WEF_Future_of_Jobs_2023

Skill outlook

(^96) keillss mRoilslti pnrigor (^) itsizeRdil flo fr orecskuillisng and upskilling in the next ıve years (share of organizations surveyed)
Skills, knowledge and abilities Attitudes Global aYerage
Analytical thinking^58 %
/eadership and social inIJuence^56 %
Creative thinking^47 %
Resilience, IJexibility and agility^44 %
Technological literacy^40 %
Empathy and active listening^33 %
Environmental stewardship^33 %
Resource management and operations^33 %
AI and big data^30 %
Service orientation and customer service^30 %
Talent management^30 %
:R 6 killis lrle sTutiaredb iblyit thye workforce that are expected to remain the same (share of all skills
reTuired)

Global% %

TTyrpaeisn oifn trgain (^) itnyg ppreioritized by organizations surveyed for future reskilling and upskilling (share of organizations
surveyed)
 2  2 2 
ROLES REGION GLOBAL
Employer-sponsored apprenticeships^18 %^1 %
Internal training departments^29 %^2 %
/icensed training from professional associations^12 %^13 %
On-the-job training and coaching^24 %^2 %
Private-sector online-learning platforms^7 %^12 %
8 niversities and other educational institutions^10 %^1 %
T 3 rreafeirnreidn sgou (^) rfcuesn odf ifunngding for training, upskilling and reskilling efforts (share of organizations surveyed)
REGION GLOBAL
Co-funding across the industry^10 %^16 %
Free-of-cost training^20 %^28 %
Funded by government^29 %^22 %
Funded by my organi]ation^85 %^87 %
Public-private hybrid funding^24 %^24 %
:orkIorFe VtrDteJ\ outlook
T(xapelectnedt cohuantgleo oin Rtal (^) einnt (^) availability, development and retention in the next ıve years (share of organizations
surveyed)
,PproYing :orsening Global aYerage Global aYerage
Talent availability when hiring
36 % -^100 % +^100 % 45 %
Talent development of existing workforce
2 % -^100 % +^100 % 81 %
Talent retention of existing workforce
15 % -^100 % +^100 % 49 %
)Toup psriacneticesss w pithr athec gtriceateess (^) t tpoot (^) einmtialp troo imvpero tvea tlaleennt tav aaivlabaiillitay (bshilaritey of organizations surveyed)
IN'USTR< GLOBAL

1. Improve talent progression and promotion processes^50 % %


2. Oijer higher wages^38 %^3 %


3. Provide eijective reskilling and upskilling^33 %^3 %
   . Better articulate business purpose and impact^21 %^2 %
   . Support employee health and well-being^21 %^1 %


4. Mproogreram^ divmeressity,^ eTuity^ and^ inclusion^ policies^ and^19 %^1 %
   . Improve internal-communication strategy^17 %^1 %
   . Rhierinmgove^ degree^ reTuirements^ and^ conduct^ skills-based^17 %^6 %
   . Ocoijuenr^ tmrieosre^ remote^ and^ hybrid^ work^ opportunities^ within^14 %^21 %
   . Tapping into diverse talent pools^14 %^1 %
   K0oesyt c comommonp coomnpeonntenst (^) so off '+(,, p (^0) ro pgrramogmersa m(sharmee osf organizations surveyed)
   REGION GLOBAL


5. Evinrtabuall es^ ipnacesclusion^ and^ accessibility^ across^ physical^ and^43 %^33 %


6. Run comprehensive DEI training for managers^36 % ^2 %


7. Oreijcerur^ igt rfreoatme vr^ IJareixoiubsili tbyack^ on^ gerdouucnatdsion^ reTuirements^ to^29 %^2 %
   . Run comprehensive DEI training for staij^29 %^36 %
   . SreeTt^ uDireEmI^ geonaltss,^ targets^ or^ Tuotas^ that^ exceed^ public^29 %^26 %
   :h(sharaer oef oorgfan cizoatimonps asunrvieeysed (^) )^ith +, 0 7 rograms  1 %
   Global %
   Region Profile  / 2
   Sub-Saharan Africa