2025 Talent Market Outlook PDF Free Download
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2025 Talent Market Outlook
How the world’s leading employers, universities,
and labor policymakers plan to act and invest in 2025
Table of Content
Welcome Letter
About The Survey
Survey Demographics
Key Characteristics for 2025
Organizational Priorities
Major Talent Trends for Employers
Skills Development
Value of Higher Education
Cross-Sector Collaboration
Hybrid Work Arrangements
The Role of Policymaking
Inside the 2025
Talent Market
Outlook Report
3
4
5
8
10
13
15
25
34
40
43
This report is Future Talent Council’s – first ever – accumulated
overview of how our ecosystem of leading employers, universities,
and policymakers are planning to act and invest in the coming year.
We hope that our global data and annual overview can grow into a key
part of your annual calendar and that this work, bit by bit, can become
a valuable strategic support for you, and your organization.
To you – dear friends and members of Future Talent Council – thank
you. Thank you for your dedication to helping improve human capability
and opportunity around the world.
Your accomplishments alongside fellow corporate, educational and
governmental global leaders will help positively shape the learning
and working lives of people for generations to come.
Were it not for my colleagues Alexa Zamfir, Emir Cetinel, and Karl
Kwarnmark, this project would not have happened. Thank you.
Here’s to 2025!
Daniel Kjellsson
Director-General, Future Talent Council
Welcome!
About the Report
This comprehensive survey engaged +200 senior leaders from the
Future Talent Council community, representing employers, academia,
and policymakers across 47 countries spanning six continents.
Participants responded to 30 targeted questions, including
open-ended and multiple-choice formats. Results were collected
between November 4 and December 10 2024.
Quantitative survey responses were complimented
by additional qualitative interviews.
Higher Education
45.7%
Corporation
44.3%
Public Sector
10%
A global sphere of impact
The respondent demographics for this survey reflect a broad
spectrum of institutional representation.
Higher education institutions comprise the largest segment,
accounting for 45.7% of participants, providing insights into academic
preparation and workforce development trends.
Corporations make up a closely comparable 44.3%, offering
perspectives on industry demands and the evolving nature of the
workplace. Lastly, the public sector represents 10% of respondents,
contributing viewpoints on policy and regulatory frameworks.
Collectively, the respondents of this report influence 2.8 million
students, 1.6 million employees, and 24.9 million citizens, offering
a robust foundation for understanding key trends in 2025.
Survey
Demographics
43%
24%
8% 19%
3%
Europe
N. America
S. America
MENA
APAC
Geographical distribution
The survey responses reflect a diverse global perspective,
with strong representation from major economic regions.
North America (43%) and Europe (24%) provide insights from western
markets, while contributions from APAC (19%), MENA (8%), and South
America (3%) highlight evolving talent trends and regional adaptations.
This broad geographical distribution enables us to identify both universal
trends and regional variations in approaches to talent development,
AI integration, and workplace evolution for 2025.
Survey
Demographics
0% 5% 10% 15% 20% 25% 30%
Academic Leadership
Director Level
C-Suite
VP/Head of Department
Other
29%
25%
20%
15%
11%
Role Distribution
Role distribution
The survey respondents are predominantly senior leaders within
their organizations, with Academic Leadership accounting for 29%,
primarily represented by titles such as Provost and Vice-Provost.
Corporate Director level follows at 26%, and C-Suite executives
represent 20%. Additionally, VP and Department Heads make up 15%.
Notably, three-quarters of the respondents hold senior leadership
positions, offering insights into how organizations are preparing to
address the challenges and opportunities of 2025.
Survey
Demographics
Inside the 2025
Key Characteristics
of 2025
Talent Market
Outlook Report
Role Distribution
Tech & Innovation Work Models
Skills & Learning Cultural Elements
Key characteristics
To understand the defining traits of the 2025 talent market, we asked respondents
to identify key characteristics, which we then categorized into four themes.
