# embedding_metadata

key: chroma:document
string_value:
{
    "title": "Animal Care and Service Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Animal care and service workers attend to or train animals.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/animal-care-and-service-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=REIGWH6Tedw.](https://www.youtube.com/watch?v=REIGWH6Tedw)| Quick Facts: Animal Care and Service Workers | |

\| --- | --- |

\| 2023 Median Pay | $31,830 per year $15.31 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 422,500 |

\| Job Outlook, 2023-33 | 15% (Much faster than average) |

\| Employment Change, 2023-33 | 64,300 |

QF

### [What Animal Care and Service Workers Do](#tab-2)

Animal care and service workers attend to or train animals.

### [Work Environment](#tab-3)

Animal care and service workers are employed in a variety of settings, including kennels, zoos, stables, animal shelters, pet stores, veterinary clinics, and aquariums. Some parts of the job may be physically or emotionally demanding, and workers risk injury when caring for animals.

### [How to Become an Animal Care and Service Worker](#tab-4)

Animal care and service workers typically have a high school diploma or equivalent and learn the occupation on the job. Many employers prefer to hire candidates who have experience working with animals.

### [Pay](#tab-5)

The median annual wage for animal caretakers was $31,200 in May 2023.

The median annual wage for animal trainers was $38,810 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of animal care and service workers is projected to grow 							 15 percent from 2023 to 2033, much faster than the average for all occupations.

About 84,500 openings for animal care and service workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for animal care and service workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of animal care and service workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about animal care and service workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Childcare Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Childcare workers attend to children’s needs while helping to foster early development.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/childcare-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=xjYk0w_MMmw.](https://www.youtube.com/watch?v=xjYk0w_MMmw)| Quick Facts: Childcare Workers | |

\| --- | --- |

\| 2023 Median Pay | $30,370 per year $14.60 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 970,800 |

\| Job Outlook, 2023-33 | -1% (Decline) |

\| Employment Change, 2023-33 | -13,000 |

QF

### [What Childcare Workers Do](#tab-2)

Childcare workers attend to children's needs while helping to foster early development.

### [Work Environment](#tab-3)

Childcare workers typically work in childcare centers, their own home, or private households. Part-time work and irregular hours are common.

### [How to Become a Childcare Worker](#tab-4)

Education and training requirements for childcare workers vary by setting, state, and employer. They range from no formal education to certification in early childhood education.

### [Pay](#tab-5)

The median hourly wage for childcare workers was $14.60 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of childcare workers is projected to decline 							 1 percent from 2023 to 2033.

Despite declining employment, about 162,500 openings for childcare workers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for childcare workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of childcare workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about childcare workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Fitness Trainers and Instructors: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Fitness trainers and instructors lead, instruct, and motivate individuals or groups in exercise activities.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/fitness-trainers-and-instructors.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=QmB0OvKpwR8.](https://www.youtube.com/watch?v=QmB0OvKpwR8)| Quick Facts: Fitness Trainers and Instructors | |

\| --- | --- |

\| 2023 Median Pay | $46,480 per year $22.35 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 350,100 |

\| Job Outlook, 2023-33 | 14% (Much faster than average) |

\| Employment Change, 2023-33 | 47,500 |

QF

### [What Fitness Trainers and Instructors Do](#tab-2)

Fitness trainers and instructors lead, instruct, and motivate individuals or groups in exercise activities.

### [Work Environment](#tab-3)

Fitness trainers and instructors work in facilities such as recreation centers, health clubs, and yoga studios. Many work variable or part-time schedules that may include nights, weekends, or holidays.

### [How to Become a Fitness Trainer or Instructor](#tab-4)

The education and training typically required for fitness trainers and instructors varies by type of specialty, and employers prefer to hire those with certification.

### [Pay](#tab-5)

The median annual wage for fitness trainers and instructors was $46,480 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of fitness trainers and instructors is projected to grow 							 14 percent from 2023 to 2033, much faster than the average for all occupations.

About 73,700 openings for fitness trainers and instructors are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for fitness trainers and instructors.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of fitness trainers and instructors with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about fitness trainers and instructors by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Gambling Services Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Gambling services workers serve customers in gambling establishments, such as casinos or racetracks.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/gaming-services-occupations.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=PK-CdIrJuOw.](https://www.youtube.com/watch?v=PK-CdIrJuOw)| Quick Facts: Gambling Services Workers | |

\| --- | --- |

\| 2023 Median Pay | $34,380 per year $16.53 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 149,300 |

\| Job Outlook, 2023-33 | 3% (As fast as average) |

\| Employment Change, 2023-33 | 5,000 |

QF

### [What Gambling Services Workers Do](#tab-2)

Gambling services workers serve customers in gambling establishments, such as casinos or racetracks.

### [Work Environment](#tab-3)

Most gambling services workers are employed in gambling industries. Because most of these establishments are open 24 hours a day, 7 days a week, employees often work nights, weekends, and holidays. Most work full time, although part-time work is common.

