Global Workforce Trends

The World Economic Forum has just released its Future of Jobs Report for the next five years. While much of the buzz has focused on the statistic that 40% of companies plan to reduce their workforce where AI can automate tasks, I believe a more critical takeaway is that 39% of workers’ existing skill sets will become outdated or need to transform over the next five years. The next five years aren’t about a jobs revolution as much as they are a skills revolution. What’s becoming increasingly clear is that skills—more than degrees—are now the priority in hiring decisions. It’s easier to predict which jobs will be automated than to identify the new ones AI will create. The workers who thrive in this era will be those who lean into AI tools, embrace change, and demonstrate adaptability, creativity, and resilience. Organizations, too, must recognize the value of investing in their current workforce. Simply trying to “hire their way” into the future is not a sustainable strategy in a rapidly evolving labor market. Upskilling programs and a focus on lifelong learning will be key to navigating this shift. Ultimately, the ability to learn, grow, and transform—whether for companies or workers—will define success in this new era.

These workers are opting to retire instead of taking on artificial intelligence. They had planned on working for a few more years. But AI was a last straw. After rising for decades and then hovering around 40% in the 2010s, the share of Americans over 55 years old in the workforce has slipped to 37.2%, the lowest level in more than 20 years. The financial cushion of rising home equity and stock-market returns is driving some of the decline, economists and retirement advisers say. But for some older professionals, money is only part of the equation. They say they don’t want to spend the last years of their career going through the tumult of AI adoption, which has brought new tools, new expectations and a lot of uncertainty. In general, older Americans are less likely than younger counterparts to use AI, research shows. About 30% of people from ages 30 to 49 said they used ChatGPT on the job, nearly double the share of those 50 and older, according to a 2025 Pew Research Center survey of more than 5,000 adults. Baby boomers and members of Generation X also experienced the sharpest declines in confidence using AI technology, according to a ManpowerGroup survey of more than 13,900 workers in 19 countries. Luke Michel has already lived through two technology overhauls in his career, first desktop publishing in the 1980s and online publishing later on. But AI? He’s had enough. So when his employer, the Dana-Farber Cancer Institute, made an early-retirement offer to some staff last year, the 68-year-old content strategist decided to speed up his exit. Before, he had expected to work a couple more years. “The time and energy you have to devote to learning a whole new vocabulary and a whole new skill set, it wasn’t worth it,” he said. It isn’t that he’s shunning artificial intelligence—he is learning Spanish with the help of Anthropic’s Claude. But, at this point, he’s less than eager to endure all the ways the technology promises to upend work. “I just want to use it for my own purposes and not someone else’s,” he said. Lauren Weber and I report.

If we want better fathers, find them more than two weeks to become one: In the UK, statutory paternity leave is capped at just 2 weeks. Speaking from experience in week 4 of my paternity at home with my new daughter Kaia - that's not enough. It takes time to bond, and the "baby bubble" is a very special moment in your life where change is so powerful, taking the time to adjust matters not just for your personal life, but work too. 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄? In countries like Sweden, where dads get up to 480 days of shared parental leave (with 90 days reserved just for them), fathers who take extended leave see a 7% boost in their long-term involvement with kids. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁? Kids with better emotional health and cognitive skills - a Norwegian study found children of leave-taking dads scored higher in school by age 5. 𝗦𝗼, 𝘄𝗵𝗮𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲? Companies offering generous paternity leave report 25% lower turnover rates among new parents, according to Deloitte. McKinsey data shows that involved fathers lead to happier moms returning to work sooner, closing the gender pay gap by up to 15% in progressive policies. 𝗣𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗱𝗮𝗱, 𝗶𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗺𝘂𝗺 𝘁𝗼𝗼. Yet, in the US, only 23% of private-sector workers get any paid family leave, and globally, the average paternity leave is a measly 9 days! In the UK specifically, while shared parental leave allows up to 50 weeks to be split between parents (with 37 weeks paid), uptake among dads remains low - only about 1-2% take it, often due to financial barriers and cultural norms. 𝗕𝘂𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗯𝗿𝗲𝘄𝗶𝗻𝗴: The UK government launched a major review last month (July 2025) to overhaul the system, with proposals floating to extend standalone paternity leave to 6 weeks at 90% pay, which could boost family well-being and the economy by billions, according to reports. At my company Heights we don't want to wait. We offer 6 weeks full pay, 3 weeks at home and 3 weeks for you to take off whenever you need it (from experience, this is a few months later when you can be more helpful to mum and baby). 𝗧𝗵𝗶𝘀 𝗶𝘀 𝗺𝘆 𝘀𝗲𝗰𝗼𝗻𝗱 𝘁𝗶𝗺𝗲 𝗼𝗻 𝗽𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 And the needs are different too (with our toddler taking up most of my time and attention), so the flexibility that allows families to decide how to make it work best for them is really the policy employers should try to design for, if they can. My bet is offering flexibility, more thought, and believing the data that it will result in happier kids, dads, mums and colleagues - is worth it. What do you think? Let me know in the comments 👇 PS: follow me Dan Murray🧠, for more girl dad/business/entrepreneurship content like this 👊

