Workforce Transformation Trends

Deputy's 2025 Big Shift report explores how the next generation of workers is transforming the world of hourly work. Based on millions of real-world shift data points, the research uncovers key trends shaping the future of work — from flexible scheduling to the rise of AI. Here are the top insights: Rise of Micro-Shifts: Short, flexible shifts (six hours or less) are gaining popularity, especially in hospitality and service industries, accommodating workers like students and caregivers seeking balance. Gen Z's Influence: As the largest segment of the hourly workforce, Gen Z is driving demand for flexible scheduling and work-life integration, prompting businesses to adapt to attract and retain talent. AI Integration: Artificial intelligence is enhancing shift work by optimizing scheduling and improving work-life balance, rather than replacing jobs. Poly-Employment Trend: Approximately 20% of shift workers hold multiple jobs, with young women, particularly in hospitality and healthcare, leading this trend to manage cost-of-living pressures. Gender Disparities: Women dominate shift work but often occupy lower-paying service roles. However, there's a growing presence of women in traditionally male-dominated fields like logistics. Generational Shift: Generation Alpha began entering the workforce in 2024 and is projected to surpass Gen Z by 2038, indicating ongoing evolution in workforce demographics. These findings are based on an analysis of over 278 million hours worked across 41 million shifts by more than 429,000 shift workers, conducted in collaboration with labor economist Dr. Shashi Karunanethy.

The rise of GenAI is transforming work - not by eliminating jobs at scale, but by reshaping how work gets done and what skills are in demand. I recently spoke with Anjli Raval at the Financial Times about how organisations are navigating this shift. AI isn’t simply automating tasks - it’s evolving roles and enabling people to focus on work that draws more on human judgement and creativity. But with this opportunity comes a critical need to move fast - the pace of change in skills demand is accelerating. Our 2025 Global AI Jobs Barometer which analysed nearly one billion job ads globally offers a rich data set into how AI is reshaping the labour market. A few powerful insights: - Workers with AI skills like prompt engineering now earn a 56% wage premium, more than double last year’s figure. - Industries leveraging AI are seeing 3x higher growth in revenue per employee. - Skills are evolving 66% faster in roles most exposed to AI, such as financial analysts. - Even traditionally less tech focused sectors like mining and construction are expanding their use of AI, showing broad based confidence in its value. These trends suggest that AI is a catalyst for workforce transformation - enhancing productivity, elevating roles and creating new opportunities. For business and workforce leaders, the message is clear: AI is already reshaping how value is created. The moment to act is now, to ensure that this transformation is inclusive, skills-driven and aligned with long term growth. 📢 Read the FT article - https://lnkd.in/egmJ6hWQ 🧭 Explore PwC’s 2025 AI Jobs Barometer - https://pwc.to/3H5lk5r #FutureOfWork #AIJobsBarometer #PwC #WorkforceStrategy #GenAI

2024 has been a year of twists and turns, and the world of work has been no exception - from the very definition of work to how it’s performed and where it happens. At LinkedIn, our network of over 1 billion members and nearly 70 million companies gives us a unique birds-eye view of these shifts in real-time. As we step into 2025, it’s clear that change will continue to be a theme, and adaptation will be essential for navigating the challenges and opportunities ahead. To help you prepare, here are three trends I believe will shape the world of work in the coming year: 💼#1: Your job will change – even if you don’t plan on changing jobs. New jobs will inevitably be created by AI and the pathways into new jobs will look less linear as skills-based hiring becomes the norm. Our data shows that 70% of the skills for jobs are set to change by 2030, and this means that the skills you need and the tools you use are going to look quite different. This shift will also place the spotlight on developing human skills that allows you to move nimbly across roles.    🤖#2: AI will transition from experimentation to growth. The question for businesses is no longer whether to adopt AI but how to implement it effectively to drive measurable outcomes. Clear goals—whether improving decision-making, productivity, or efficiency—will be critical as companies accelerate the shift from exploring possibilities to delivering results. Those who embrace this pivotal moment with intentional strategies that invest in both tech and talent will gain a competitive edge. 🚀#3: Leaders will hit reset on their strategies and mindset. With the world of work changing so quickly, what got your business through a previous moment of change isn’t likely to get you through this next moment of change. In 2025, leaders will face increasing pressure to innovate, adapt and guide their teams through transformation. Beyond implementing new strategies, they must step into roles as educators and change agents, guiding their teams through transformative times.  What prediction or trend do you expect to have the biggest impact in the year ahead? 