### [How to Become a Gambling Services Worker](#tab-4)

Gambling jobs typically require a high school diploma or equivalent to enter. Some employers require gambling managers to have a college degree. In addition, all gambling services workers must have excellent customer-service skills.

### [Pay](#tab-5)

The median annual wage for gambling services workers was $34,380 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of gambling services workers is projected to grow 							 3 percent from 2023 to 2033, about as fast as the average for all occupations.

About 23,300 openings for gambling services workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for gambling services workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of gambling services workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about gambling services workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Barbers, Hairstylists, and Cosmetologists: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Barbers, hairstylists, and cosmetologists provide haircutting, hairstyling, and other services related to personal appearance.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/barbers-hairstylists-and-cosmetologists.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=wqgol3sEFvI.](https://www.youtube.com/watch?v=wqgol3sEFvI)| Quick Facts: Barbers, Hairstylists, and Cosmetologists | |

\| --- | --- |

\| 2023 Median Pay | $35,080 per year $16.87 per hour |

\| Typical Entry-Level Education | Postsecondary nondegree award |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | None |

\| Number of Jobs, 2023 | 649,400 |

\| Job Outlook, 2023-33 | 7% (Faster than average) |

\| Employment Change, 2023-33 | 45,300 |

QF

### [What Barbers, Hairstylists, and Cosmetologists Do](#tab-2)

Barbers, hairstylists, and cosmetologists provide haircutting, hairstyling, and other services related to personal appearance.

### [Work Environment](#tab-3)

Barbers, hairstylists, and cosmetologists work mostly in barbershops or salons. Most are full time, although part-time work is common. Work schedules may vary and often include evenings and weekends.

### [How to Become a Barber, Hairstylist, or Cosmetologist](#tab-4)

All states require barbers, hairstylists, and cosmetologists to be licensed. To qualify for a license, candidates typically must graduate from a state-approved barber or cosmetology program and pass an exam.

### [Pay](#tab-5)

The median hourly wage for barbers was $17.38 in May 2023.

The median hourly wage for hairdressers, hairstylists, and cosmetologists was $16.81 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of barbers, hairstylists, and cosmetologists is projected to grow 							 7 percent from 2023 to 2033, faster than the average for all occupations.

About 89,100 openings for barbers, hairstylists, and cosmetologists are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for barbers, hairstylists, and cosmetologists.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of barbers, hairstylists, and cosmetologists with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about barbers, hairstylists, and cosmetologists by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Funeral Service Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Funeral service workers organize and manage the details of a ceremony honoring a deceased person.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/funeral-service-occupations.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=k1BeENuyC3o.](https://www.youtube.com/watch?v=k1BeENuyC3o)| Quick Facts: Funeral Service Workers | |

\| --- | --- |

\| 2023 Median Pay | $60,580 per year $29.13 per hour |

\| Typical Entry-Level Education | Associate's degree |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 61,000 |

\| Job Outlook, 2023-33 | 4% (As fast as average) |

\| Employment Change, 2023-33 | 2,500 |

QF

### [What Funeral Service Workers Do](#tab-2)

Funeral service workers organize and manage the details of a ceremony honoring a deceased person.

### [Work Environment](#tab-3)

Funeral service workers are employed in funeral homes and crematories. They are often on call; irregular hours, including evenings and weekends, are common. Most work full time, and some work more than 40 hours per week.

### [How to Become a Funeral Service Worker](#tab-4)

An associate’s degree in funeral service or mortuary science is the education typically required to become a funeral service worker. Most employers and state licensing laws require applicants to be 21 years old, have at least 2 years of formal postsecondary education, have supervised training, and pass a state licensing exam.

### [Pay](#tab-5)

The median annual wage for funeral home managers was $75,660 in May 2023.

The median annual wage for morticians, undertakers, and funeral arrangers was $51,030 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of funeral service workers is projected to grow 							 4 percent from 2023 to 2033, about as fast as the average for all occupations.

About 5,800 openings for funeral service workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for funeral service workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of funeral service workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about funeral service workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Personal Care and Service Occupations: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/",
    "date": "2024-08-29",
    "text": [

PERCUSSION INNER STARTfolder_path : //Sites/wwwBlsGov/Publications/OOH/Personal-Care-and-Service

- [OOH HOME](/ooh/home.htm)|

- [OCCUPATION FINDER](/ooh/occupation-finder.htm)|

- [OOH FAQ](/ooh/about/ooh-faqs.htm)|

- [HOW TO FIND A JOB](/ooh/how-to-find-a-job/home.htm)|

- [A-Z INDEX](/ooh/a-z-index.htm)|

- [OOH SITE MAP](/ooh/ooh-site-map.htm)

[Occupational Outlook Handbook](/ooh/home.htm)>[Personal Care and Service](/ooh/personal-care-and-service/home.htm)>

# Personal Care and Service Occupations

[PRINTER-FRIENDLY](/ooh/personal-care-and-service/print/home.htm)

This group includes workers who attend to clients' beauty, fitness, and other needs.

