This report is based on an analysis of the results of the edition of an extensive survey of Chief People, Chief Learning Officers, Chief Strategy Offices and Chief Executive Officers of leading global employers. Established in 2015, the Future of Jobs Survey has been instrumental in providing insights into the evolution of jobs and skills and the future labour market. It is a pioneering measurement tool that enables companies and governments to map their workforce planning for the next five years. Survey data is collected across economies and industries, providing a compass for private- and public-sector leaders who strive to ensure a better future of work for all.

The Future of Jobs Survey 2024 builds on the methodology from the previous survey editions. Following survey best practices and informed by literature review, several questions were refined and new questions were added.

The survey consists of five interrelated parts. Business Trends 2024-2030 focuses on the macrotrends and technology adoption. It also examines the organizations’ transformation barriers. Occupation Trends 2024-2030 identifies the roles and how these are expected to evolve up until 2030. It also studies how the macrotrends and technology trends contribute to the job growth and decline. Skill Trends 2024-2030 analyses the skills in demand and collects information on training programmes and employee reskilling needs and efforts. Workforce Practices 2024-2030 explores the talent strategies and talent-management practices in organizations. People and Technology assesses the automation and augmentation level at the job and task level, as well as companies’ approach to enabling people and technology working together.

The survey is comprised of 38 questions and was made available in 12 languages: Arabic, Bahasa Indonesia, Chinese (simplified), French, Hebrew, Japanese, Portuguese, Russian, Serbian, Spanish, Turkish and Vietnamese. The survey collection process was conducted via Qualtrics, with data collection spanning a four-month period from May to September 2024.

The survey set out to represent the current strategies, projections and estimates of global businesses, with a focus on large multinational companies and more localized companies which are of significance due to their employee or revenue size. As such, there are two areas of the future of jobs that remain out of scope for this report: the future of jobs as it relates to the activities of small enterprises and as it relates to the informal sector.

The Future of Jobs Survey was distributed through collaboration between the World Economic Forum and its regional survey partners, amplified by the World Economic Forum’s extensive network and its constituents. The survey is also the result of cross-departmental coordination within the World Economic Forum. The Forum’s Global Industries Team supported the report team’s efforts to collect relevant samples. For key partners in the survey distribution process, please refer to both the Survey Partners and Acknowledgements sections.

Detailed sample design specifications were shared with survey partners, requesting that the sample of companies targeted for participation in the survey should be drawn from a cross-section of leading companies that make up an economy or region’s economy. The target companies were specified as the largest multinational and national companies, significant in terms of revenue or employee size. The threshold was set at companies with 500 employees or more as questions concerning job and skill outlook are most relevant for larger companies with a significant share of employment.

The final sub-selection of economies with data of sufficient quality to be featured in the report was based on the overall number of responses from companies with a presence in each economy. The survey has arrived at a sample in which more than half of the companies surveyed operate in more than one economy, and a reasonable range of companies maintained a focused local or regional presence. The final sub-selection of industries was included based on the overall number of responses by industry, in addition to a qualitative review of the pool of named companies represented in the survey data. The final sub-selection of regions and income groups was included based on the headquarter locations of the companies.

After relevant criteria were applied, the sample was found to be composed of 22 industry clusters and 55 economies. Industry clusters include: Accommodation, Food, and Leisure; Advanced Manufacturing; Agriculture, Forestry, and Fishing; Automotive and Aerospace; Chemical and Advanced Materials; Education and Training; Electronics; Energy Technology and Utilities; Financial Services and Capital Markets; Government and Public Sector; Information and Technology Services; Infrastructure; Insurance and Pensions Management; Medical and Healthcare Services; Mining and Metals; Oil and Gas; Production of Consumer Goods; Professional Services; Real Estate; Retail and

Wholesale of Consumer Goods; Supply Chain and Transportation; and Telecommunications. Refer to Table A1 in the Report for the list of industry clusters. Economies include Argentina, Australia, Austria, Bahrain, Belgium, Brazil, Canada, China, Colombia, Czechia, Denmark, Egypt, Estonia, France, Germany, Greece, Hong Kong SAR, China, Hungary, India, Indonesia, Ireland, Israel, Italy, Japan, Kazakhstan, Republic of Korea, Latvia, Lithuania, Malaysia, Mexico, Morocco, Netherlands, Nigeria, Norway, Philippines, Poland, Portugal, Romania, Saudi Arabia, Serbia, Singapore, Slovenia, South Africa, Spain, Sweden, Switzerland, Thailand, Tunisia, Türkiye, United Arab Emirates, United Kingdom, United States of America, Uzbekistan, Viet Nam and Zimbabwe. Collectively, these economies represent 88% of global GDP.