The most prominent theme is flexibility, with 45 mentions highlighting the enduring
shift toward hybrid and flexible work models as a core feature of the workplace.
Following closely is the emphasis on AI and digital skills, cited 42 times, underscoring
the growing indispensability of technological competence across industries. As well
as a plan to increase investments into AI literacy.
Adaptability and resilience were mentioned 38 times, reflecting the demand for
talent capable of thriving amid constant change. Similarly, the need for learning and
reskilling was identified as critical, with 32 mentions.
Cultural considerations also emerged strongly, particularly diversity and inclusion,
which garnered 30 mentions. This signals an ongoing focus on equity and workplace
culture despite global challenges.
Sustainability received only 15 mentions, raising concerns about its relative
prioritization. This disparity suggests a potential gap between immediate
organizational needs and long-term imperatives.
What Words Will Best Describe
The Key Characteristics Of The 2025 Talent Market?
Inside the 2025
Organizational
Priorities
Talent Market
Outlook Report
What Key Goals Or Priorities Has
Your Organization Set For 2025?
Patterns emerge from this global survey:
Artificial Intelligence isn't just a buzzword – it's becoming the backbone of
organizational strategy for 2025.
From universities in the U.S. revamping curricula to include AI literacy, to corporations in
Thailand and India focusing on digital transformation, there's a palpable sense that AI
adoption isn't optional anymore.
What's particularly interesting is how this technological shift is paired with a strong
emphasis on human elements – respondents highlighted the need for upskilling
existing talent and ensuring their workforce can effectively work alongside AI tools.
The higher education sector shows contrasting priorities. While there's a clear push
toward technological integration and AI adoption, there's an equally strong focus on
"high-touch" elements like international collaboration and student experience.
Several North American institutions emphasized the need to expand their global
footprint, while their Asian and European counterparts are focusing on streamlining
operations through AI and digital transformation while building robust talent pipelines.
We are very much an AI first company going into 2025, this will be the core of how we
What emerges is a mix of organizational priorities that suggests 2025 will be a year of
transition: Technological advancement, particularly in AI, is a dominant theme, but
leadership is also focusing on maintaining human connections and development.
The emphasis on diversity, inclusion, and sustainability across multiple responses
indicates that organizations are trying to balance innovation with responsibility.
We are very much an AI first company going into 2025,
this will be the core of how we work with clients and
how we streamline ourselves internally.
Member of Future Talent Council
& Senior Talent Leader at Marketing Agency
Very optimistic
41%
Somewhat optimistic
35%
Neutral
15%
Somewhat Pessimistic
8%
Despite multiple global challenges, there's a prevailing sense of optimism,
particularly around technological advancement and AI adoption.
The data shows a notable split: while many leaders, especially those in technology
and emerging markets like India and UAE, express strong optimism driven by AI
advances and growth opportunities, there's a clear undercurrent of concern about
geopolitical instability and economic uncertainty.
The higher education sector shows varying responses by region. While North
American education leaders express concern about budget constraints and political
headwinds, their counterparts in emerging markets appear more optimistic, focusing
on Industry 5.0 and new collaborative frameworks.
Corporate leaders, particularly in technology and consulting sectors, generally show
stronger optimism, citing AI adaptation and market transformation as key drivers.
A UK advertising CEO highlights "a clear shift towards more dynamic, skills-based hiring
and AI-driven processes that empower both businesses and individuals."
The data reveals that political uncertainty, especially the 2024 U.S. election,
weighs heavily on leaders' minds as they look toward 2025.
Respondents across sectors cited this as a key factor, suggesting that while
technological advancement brings optimism, political stability remains crucial in
organizational confidence, creating countervailing forces shaping leaders' outlooks.
How Optimistic Are
You About 2025?
Inside the 2025 Major Talent
Trends for
Employers
Talent Market
Outlook Report
1
Employers:
What Major Trends Do You
Foresee Shaping Your 2025?
Flexible work
is here to stay
39% of organizations are reimagining
their work models through updated
remote and hybrid arrangements.
