WORKPLACE STRATEGY

NEW GENERATION WORKPLACE CHOICE URBAN VS SUBURBAN

4 FACTORS OF EMPLOYEE SATISFACTION LOCATION ENVIRONMENT COMPENSATION CULTURE

2 FINAL PEOPLELENS LENS

ENVIRONMENT OVER LOCATION 1. ANY LOCATION HAS POTENTIAL TO FOSTER COMMUNITY & CULTURE 2. MOBILE WORK STYLES ALLOW THE WORK EXPERIENCE TO EXTEND BEYOND THE OFFICE BUILDING FINAL LENS 4 PEOPLE LENS

72%

70%

89%

OF MILLEN NIALS MADE COMPROMI SE S TO G ET IN TO WORK .

TOP COMPROMISE S WER E AROU ND LOC AT ION AN D FEWER B ENEFITS.

OF MILLEN NIALS WOU L D CHOOSE EMPLOYER S WHOSE COR POR ATE SOCI A L R E SPONSIB ILIT Y VALU E S M ATC H THE I R OWN

OF COMPAN IE S W ILL B E OFFER ING MO BILE WOR K ST YL E S BY 2020

THE OPEN OFFICE PLAN ISNT A LWAYS T H E A N S W E R Innovation leading company’s workers accomplish 76% of their work at individual workspaces. Furhtermore, the demand for private, quiet workspaces is at an all time high.

PRIVATE SPACES

SF/PERSON

W O R K E R S N E E D L E S S TOTA L S PAC E

In 1900’s the open office plan was popularized to enable better sharing of expensive technology. Since 2010 the average square foot per individual worker has decreased from 225 to sf/person to 100 sf/person.

DEDICATED PRIVATE/PUBLIC SPACES PROVIDE WORK TYPE The same innovation leading company’s workers achieve 24% of thier work in dedicated collaborative spaces. The ability to chose enables productivity boosting work areas.

COLLAB. SPACES

CHOICE OF PLACE

F L E X I B I L I T Y F O S T E R S CO M F O RT Workplace furniture companies have sold more office furniture that was customizable by the user, since 2010. (specifically sit stand desks, modular workspaces, and highly adjustable seating)

ELEMENTS OF ENVIRONMENT

5

URBAN & SUBURBAN HAVE INHERENT CHARACTERISTICS

Urban

Environment

Suburban

$

Culture

UNDERSTAND THE BENEFITS OF EACH...

LENS 6 FINAL PEOPLE LENS 6

AMENITIES IMPROVE UPON SPECIFICS OF LOCATION 8 FINAL PEOPLELENS LENS

KNOW WHAT TO BRING TO THE TABLE 9

TO P 1 0 R E S E A RC H TA K E AWAYS 1 . M I L L E N I A LS PREFER THE S U B U R B S..

M I L L E N I A L LO C AT I O N PREFERENCE FOR NEXT HOME

4 8 % SUBURBAN 3 8 % URBAN 1 4 % RU R A L

While mil lennials are por trayed as quintesse ntial city-dwel lers, the larger par t of the coh o r t pre fer the subur bs for the loc ation of their nex t home, not unlike other generations. 1 What they c are most about is the affordabi l i t y of housing and quality of community. 2

2 . ... B U T A R E M OV I N G L AT E R 2 9 . 5 y/o

2 6 . 4 y/o

1975

2010

As mil lennials st ar t families, they wil l head fo r the subur bs. However, mil lennials are pushing for ward the age of moving to subur bs; t h e average age of mother hood has increased fr o m 26.4 in 1975 to 29.5 in 2010. 3 The probabili t y of living in the city declines as children g e t older. 4

100%

3 . CO M MU T I N G HASN’ T CHANGED

ILLINOIS OR USA, DRIVING OR CARPOOLING TO WORK, AGE 18 TO 34

80%

60%

40%

20%

0

1980

IL

1990

2000

2009-2013

The overal l pre ference for commuting to wo r k by c ar hasn’ t changed since 1980. In Il linois , nearly 80% of people are commuting to wor k by c ar. A similar st atistic is true for Chic ago, at nearly 70%. 5 Is close proximity to public transpor t ation real ly as impor t ant as we th i n k?

USA

4. G R A D UAT I N G F RO M T H E SUBURBS Where are the educ ated coming from? 80% of mil lennial high school graduates attende d s ubur ban high sc hools and 83% of mil lennial col lege graduates st ar ted in subur ban hig h s c hools. 6

80 %

70% A

B

5. P E O P L E L I V E WHERE THEY WERE RAISED 70% of Americ an adults pre fer a lifestyle th at is close to that in which they were raised. T h e Midwest is the most rooted region: 46% of adult residents there s ay they have spent th e i r entire life in one community. 7

6 . M OV I N G TO U R B A N ?