In total, the report’s dataset contains 1,043 unique responses by global companies, collectively representing more than 14.1 million employees worldwide.

This year’s report employed the Occupational Information Network (O*NET) framework, cross-walked with the International Standard Classification of Occupations (ISCO). O*NET was developed by the US Department of Labour in collaboration with its Bureau of Labour Statistics’ Standard Classification of Occupations (SOC) and remains the most extensive and respected classification of its kind. ISCO is a classification system developed by the International Labour Organization (ILO) to organize information on jobs and labour. It is a part of the UN’s classification system for social and economic purposes. The list of roles used in the report has been enhanced with roles which were consistently added to previous editions of the report and refer to the emerging roles from data partner collaborations.

Both the Future of Jobs survey and the Future of Jobs report use the World Economic Forum’s Global Skills Taxonomy to categorize skills (Table A2 in the Report). Built on a foundation of data insights and ongoing inputs from our network of partners, the taxonomy focuses on the skills that are needed by workers across sectors and regions in a fast- changing labour market. It is designed to serve as a “universal adapter” between data presented in the language of the many region and industry specific skills taxonomies in use. You may view the Global Skills Taxonomy on the Reskilling Revolution webpage. New data from the Future of Jobs Survey is presented in Chapter 3.

Statistical samples presented in this report Most metrics presented in this report are shares correspond to organizations’ self-reported of respondents identifying their organization with economies and industries of operation. Each a business strategy/impact or the mean value of a organization which responded to the Future of metric relating to business operations which was Jobs Survey was permitted to associate itself with directly estimated by respondents. A small number up to 10 economies and up to three industries of of metrics relating to labour markets and skills operation. are derived from information provided in different formats. These are described below.

This edition of the Future of Jobs Report continues concepts are applied to roles in the jobs taxonomy to estimate growth and labor-market churn in the (see Table A3 in the Report) and industries in the industry next five years. Net growth represents the forecast taxonomy (see Table A1 in the Report). The figures correspond increase or decrease in the size of a workforce, to changes forecast by survey respondents for a either as a fraction of its current size, or in millions five-year period between 2025 and 2030, with the of employees. Labour-market churn represents the survey being administered from May to August sum of job losses and created jobs in a workforce 2024. Metrics relating to both concepts reflect as a fraction of its initial size. In this report both forecast structural changes in employment across companies, economies, industries and roles. Turnover induced by employees moving between jobs for personal reasons is not included.

Respondents aggregated roles included in the jobs taxonomy to four groups:

Main roles in the organization with a growing employment outlook for the next five years

Main roles in the organization with a declining employment outlook for the next five years

Main roles in the organization with a stable employment outlook for the next five years

Roles that are relatively small presently but strategically important and with a growing employment outlook for the next five years

Respondents allocated up to five roles from the jobs taxonomy to each of the four groups. One of the five roles in the presently relatively small but strategically important and with a growing employment outlook could be specified by a free-text field. Free-text fields were subsequently allocated to jobs in the jobs taxonomy where possible. Metrics on roles are only published in the report when they meet statistical criteria in a given sample.

Respondents subsequently allocated workforce fractions to each of the above groups of jobs at present, and estimated the growth and decline of the main roles with growing outlook, main roles with declining outlook, and relatively small roles presently with growing outlook. These workforce fractions were used to calculate two metrics: estimated net growth between 2025 and 2030 and estimated structural labour-market churn from 2025 to 2030, for the labour forces pertaining to roles in the jobs taxonomy. In the calculation of net growth, for a specific role, a simple mean of the growth and decline was first calculated based on projection from the respondents who have selected this role, while the growth of the roles identified as stable outlook is zero. The net growth draws on weighted averages of the growth and decline weighted on the number of respondents who consider this role as growing and stable, with the numerator reflecting the weighted shares of anticipated workforce increases and decreases and the denominator aggregating total workforce shares across all anticipated states (growing, declining and stable). The churn metric, similarly, adopts absolute values for workforce decreases. These methodologies aim to present an objective, scalable perspective on workforce transformations at the role and industry level.

International Labour Organization (ILO) data were then used to translate the forecast fractional net growth for each role into estimates of the number of jobs that will be created or displaced between 2025 and 2030. ILO estimates of the number of employees in each occupational category of ISCO08 level 2 were used as a basis for the number of employees working at the time of publication.

To account for the absence of China-specific data in the ILO’s employment-by-occupation dataset, a China employment multiplier was calculated based on the share of China’s employment figure in global employment figure and applied under the assumption that China’s labour market structure aligns with global patterns. To approximate the number of employees in each occupation of the jobs taxonomy used in the Future of Jobs Survey, the jobs taxonomy (a modified and extended version of the O*NET SOC occupational classification) was mapped to the ISCO08 occupational taxonomy used in the ILO data by modifying and extending the map developed by the U.S. Bureau of Labor Statistics, which connects SOC level 4 and ISCO08 level 4. Estimates of present employment were then multiplied by the fractional net growth estimates obtained from the survey, to estimate net growth worldwide in units of millions of employees.