The Future of Work: AI, Skills & Transformation—Are We Ready? The latest World Economic Forum “Future of Jobs Report 2025” makes one thing clear: we are at a turning point in the world of work. Driven by AI, automation, demographic shifts, and climate change, the global job market is undergoing one of the most significant transformations in history. Here’s what stood out to me: 🔹 AI is both a job creator and disruptor Generative AI and automation are set to transform 86% of businesses by 2030. We’re already seeing AI-powered roles like Big Data Specialists, AI & Machine Learning Engineers, and Cybersecurity Experts becoming some of the fastest-growing jobs. However, this shift also means that clerical and administrative jobs are among the fastest-declining roles, with data entry, cashiers, and bank tellers seeing significant reductions. 🔹 A widening skills gap is the biggest challenge The report warns that 63% of employers see skill gaps as the biggest barrier to transformation. By 2030, nearly two-fifths (39%) of all skills in today’s jobs will be outdated. The top in-demand skills? • AI & big data – critical for almost every industry • Cybersecurity & digital literacy – as businesses increasingly rely on digital infrastructure • Creative thinking & resilience – uniquely human traits that AI cannot replicate 🔹 Workforce polarization: winners and losers in the job market The report estimates 170 million new jobs will be created, but 92 million will be displaced. • Tech-driven jobs (AI, software, and robotics) will grow rapidly. • Sustainability-related jobs (renewable energy engineers, environmental scientists) will thrive as businesses invest in climate adaptation. • However, low-skilled workers and those in highly automatable roles risk being left behind if they don’t reskill. 🔹 Automation vs. Augmentation: The Human-AI Balance One of the most critical debates is whether AI will replace or enhance human jobs. The report suggests a shift towards “augmentation” rather than full automation, meaning AI will work alongside humans to enhance productivity. However, industries like insurance and telecommunications are leaning more toward full automation, raising concerns about job losses. 🔹 Business leaders must act now With 85% of employers planning to upskill their workforce and 50% preparing to transition staff into new roles, now is the time to focus on continuous learning and adaptability. The workforce of the future won’t just need technical skills—it will need a mindset shift towards lifelong learning. 🚀 My takeaway? The future of work isn’t about fearing AI—it’s about embracing change. We need businesses, governments, and individuals to invest in upskilling, prioritize adaptability, and ensure that technology serves as an enabler, not a divider. #FutureOfJobs #AI #SkillsGap #GreenEconomy #Upskilling #WorkforceTransformation

The workforce isn’t just changing — it’s reorganizing itself around a new center of gravity. And most leadership teams are still operating with assumptions from five years ago. Demographic shifts, supply-chain rewiring, and the acceleration of AI are reshaping how work gets done — not at the edges, but at the core of the enterprise. The organizations we advise are all seeing the same pattern: Roles are not simply disappearing or emerging. They are converging. The work that creates disproportionate value now lives at the intersection of: - human judgment - operational resilience - technology enablement This is the real story — not which job titles will grow, but which capabilities will define competitive advantage. According to recent World Economic Forum projections, these structural shifts will reshape global labor demand more rapidly than most organizations anticipate. Across industries, five capability domains are expanding faster than others: 5. Frontline Adaptability Customer-facing roles are being redesigned around agility, digital fluency, and rapid problem-solving. 4. Skilled Technical Execution Infrastructure, advanced trades, and precision workforces are becoming central to economic resilience. 3. Digital Architecture & AI Enablement Developers and system designers aren’t just building tools — they’re shaping how entire organizations operate. 2. Logistics Intelligence The future of delivery isn’t speed — it’s integrated, data-driven decisioning at every stage of the chain. 1. Sustainable Production & Resource Management Agriculture, energy, and climate-dependent sectors are quietly transforming through sensor-driven, AI-supported operations. But here’s the leadership insight most miss: The winners won’t be the organizations that can hire for these capabilities. They’ll be the ones that can align them. Workforce strategy, capability building, and organizational design can’t be treated as separate initiatives anymore. They have to move as a unified system — or transformation momentum evaporates. If your operating model still reflects yesterday’s assumptions about talent and capability, now is the moment to recalibrate. — #FutureofWork #Leadership #WorkforceStrategy #NSPandCo

The talent pipeline isn’t broken. It’s disappearing. Right in front of us. The recent company layoffs have been disruptive. And disappointing. But for career professionals, not unexpected. If you follow workforce trends, you're aware that six million people are predicted to leave the workforce in the next 5 years. Some will re-enter. But the vast majority will opt-out. Here’s what's driving the exodus: 🟢 Accelerated retirements ↳ Boomers and Gen Xers are stepping out faster than new grads can step in. 🟢 Shrinking pipelines ↳ Birth rates and immigration slowdowns mean fewer candidates overall. 🟢 Burnout and caregiving ↳ Many are choosing (or needing) flexibility over the grind. 🟢 Health and skill gaps ↳ COVID hangover, chronic illness, and rapid tech shifts are redefining traditional work paths. 🟢 AI and automation ↳ AI is and will continue to redefine roles and company need. It may not feel like it right now. But we are on the verge of a thaw. This is a rare opportunity for career professionals to help clients become the talent no employer wants to lose. Here’s how: 1/ Recast their narrative ↳ Help normalize nonlinear paths. ↳ Teach them how to highlight transferable skills. ↳ Share how to frame their story as the solution to workforce gaps. 2/ Train for the next act ↳ Reskilling and upskilling aren't optional. ↳ Align development with where demand is headed. ↳ Help clients embrace change (because it's the new normal). 3/ Shift from job-seeking to value-offering ↳ In a talent-starved market, positioning is everything. ↳ Co-create strong personal brands. ↳ Help clients speak directly to employer pain points. The labor disruption isn’t a temporary plot twist. It’s a rewrite of the whole script. The war for talent is about to get real. The war for relevance will follow. 🩵 Are you coaching for that reality? ⬇️ _____ 🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for award-winning career advice. ♻️ Share to help elevate the narrative.