42 firms moved from the subur bs to Chic ag o In the past 8 years. If you’d like your office t o expand fast , the subur bs might be the bette r option w ith the av ailability of spac e. Howev er, if you are tr ying to conver t to a fast-pac e d company, need a t alent pool from the s ame o r similar industr y, or require a branch office t h at c an wor k closely with clients, being in ur ba n context is a good option. It may also be the c ase that your firm profile is better for what an ur ban environment provides. There is als o a trend tow ards splitting exec utive and ope r at ional headquar ters.

10

A LOT

9

1

A LITTLE

7 . F I R M VA LU E S It’s impor t ant for your wor kplace to indic ate your firm’s value. According to our sur vey, 91.9% of respondents indic ated that they b el i eve in their employer ’s v alue. 8 A good w or kplace design re flec ts your firm’s culture. If yo u b elieve you are the leader of the industr y, convey this information through wor kplace des i g n .

7

8 . CO M P RO M I S I N G MONEY Motivation is the key to employees. Compa re d to s alar y, people c are more about the feel of achievement . 37% of Americ an wor kers wou l d compromise to accept their current job, t ak i n g a lower s alar y than expec ted, while 17% c an w o r k outside their pre ferred job role. 9

72%

9. LO C AT I O N ISN’ T E V E RY T H I N G Wor kplace loc ation isn’ t ever y thing. 72% of mil lennials made compromises to get to wo r k .

Top compromises were around loc ation and fewer bene f it s. 10 Commute time is not sho r tened depending on loc ation change. Afforda b l e housing is available across multiple loc atio n s .

The more accessible the office loc ation is, t h e wider the range of choices people could have for affordable housing.

10. E N V I RO N M E N T OV E R LO C AT I O N Overal l, be strategic in the direc tion your f i r m wil l t ake. Look at the big pic ture and projec t long term goals. While things like loc ation a n d pay may be compromised, other fac tors suc h a s culture and value should not be. Most of al l i t is impor t ant to design a wel l-balanced offic e that c an accommodate a variety of wor king spaces and amenities with a healthy mixture of independent foc us w or kspac es, areas that pr ov ide greater col laboration oppor tunities (v i rtual and face-to-face) and an environment t h at promotes employee soc ialization. 11 SOURCE S 1. Demand Institute. 2013 Demand Institute Housing & Community Survey.

2. America in 2015: A ULI Survey of Views on Housing, Transportation and Community. Urban Land Institute.

3. Lachman, M.L and Deborah L. Brett. “Generation Y and Housing - What they want and where they want it.” Urban Land Institute. 2015.

4. 2007-11 American Community Survey 5. US Census Explorer: Commute Edition 6. Calculated from average US drop out rates 1995-2015 for high school, taking into account % of families above and below poverty line for college graduation rates using the following sources:

6 a) Swanson, C. B. Cities in Crisis 2009 : Closing the Graduation Gap. Bethesda, MD: Editorial Projects in Education Research Center.

6 b) National Center for Education Statistics. Retrieved August 12, 2015. http://nces.ed.gov/ 6 c) United States Census Bureau. Census data 2000, 2010.

7.Taylor, Paul, Rich Morin, D’Vera Cohn, and Wendy Wang. “American Mobility: Who Moves? Who Stays Put? Where’s Home?” Pew Research Center, 2008.

8.Gensler NorthCentral Interns 2015. “Industry Survey.”

9. Gensler NorthCentral Interns 2015. “Industry Survey.”

10. CBRE. “CBRE Global Research Gateway.” 2015.

11. CBRE. Designing the office of the future-Global Research and Consulting Report. 2014

INDUSTRY

DIVIDE & CONQUER I N D US T RY I S B I G We a p p r o a c hed our lens as the c ategorization of b u s i n e s s , trade, and modern employment . By s t a r t i n g w i t h the large simple classific ations and d e l v i n g d e e p er into more specialized subsets, we we re b e t ter able to underst and industr y as a w ho l e .

T H E B R E A K D OW N I n d us t r y c an i ni ti al l y be di v i ded i nt o t wo sector s : p r ov i d e rs of g oods and prov i der s of serv i c e s . Fr o m there, each one c an be divided ag a i n . “ G o o d s” di v i des i nto pri mar y a nd se conda r y p r ov i d e r s, and “Ser vices” divides into ter tiar y a n d qu a r te n ar y providers.

Pr i m a r y : E x trac ti on/produc ti on of r a w mater ia ls S e co n d a r y : Conversion of raw materials into g o od s .

Te r t i a r y : Pr ov i de S er v i c es Qua r te r n a r y : Hi g h tec hnol og y/res e a rch

15

15

15

15

O N E S T E P F U RT H E R O u r fo u r s te p filtration process enabled us t o co m b i n e and inter face our, Gensler ’s, 2015 Ce n s u s , A m e ric an Job Center, and U.S. Bureau of L ab o r S t at i s ti c dat a.

15

2 INDUSTRY LENS

INDUSTRY & TALENT W h at d o e s t alent mean in terms of industr y? For inst ance, a t alented m e d i c a l re s earcher does not necess arily posess the s ame “ t alents� as a t a l e n te d rea l -e s t ate age nt .

