment and guidance intermediaries;
- The permanent adaptation of training and multi-qualification, adaptation of the personal training account (CPF) to digital developments;
- Taking into account the expertise of the actors in the development of training.
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