Overall employment in personal care and service occupations is projected to grow faster than the average for all occupations from 2023 to 2033. About 794,500 openings are projected each year, on average, in these occupations due to employment growth and the need to replace workers who leave the occupations permanently.

The median annual wage for this group was $34,260 in May 2023, which was lower than the median annual wage for all occupations of $48,060.

BLS employment projections, wage, and other data for related occupations not shown in the following table are available on the[Data for Occupations Not Covered in Detail](https://www.bls.gov/ooh/about/data-for-occupations-not-covered-in-detail.htm#Personal%20care%20and%20service%20occupations)page. Information highlighting physical demands, cognitive and mental requirements, and other qualifications for workers in this group are available in a BLS[Occupational Requirements Survey](https://www.bls.gov/ors/factsheet/pdf/personal-care-and-service-occupations.pdf)(ORS) profile.

| Image | OCCUPATION | JOB SUMMARY | ENTRY-LEVEL EDUCATION | 2023 MEDIAN PAY |

\| --- | --- | --- | --- | --- |

\| | Animal Care and Service Workers | Animal care and service workers attend to or train animals. | High school diploma or equivalent | $31,830 |

\| | Barbers, Hairstylists, and Cosmetologists | Barbers, hairstylists, and cosmetologists provide haircutting, hairstyling, and other services related to personal appearance. | Postsecondary nondegree award | $35,080 |

\| | Childcare Workers | Childcare workers attend to children's needs while helping to foster early development. | High school diploma or equivalent | $30,370 |

\| | Fitness Trainers and Instructors | Fitness trainers and instructors lead, instruct, and motivate individuals or groups in exercise activities. | High school diploma or equivalent | $46,480 |

\| | Funeral Service Workers | Funeral service workers organize and manage the details of a ceremony honoring a deceased person. | Associate's degree | $60,580 |

\| | Gambling Services Workers | Gambling services workers serve customers in gambling establishments, such as casinos or racetracks. | High school diploma or equivalent | $34,380 |

\| | Manicurists and Pedicurists | Manicurists and pedicurists clean, shape, and beautify fingernails and toenails. | Postsecondary nondegree award | $34,250 |

\| | Recreation Workers | Recreation workers organize, conduct, and promote a variety of group activities for leisure and other purposes. | High school diploma or equivalent | $34,410 |

\| | Skincare Specialists | Skincare specialists provide cleansing and other face and body treatments to enhance a person’s appearance. | Postsecondary nondegree award | $43,200 |

## 2023 Median Pay

The wage at which half of the workers in the occupation earned more than that amount and half earned less. Median wage data are from the BLS Occupational Employment Statistics survey.

## Entry-level Education

Typical level of education that most workers need to enter this occupation.

**Last Modified Date:**Thursday, August 29, 2024

PERCUSSION INNER ENDRecommend this page using:[Facebook](javascript:void(0);)[Twitter](javascript:void(0);)[LinkedIn](javascript:void(0);)<div><a href=\"javascript:void(0);\" class=\"share_googleplus\"><img src=\"/images/icons/google.png\"></a><span><a href=\"javascript:void(0);\" class=\"share_googleplus\">Google+</a></span></div>
    ]
}


key: chroma:document
string_value:
{
    "title": "Manicurists and Pedicurists: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Manicurists and pedicurists clean, shape, and beautify fingernails and toenails.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/manicurists-and-pedicurists.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=3hBz4pu6Mwc.](https://www.youtube.com/watch?v=3hBz4pu6Mwc)| Quick Facts: Manicurists and Pedicurists | |

\| --- | --- |

\| 2023 Median Pay | $34,250 per year $16.47 per hour |

\| Typical Entry-Level Education | Postsecondary nondegree award |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | None |

\| Number of Jobs, 2023 | 212,700 |

\| Job Outlook, 2023-33 | 12% (Much faster than average) |

\| Employment Change, 2023-33 | 25,100 |

QF

### [What Manicurists and Pedicurists Do](#tab-2)

Manicurists and pedicurists clean, shape, and beautify fingernails and toenails.

### [Work Environment](#tab-3)

Manicurists and pedicurists usually work in a nail salon, spa, or hair salon. Most manicurists and pedicurists work full time, although part-time work is common. Work schedules may vary and often include evenings and weekends.

### [How to Become a Manicurist or Pedicurist](#tab-4)

Manicurists and pedicurists must complete a state-approved cosmetology or nail technician program and then pass a state exam for licensure.

### [Pay](#tab-5)

The median hourly wage for manicurists and pedicurists was $16.47 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of manicurists and pedicurists is projected to grow 							 12 percent from 2023 to 2033, much faster than the average for all occupations.