TA L E N T - N atur al / i ntui ti ve apti tude ( ar t , sc ience, hist or y, etc . . .)

- Fa c t o r s i n t o industr y specific buckets, but not always field of wor k.

-S et a m o unt , d o es n o t c h a n g e, b u t g re at l y i nfl ue nce s pote nt i a l .

I N T E R N A L M OT I VAT I O N -T he re se r voir of mi dni g ht oi l , ones p a s s i o n - I s e n t i re l y i nternal, a belie f in a c ause, company, projec t , co-wor ker, or s e l f.

- I n h i g h d e m and mar kets like tech st ar tups, this is the most impor t ant fa c t o r i n re tention, Trumping pay, bene fits, tenure, etc . .

E X T E R N A L M OT I VAT I O N -T he day to day moti vator - Rew a r d of s ome ki nd, money, w or kpla ce mobilit y, bonus etc . . .

SKILL -T h e p r o d u c t of wor king hard and turning a t alent into more t angible abilities.

- H a r d o r s of t abi l i ti es, most c an be qua nt ified.

- E ar ne d t hr o ug h hard w or k, educ ation, a nd fa ilure.

P OT E N T I A L O U T P U T - I n d us t r y b ucket spec i f i c , i n terms of our t a sk.

- N o t n e c e s s a rily a guarantee, more of a heat map for success. (In regard to c ur re nt j ob/f i el d of w or k)

10 INDUSTRY LENS

The s e fo u r fac to rs c an b e ro u g h ly com pute d.

Ta l e nt + (inte rna l m ot i vat i on x external motivation) = Skil l S k i l l + ( i n te rna l m ot ivat ion x external motiv ation) = Output

T = 1-10 EM = 1-10 I M = 1-10 S = R

200

150

100

50

0 I.M. E.M. TALENT SKILL OUTPUT

1 10 10 10 110 210

C l a ss Syste m:

2 10 10 5 105 205

3 5 10 10 60 110

4 10 5 10 60 110

10/10’s=Mountain Mover

5 5 10 5 60 110

6 10 5 5 55 105

7 5 5 5 30 55

8 5 5 1 26 51

5/10’s=Very Average Joe

9 1 5 5 10 15

10 5 1 5 10 15

11 1 1 1 2 3

1/10’s=Plankton

11

A lot: 10

WORK PLACE SURVEY A w o r k p l ace sur vey was conduc ted by ma ny of G e ns l e r ’s e m pl oye e s a nd emp l oye e s at other companies. These are t h e re s u l t s .

9 10- A LOT 10 9

0.25 0.2 0.15 0.1 0.05 0

A li le

1-A LITTLE

8

7

4 6

5

Chart Title

How o en do you think about your…

0.3 BELIEVE AIN A lot: 10PEOPLE li le 0.25 EMPLOYER’S VALUE 0.2 0.15 9 0.1 0.05 10- A LOT 1-A LITTLE 0 8

91.9%

7

4

8

6 Chart Title 5 How free are you to work where and…

0.14 A lot: 10 A li 0.12 0.1 0.08 9 0.06 PEOPLE THINK 0.04 ABOUT WORK WHEN 0.02THEY ARE 0 NOT AT WORK 8

75.1%

10- A LOT

W H E R E D O T H E Y CO M E F RO M? Pr ofe s s i o n a l S e r vi ce He a l t h c a re Other Ed u c at i o n S e r vi ce FIRE A d m i n i s t r at ion Tran spo r t at ion a nd Wa rehousing S e l f- Emp l oye d 12 INDUSTRY INDUSTRYLENS LENS

1-A LITTLE

7 6

5

Chart Title 8

DIFFERENT

3

VOICE ABOUT CURRENT WORK FLEXIBILITY

10- A LOT

1-A LITTLE

Personal gain

Other

Betterment of World

Have fun 8

Leave your mark

Invest in the future 7 Early retirement

79.4 % PEOPLE WERE

ASKED FOR HELP DURING WORK

Provide your family

MOTIVATION OF

WORK- BETTERMENT OF WORLD & FOR FAMILY & HAVE FUN! Detail Oriented

Other 10- A LOT

1-A LITTLE Personable

Creative

Open minded

Autonomous

Marketable

Team player

Multi-displinary

Proactive Educated

5

GOOD DAY IS WHEN

Ambitious Experienced

YOU HAVE BOTH A LOT DONE AND A LOT LEARNED

10- A LOT

1-A LITTLE

P E O P L E L I K E TO H I R E P E O P L E W H O ARE:

D E TA I L O R I E N T E D A T E A M P L AY E R L I K E

T H E M S LV E S , B U T D O N ’ T H AV E TO B E C R E AT I V E , P E R S O N A B L E A N D A M B I T I O US L I K E T H E Y D O.

8

7

FREEDOM

TO EXPERIMENT WITH NEW IDEAS

13

PEOPLE

PEOPLE LOOKING AT GENERATIONS ANALYZING COMMUNITIES FORECASTING THE FUTURE

2 PEOPLE LENS

C

GENERATIONS

CHARACTERISTICS

W h o a re t h e Baby B oome rs?