We’ve all heard the warnings. “AI will eliminate half of all white-collar jobs.” “Unemployment could hit 20%.” These claims, once brushed off as Silicon Valley scaremongering, are now being repeated not by fringe commentators, but by the people building the technology. This week, Anthropic’s CEO Dario Amodei warned that AI could wipe out 50% of entry-level white-collar jobs within just five years. IBM has already paused hiring for back-office roles - 7,800 of them - expecting AI to fill the gap. The question isn’t whether AI will change work. It’s whether we’ve really grasped just how quickly, and just how profoundly, that change is coming. And what if those inside the AI labs are right? Let’s start with the numbers. McKinsey estimates generative AI could add up to €7.9 trillion in global annual value, with 75% of the gains concentrated in customer operations, marketing, software engineering and R&D. In Ireland, AI could contribute an extra €40–45 billion to GDP by 2033, largely through productivity growth. But this won’t be growth that comes quietly. McKinsey estimates 60–70% of all work hours globally could be automated. For Ireland, this matters. A national study last year suggested that 33% of Irish jobs are at risk of significant disruption, and 30% may be vulnerable to outright replacement by AI. Entry-level white-collar roles are squarely in the firing line. These roles have traditionally served as the stepping stones for new graduates. If AI automates those first rungs, how do people start climbing the ladder? Already, we are seeing a shift. The World Economic Forum projects that by 2027, there will be a global net loss of 14 million jobs, with most of the eliminations concentrated in clerical, admin, and data-processing roles. That brings us to a critical 5–10 year window. Between now and 2027, we’ll see gradual erosion in support and entry roles. Between 2028 and 2031, pressure to cut costs, coupled with rapid AI advancement, may trigger a phase of mass displacement. And by the early to mid 2030s, Ireland - and the world - may face a moment of reckoning. Either we adapt through rapid upskilling and new job creation, or we enter a period of structural unemployment that will demand major social intervention. This isn’t just theory. It’s visible in hiring patterns, strategy papers, and AI deployments already reshaping businesses. Ireland’s AI Strategy aims for 75% of enterprises to adopt AI by 2030. That’s ambitious - and it’s necessary. But it must be matched by equally ambitious reskilling, education reform, and protections for those most exposed. Otherwise, we risk turning this productivity revolution into a social crisis. We need resources HEAVILY investing in this area. So, what if they’re right? What if they’re not exaggerating? What if this is the moment just before everything changes? We still have time to prepare. But we no longer have time to ignore the warning signs.

Crypto hiring is moving fast — here’s one clear trend I’m seeing. Across Q3, demand has been shifting away from broad generalist roles toward more specialised, high-impact talent. What clients are asking for right now: - Professionals with deep DeFi expertise — especially those who understand yield strategies and can analyse protocols, risks, and on-chain behaviour. - Proven capital raisers with networks spanning HNWIs, family offices, and institutions. - Talent that combines crypto-native knowledge with institutional credibility in compliance, governance, or BD. Why it matters: - Selectivity is higher than ever. The wrong hire is too costly when firms are scaling. - Specialised skills reduce execution risk and give firms a head start. - Hybrid skill sets — technical + commercial + regulatory — are becoming the most valuable in this market. Think back to cloud. The global cloud computing market grew from ~$24B in 2010 to over $600B today — transforming how industries operate. Crypto and Web3 are now driving a similar wave of efficiencies (payments, KYC, tokenisation), and the hiring momentum is following the same path. If you bring this mix of experience, or you’re building a team and want to cut through the noise, I’d love to connect. Please like, share, comment, and follow to help this reach the right people.