This workplace transformation represents
the second most significant trend
shaping strategies, reflecting a
permanent shift in operating models.
Upskilling efforts
are critical
29% of organizations identify
upskilling as crucial for future success.
This trend is particularly pronounced
in Asia-Pacific regions, where talent
shortages and digital transformation
are driving increased investment in
employee development programs.
AI will transform
workforce strategy
With 43% of organizations prioritizing
AI integration in 2025, companies are
transforming their workforce planning.
C-suite executives particularly emphasize
this shift, with 65% of CEOs and CHROs
citing “AI impact” as their primary
concern for future talent strategies.
2
3
Inside the 2025
Skills
Development
Talent Market
Outlook Report
Most
Sought
After
Skills*
2025
0% 10% 20% 30% 40% 50%
Adaptability & Resilience
AI & Technical Literacy
Critical Thinking
Leadership & Collaboration
Emotional Intelligence
45%
42%
39%
32%
29%
*by companies
The skills landscape for 2025 is evolving into a blend of prioritizing technological literacy and human
capabilities. While AI and technical skills feature prominently across responses, there's also an emphasis
on (what is still deemed) uniquely human attributes. A recurring pattern amongst responses was employers
listing Digital Skills alongside Emotional Intelligence and Adaptability as critical competences in 2025.
Organizations are preparing for a future where technical literacy and human adaptability are equally vital.
The corporate sector shows interesting variations by industry. Technology and financial services firms
are heavily emphasizing AI-specific skills.
Traditional industries are taking a notably different approach, often emphasising the ability to lead in the
face of incomplete information as a priority skill. One Global Head of Talent Acquisition noted: “I am looking
for resilience, adaptability, and reliability – because we can teach everything else”.
Perhaps most revealing is the consistent emphasis on adaptability and learning agility across nearly
all responses, regardless of industry or geography.
This points to a fundamental shift in how organizations view talent: rather than seeking fixed skill sets,
they're increasingly valuing the ability to learn and adapt in an AI-augmented workplace.
Several respondents mentioned "AI literacy" as distinct from deep technical expertise, suggesting that
understanding and working alongside AI may become as fundamental as basic computer literacy is today.
Most
Sought
After
Skills*
2025
*by companies
A shift in how organizations view talent
With the speed at which technology is impacting the world of
work, and our inability to see around corners, now more than
ever, cognitive ability and cognitive agility matter.
The impact of AI, return to office and new work from home policies,
and other socio-economic factors is yet to be fully understood
– and will likely evolve continuously.
Therefore, we need talent that can adapt quickly to new
business needs and challenges.
Most importantly, though, businesses must understand what
that talent wants so we can build environments that offer
those elements and foster inclusive cultures.
Steven Ehrlich
SVP, Global Customer
Development, Radancy
Do You Expect Your Organization To Adjust Job Descriptions
Or Skills Requirements In 2025 Due To AI Advancements?
Yes
70%
No
20%
Uncertain
10%
Roughly 70% of respondents expect to modify their job descriptions and skills
requirements in response to AI advancements in 2025.
What's interesting is that this sentiment cuts across industries and geographies,
indicating a widespread recognition of AI's impact on work responsibilities.
While technology and professional services sectors show near-universal agreement
about these changes, traditional industries in manufacturing, chemicals, and banking
are similarly aligned in their plans to adjust requirements.
The minority who don't plan to adjust job requirements tend to come from either
highly specialized fields or industries with strong human-centric components, such
as education and live events, suggesting that certain core human skills are viewed
as relatively immune to AI disruption.
The small number of uncertain responses, primarily from companies in transition
economies or traditional industries, hints at a wait-and-see approach to how AI
technologies will mature before making formal changes to hiring requirements.
Do You Expect Your Organization To
Invest In AI Literacy Training in 2025?