A major workforce development story is emerging across America: employers are investing directly in talent pipelines instead of waiting for workers to arrive job-ready. This week's workforce headlines spotlight Meta's new $115 million Workforce Academy, a no-cost training initiative that guarantees employment for graduates entering high-demand skilled trades supporting AI infrastructure. The announcement reinforces a broader trend toward employer-led training, registered apprenticeships, and skills-first workforce strategies. At the same time, labor market data shows continued job growth in healthcare, hospitality, and local government, while AI continues to reshape hiring and workforce planning. For workforce leaders, the message is clear: 👉 Expand employer-driven training models 👉 Strengthen apprenticeship and work-based learning programs 👉 Prepare workers for AI-enabled industries 👉 Build career pathways into skilled trades and infrastructure jobs 👉 Align training investments with labor market demand The future of workforce development belongs to organizations that connect learning directly to employment opportunities. #WorkforceDevelopment #Apprenticeships #FutureOfWork #SkilledTrades #AIWorkforce #TalentDevelopment #WorkforceTraining #CareerPathways #EconomicDevelopment #SkillsBasedHiring #OpportunityBridges

The biggest hurdle in workforce transformation isn’t AI. It’s the inability to map and reconstruct work clearly and quickly. We’ve spent years talking about skills and systems. But the real shift is happening at the structural level, where Strategy, HR, and IT converge to design how work actually gets done. That’s why work design is becoming a core function. It’s not just about efficiency or automation. It’s about knowing: → What’s duplicated → What’s exposed to automation → What needs human depth → And what should be redesigned entirely Moderna combined Strategy and HR. Others are now combining Strategy, HR, and IT. That may be the next iteration: Strategy, HR, IT as the operating core for transformation. The orgs that embrace this convergence will be the ones that can reengineer and execute at the same time. #WorkDesign #StrategyHRIT #WorkIntelligence #FutureOfWork #WorkOntology #TaskIntelligence #ZeroWastedPotential #Reengineering

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

According to the World Economic Forum, "technological change, geoeconomic fragmentation, economic uncertainty, demographic shifts and the green transition — individually and in combination — are among the major drivers that are expected to shape and transform the global labor market by 2030." [1] Tech changes: Broadening digital access is anticipated to be the most transformative trend, "with 60% of employers expecting it to transform their business by 2030". Advancements in technology (AI + information processing) are also expected to drive both the fastest-growing and fastest-declining roles, and fuel demand for technology-related skills. [2] Economic factors: Increasing cost of living is the second most transformative trend, with economic slowdown remaining top of mind. Slower job growth and mixed outlook for inflation will likely drive an increase in demand for creative thinking and resilience, flexibility, and agility skills. [3] Green transition: Climate-change mitigation is the third-most transformative trend overall, driving demand for roles such as renewable energy engineers, environmental engineers, and electric and autonomous vehicle specialists. [4] Demographic shifts: Perhaps the most interesting trend of all (for me, at least), is the one around demographic shifts. Aging and declining working age populations in higher-income economies and expanding working age populations in lower-income economies are reshaping the labor markets. Aging populations will likely drive growth in healthcare jobs while growing working-age populations will fuel demand for educators. [5] Geopolitical dynamics: Geoeconomic fragmentation and geopolitical tensions are expected to drive changes in the operations of businesses, including offsohring and reshoring. Also a few interesting items to note in the report: * Technology-related roles are the fastest growing jobs (in percentage terms), including "Big Data Specialists, Fintech Engineers, AI and Machine Learning Specialists". Meanwhile, Clerical and Secretarial Workers are expected to see the largest decline (in absolute numbers). ** Due to change in demand for skillsets, the need to upskill and reskill workforce is urgent. According to the WEF report, "if the world’s workforce was made up of 100 people, 59 would need training by 2030". This is significant. It is no wonder that 63% of employers identify skills gap as a major barrier to business transformation in the next five years. #AI #Fintech #FinancialServices #FutureOfWork #BankingOnAI