Using this method, the Future of Jobs dataset described in Chapter 2 corresponds to 1.18 billion employees. By comparison, the ILO dataset used in the analysis accounts for 2.18 billion employees, and 2.76 billion employees upon applying the China multiplier. The remaining 1.58 billion employees correspond to roles for which the Future of Jobs Survey did not collect sufficient data to reliably estimate net growth. Data on employees rather than general employment was used as organizations responding to the Future of Jobs Survey maintain workers in formal rather than informal employment.

The estimates of the number of employees per sector which can be found in the Industry Profiles are based on the full dataset of 2.18 billion employees worldwide. This calculation is described in the user guide to the profiles.

For more information, or to get involved, please contact cnes@weforum.org.

The Centre for the New Economy and Society aims to empower decision- making among leaders in business and policy by providing fresh, actionable insight through collaboration with leading experts and data-holding companies.

We greatly appreciate the collaboration with Coursera, Indeed, LinkedIn and ADP for this year’s report and would specifically like to thank the following contributors:

Coursera

Maria-Nicole Ikonomou, Head of Global Enterprise PR & Communications

Anna Zhao, Data Scientist

Harshal Tijare, Data Analyst

Indeed

Svenja Gudell, Chief Economist, Indeed Hiring Lab

Annina Hering, Senior Economist, Indeed Hiring Lab

Arcenis Rojas, Data Scientist, Indeed Hiring Lab

Chris Glynn, Director of Data Science, Indeed Hiring Lab

Cory Hopkins, Senior Editor, Indeed Hiring Lab

LinkedIn

Kristin Lena Keveloh, Senior Lead Manager, Public Policy & Economic Graph

Akash Kaura, Staff Data Scientist, LinkedIn

ADP

Nela Richardson, Chief Economist, ESG Officer & Head of ADP Research

Ben Hanowell, Director of People Analytics

Dr. Mary Hayes, Director of Research

Jared Northup, Research Analyst

The World Economic Forum’s Centre for the New Economy and Society is pleased to acknowledge and thank the following organizations, without which the realization of the Future of Jobs Report 2025 would not have been feasible:

Argentina

IAE Business School, Universidad Austral

Eduardo Fracchia, Director of Academic Department of Economics

Martin Calveira, Research Economist

Australia

Australian Industry Group

Dr Caroline Smith, Executive Director, Centre for Education and Training

Sarah Pilcher, Research and Policy Manager, Centre for Education and Training

Brett Crosley, Research and Policy Officer, Centre for Education and Training

Bahrain

Bahrain Economic Development Board

Nada Al Saeed, Chief Strategy

Redha AlAnsari, Executive Director Bahrain Labour Fund (Tamkeen)

Amer Marhoon, Managing Director at Skills Bahrain

Nada Deen, Executive Director, Sector Skills Development at Skills Bahrain

Brazil

Fundação Dom Cabral, Innovation and Entrepreneurship Center

Carlos Arruda, Professor and Member of FDC Innovation and Entrepreneurship Center

Hugo Tadeu, Professor and Director of FDC Innovation and Entrepreneurship Center

Miguel F. Costa, Researcher

Colombia

Asociación Nacional de Empresarios de Colombia (ANDI)

Imelda Restrepo, Director, Center for Economic Studies

Paola Buendía García, Executive Vice President

Education for Employment

Ashley Barry, Director of Strategy & Learning, Education for Employment - Global

Houda Barakate, CEO, Education for Employment - Maroc

Chaimaa Zaher, Partnership and Program Coordinator, Education for Employment - Maroc

Sarah Gomaa, Partnerships and Job Placement Officer, Education for Employment - Egypt

Menna Muhammed, Partnerships and Job Placement Associate, Education for Employment – Egypt

European Association for People Management (EAPM)

Berna Öztinaz, President

Ulrik Brix, Board Sponsor, Surveys and Insights, CEO at NOCA

Kai Helfritz, Working Group Lead, Surveys and Insights

Rebecca Normand, Head of EAPM Secretariat

Dana Cavaleru, Executive Director, HR Management Club Romania

Egypt, Arab Rep.