Where's #hybrid work headed in 2025? Andy Jassy started the latest #RTO push. Elon's driving for the same in the Federal workforce, saying the quiet part out loud: get people to quit. That return-to-past attitude (kudos Francis Saele) creates opportunity for other organizations. In 2025, we'll see growing gaps between firms who've invested in #flexible ways of working versus those who are trying to solve complex business challenges through simplistic policy pronouncements. Leaders have already shifted from where to how we work -- is your organization keeping up? Five key trends that will drive success (or failure) of flexible work in 2025: 1️⃣ Talent Advantage: Investors in flexible work will be quiet magnets happily plucking talent from the loud voices who are braying that employees “aren’t really working.” 2️⃣ Outcomes not Attendance: More firms are (finally) investing in outcomes-driven management, resulting in a more level playing field and improved business results. 3️⃣ Time-Based Advantage. Time matters more than place; core hours for distributed teams and focus time for everyone unlocks productivity and quality. 4️⃣ Co-located vs Distributed. There's no one-size-fits-all; leaders understand and support the differences between teams who are co-located vs spread out. 5️⃣ Flex Winners become Gen AI Leaders. Adapting to new ways of working requires experimentation, guidelines, support, focus on outcomes ... and trust. What's your take? Will #hybrid work continue to take the lead? What's going to drive success in workplace #flexibility in 2025? 👉 Read on, my latest MIT Sloan Management Review column linked in comments. Thanks to Leslie Brokaw, Laurianne McLaughlin and Abbie Lundberg! #FutureOfWork #Leadership #HybridWork #RemoteWork #Productivity #GenAI #Engagement #Talent

Is the Great Resignation going to return with a vengeance globally? If employees act on their ‘very/extremely likely’ intentions, it will. Why? One key catalyst: Employees want upskilling to stay competitive. They recognize the evolving tech-driven, skills-focused job market. ~50%+ of adopters expect GenAI to lead to higher salaries. Employees likely to switch employer are TWICE as likely to “strongly consider opportunities to learn new skills” in their decisions. But ONLY 46% of workers find their employer provides enough upskilling to support career progression.   At the same time, key factors employees find 'very important' or 'extremely important' relating to engagement and performance: - Fair pay - 82% - Fulfilling work - 74% - Flexibility - 65% Is your company poised for a(nother?) Great Resignation? Is talent getting upskilled for their careers and business growth? How was the last feedback about employees' experiences? We all need to up-level for modern work. Change is inevitable and ongoing. It’s easier when everyone engages to co-create the way forward. A human-centric work approach counterbalances tech-infused business operations. Consider steps that facilitate a meaningful mindset shift: - Listen to employees’ requirements and concerns. - Invest in training and upskilling to support competitive needs. - Nurture trusting relationships to create belonging and community. - Foster a learning culture to stimulate ongoing growth. - Connect people with the purpose of their work. - Enable teams to agree optimal work configurations. What will ensure your company competes effectively through year end? A strong emphasis on empathy-centered leadership and skills acquisition will get you a long way. What do you think? Data from 56,000 workers across 50 countries reported in PwC's Global Workforce Hopes and Fears Survey 2024 #retention #greatresignation #turnover #employeeexperience #employeeengagement #engagement #flexibility #upskilling #skillsinventory #skillsneeds #reskilling

I'm convinced that Gen Z verticalized communities are one of the fastest paths to $1M+ in revenue - whether as a side hustle, bootstrapped startup, or venture-backed business. Here's why 👇 🌟 Look at TKS (The Knowledge Society) - charging $489/month + $1k deposit with 4,000+ active students. That's $24M+ annual revenue potential from a program focused on ambitious 13-17 year olds. 🌟 Ali Abdaal's Part-Time YouTuber Academy: 1,500+ students paying $1,499 per cohort = $2.2M+ per cohort teaching creator skills to young audiences. 🌟 Even micro-communities are crushing it - saw a TikToker selling out coffee experiences in her condo repeatedly. Imagine turning that into a $150/year "Serendipitous Society" membership with exclusive tastings, merch, and content. The business model is proven: - Low overhead (mainly community management) - High margins (digital-first with strategic IRL moments) - Sticky revenue (annual memberships) - Network effects (value increases with member quality) We're seeing this explode across verticals: - ZCON (Gen Z conference backed by LinkedIn, Yahoo, Spotify) - Creator Economy NYC (monetizing through brand partnerships) - The PR Habitat (PR professionals) - Her Game Plan (sports) - The Z List (consumer) - Build Clubs (AI) My prediction: By 2025, every profession will have its verticalized community involving Gen Z. Charge $1k/year, get 1,000 members = $1M revenue with minimal overhead. The playbook is simple but execution is key: 1. Pick your niche 2. Curate high-signal members 3. Create exclusive experiences 4. Add brand partnerships 5. Scale thoughtfully I run GenZtea, a global community across 21 countries, and I've never been more bullish on the space as we are partnering with big brands + universities. The opportunity is massive and we're just getting started. Here are some from my market map: Z Fellows (Cory Levy), The Knowledge Society (Hari Mahesh), Creator Economy (Brett Dashevsky), Fabrik (Jaclyn Pascocello & Gwen Wiscount), Whop (Keta Bagashvili), Girls Into VC (Isabella Mandis), Reach (Dylan Huey), STUDENTpreneurs , Build Club (Annie Liao 🇦🇺), Party Ventures (Nia Johnson), BUDDY (Claire Wright), Pie (Gustavo Casas), Swsh (Alexandra Debow), Partiful (Shreya M), AfterWork (Zoya Khan), Posh (Avante Price), Mindot (Natalie Abuchaibe), Monday Girl (Rachel Wong), Sigma Squared Society, Verci (Ami Yoshimura 🍵), Mighty Networks (Gina Bianchini), Changemakers (Yasmin Kahkesh), next play (Ben Lang), The PR Habitat (Damaryan Benton) Who else is building in this space? Drop your community below 👇 #GenZ #Community #StartUp #Future #Innovation #Entrepreneurship P.S. Want the full breakdown of the community landscape + opportunities? Check out my newsletter in the comments (next edition is all about market predictions 2025 with Gen Z lens)

