The world of work is evolving at an unprecedented speed. The COVID-19 pandemic has served as a catalyst for transformations already underway, accelerating the automation, digitalization and reorganization of production chains. These upheavals, far from slowing down, continue today under the influence of new drivers.
Artificial Intelligencefor example, disrupts the way tasks are performed. According to the World Economic Forum’s “Future of Jobs 2025” report, 86% of companies identify AI and information processing technologies as the most transformative trends by 2030. These tools help increase efficiency, but also redefine expectations of workers. Simple technical know-how is no longer enough: we must understand how these innovations can be integrated and use them to solve complex problems.
Added to this is theclimate emergencywhich redraws economic priorities. Efforts to decarbonize and adapt to climate change are no longer options, but necessities. Result: professions such as renewable energy engineers or electric vehicle specialists are now among the fastest growing professions. But these transformations, while generating opportunities, also present workers with a significant challenge: 39% of current skills will be obsolete or need to be reinvented by 2030, according to the report.
Agility: the compass for a changing world
If technologies and the ecological transition are redefining the contours of work, it is agility that allows us to navigate this complexity. Long perceived as an abstract quality, it is becoming a strategic skill, sought after by companies around the world.
The report highlights a shift in expectations: 70% of employers surveyed place analytical and critical thinking, as well as resilience, as top priorities. This quest for agility stems from a simple observation: in an environment where everything can change in a few years, or even a few months, organizations need employees capable of adapting, learning and reinventing their roles.
But agility doesn’t stop at the individual. It extends to education systems, public policies and organizational structures. Companies that have been able to integrate continuing education into their models clearly stand out. For example, technology giants like Microsoft or Google are investing heavily in reskilling their employees, as are platforms such as Coursera, which has seen registrations for AI training increase by 50% in one year.
The fractures of a globalized labor market
However, this transformation is far from homogeneous. The Future of Jobs 2025 report highlights glaring inequalities that risk further widening gaps between countries, sectors and populations.
In advanced economies, the rise of technology encourages rapid adaptation. In the United States, China or Europe, governments and companies collaborate to finance apprenticeship programs, thus facilitating the integration of workers into expanding sectors. But in developing economies, the picture is quite different. 27% of young people in low-income countries are excluded from education or employment, an alarming figure that significantly limits their ability to adapt to global changes.
These inequalities are not only geographical. Even within companies, divides appear between qualified workers, often capable of seizing new opportunities, and those whose skills have become obsolete. According to the report, 40% of employers plan to reduce staff in sectors where skills no longer meet needs. This phenomenon, although it reflects a necessary transition, underlines the urgency of putting in place inclusive policies to avoid increasing marginalization.
Building an inclusive future of work
Faced with these challenges, solutions are emerging, driven by collaboration between public and private actors. The report highlights several initiatives that could serve as a model for shaping a fairer labor market.
First, investment in continuing training appears to be an absolute priority. 85% of companies surveyed say they want to prioritize improving the skills of their employees. But these efforts cannot succeed without active support from governments. Examples like Germany, where public-private partnerships finance digital training platforms accessible to all, show the way forward.
Next, education systems must evolve to integrate agility and resilience from a young age. In Morocco, for example, efforts to digitalize rural schools offer a glimmer of hope. These initiatives aim to equip younger generations with the tools necessary to navigate a complex and constantly changing environment.
Finally, sectoral transitions must be supported by appropriate policies. In the energy sector, for example, retraining programs have enabled former coal miners to become solar energy technicians. This type of transition, although costly, is essential to ensure equitable participation in the green economy.
Agility, a collective imperative
As we approach 2030, it is becoming clear that the success of individuals, businesses and nations will depend on their ability to embrace uncertainty. Agility is not an isolated quality, but a collective imperative that must be cultivated at all levels of society.
The Future of Jobs 2025 report sends a clear message: workers who adopt a lifelong learning mindset, businesses who support apprenticeships, and governments who invest in education have all the cards in hand to turn challenges into opportunities. In a changing world, those who know how to adapt and reinvent themselves will not only be survivors, but key players in a new era of prosperity. Achieving this will require bold vision, close cooperation and an unwavering commitment to building a future where every individual can thrive.