About 27,700 openings for manicurists and pedicurists are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for manicurists and pedicurists.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of manicurists and pedicurists with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about manicurists and pedicurists by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Skincare Specialists: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Skincare specialists provide cleansing and other face and body treatments to enhance a person’s appearance.  ",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/skincare-specialists.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=mFQ5Q7slO1M.](https://www.youtube.com/watch?v=mFQ5Q7slO1M)| Quick Facts: Skincare Specialists | |

\| --- | --- |

\| 2023 Median Pay | $43,200 per year $20.77 per hour |

\| Typical Entry-Level Education | Postsecondary nondegree award |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | None |

\| Number of Jobs, 2023 | 81,800 |

\| Job Outlook, 2023-33 | 10% (Much faster than average) |

\| Employment Change, 2023-33 | 8,400 |

QF

### [What Skincare Specialists Do](#tab-2)

Skincare specialists provide cleansing and other face and body treatments to enhance a person’s appearance.

### [Work Environment](#tab-3)

Skincare specialists usually work in salons and beauty and health spas, and some are self-employed. Part-time work is common, and work schedules may vary and include evenings and weekends.

### [How to Become a Skincare Specialist](#tab-4)

Skincare specialists must complete a state-approved cosmetology or esthetician program and then pass a state exam for licensure.

### [Pay](#tab-5)

The median hourly wage for skincare specialists was $20.77 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of skincare specialists is projected to grow 							 10 percent from 2023 to 2033, much faster than the average for all occupations.

About 12,800 openings for skincare specialists are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for skincare specialists.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of skincare specialists with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about skincare specialists by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Assemblers and Fabricators: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Assemblers and fabricators build finished products and the parts that go into them. ",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/assemblers-and-fabricators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=TSn6ghApPKM.](https://www.youtube.com/watch?v=TSn6ghApPKM)| Quick Facts: Assemblers and Fabricators | |

\| --- | --- |

\| 2023 Median Pay | $39,720 per year $19.10 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 1,965,100 |

\| Job Outlook, 2023-33 | 0% (Little or no change) |

\| Employment Change, 2023-33 | 1,700 |

QF

### [What Assemblers and Fabricators Do](#tab-2)

Assemblers and fabricators build finished products and the parts that go into them.

### [Work Environment](#tab-3)

Most assemblers and fabricators work in manufacturing plants. Their duties may involve long periods of standing or sitting. Most work full time, including some evenings and weekends.

### [How to Become an Assembler or Fabricator](#tab-4)

The education and qualifications typically needed to enter these occupations vary by industry and employer. Although a high school diploma is enough for most jobs, experience and training are needed for advanced assembly work.

### [Pay](#tab-5)

The median annual wage for assemblers and fabricators was $39,720 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of assemblers and fabricators is projected to show little or no change 							 from 2023 to 2033.

Despite limited employment growth, about 209,800 openings for assemblers and fabricators are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for assemblers and fabricators.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of assemblers and fabricators with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about assemblers and fabricators by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Recreation Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Recreation workers organize, conduct, and promote a variety of group activities for leisure and other purposes.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/personal-care-and-service/recreation-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=PGHkZcUmptk.](https://www.youtube.com/watch?v=PGHkZcUmptk)| Quick Facts: Recreation Workers | |

\| --- | --- |

\| 2023 Median Pay | $34,410 per year $16.55 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 300,000 |

\| Job Outlook, 2023-33 | 5% (As fast as average) |

\| Employment Change, 2023-33 | 16,500 |

QF

### [What Recreation Workers Do](#tab-2)

Recreation workers organize, conduct, and promote a variety of group activities for leisure and other purposes.

### [Work Environment](#tab-3)

Recreation workers are employed in a variety of settings, including recreation centers, parks, and summer camps. Most work full time, but many work part-time, irregular, or seasonal hours.

### [How to Become a Recreation Worker](#tab-4)

Recreation workers typically need at least a high school diploma or the equivalent, although requirements may vary by type of job. Once hired, these workers typically need a short period of on-the-job training.

### [Pay](#tab-5)

The median annual wage for recreation workers was $34,410 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of recreation workers is projected to grow 							 5 percent from 2023 to 2033, about as fast as the average for all occupations.

About 63,700 openings for recreation workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for recreation workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of recreation workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about recreation workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Butchers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Butchers cut, trim, and package meat for retail sale.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/butchers-and-meat-cutters.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=EL-g0Lvw3g8.](https://www.youtube.com/watch?v=EL-g0Lvw3g8)| Quick Facts: Butchers | |

\| --- | --- |

\| 2023 Median Pay | $37,650 per year $18.10 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 139,100 |

\| Job Outlook, 2023-33 | -2% (Decline) |

\| Employment Change, 2023-33 | -2,900 |

QF

### [What Butchers Do](#tab-2)

Butchers cut, trim, and package meat for retail sale.

### [Work Environment](#tab-3)

Most butchers work in grocery stores and specialty meat shops. The work can be physically demanding and may include exposure to repetitive motions, dangerous equipment, and cold temperatures.

### [How to Become a Butcher](#tab-4)

Butchers typically need no formal educational credential. They learn their skills on the job.

### [Pay](#tab-5)

The median annual wage for butchers was $37,650 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of butchers is projected to decline 							 2 percent from 2023 to 2033.