Yes
75%
No
17.5%
Uncertain
7.5%
0.0% 20.0% 40.0% 60.0% 80.0%
Technology & IT
Financial Services
Manufacturing
Professional Services
Education
Healthcare
Retail
79.2%
68.4%
61.5%
52.8%
48.7%
45.3%
42.1%
An overwhelming majority of global corporate leaders plan to invest in AI
literacy training during 2025, revealing a clear recognition of AI's growing
importance across industries.
The data shows a strong commitment to building AI competency: of the 40
surveyed organizations, roughly 75% plan to invest in AI literacy training,
while only about 17%
have decided against such investments, with the remaining 8% uncertain
about their plans.
What's interesting is the pattern of companies not planning to invest in AI
training.
These organizations tend to fall into two distinct categories: traditional
industries like steel manufacturing and oil & gas, and surprisingly, some
HR and consumer goods companies.
This might suggest either that these organizations don't see immediate AI
applications in their core operations, or they may be planning to outsource
AI-related functions rather than build internal capacity.
75% plan to invest in AI literacy training
Do You Expect Your Organization to
Invest in AI Literacy Training in 2025?
Do You Expect Your Organization To Hire
More Or Fewer Employees In 2025 Compared To 2024?
0.0% 20.0% 40.0% 60.0% 80.0%
Technology & Digital
Professional Services
Education
Manufacturing
Financial Services
Energy & Resources
72.4%
65.3%
52.1%
38.2%
35.7%
33.3%
Yes
47.9%
No
41.1%
Uncertain
11%
While 47.8% of organizations plan to increase their headcount in 2025, a substantial 41.3%
are looking to reduce their workforce, with 10.9% still uncertain.
The split isn't falling along traditional industry lines. Instead, we're seeing what might be called
a "digital divide" in hiring intentions:
Technology and digital companies are the most bullish about hiring (72.4% planning to increase
headcount), followed closely by professional services (65.3%).
Traditional powerhouse industries like manufacturing and financial services are predominantly
planning reductions, with only about a third expecting to increase their workforce.
Geographic patterns add another layer of intrigue. Swedish companies across sectors are notably
optimistic, with most planning to hire more.
Meanwhile, UK-based organizations are showing more caution, with a majority planning reductions
or remaining uncertain.
In emerging markets, there's a similarly clear split: technology-focused companies plan to hire more,
while traditional industries are planning reductions, suggesting a possible acceleration of existing
economic transformation in these regions.
Do You Expect
To Hire More Or
Less In 2025?
A “digital divide” in hiring intentions
The data reveals a strong organizational commitment to workforce development,
with an overwhelming majority of companies placing significant emphasis on
upskilling and reskilling initiatives for 2025.
Of the 40 organizations surveyed, 65% consider it either a "high" or "top" priority,
demonstrating a clear recognition that workforce development isn't optional in
today's rapidly evolving business landscape.
This commitment spans across industries and geographies, suggesting a
universal understanding of the need to invest in human capital.
What's particularly interesting is the pattern of prioritizations across sectors:
Traditional industries like manufacturing, banking, and pharmaceuticals are showing
just as much commitment to upskilling as technology companies.
For instance, leaders from companies in steel manufacturing and chemical production
rate upskilling as a "high priority," matching the emphasis placed by their counterparts
in tech and financial services.
The few organizations rating this as a low or non-priority tend to be in specialized
sectors or regional operations, with only about 7.5% of respondents placing it in
these lower categories. Regardless of industry, most organizations see workforce
development as crucial to their future success, likely driven by technological
advancement and changing business models.
High Priority
49.5%
Moderate Priority
27.7%
Top Priority
14.9%
Low Priority
5%
How Will Your Organization Prioritize
Upskilling And Reskilling Initiatives In 2025?