B a by b o o m e rs are pe opl e born during t he demogr a phic post– Wo rl d Wa r I I baby boom bet ween t he ye a r s 1946 a nd 1964.

W h o is G e n e r ati on X ?

G e n e r at i o n X, commonly abbreviated to Gen X, is the g e n e r at i o n b orn after the Western Post–World War II baby b o o m . Th e y a re born be t we e n 1964 -1980.

W h o a re t h e Mi l l e nni al s?

Fo l l o w i n g G e n X , the y are both be t ween 1980-1995.

POPULAT IO N BY GENERATION

1964

GEN Z

1980

1997

2015

INCOME PRO DUCING A SSETS BY GEN ER AT ION

20.0

40.0

90.0

100.0

60.0

70.0

4 PEOPLE LENS

16.8

26.2

20.5 50.0

80.0

90.0

100.0

0.0

10.0

20.0

30.0

0.0

10.0

20.0

40.0

50.0

60.0

70.0

80.0

90.0

100.0

$50 - 74.9K

40.0

50.0

60.0

70.0

80.0

90.0

100.0

0.0

10.0

20.0

30.0

0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

80.0

90.0

8.7 14.8

32.0

25.3

21.9

7.5 13.4

38.5

24.9

17.9 30.0

100.0

$25 - 49.9K

40.0

50.0

60.0

70.0

80.0

90.0

100.0

0.0

10.0

20.0

30.0

0.0

10.0

20.0

30.0

20.0

30.0

40.0

50.0

60.0

70.0

80.0

90.0

100.0

<$25K

40.0

50.0

60.0

70.0

90.0

80.0

100.0

0.0

10.0

20.9

80.0

23.9

70.0

20.3

60.0

20.6

50.0

8.3 10.5

38.4

24.4 40.0

22.5

30.0

$75 - 99.9K

22.6 30.0

20.0

21.0

10.0

10.0

$250 - 499.9K

15.6

0.0

18.4

12.4

$100 - 249.9K

0.0

16.7

9.8 10.7 100.0

21.0

90.0

16.5

80.0

21.2

70.0

21.3

60.0

20.0

50.0

41.2

19.5

40.0

$500 - 749.9K

$750K - <1 MILLION

22.5

30.0

18.8

20.0

22.1

10.0

$1 MILLION - <2 MILLION

19.8

0.0

12.9 11.8

14.7

$2 MILLION +

Source: Nielsen Pop Facts, 2013

30.0

1946

MILLENNIALS

40.0

50.0

60.0

70.0

80.0

17.5

1901

GEN X

16%

24.0

BOOMERS

24%

15.7

GREATEST/SILENT

24%

22.0

24%

22.5

12%

Source: Nielsen Pop Facts, 2013

90.0

100.0

CH AR A CT ER I STI C S INFLUENCERS

ENERGY CRISIS WATERGATE INCREASED DIVORCE RATE Y2K

DIGITAL MEDIA TERRORIST ATTACKS CHILD FOCUSED WORLD AIDS SCHOOL SHOOTINGS

ANTI-WORLD ANTI-GOVERNMENT EQUAL RIGHTS PERSONAL GRATIFICATION TEAM ORIENTED EXTREMELY LOYAL

ENTREPRENEURIAL HIGHLY EDUCATED INDEPENDENT CYNICAL TECHNO LITERACY

CONFIDENCE HIGH MORALS AVID CONSUMERS HIGHLY TOLERANT STREET SMARTS

AMBITIOUS COMPETENT COMPETITIVE ETHICAL OPTIMISTIC

ADAPTABLE CONFIDENT FLEXIBLE INDEPENDENT PRAGMATIC

OPTIMISTIC LOYAL CONFIDENT SELF-ABSORBED SOCIABLE

DISINTEGRATING MOMâ&#x20AC;&#x2122;S STAY HOME CHILDREN ARE SEEN AS SPECIAL

LATCH-KEY KIDS DUAL INCOME FAMILIES FIRST DAY CARE GENERATION

MERGE FAMILIES CODDLED KIDS

DRIVEN WORKAHOLIC QUALITY

BALANCE SELF-RELIANT SKEPTICAL

AMBITIOUS TENACITY ENTREPRENEURIAL

AMBITION COLLABORATION EQUALITY PERSONAL GROWTH

OUTPUT FOCUS OUTCOME ORIENTED PREFER DIVERSITY AND TECHNOLOGY

TOLERANT GOAL ORIENTED STABILITY

WORK ENVIRONMENT

MONEY

WORK VALUES

WORK ETHIC

CIVIL RIGHTS VIETNAM WAR SPACE TRAVEL COLD WAR SEXUAL REVOLUTION

CORE VALUES

MILLENNIALS

ATTRIBUTES

GEN X

FAMILY

BABY BOOMERS

BUY NOW PAY LATER

DEMOCRATIC HUMANE EQUAL OPPORTUNITY

CAUTIOUS AND CONSERVATIVE

FUNCTIONAL EFFICIENT INFORMAL

EARN TO SPEND

POSITIVE DIVERSE COLLABORATIVE

5

CREATING COMMUNITIES

HOW GENERATIONS LIVE TOGETHER

T h e fo u r te e n groups enc apsulate the population of t h e US into communities with similar d e m o g r a p h i c s and socioeconomic backgrounds.