Despite declining employment, about 16,100 openings for butchers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for butchers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of butchers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about butchers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: filename
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bls_gov_ooh_production_dental_and_ophthalmic_laboratory_technicians_and_medical_appliance_technicians.md


key: title
string_value:
bls_gov_ooh_production_dental_and_ophthalmic_laboratory_technicians_and_medical_appliance_technicians


key: chroma:document
string_value:
{
    "title": "Dental and Ophthalmic Laboratory Technicians and Medical Appliance Technicians: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Dental and ophthalmic laboratory technicians and medical appliance technicians make or repair dentures, eyeglasses, prosthetics, and related products.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/dental-and-ophthalmic-laboratory-technicians-and-medical-appliance-technicians.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=9El6cags1O4.](https://www.youtube.com/watch?v=9El6cags1O4)| Quick Facts: Dental and Ophthalmic Laboratory Technicians and Medical Appliance Technicians | |

\| --- | --- |

\| 2023 Median Pay | $44,640 per year $21.46 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 67,000 |

\| Job Outlook, 2023-33 | -1% (Decline) |

\| Employment Change, 2023-33 | -700 |

QF

### [What Dental and Ophthalmic Laboratory Technicians and Medical Appliance Technicians Do](#tab-2)

Dental and ophthalmic laboratory technicians and medical appliance technicians make or repair dentures, eyeglasses, prosthetics, and related products.

### [Work Environment](#tab-3)

Dental and ophthalmic laboratory technicians and medical appliance technicians usually work in clean, well-lighted spaces and may spend time standing or bending. Most work full time, and schedules may vary.

### [How to Become a Dental or Ophthalmic Laboratory Technician or Medical Appliance Technician](#tab-4)

To enter the occupation, dental or ophthalmic laboratory technicians or medical appliance technicians typically need at least a high school diploma or equivalent. They typically receive on-the-job training to attain competency.

### [Pay](#tab-5)

The median annual wage for dental and ophthalmic laboratory technicians and medical appliance technicians was $44,640 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of dental and ophthalmic laboratory technicians and medical appliance technicians is projected to decline 							 1 percent from 2023 to 2033.

Despite declining employment, about 7,200 openings for dental and ophthalmic laboratory technicians and medical appliance technicians are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for dental and ophthalmic laboratory technicians and medical appliance technicians.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of dental and ophthalmic laboratory technicians and medical appliance technicians with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about dental and ophthalmic laboratory technicians and medical appliance technicians by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Production Occupations: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/",
    "date": "2024-08-29",
    "text": [

PERCUSSION INNER STARTfolder_path : //Sites/wwwBlsGov/Publications/OOH/Production

- [OOH HOME](/ooh/home.htm)|

- [OCCUPATION FINDER](/ooh/occupation-finder.htm)|

- [OOH FAQ](/ooh/about/ooh-faqs.htm)|

- [HOW TO FIND A JOB](/ooh/how-to-find-a-job/home.htm)|

- [A-Z INDEX](/ooh/a-z-index.htm)|

- [OOH SITE MAP](/ooh/ooh-site-map.htm)

[Occupational Outlook Handbook](/ooh/home.htm)>[Production](/ooh/production/home.htm)>

# Production Occupations

[PRINTER-FRIENDLY](/ooh/production/print/home.htm)

Workers in this group operate machines and other equipment to assemble goods or distribute energy.

Overall employment in production occupations is projected to decline over the 2023–33 decade. However, about 970,100 openings are projected each year, on average, in these occupations due to the need to replace workers who leave the occupations permanently.

The median annual wage for this group was $43,630 in May 2023, which was lower than the median annual wage for all occupations of $48,060.

BLS employment projections, wage, and other data for related occupations not shown in the following table are available on the[Data for Occupations Not Covered in Detail](https://www.bls.gov/ooh/about/data-for-occupations-not-covered-in-detail.htm#Production%20occupations)page. Information highlighting physical demands, cognitive and mental requirements, and other qualifications for workers in this group are available in a BLS[Occupational Requirements Survey](https://www.bls.gov/ors/factsheet/pdf/production-occupations.pdf)(ORS) profile.

| Image | OCCUPATION | JOB SUMMARY | ENTRY-LEVEL EDUCATION | 2023 MEDIAN PAY |

\| --- | --- | --- | --- | --- |

\| | Assemblers and Fabricators | Assemblers and fabricators build finished products and the parts that go into them. | High school diploma or equivalent | $39,720 |

\| | Bakers | Bakers mix ingredients according to recipes in order to make breads, pastries, and other baked goods. | No formal educational credential | $34,950 |

\| | Butchers | Butchers cut, trim, and package meat for retail sale. | No formal educational credential | $37,650 |

\| | Dental and Ophthalmic Laboratory Technicians and Medical Appliance Technicians | Dental and ophthalmic laboratory technicians and medical appliance technicians make or repair dentures, eyeglasses, prosthetics, and related products. | High school diploma or equivalent | $44,640 |