Not a
Priority: 3%
Inside the 2025 Value of Higher
Education
Talent Market
Outlook Report
Less (%) More (%) Uncertain (%)
0.0 20.0 40.0 60.0 80.0 100.0
Emerging Markets
Developed Markets
31.8 59.1 9.1
50.0 35.7 14.3
Value
of Higher
Education
More (%) Uncertain (%) Less (%)
0.0 20.0 40.0 60.0 80.0 100.0
Healthcare
Finance
Manufacturing
Technology
Services
100.0
50.0 25.0 25.0
50.0 10.0 40.0
33.3 16.7 50.0
20.0 25.0 55.0
Value
of Higher
Education
Value of Higher Education
for Employers
The data provides an intriguing snapshot of how the value of traditional university
degrees is perceived across industries and regions.
While some industries, like healthcare and chemicals, still see degrees as a valuable
asset, others, such as technology and retail, are increasingly less reliant on formal
qualifications. This divergence highlights a growing emphasis on skills, certifications,
and practical experience over traditional academic credentials in many sectors.
Geographic trends also reveal important nuances. Respondents in emerging
economies, including Pakistan and Mexico, are more likely to perceive degrees as
becoming more valued.
In contrast, professionals in developed regions, such as the United States and Western
Europe, often view degrees as less critical. This suggests that while advanced
economies may be transitioning to alternative measures of talent, formal education
retains prestige in markets still building their knowledge economies.
These findings underscore a broader transformation in talent acquisition:
Organizations appear to be reassessing the role of higher education in their hiring
strategies, with some leaning toward a skills-first approach.
However, gaps in the data, including missing responses, signal the need for deeper
exploration to fully understand the underlying drivers of these perceptions.
0% 20% 40% 60% 80%
AI Integration & Digital Transformation
Flexible/Hybrid Learning Models
Skills-Based Education & Micro-credentials
Industry-Academia Partnerships
Enrollment & Demographics Shifts
Student Support & Wellbeing
82%
45%
41%
38%
35%
28%
The survey reveals a clear consensus among higher education leaders
about the transformative forces shaping the sector over the next 3-5 years.
AI and digital transformation emerge as the dominant trend, with 82%
of respondents highlighting its impact across various aspects of
education – from teaching methods to administrative processes.
The data suggests a multilayered transformation is underway:
While AI leads the conversation, there's significant emphasis on
flexibility in education delivery (45%) and a shift toward skills-based
education and micro-credentials (41%). This indicates a rethinking of
educational models to meet evolving student and market needs.
Industry partnerships (38%) and demographic shifts (35%) represent the
next tier of focus areas, pointing to both opportunities and challenges.
Leaders are particularly focused on adapting to changing student
populations while strengthening connections with employers. Student
support and wellbeing (28%) rounds out the major trends, reflecting
growing recognition of the importance of holistic student success.
Findings suggest higher education is entering a period of change, driven
by technological advancement but equally shaped by changing student
needs and workforce demands.
Key Trends in Higher Education
The quintessential issue of our times is undereducation
of those of us leading higher education.
We don’t learn in real time and most of our portals are transactions
to comply with rules – not transforming the degree structures,
assessment processes, and pedagogical practices to align with
the demands of the next 10 years.
Most instructors are adding guard rails and thinking about the
current reality of “cheating” rather than seizing the opportunity
to drive transformation across the administration, research,
and teaching domains.
Most staff are putting hand brakes on change making their
institutions increasingly irrelevant in the marketplace of preparing
tomorrow’s talent.
We risk preparing students for our own past, not their future.
Prof. John Fischetti
Chair, FTC Center for
Higher Education
Transformation
Pro-Vice Chancellor
University of Newcastle,
2019-2024
Somewhat Prepared
59.5%
Neutral
18.9%
Very Prepared
16.2%
Somewhat Unprepared
2.7%
How Prepared Is Your Institution For The Future?
The survey of almost 100 higher education leaders reveals a cautiously
optimistic yet notably mixed assessment of institutional readiness for
the future.
The most striking pattern is the predominance of "somewhat prepared"
responses, with approximately 60% of leaders choosing this middle-
ground position.