T h e s e l i fe m o des provide impor t ant insight into h o w a p e r s o n behaves or what they are looking fo r, s u c h a s spe ndi ng habi ts.

1

2

4

5

6

9 US AVG. NE T WORTH 8 5 K

3

1

2

3

7

4

5

8

10

11 12 13 14

6 US AVG. INCOM E LINE 5 3 K 7

6 PEOPLE LENS

8

9

10

11 12 13 14

1

AFFLUENT ESTATES

2

professional

4

3

FAMILY ORIENTED

5

GEN X URBAN

6

professional

ETHNIC ENCLAVES

8

INDIVIDUALS

professional

professional

professional

7

UPSCALE AVENUES

MIDDLE GROUNDS

COUNTRY LIVING

professional

9

professional

SENIOR STYLES

professional

professional

10

RUSTIC OUTPOSTS

11

MIDTOWN SINGLES

12

HOMETOWN

professional professional professional

NEXT WAVE

13

14 SCHOLARS + PATRIOTS

X

GROUP NAME

professional professional

7

GENERATIONS AT AT WORKPLACES WORKPLACES TOP CAREER GOALS

ACHIEVE FINANCIAL SECURITY

START MY OWN BUSINESS

MAKE A POSITIVE IMPACT ON MY ORGANIZATION

AID IN SOLVING SOCIAL + ENVIRONMENTAL ISSUES

WORK WITH A DIVERSE GROUP OF PEOPLE

ATTRIBUTES OF PERFECT BOSS

BECOME A SENIOR LEADER

LETS ME WORK WITHOUT MUCH SUPERVISION

0%

5%

10%

15%

20%

25%

30%

BECOME AN EXPERT IN MY FIELD

DO WORK I AM PASSIONATE ABOUT

WORK FOR AN ORGANIZATION AMONG THE BEST IN MY INDUSTRY

IS INTERESTED IN MY PROFESSIONAL DEVELOPMENT

ASKS FOR MY INPUT

ETHICAL AND FAIR

TRANSPARENT AND READILY SHARES INFORMATION

DEPENDABLE AND CONSISTENT

RECOGNIZES MY ACCOMPLISHMENTS

CLEARLY DEFINES GOALS AND EXPECTATIONS

IS OPEN TO NEW WAYS OF DOING THINGS

IT IS IMPORTANT TO HAVE GROUP CONSENSUS

WORK FACTS

I MAKE BETTER DECISIONS WHEN A VARIETY OF PEOPLE PROVIDE INPUT

THE MOST QUALIFIED TO MAKE DECISIONS

IF A TEAM IS SUCCESSFUL EVERYONE SHOULD BE REWARDED

EMPLOYEES SHOULD BE REWARDED FOR SHARING INFORMATION AND COLLABORATING

MILLENNIALS COMMUNICATE WITH COLLEAGUES AND OR BUSINESS PARTNERS

GEN X BABY BOOMERS

14 PEOPLE LENS

GENERATION SWITCH MILLENNIALS 2036 81.1 MILLION 2015 75.3 MILLION 2050 79.2 MILLION 2014 74.8 MILLION

2. With the increase of Mil lennial inmigratio n , a peak is projec ted for 2036 with a reach to 81.1 m il lion. At that time the oldest Mil lennial wil l be 56 years old and mor t ality wil l out weigh net inmigration. There wil l be 79.2 m il lion Mil lennia ls by 2050.

3. Gen X wil l remain the smal lest generation in bet ween Mil lennials and Boomers. The g ener at ion spa n of G en x ( 16 years) is shor ter t ha n Mil lennia ls ( 17 years ).

Mil lennials were born bir th average was 3.9 mil lion annual rate bet ween the 1980s and 1990s, a bit higher than whhen Gen X were bor n (3. 4)

GEN X 2018 65.4 MILLION 2028 64.6 MILLION

BABY BOOMERS 1999 78.8 MILLION

1. Mil lenia l populat ion wil l increa se fr om 74, 8 m il lion. in 2014 t o 75.3 m il lion in 2015, becoming the biggest group.

2014 75.4 MILLION

2050 16.6 MILLION

4. Oldest G en X is now 50 years old and it wil l grow for few more years. Gen X population would pass the Boomers in 2028 w it h 64.6 m il lion on G en X a nd 63.7 m il lion on Boomer s. G en X populat ion wil l be 65.8 mil lion in 2018.

5. Baby boomers are large compared to other g ener at ions. They pea ked at 78.8 m il lion in 19 99.

6. There were 75.4 m il lion Boomers in 2014 .

By 2050 t hey wil l be 16.6 m il lion.