Egyptian Center for Economic Studies - ECES

Abla Abdel Latif, Executive Director and Director of Research

Mohamed Hosny, Economist

Ahmed Maged, Field Researcher

Hossam Khater, Field Researcher

Mohamed Khater, Field Researcher

India

The Confederation of Indian Industry (CII)

Sougata Roy Choudhury, Executive Director

Kabir Krishna, Deputy Director

Ravinder, Manager

Anuradha Nirwan, Executive Officer

International Association of Ports and Harbors (IAPH)

Patrick Verhoeven, managing director

Nick Blackmore, director business development

Fabienne Van Loo, membership outreach and Europe office manager

Israel

JDC-Tevet in partnership with the Ministry of Labour

Avraham Fleishon, Head of Data, JDC-Tevet

Elizabeth Levi, Resource Development, JDC-Tevet

Noa Ecker, Strategy Manager, Ministry of Labour

Sapir Yany, Project Manager, NGG

Ran Lefler, Head of Evaluation, Research and Development, NGG

Japan

Waseda University

Jusuke JJ Ikegami, Professor

Mitsuyo Tsubayama, Coordinator

Shoko Miya, Coordinator

Kazakhstan

Center for Strategic Initiatives LPP

Olzhas Khudaibergenov, Senior Partner

Kamilya Suleimenova, Project Manager

Maryam Galyamova, Senior Consultant

Anel Rakhimova, Consultant

Akku Bakisheva, Senior Consultant

Latvia and Lithuania

ERDA Group

Zane Čulkstēna, Founder and Business Partner

Katya Leidmane, Executive Director

Inese Jeļisejeva, Project Assistant

Aušra Bytautienė, Director, Personalo valdymo profesionalų asociacija

Jurgita Lemešiūtė, Managing Partner, PeopleLink

Mexico

Instituto Mexicano para la Competitividad - IMCO

Valeria Moy, General Director

Ivania Mazari, Program Manager

Netherlands

Amsterdam Centre for Business Innovation, University of Amsterdam

Prof.dr. Henk W. Volberda, Director and Professor

Dr. Rick Hollen

Raoul Breij, MSc

Serbia

Foundation for the Advancement of Economics- FREN

Aleksandar Radivojević, Research Coordinator

Dejan Molnar, Director

Slovenia

Institute for Economic Research

Dr Tjaša Bartolj, Researcher

Sonja Uršič, Researcher

South Africa

Harambee Youth Employment Accelerator

Victoria Duncan, Head, Research and Evidence

Rob Urquhart, Strategy, Research and Evidence Lead

Spain

Asociación Española de Direccion y Desarrollo de Personas (AEDIPE)

Roser Segarra, President

Maria Obiols Ferré, EAPM Delegate and Board Member

Roger Iliterasriera, Board Member

Sergi Riau, Board Member

Susana Gutierrez, Board Member

Thailand

Chulalongkorn University

Wilert Puriwat, President

Kanyarat (Lek) Sanoran, Associate Professor

Nat Kulvanich, Assistant Professor

Tunisia

IACE (Institut Arabe des Chefs d’Entreprise)

Majdi Hassen, Executive Director

Hajer Karaa, Head of the Studies Department

Türkiye

TÜSIAD, Sabanci University Competitivness Forum - REF

Esra Durceylan Kaygusuz, Assistant Professor of Economics, Sabancı University, Forum director

Sezen Uğurlu Sum, Competitiveness Forum Project Specialist

Viet Nam

Talentnet Corporation

Trinh Tieu, Founder & CEO

Ha Nguyen, Chief Marketing & Customer Experience Officer

Khanh Nguyen, Associate Marketing Director

Huy Le, Senior Marketing Specialist

Uzbekistan

Westminster International University in Tashkent

Bakhrom Mirkasimov, Deputy Rector

Nargiza Kabilova, Research Assistant Nilufar Abduvalieva, Research Assistant

Maksim Kim, Director of the Centre for Professional and Lifelong Education

Nozima Yusupova, Manager at the Centre for Professional and Lifelong Education

Zimbabwe

National Competitiveness Commission

Phillip Phiri, Executive Director

Brighton Shayanewako, Director, Competitiveness

Douglas Muzimba, Manager, International Competitiveness

Munyaradzi Muchemwa, Economist Elizabeth Magwaza, Economist

Thank you also to the following organizations for contributing to the dissemination of the Future of Jobs Survey:

Asociatia HR Management Club (HR Club)

Associação Portuguesa De Gestão Das Pessoas (APG)

Associazione Italiana Per La Direzione Del Personale (AIDP)

Deutsche Gesellschaft Für Personalführung (DGFP)

HR Norge

Indonesia Ministry of Planning

Indonesian Chamber of Commerce And Industry (KADIN Indonesia)

International Women in Mining (IWIM)

Network of Corporate Academies (NOCA)

Personalo Valdymo Profesionalu Asociacija (PVPA)

Société Suisse De Gestion Des Ressources Humaines (HR Swiss)

Türkiye İnsan Yönetimi Derneği (PERYÖN)