This suggests a realistic acknowledgment of both progress made and
challenges ahead in the higher education sector. Only about 16% of
respondents felt "very prepared" – indicating that even well-positioned
institutions recognize the magnitude of changes they face.
What's particularly interesting is the geographic variation in confidence
levels. North American institutions generally cluster around "somewhat
prepared," while responses from Asia show greater variation, ranging from
"very prepared" in Singapore and India to more cautious assessments
elsewhere.
European responses show the widest spread, including the survey's only
"very unprepared" response from Lithuania. This geographic divergence
might reflect different regional challenges, resource levels, or perhaps
varying interpretations of what future readiness entails.
The overwhelming majority expect artificial intelligence to have either a
"significant" or "moderate" impact on their institutional curricula and programs
in 2025. Spanning 15 countries across six continents, the majority of respondents
anticipate a "significant impact," while about a third expect a "moderate impact."
Only a handful of institutions - in Australia, Korea, and Lithuania - forecast minimal
or no impact, suggesting a clear consensus among global education leaders that
AI will reshape higher education in the near term.
What's particularly telling is the geographic and role-based distribution of these
responses. Educational leaders in North America (primarily the United States and
Canada) and emerging economies like India and the UAE appear most convinced of
AI's transformative potential, with most respondents from these regions anticipating
"significant impact."
The survey captures perspectives from across the academic hierarchy – from
Presidents and Chancellors and Deans to Program Directors and Professors – and
notably, those in more senior administrative positions (Deans, Vice-Provosts,
and Chancellors) generally predict more substantial AI-driven changes.
This could indicate that those with broader institutional oversight are more attuned
to the sweeping technological changes on the horizon, or perhaps they're more
directly involved in strategic planning that already incorporates AI initiatives.
How Will AI Impact The Curriculum
And Programs Offered By Your Institution In 2025?
Significant Impact
57%
Moderate Impact
35%
Minimal
6%
None
2%
Higher education's approach to micro-credentials reveals a more nuanced picture
than the strong consensus around AI adoption.
While there's clear momentum toward these alternative pathways, institutions vary
significantly in their commitment levels, with over two-thirds showing substantial
or moderate increased focus, but a notable minority maintaining minimal or no
engagement.
The geographic trends are telling: emerging economies like India, Brazil, Turkey and
Egypt are leading the charge, suggesting an aggressive push to meet rapidly
evolving workforce needs.
In contrast, traditional education powerhouses like the U.S. and Canada show a
more varied approach, balancing innovation with established degree programs.
Role-based differences add another layer of insight: career services leaders and
those closest to industry tend to embrace micro-credentials more enthusiastically,
while research-focused academics often show minimal interest - highlighting an
ongoing tension between market-driven innovation and traditional academic
values.
This split suggests institutions are carefully calibrating their response to
micro-credentials rather than rushing to wholesale adoption.
How Is Your Institution Addressing The Growing Importance
Of Micro-Credentials And Alternative Certifications?
Moderately increased focus
41.7%
Substantially increased focus
27.8%
Minimal increased focus
19.4%
No increased focus
8%
Uncertain
3%
Inside the 2025 Cross-Sector
Collaboration for
Workforce Development
Talent Market
Outlook Report
Yes
84%
No
8%
Uncertain
8%
Increased
68.9%
Similar
26.7%
Decreased
4.4%
Employer Involvement
in Curriculum Design
We asked employers: Do you expect to play a larger role
in shaping and designing higher education curricula?
We asked educators: How do you anticipate the role of employers
in shaping and designing higher education curricula changing?
Employer Involvement
in Curriculum Design
The survey data reveals consensus regarding the future of employer involvement in
higher education curriculum design. An overwhelming majority (84%) of respondents
anticipate employers playing a more substantial role in shaping academic curricula,
while only 8% expect no change, and 8% remain uncertain about future developments.