15

PLACE

PLACE WE ASSOCIATE THIS TERM WITH OURSELVES AND THE WORLD WE LIVE IN. HOW DO WORKPLACES DEFINE THEMSELVES WITHIN THIS CONTEXT?

2 PLACE LENS

URBAN / SUBURBAN A LOOK AT TYPOLOGIES

SUBURBAN FABRIC Sparse subur ban programming sets a model for col lec tion of land. Most wil l acquire a c ampus and build out internal programs for employees-al lowing them to st ay within the wor k place longer. Other wise, employee s are often forced to travel outside of the wor kplace or c ampus to gain access to t hese a menit ies.

5

URBAN FABRIC Dense ur ban space al lows fo r minimal proximity to loc al amenities. Most businessâ&#x20AC;&#x2122; wil l accommodate for employees being in such clos e parameters. Employees do not have to veer too far from the office to gain access. Du e to lack of space in the wor k place, these programs are ex ter na l ly loc ated.

4 PLACE LENS

MILLENNIALS

WHERE DO THEY WANT TO LIVE?

24%

ABOVE ARE MI LLENNI ALS

46%

CU RRENTLY LI VE I N THE CI T Y

MILLE NNI ALS (1977- 1995)

X G E N E R AT I O N (1965 -1976 )

RURALS

CITY

RURALS

SUBURBAN

B A BY B O O M E R S (1946- 1 9 6 4)

CITY

WA R/ S I L E N T (1925 -1945 ) RURALS

RURALS

CITY

SUBURBAN

SUBURBAN

CITY

SUBURBAN

CURRENT DESIRED

6 PLACE LENS

MILLENNIALS CARE ABOUT HOUSING COST, SAFETY, PROXIMITY TO WORK, AND COMMUNITY CHARACTER The sur vey asked the par ticipants about the most impor t ant feature to identif y their pre ference communities when they are choosing a neighbor hood to live in 5 years.

Cost of housing was found to be the most impor t ant consideration (85%). Neighbor hood s afety, proximity to wor k, and community c ha r a c ter a re ot her st r ong t op 5 opt ions. 1000

COS T O F H O US I N G NEIGHBORHOOD SAFETY P ROX I M I T Y TO WO R K

800 CO M M U N I T Y V I S UA L A P P E A L

600 P ROX I M I T Y TO FA M I LY

400

P ROX I M I T Y TO A M E N I T I E S K - 1 2 S C H O O L Q UA L I T Y

PA R K S & R E C R E AT I O N

200

S U B U R BA N S E T T I N G AVA I L A B L E O F M A S S T R A N S I T S M A L L TO W N S E T T I N G

7

AN AMENITY STUDY Area (s qf t ) Loc al rent al price Walk abi li t y S co re (0 -1 0 0 ) Ou t d o o r p ar k s Commercial (rest aurant , shops) Recreational Cu ltu r al in s t itu t io n Religious institution Companies

500 450

SUBURBAN

400

350

350

300

300

250

250

200

200

150

150

100

100

50

50

0

tors

o ai M

nd

Hyu

8 PLACE LENS

col

Am

uit

d Pan

ers

d

ite Un

tion Sta

IBM e Cat

lar rpil

Inc

.

0 er cov Dis

wn

nto

w Do

rc

Me

WE STUDIED 18 GENSLER PROJECTS IN SUBURBAN AND URBAN REGIONS

URBAN

We col lec ted the dat a of the sq ft , rent al prices, walkability scores and the number an d loc ation of surrounding amenities within 1 km radius or 10 min walking) of subur ban an d ur ba n wor k pla ces. Here a re t he result s.

ch

ise and

rt

Ma

rola

to Mo

Q

ty H

li obi

M

Wh

o

s ood le F

Reg

al ion

ce Oï¬&#x192;

E

CBR

Res

ati

s

mir

Am ce/ our

han

Lat

in atk &W

sler

Gen

C

PN

er ack W h ut

e oitt

Del

BP,

30

t

net

Gan

So

9

4. Beatrix Restaurant

CBRE

3. Real Ryder Gym

River Nor th/ T he Loop

2. Lou’s Pizzeria 1. Dunkin’ Donuts

PANDUIT

4. Gatto’s Italian Restuarant

Tinley Park, IL

t s , sLENS t o re s ) y ( res t aur14anPLACE t y (g ym, com m u n it y)

5. Downtown Bar & Lounge

Subway Walking Car Amenities

1.

2.

3.

5. Best Buy

A DAY IN THE LIFE: URBAN VS SUBURBAN WORKER

3.

2.

7 am 5.

4.

URBAN WORKER

1.

3.

B a sic A me nitie s Ra dius

10 am

4 pm

0.2 mi

Tot a l A me ni ty Cou nt (< 1 0 mi n )

393

Wa l ke r/Ride r Score

98

2.

1 pm

SUBURBAN WORKER

4.

7 am

B asic A me nitie s Radius

0.8 mi

3.

