Menu
of U.S. employees are concerned about AI’s impact on their jobs.
fear losing their job.
worried about replacement (EY).
"We are at a turning point. Only this time, we play a critical role — not just to adapt, but to create a future of work that is both fair and better for everyone."
writes WorkVue’s Future of Work Advisory Council in their inaugural outlook on the transition towards a future significantly impacted by automation and artificial intelligence (AI), and what it means for workers.
While The Future of Work is not a new concept, approaching it from the employee’s perspective is.Put plainly – there must be greater effort into bringing the voices of the nearly four billion people showing up for work each day into these conversations.
Explore this report and sign up to our newsletter for more insights and connection opportunities.
The question of upskilling or reskilling due to advanced digital technologies such as AI, is not a question of IF, but rather HOW and how fast. With technology, we can take away routine and repetitive tasks, and focus on work that creates added value for us and the labor market.
The report’s central finding highlights a critical gap in the global outlook on the future of work — the voice of employees themselves is missing. Without this perspective, we face a future where workplaces do not work for people.
The WorkVue lens focuses on the intersection of three critical themes of work aimed at preparing employees and workers themselves; empowering them with knowledge and arming them with the skills they need to forge their own paths. Their paths as defined by their own individual goals and needs, not just that of an employer.
Employers and policymakers are developing skills frameworks for the future, but these are often unclear to employees or confined to specific sectors, lacking the broader, employee-centered perspectives needed for true engagement.
Analytical thinking is the top core skill sought by employers, with 70% considering it essential by 2025, followed by:
Despite significant global policy advancements in pay equity—such as pay transparency initiatives and equal pay legislation—the topic remains a taboo for many employees. Conversations about pay rarely reach workers in a meaningful or accessible way, if at all, leaving gaps in awareness, understanding, and engagement.
As of 2022, the gender pay gap among developed countries was 11.6% on average.
Realtime data is transforming how employers understand labor market trends, evolving skills needs, and the value of work, shaping their strategic plans for the future. However, employees are often excluded from these visions, missing the opportunity to take a leading role in shaping their own futures in the process.
By prioritizing the skills employees need to succeed, fair pay and transparency to ensure accountability and greater economic inclusion, and a consistent finger on the pulse of relevant LMI data — matched with a commitment to putting people first — we can create a future that works for everyone.
By 2030, job creation and elimination due to labor market changes will affect 22% of today’s jobs. This includes 170 million new jobs (14%) but also 92 million job losses (8%), resulting in a net growth of 7%, or 78 million jobs (WEF, 2025).
I've heard from hundreds of strangers I've interviewed that despite a normalization in recent years to pay transparency, they are still struggling to achieve pay equity in the workplace - whether it's because of retaliation from their employers, or they're forced to sign NDAs that intimidate them...
In an era of rapid technological advancement, open and continuous dialogue between employees and employers is more crucial than ever. Only by fostering regular, empathetic conversations, organisations can better understand the unique needs of their diverse workforce and provide the necessary support