This trend is reinforced by institutional responses regarding the anticipated level
of employer engagement, with 68.9% expecting increased involvement and 26.7%
projecting similar levels of engagement. Only 4.4% anticipate decreased employer
participation in curriculum development. This strong alignment between current
expectations and future projections suggests a systemic shift toward more
collaborative educational models rather than isolated institutional initiatives.
Regional variations provide additional context: while established institutions in traditional
education hubs like the United States show a preference for maintaining current levels
of industry engagement, suggesting an already optimized balance, institutions across
diverse regions from South Africa to Canada indicate plans for enhanced industry
collaboration. This geographic disparity may reflect different stages of industry-academia
partnership maturation across global education markets.
This convergence of expectations between industry and academia represents a significant
evolution in higher education's approach to curriculum design. However, it also raises
important considerations about maintaining the balance between workplace relevance
and higher education's fundamental mission of fostering critical thinking, research, and
broader societal development.
Higher education leaders overwhelmingly expect geopolitical factors – such
as conflicts and trade agreements – to have a greater impact on their institutions
compared to 2024. Almost all respondents anticipate either "substantially more" or
"somewhat more" influence.
The geographic distribution of responses reveals patterns:
Leaders from regions currently experiencing significant geopolitical tensions or rapid
economic transformations – including India, Egypt, and several parts of the Middle
East – predominantly expect "substantially more" impact.
This suggests these institutions are already adapting to complex international
dynamics. Leaders from regions like North America and Western Europe also
anticipate increased geopolitical influence on their operations, though responses
tend to be more mixed between "substantially more" and "somewhat more."
Just a small minority of respondents expect similar or decreased political influence,
with only three institutions anticipating "somewhat less" impact and three expecting
similar levels.
This overwhelming tilt toward expecting greater geopolitical influence suggests
higher education leaders are preparing for a more complex international
landscape that will require careful navigation of cross-border partnerships,
international student recruitment, and global research collaborations.
Expected Impact of Global Economic and Political
Events on Higher Education in 2025
Somewhat more
48.6%
Substantially more
37.8%
Similarly
8.1%
Somewhat less
5.4%
Let’s talk about DEI Increased
44.4%
Similar
41.7%
Decreased
8.3%
Uncertain
5.6%
How Do You Anticipate Your Institution's Focus On
Diversity, Equity, And Inclusion (DEI) Changing In 2025?
Let’s talk about DEI
Higher education leaders show a split view on the future of DEI initiatives in
2025, revealing a more complex and nuanced landscape than previous trends.
While the largest segment anticipates increased focus on diversity, equity, and
inclusion, a substantial portion expects to maintain current levels, and a small but
notable group predicts decreased attention to these initiatives.
Institutions in countries like India, Canada, and several parts of Asia predominantly
anticipate increased DEI focus, possibly reflecting growing international student
populations and evolving societal expectations.
In the United States, the picture is mixed: while many institutions project increased
attention to DEI, others expect to maintain current levels, and a few predict decreased
focus - suggesting regional and institutional variations in approaching these initiatives.
Survey results present a contrast to the current public discourse, particularly in the
United States, where there's significant media coverage of backlash against DEI
initiatives. With over 80% of respondents expecting either increased or similar levels
of DEI focus, the data suggests a possible disconnect between public debate and
institutional planning.
This raises questions about whether media coverage might be amplifying minority
viewpoints or if institutions are maintaining their DEI commitments despite external
pressures. It's also possible that respondents are indicating aspirational rather than
predicted changes, or that they see DEI evolving in form rather than diminishing.
Inside the 2025
Hybrid Work
Arrangements
Talent Market
Outlook Report
0% 10% 20% 30% 40% 50%
No Change Expected
Change Expected
Currently No Hybrid
Uncertain
44%
32%
13%
11%
Does Your
Organization
Currently Have
a Hybrid Work
Arrangement,
And If So, Do
You Expect It
To Change In
2025?
68% more
office time
Hybrid & Flexible Work Models
Organizations appear to be settling into their current models, whether hybrid or not,
with almost half of the respondents indicating no expected changes to their current
arrangements in 2025.
