Mercer’s 2024 People Risk report examines the key workforce threats facing employers according to five pillars of risk – technological change and disruption; talent, leadership and workforce practices; health, well-being and safety; governance, compliance and financial; and environment, sustainability and protection – and assesses the impact they can have on an organisation as well as recommending practical approaches to addressing critical risks.
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Demographics
Mercer’s People Risk in the UK 2024 report highlights three key topics that are having a significant impact on the risk landscape for organisations: changing legislation and scrutiny, mental health deterioration, and talent and labour shortages. The report explores the actions that businesses can take to both mitigate people risks and take advantage of the opportunities these emerging themes present.
PwC’s latest report analyses data from more than half a billion job ads across 15 countries together comprising 30% of the global GDP, finding that productivity growth was almost 5 times as rapid in sectors of the global economy that are most exposed to AI, and employers are willing to pay up to a 25% wage premium for workers with specialist AI skills.
McKinsey’s new report reveals that by 2030, Europe could require up to 12 million occupational transitions – double the pre-pandemic pace – to gain the full productivity benefits of generative AI and other technologies. The research reveals that up to 30% of current hours worked could be automated and accelerated by generative AI and suggests four priorities for business leaders to ensure successful deployment of automation technologies at a company level.
Deloitte’s latest report surveyed more than 22,800 respondents across 44 countries, revealing that the cost of living, unemployment, climate change and mental health are among Gen Zs’ and millennials’ top concerns. While respondents feel their employers are making incremental progress in areas such as work/life balance, flexibility at work, societal impact, diversity, equity and inclusion and protecting the environment, these generations are increasingly willing to reject work or employers that don’t align with their values and expectations.
The 2024 Annual Work Trend Index by Microsoft, in collaboration with LinkedIn, surveyed 31,000 people across 31 countries, revealing that the use of generative AI has nearly doubled in the last six months, with 75% of global knowledge workers using it. And employees, struggling under the pace and volume of work, are bringing their own AI to work (BYOAI). With the labour market set to shift, the report explores the major role AI will play in this.
The IOM’s latest World Migration Report reveals significant shifts in global migration patterns, including a record number of displaced people and a major increase in international remittances, with migrant remittances now surpassing foreign direct investment in boosting the GDP of developing nations. The report sheds light on longstanding trends and emerging challenges, including interactive data visualisations exploring specific time periods, corridors and countries.
This report by the Asian Development Bank explores four linked dimensions of well-being: health, productive work, economic security, and social engagement. It finds that developing Asia is ageing rapidly, and highlights that the well-being of current and future cohorts of older people in the region is at risk from multiple threats. The report emphasises the need for lifelong investment in human capital, a life-cycle approach that provides adequate interventions in accordance with age-specific needs and population-wide outreach targeting people of all ages. It concludes by offering concrete recommendations in the policy domains of health, employment and retirement, pensions, long-term care, and community level support.
The latest EURES report reveals a tightening labour landscape across Europe. Despite a backdrop of slower economic growth, companies are engaged in fierce competition for talent that is willing and able to fill roles at locations where demand is high, with this phenomenon being particularly pronounced in sectors such as construction, engineering, healthcare, and ICT. The report attributes this to the following key factors: (1) structural shifts, driven by digitalisation and the imperative of transitioning to more sustainable practices which are reshaping skill demands; (2) demographic shifts and evolving societal norms; and (3) unattractive working conditions and mismatches between jobseekers’ preferences and employers’ offerings.
BSI’s recent survey, analysing data from more than 900 business leaders across nine global markets, finds that employee health and employer flexibility are key elements to harnessing a future age-diverse workforce. The report explores how today’s business leaders think people and businesses can succeed as greater numbers work beyond the age of 65.