\| | Food Processing Equipment Workers | Food processing equipment workers operate machinery that mixes, cooks, or processes ingredients for manufacturing food products. | See How to Become One | $38,130 |

\| | Jewelers and Precious Stone and Metal Workers | Jewelers and precious stone and metal workers design, construct, adjust, repair, appraise and sell jewelry and related products. | High school diploma or equivalent | $47,450 |

\| | Machinists and Tool and Die Makers | Machinists and tool and die makers set up and operate equipment to produce precision metal parts, instruments, and tools. | See How to Become One | $53,180 |

\| | Metal and Plastic Machine Workers | Metal and plastic machine workers set up and operate equipment that cuts, shapes, and forms metal and plastic materials or pieces. | See How to Become One | $44,880 |

\| | Painting and Coating Workers | Painting and coating workers apply finishes, often using machines, to a range of products. | See How to Become One | $45,340 |

\| | Power Plant Operators, Distributors, and Dispatchers | Power plant operators, distributors, and dispatchers control the systems that generate and distribute electric power. | High school diploma or equivalent | $100,890 |

\| | Quality Control Inspectors | Quality control inspectors examine products and materials for defects or deviations from specifications. | High school diploma or equivalent | $45,850 |

\| | Semiconductor Processing Technicians | Semiconductor processing technicians perform tasks in the manufacture of electronic semiconductors, commonly known as integrated circuits or microchips, that are used in cars, smartphones, and other everyday devices. | High school diploma or equivalent | $45,850 |

\| | Stationary Engineers and Boiler Operators | Stationary engineers and boiler operators control stationary engines, boilers, or other mechanical equipment. | High school diploma or equivalent | $67,640 |

\| | Water and Wastewater Treatment Plant and System Operators | Water and wastewater treatment plant and system operators manage a system of machines to transfer or treat water or wastewater. | High school diploma or equivalent | $54,890 |

\| | Welders, Cutters, Solderers, and Brazers | Welders, cutters, solderers, and brazers use hand-held or remotely controlled equipment to join, repair, or cut metal parts and products. | High school diploma or equivalent | $48,940 |

\| | Woodworkers | Woodworkers manufacture a variety of products, such as cabinets and furniture, using wood, veneers, and laminates. | High school diploma or equivalent | $39,390 |

## 2023 Median Pay

The wage at which half of the workers in the occupation earned more than that amount and half earned less. Median wage data are from the BLS Occupational Employment Statistics survey.

## Entry-level Education

Typical level of education that most workers need to enter this occupation.

**Last Modified Date:**Thursday, August 29, 2024

PERCUSSION INNER ENDRecommend this page using:[Facebook](javascript:void(0);)[Twitter](javascript:void(0);)[LinkedIn](javascript:void(0);)<div><a href=\"javascript:void(0);\" class=\"share_googleplus\"><img src=\"/images/icons/google.png\"></a><span><a href=\"javascript:void(0);\" class=\"share_googleplus\">Google+</a></span></div>
    ]
}


key: chroma:document
string_value:
{
    "title": "Food Processing Equipment Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Food processing equipment workers operate machinery that mixes, cooks, or processes ingredients for manufacturing food products.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/food-and-tobacco-processing-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=f4-XVwJkHBg.](https://www.youtube.com/watch?v=f4-XVwJkHBg)| Quick Facts: Food Processing Equipment Workers | |

\| --- | --- |

\| 2023 Median Pay | $38,130 per year $18.33 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 288,400 |

\| Job Outlook, 2023-33 | 7% (Faster than average) |

\| Employment Change, 2023-33 | 19,200 |

QF

### [What Food Processing Equipment Workers Do](#tab-2)

Food processing equipment workers operate machinery that mixes, cooks, or processes ingredients for manufacturing food products.

### [Work Environment](#tab-3)

Most food processing equipment workers are employed in manufacturing facilities. Because of production schedules, shift work is common and may include early mornings, evenings, or nights. Most food processing equipment workers are employed full time.

### [How to Become a Food Processing Equipment Worker](#tab-4)

Education requirements vary for food processing equipment workers. Some typically need no formal education credential; however, others typically need a high school diploma or equivalent.

### [Pay](#tab-5)

The median annual wage for food and tobacco processing workers was $38,130 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of food processing equipment workers is projected to grow 							 7 percent from 2023 to 2033, faster than the average for all occupations.

About 40,000 openings for food processing equipment workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for food processing equipment workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of food processing equipment workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about food processing equipment workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Bakers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Bakers mix ingredients according to recipes in order to make breads, pastries, and other baked goods.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/bakers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=62-onA1gzjQ.](https://www.youtube.com/watch?v=62-onA1gzjQ)| Quick Facts: Bakers | |

\| --- | --- |

\| 2023 Median Pay | $34,950 per year $16.80 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 243,400 |

\| Job Outlook, 2023-33 | 5% (As fast as average) |

\| Employment Change, 2023-33 | 12,700 |

QF

### [What Bakers Do](#tab-2)

Bakers mix ingredients according to recipes in order to make breads, pastries, and other baked goods.