However, among those anticipating changes, there's a notable trend toward
increasing office presence.
Of the organizations planning changes, approximately 70% expect to require more
time in the office, while only about 20% are moving toward less office time. This trend
toward increased office presence aligns with broader industry movements we've seen
in recent years, where major banks and other large corporations have been actively
pushing for a return to office, some mandating full-time office presence.
Naturally, technology companies and professional services firms show more
flexibility and experimentation with their models, while traditional industries like
manufacturing, banking, and retail tend to be more fixed in their current arrangements.
European companies, particularly in Scandinavia, appear more likely to be planning
changes to their hybrid arrangements compared to their Asian or North American
counterparts.
The few organizations planning to reduce office time tend to be in consulting or
specialized services, suggesting that certain business models may be better suited
to remote work.
Inside the 2025
Shaping
Tomorrow:
Policymaking
in AI, Education,
& Workforce
Transformation
Talent Market
Outlook Report
Shaping Tomorrow: The Role of
Policymaking in AI, Education,
& Workforce Transformation
The Evolving Role of Government in Higher Education and AI Integration
Survey participants foresee an increasing role for governments in shaping higher
education curricula to meet the demands of an AI-driven job market.
While developed economies like Canada and Japan emphasize structured frameworks,
such as national AI competency guidelines, emerging economies focus on foundational
support like funding and capacity building.
A notable outlier, a U.S.-based respondent in the healthcare sector, expressed
skepticism about government involvement, reflecting diverse expectations shaped
by regional and sectoral contexts.
Strategies for Workforce AI Skill Development
Approaches to workforce AI skill enhancement vary widely, ranging from fundamental
uncertainties to advanced solutions like simulation training environments.
Government and policy-focused respondents favor systematic measures, such as
modular certifications and digital literacy initiatives, contrasting with the grassroots
approaches of healthcare and nonprofit sectors, which prioritize accessibility through
expanded online resources.
This divide suggests a potential gap between policy ambition and practical execution,
emphasizing the need for bridging top-down strategies with on-the-ground realities.
Shaping Tomorrow: The Role of
Policymaking in AI, Education,
and Workforce Transformation
Policy Solutions for Integrating AI in Education
Three policy priorities emerged prominently:
Setting standards
Professional development
Infrastructure investment
Developed nations lead with sophisticated proposals, such as AI assessment
frameworks and knowledge-sharing networks, while less-developed regions call
for basic usage guidelines. The healthcare sector underscored the importance of
regulatory clarity, highlighting the need for sector-specific rather than universal
solutions to effectively integrate AI in teaching and learning processes.
Ensuring Equitable Access to AI Education
Global respondents expressed a strong commitment to equity in AI education, with
strategies tailored to regional strengths. Larger economies focus on platform-based
accessibility solutions, while smaller nations prioritize community partnerships.
Organizational-level initiatives are more prominent in the healthcare sector,
suggesting a bottom-up approach to addressing disparities. These diverse strategies
underscore the importance of multifaceted, collaborative efforts to ensure inclusivity
in AI education.
Envisioning the Future of Work and Education
A consensus emerged around the necessity for lifelong learning and reskilling
initiatives to adapt to AI-driven transformations in work and education
Inside the 2025
What’s Coming
Next with FTC
Talent Market
Outlook Report
2025
Event
Calendar
Seattle
Stockholm
Mexico City
Boston
Abu Dhabi
June 17-18, 2025
Future Talent Summit
Stockholm, Sweden
March 27, 2025
University of Washington
Seattle, Washington,
United States
October 23-24, 2025
Universidad de la Libertad
Mexico City, Mexico
April 28-29, 2025
Bentley University
Boston, Massachusetts,
United States
November 12-13, 2025
NYU Abu Dhabi
Abu Dhabi, UAE
Register your attendance, or contact us:
futuretalentcouncil.org/2025-events
events@futuretalentcouncil.com
