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.
Ivanti’s latest Everywhere Work Report reveals that workplace flexibility is a non-negotiable for today’s knowledge professionals, with at least 40% of respondents saying they would change jobs to gain flexibility and women in particular being more likely to prioritise flexibility.
New research from the World Employment Confederation reveals that 81% of business leaders believe advances in AI will require new skills, yet 78% are concerned they cannot train employees fast enough to keep pace with technology developments in the next three years.
Recent research from IBM reveals that 69% of UK business leaders believe it is important that female leaders are involved in decision-making on AI to avoid male bias, yet only 36% of respondents cite advancing more women into leadership roles as a top priority within their organisations - the lowest figure among all markets surveyed across EMEA. The report spotlights female leadership in AI as a strategic imperative and recommends five key areas of focus to ensure female leaders play an active role in the AI revolution.
This white paper from the World Economic Forum explores how global digital jobs can alleviate labour shortages and connect skilled workers from regions with surplus to those with labour shortages. The research identifies key challenges – technological infrastructure, policies and perceptions, and workforce skills – and offers strategies to overcome these barriers, including public-private partnerships and technology investments. Additionally, it outlines risks such as technology malfunctions and work conditions, proposing solutions to facilitate a sustainable global digital job market.
Deloitte’s latest Women @ Work Global Outlook report reveals that rising stress levels and poor mental health persist, and fewer women report feeling supported by their employers to balance work responsibilities with their commitments outside of work – a trend that is leading some women to switch employers. Although women working in a hybrid model are reporting better experiences this year compared to last, many women still face challenges related to return to office mandates and safety and non-inclusive behaviours in the workplace.
This briefing paper from the Institute for the Future of Work introduces the Disruption Index; a tool designed to measure the capacity of regions to invest in new technologies and the factors that enable firms to adopt and integrate them. The report identifies the potential drivers of regional inequalities related to technological transformation, how different factors interact and compound each other, and outlines proposed implications for policy.
This report from Workhuman analyses data from more than 4,100 employees in the United States, United Kingdom, Ireland and Canada, revealing that significant portions of the workforce report they are underpaid, undervalued, stressed and burnt out. The research reveals that even amid economic uncertainty, nearly one-quarter of respondents said they would be willing to take a pay cut to keep or obtain their preferred way of working, with this trend being higher among remote employees, LGBTQIA+ employees and caretakers. It sets out three key initiatives employers can implement to cultivate more human workplaces.
Mercer’s latest Global Talent Trends report analyses data from over 12,200 business executives, HR leaders, employees and investors across 17 geographies and 16 industries, to identify the four trends that are shaping the People agenda in 2024: (1) solve the productivity equation with AI, assessment and work design, (2) foster a climate of trust through fair pay, equity and inclusion, (3) build resilient cultures with teams that are risk aware and healthy at the core, and (4) design adaptive, digitally fluent organisations where people can thrive.