### [Work Environment](#tab-3)

Most bakers work in retail or commercial bakeries (manufacturing facilities), grocery stores or wholesale club stores, and restaurants. Work shifts often include early mornings, nights, weekends, and holidays.

### [How to Become a Baker](#tab-4)

Although bakers typically need no formal educational credential, employers may prefer or require that candidates have a high school diploma. Some choose to attend a technical or culinary school. They typically learn their skills through on-the-job training, which may include participating in an apprenticeship program.

### [Pay](#tab-5)

The median annual wage for bakers was $34,950 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of bakers is projected to grow 							 5 percent from 2023 to 2033, about as fast as the average for all occupations.

About 40,400 openings for bakers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for bakers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of bakers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about bakers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Jewelers and Precious Stone and Metal Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Jewelers and precious stone and metal workers design, construct, adjust, repair, appraise and sell jewelry and related products.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/jewelers-and-precious-stone-and-metal-workers.htm",
    "date": "2024-11-19",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=j7f70i9ooFE.](https://www.youtube.com/watch?v=j7f70i9ooFE)| Quick Facts: Jewelers and Precious Stone and Metal Workers | |

\| --- | --- |

\| 2023 Median Pay | $47,450 per year $22.81 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 46,200 |

\| Job Outlook, 2023-33 | -4% (Decline) |

\| Employment Change, 2023-33 | -1,700 |

QF

### [What Jewelers and Precious Stone and Metal Workers Do](#tab-2)

Jewelers and precious stone and metal workers design, construct, adjust, repair, appraise and sell jewelry and related products.

### [Work Environment](#tab-3)

Jewelers and precious stone and metal workers may spend much of their time at a workbench or polishing station, using tools and chemicals. Most work full time.

### [How to Become a Jeweler or Precious Stone and Metal Worker](#tab-4)

Jewelers and precious stone and metal workers typically need a high school diploma to enter the occupation, and they learn their skills on the job. Some workers complete an apprenticeship or trade school program.

### [Pay](#tab-5)

The median annual wage for jewelers and precious stone and metal workers was $47,450 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of jewelers and precious stone and metal workers is projected to decline 							 4 percent from 2023 to 2033.

Despite declining employment, about 5,400 openings for jewelers and precious stone and metal workers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for jewelers and precious stone and metal workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of jewelers and precious stone and metal workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about jewelers and precious stone and metal workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Machinists and Tool and Die Makers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Machinists and tool and die makers set up and operate equipment to produce precision metal parts, instruments, and tools.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/machinists-and-tool-and-die-makers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=OWNXI09WI14.](https://www.youtube.com/watch?v=OWNXI09WI14)| Quick Facts: Machinists and Tool and Die Makers | |

\| --- | --- |

\| 2023 Median Pay | $53,180 per year $25.57 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 357,000 |

\| Job Outlook, 2023-33 | 0% (Little or no change) |

\| Employment Change, 2023-33 | -700 |

QF

### [What Machinists and Tool and Die Makers Do](#tab-2)

Machinists and tool and die makers set up and operate equipment to produce precision metal parts, instruments, and tools.

### [Work Environment](#tab-3)

Machinists and tool and die makers work in machine shops and factories. Many work full time during regular business hours. However, working overtime, as well as nights and weekends, may be common.

### [How to Become a Machinist or Tool and Die Maker](#tab-4)

Although machinists typically need a high school diploma to enter the occupation, tool and die makers also may need to complete postsecondary courses. Machinists and tool and die makers typically are trained on the job. Some learn through training or apprenticeship programs, vocational schools, or community and technical colleges.

### [Pay](#tab-5)

The median annual wage for machinists was $50,840 in May 2023.

The median annual wage for tool and die makers was $61,490 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of machinists and tool and die makers is projected to show little or no change 							 from 2023 to 2033.

Despite limited employment growth, about 35,400 openings for machinists and tool and die makers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for machinists and tool and die makers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of machinists and tool and die makers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about machinists and tool and die makers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Metal and Plastic Machine Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/metal-and-plastic-machine-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=176-HGCTLqE.](https://www.youtube.com/watch?v=176-HGCTLqE)| Quick Facts: Metal and Plastic Machine Workers | |

\| --- | --- |

\| 2023 Median Pay | $44,880 per year $21.58 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 1,029,800 |

\| Job Outlook, 2023-33 | -6% (Decline) |

\| Employment Change, 2023-33 | -64,100 |

QF

### [What Metal and Plastic Machine Workers Do](#tab-2)

Metal and plastic machine workers set up and operate equipment that cuts, shapes, and forms metal and plastic materials or pieces.

### [Work Environment](#tab-3)

Metal and plastic machine workers are employed mainly in factories. Workers must adhere to safety standards to protect themselves from workplace hazards. Most work full time, which for some includes evenings and weekends.