37

Wa l ke r/Ride r Score

1.

3.

4 pm

Tot a l A me ni ty Cou nt (< 1 0 mi n )

10 am

31

2.

1 pm

Walking Work Commercial Amenity (restaurants, stores) Wa l k i n g Recreational Amenity (gym, community) Wo r k Co m m e rci al A m enity ( res t au r ants , s to res ) unit Re cre atio n al Am1eni t y = 500 ft 1 unit = 500 ft

15

URBA N

2.8M 7%

PE OP LE

N BA UR

50%

N BA UR UB -S

EU PL PEO

RB

1.2M

AN

-U

%

LIV E N RBA BU SU LE OP PE

10

POPULATION EMPLOYMENT & COMMUTE TREND

28

%

RB

1.2M

AN

WORK L I VE

BAN - UR

AN URB SUB LE OP PE

- SUBURBAN

1.7M

3.3M

SUBURBA N

2 0 0 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 42% URBA N

30% 2.6M 6 3 .5

Ag e 8

7%

N BA UR UB -S N BA UR B LE UR OP NPE BA UR LE EOP %P

Pr o bability of living in City d e c li nes a s Ki ds g et old er

1.3M

AN

WORK LIV E

8%

P

29.5

WORK

BAN - UR BAN UR UB ES UBURBAN PL AN - S EO URB

22

%

SUB LE OP PE

1.6M

3.4M

2 6.4 1975

2010

Ag e of m ot her

SUBURBA N

2 0 1 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 1M URBA N

NUMB ER

Manufacturing

-

Whole sale

3.0M

IT

GROW TH 0

1.5M

S h r i n ki ng i ndus t r i e s & Job counts WORK LIV E

1M

NUMB ER

WOR K

Professional service FIRE

2.1M 4.0M

Trans Leisure

Education Health care

0 GROW TH +

SUBURBA N

Gr o w i n g i n d u st r i es & Job count s

2 0 4 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 3

EMPLOYERS

FIRMS ARE COMING BACK TO THE CITY BECAUSE..

I n 2 0 0 8 w h e n t he mar ket c r a s h e d , t h e p r ice for leaseable s p a c e i n t h e c i t y plummeted.

T h i s t i p p i n g p o int is one of the i n i t i at o r s of t h e great migration fr o m s u b u r b a n to ur ban.

TAXES

SPACE

GAS

SPACE

TALENT

B E FORE N OW

INNOVATION

5.00

1.5

4.00 3.00 2.00

1.0

0.5

1.00 0.00

0.0 ‘72

‘76

S ubu r b an

4 URBAN LENS

‘79

‘82

‘85

‘88

Ur b a n

‘90

‘93

‘96

‘99

‘02

Gas Pr ic e

‘05

‘08

‘10

‘12

‘14

Live & Work Amenities

Hi l l s h i re -We s t Loop

6 URBAN LENS

J ohn Hancoc k-River Nor th

Sul liv an Cen te r- Loop

NORTHBROOK

GLENCOE

1355

678

Talent from Chic agoâ&#x20AC;&#x2122;s cen t r a l b u s i ness distric t (2nd larges t i n t h e US), the Loop, is not onl y co m i n g from within Chic ago but a l s o fr o m outside the city.

GLENVIEW

1671 WILMETTE

1655

EVANSTON SKOKIE

3063

3140

MORTON GROVE NILES PARK RIDGE

1700

2623

430

LINCOLN WOOD

494

NORRIDGE

597 RIVER GROVE

22338

320 ELMWOOD PARK

11790

901 9871

5639 3133

7711

10 URBAN LENS

4914

CHICAGO THE LOOP

CHICAGO: THE HUB

URBAN

ATTRACTING BOTH SUBURBAN AND URBAN TALENT The Loop: Inbound Workers Suburban 24% Urban 76% A ls o, newer jobs a re bei n g g ive n t o s u b u r b a n ite s .

5 2 ,40 4

n e w j o b s c a m e t o d o w n t o w n C h i c ag o b et ween 200 2 - 2 0 1 1 t h a n k s t o e co n o m i c d e ve l o p m e n t i nvestments. H o we ve r, o n l y 1 / 4 of t h o s e p o s i t i o n s we n t t o c it y resi dent s.

Data source: RTA 2013 11

â&#x20AC;&#x153;It matters where you are. The space we choose dictates the richness of the life we have and the quality of the characters who bump up against us.â&#x20AC;?

-DeDe Wilburn Church

14 URBAN LENS

BE STRATEGIC 7%

SEE THE BIG PICTURE INDUSTRY DEVELOPMENT

PE OP LE

50%

N BA UR N BA UR UB -S

EU PL PEO RB

AN

RB

BUSINESS NETWORK

AN

RBAN N-U RBA BU SU LE OP UBURBAN PE AN - S

10

%

-U

28

%

RETENTION

URB SUB LE OP PE

DYNAMIC & FRESH IDEAS

CLASS B CAN BE A CHOICE Class B buildings have similar rental price with suburban ones. The space quality can always improved by design power.