One of the best reports that exist. Huge fan 🙋🏼♂️ What is it about? The World Economic Forum’s bi-annual Future of Jobs Report has followed evolving technological, societal, and economic trends to understand occupational disruption and identify opportunities for workers to transition to the jobs of the future. The report comprehensively analyzes the interconnected trends shaping the global labor market. Key Takeaways: 🎯 Broadening digital access is expected to be the most transformative trend with 60% of employers expecting it to transform their business by 2030. 🎯 Increasing cost of living ranks as the second most transformative trend overall with half of employers expecting it to transform their business by 2030. 🎯 Climate change mitigation is the third-most transformative trend overall while climate change adaptation ranks sixth with 47% and 41% of employers, respectively, expecting these trends to transform their business in the next five years. 🎯 Two demographic shifts are increasingly seen to be transforming global economies and labor markets: aging and declining working-age populations, predominantly in higher-income economies, and expanding working-age populations, predominantly in lower-income economies. 🎯 Geoeconomic fragmentation and geopolitical tensions are expected to drive business model transformation in one-third (34%) of surveyed organizations in the next five years. Impact on the Labor market: 🎯 On current trends over the 2025 to 2030 period job creation and destruction due to structural labour-market transformation will amount to 22% of today’s total jobs. The creation of new jobs is 14% of today’s total employment, amounting to 170 million jobs. This growth is expected to be offset by the displacement of the equivalent of 8% (or 92 million) of current jobs, resulting in net growth of 7% of total employment, or 78 million jobs.  🎯 Frontline job roles are predicted to see the largest growth in absolute terms of volume. Care economy jobs and Personal Care Aides are also expected to grow significantly over the next five years, alongside Education roles such as Tertiary and Secondary Education Teachers. 🎯 Technology-related roles are the fastest-growing jobs in percentage terms as well as Green and energy transition roles. 🎯 Clerical and Secretarial Workers are expected to see the largest decline in absolute numbers. Similarly, businesses expect the fastest-declining roles to include Postal Service Clerks, Bank Tellers, and Data Entry Clerks. On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period. Data set: This year’s edition captures the perspectives of over 1,000 employers – representing more than 14 million workers across 22 industry clusters and 55 economies. #economy #labormarket #jobs

What happens when international students stop coming? This year, new international student enrollment in the U.S. dropped by 17%. The result? Over $1 billion lost in economic impact and nearly 23,000 fewer jobs supported across higher education, housing, dining, transportation, and health care. This isn’t just a dip. It’s the sharpest decline since the height of the pandemic and it should be setting off alarms. NAFSA: Association of International Educators latest data shows international students contributed $43.8 billion to the U.S. economy in 2023–24. That supported 378,175 jobs. For every three international students, one U.S. job is created or sustained. But now that pipeline is shrinking. And the IIE Fall 2025 Snapshot confirms what many on campus already feel, fewer new students are arriving, and the trend is accelerating. Let’s be clear, this isn’t just a visa issue. It’s a talent issue, an equity issue, an economic competitiveness issue. This is about more than tuition revenue and more than cultural exchange. Over half of international students are in STEM fields. They’re fueling research, filling workforce gaps, and driving entrepreneurship. So why are we making it harder for them to come and even harder to stay? Let’s be real. If we care about economic growth, educational opportunity, or filling workforce gaps, we can’t afford to treat international students like an afterthought. The question isn’t whether international students benefit the U.S. It’s whether we’re smart enough to keep benefiting from their presence.