Workforce Strategies: Future of Jobs 2025-2030

The World Economic Forum’s Future of Jobs Report 2025 offers critical insights into evolving global workforce trends. Chapter 4, "Workforce strategies," examines how employers plan to adapt to major changes by 2030. This chapter explores barriers to organizational transformation, outlooks on talent availability, and key strategies like AI adoption and diversity initiatives. Understanding these dynamics is essential for various professions, including public relations executive roles, which, like many others, are shaped by these broader shifts in talent and technology.

Barriers to Organizational Transformation

Organizations face several significant hurdles in adapting to future work trends. Skill gaps in the labor market remain the top concern. Cultural resistance and outdated regulations also pose challenges.

Talent Availability Outlook

The outlook for talent availability has worsened compared to previous reports. Only 29% of businesses expect talent availability to improve by 2030. Conversely, 42% anticipate a decline, indicating a net negative outlook. This highlights increasing concern among businesses about finding the right talent. However, optimism regarding talent development within organizations is higher, with 70% expecting improvements.

Key Workforce Strategy Adoption

Employers plan various strategies to respond to macrotrends. Upskilling the workforce is the most common approach, with 85% of surveyed employers planning its adoption. Process and task automation is the second most common strategy, planned by 73% of employers.

Business Practices to Boost Talent

Supporting employee health and well-being has emerged as a top priority for increasing talent availability. This practice is seen as promising by 64% of employers. Providing effective reskilling and upskilling opportunities also ranks high at 63%. Improving talent progression and promotion processes remains a key focus for 62% of organizations.

Public Policies for Talent Access

Governments can support talent availability through key policy interventions. Funding for reskilling and upskilling is identified as most crucial by 55% of employers. Provision of reskilling and upskilling by public bodies follows closely at 52%. Improving public education systems also ranks high as a vital measure.

Diversity, Equity, and Inclusion Focus

Emphasis on Diversity, Equity, and Inclusion (DEI) is increasing among employers. Eighty-three percent of surveyed employers have implemented DEI measures, up from 67% in 2023. Comprehensive DEI training for managers and staff is the most common planned program element. Targeted recruitment initiatives are also highly anticipated.

Wage Dynamics and Strategies

More than half of employers (52%) expect an increase in the share of revenue allocated to wages from 2025-2030. Worker productivity and performance drive compensation decisions for 77% of respondents. Competing to retain talent is another major factor, cited by 71% of employers. These factors shape future labor markets.

Skill Assessment in Hiring

Work experience remains the most common assessment mechanism in hiring, with 81% of businesses relying on it. Skills assessments are expected to be used by 48% of employers. Psychometric tests are planned by 34%. While university degrees are still used by 43%, there is a growing shift towards skills-based hiring.

AI Adoption Workforce Strategies

Eighty-six percent of employers expect AI to transform their business by 2030. A lack of skills to support AI adoption is the top barrier. In response, 77% of employers plan to reskill and upskill their existing workforce to work alongside AI. Many also plan to recruit talent skilled in AI tool design.