AFFORDABLE OPTIONS The more accessible of your firm location, the wider range of housing choices your employees will have. Then you’re contributing to their affordability for housing.

15

SUBURBAN

6 SUBURBAN LENS

SUBURBAN WORKPLACE

A NARRATIVE I NTE N T, t o p lace a formal analysis and c r i t i qu e o n t h e subur ban wor kplace typolog y.

E x te n d i n g a n i nvestigation into what makes t h e s e s p a c e s s uccessful and how they are h e lp i n g t o d r i ve the wor kforce. Dist inc tion b e t we e n t a l e n t and amenities, juxt aposed t o h o w c r o s s pol lination of these t wo s i m u l t a n e o u s l y is vit al to succession rates a n d re te n t i o n within its employees.

Be g i n n i n g w i t h looking into the driver, i n d u s t r y. W h at industries make up these m a r ke t p l a c e s and what demographics are t h e y at t r a c t i n g. Can we incentivize these e m p l oye e s t o attrac t them into the wor k p l a c e a n d o n c e they are within, how c an we ke e p t h e m .

2 SUBURBAN LENS

1. MATERIALS

2. PHAR

WORKPLACE TYPOLOGIES: TOP 5 SUBURBAN INDUSTRIES IN ILLINOIS

MACEUTICALS

3. MANUFACTURING

4. AGRICULTURAL

5. LOGISTICS

3

4 SUBURBAN LENS

5

GLENCOE

NORTHBROOK

COMMUTING WORKFORCE GLENVIEW

WILMETTE

EVANSTON

SKOKIE

0

MORTON GROVE

NILES

PARK RIDGE

LINCOLN WOOD

20

NORRIDGE 40 42 min 45 min

RIVER GROVE 55 min

47 min

ELMWOOD PARK

56 min 59 min

50 min

60 min 65 min

40 min 61 min

37 min

DIS ICAL MED

60

CHICAGO LOOP

T TRIC

24 min

W ER W O L

TS ES

E ID 60

BR IG HT ON

PA R

K

29 min

37 min

40

20

Suburban “Speed” (mi/min) *100 scale Distance to CBD/Commute Time

Urban “Speed” (m/s) *100 scale Distance to CBD/Commute Time

Suburban Map Location

Urban Map Location Commuter Time (min)

10 SUBURBAN LENS

0

HOW IS YOUNG TALENT COMMUTING TO WORK?

AVG . “ S P E E D ” (D/ T) Suburban 0.38 mi/min Urban 0.17 mi/min AVG. DISTANCE TRAVELLED Suburban 17.6 mi Urban 5.0 mi AVG . COM MUTE TIM E Suburban 52 min Urban 30 min CHI C AG O, D R I V I N G O R C ARPOOL E D TO WO R K , AG E 1 6 +

While it is true that Mil lennials, ag e d 18-34 seem more fond of public transpor t ation than their elders are, you n g people today drive to wor k as often a s they did in 1980, if not more.

78.2%

PUBLIC TRANSPORT 28%

In the st ate of Il linois, 18-34 year olds drove a c ar, truck, v a n , or c arpooled in 1980.

DRIVING 59%

Today, that number has st ayed the s ame at

100%

IL L I NOI S OR USA , D R I V I N G O R C A RPOOL I N G TO WO R K , AGE 1 8 TO 3 4

79%.

59%

In Chic ago, of wor kers ages 16 and over dr ove to w or k or c arpooled.

80%

60%

40%

20%

0

Illinois USA 1980

1990

2000

2009-2013

Data source: Censusreporter.org 11

HEA D E D FOR T H E SU BURBS W h i l e s o m e Mi l l e n n i a l s a s p i re t o a m o re u r b a n l i fe s t yl e , t h e l a rg e r p a r t of t h e co h o r t w i l l s e e k b e n e fit s t yp i c a l of t h e s u b u r b s - m o re s p a c e , s a fe r s t re e t s , a n d b e t te r s c h o o l s . W h at â&#x20AC;&#x2122;s m o re , m o s t Mi l l e n n i a l s a re fin e b e i n g a s h o r t d r i ve o r w a l k i n g d i s t a n c e fr o m n e i g h b o r h o o d amenities.

SHORT D R I VE WAL K I N G D I S TAN C E

61% G R O C E RY

28%

S TO R E S

54% R E S TAU R A N TS

28%

57% R E TAI L

19%

M IL L EN N IA L LOCATI ON P RE FE RE NC E FOR T HEIR NE X T H OM E 48% SUBURBAN

61% WANT MORE

38% URBAN 14% RURAL

SPACE S PAC E PREFERENCE

24%

WANT THE SAME AMOUNT

15%

WANT LESS SPACE

14 SUBURBAN LENS

1. CURRENT URBAN CONDITION SURROUNDED BY AMENITIES

2. CURRENT SUBURBAN CONDITION LACKING AMENITIES

2. FUTURE SUBURBAN CONDITION INTEGRATING AMENITIES

15