### [How to Become a Metal or Plastic Machine Worker](#tab-4)

Metal and plastic workers typically need a high school diploma to enter the occupation and receive 1 year of on-the-job training. Computer numerically controlled (CNC) tool programmers typically need postsecondary training.

### [Pay](#tab-5)

The median annual wage for metal and plastic machine workers was $44,880 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of metal and plastic machine workers is projected to decline 							 6 percent from 2023 to 2033.

Despite declining employment, about 91,800 openings for metal and plastic machine workers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for metal and plastic machine workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of metal and plastic machine workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about metal and plastic machine workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Quality Control Inspectors: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Quality control inspectors examine products and materials for defects or deviations from specifications.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/quality-control-inspectors.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=RCTxteXoiAA.](https://www.youtube.com/watch?v=RCTxteXoiAA)| Quick Facts: Quality Control Inspectors | |

\| --- | --- |

\| 2023 Median Pay | $45,850 per year $22.04 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 595,500 |

\| Job Outlook, 2023-33 | -3% (Decline) |

\| Employment Change, 2023-33 | -17,800 |

QF

### [What Quality Control Inspectors Do](#tab-2)

Quality control inspectors examine products and materials for defects or deviations from specifications.

### [Work Environment](#tab-3)

Many quality control inspectors work in manufacturing. Most work full time, and overtime may be required to meet production deadlines.

### [How to Become a Quality Control Inspector](#tab-4)

Quality control inspectors typically need a high school diploma to enter the occupation and receive on-the-job training once employed.

### [Pay](#tab-5)

The median annual wage for quality control inspectors was $45,850 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of quality control inspectors is projected to decline 							 3 percent from 2023 to 2033.

Despite declining employment, about 65,200 openings for quality control inspectors are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for quality control inspectors.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of quality control inspectors with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about quality control inspectors by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Power Plant Operators, Distributors, and Dispatchers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Power plant operators, distributors, and dispatchers control the systems that generate and distribute electric power.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/power-plant-operators-distributors-and-dispatchers.htm",
    "date": "2024-09-30",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=Ug9QtgaRplo.](https://www.youtube.com/watch?v=Ug9QtgaRplo)| Quick Facts: Power Plant Operators, Distributors, and Dispatchers | |

\| --- | --- |

\| 2023 Median Pay | $100,890 per year $48.50 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 47,400 |

\| Job Outlook, 2023-33 | -8% (Decline) |

\| Employment Change, 2023-33 | -3,800 |

QF

### [What Power Plant Operators, Distributors, and Dispatchers Do](#tab-2)

Power plant operators, distributors, and dispatchers control the systems that generate and distribute electric power.

### [Work Environment](#tab-3)

Most power plant operators, distributors, and dispatchers work full time, and some work more than 40 hours per week. They typically work rotating 8- or 12-hour shifts.

### [How to Become a Power Plant Operator, Distributor, or Dispatcher](#tab-4)

Power plant operators, distributors, and dispatchers typically need at least a high school diploma or the equivalent to enter the occupation. Once hired, they typically receive extensive on-the-job training. Nuclear power reactor operators also need a license.

### [Pay](#tab-5)

The median annual wage for power plant operators, distributors, and dispatchers was $100,890 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of power plant operators, distributors, and dispatchers is projected to decline 							 8 percent from 2023 to 2033.

Despite declining employment, about 3,800 openings for power plant operators, distributors, and dispatchers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for power plant operators, distributors, and dispatchers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of power plant operators, distributors, and dispatchers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about power plant operators, distributors, and dispatchers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Semiconductor Processing Technicians: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Semiconductor processing technicians perform tasks in the manufacture of electronic semiconductors, commonly known as integrated circuits or microchips, that are used in cars, smartphones, and other everyday devices.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/semiconductor-processing-technicians.htm",
    "date": "2024-10-03",
    "text": [

## Summary

Semiconductor processing technicians regulate equipment used to manufacture microchips.| Quick Facts: Semiconductor Processing Technicians | |

\| --- | --- |

\| 2023 Median Pay | $45,850 per year $22.04 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 26,600 |

\| Job Outlook, 2023-33 | 13% (Much faster than average) |

\| Employment Change, 2023-33 | 3,400 |

QF

### [What Semiconductor Processing Technicians Do](#tab-2)

Semiconductor processing technicians perform tasks in the manufacture of electronic semiconductors, commonly known as integrated circuits or microchips, that are used in cars, smartphones, and other everyday devices.

### [Work Environment](#tab-3)

Most semiconductor processing technicians are employed full time, primarily in manufacturing plants. They work in “cleanrooms” and must wear special garments over their clothing to keep the cleanroom free from contamination.

### [How to Become a Semiconductor Processing Technician](#tab-4)

Semiconductor processing technicians typically need a high school diploma or the equivalent to enter the occupation. Some technicians complete a certificate or associate’s degree program. Once hired, they typically receive on-the-job training.

### [Pay](#tab-5)

The median annual wage for semiconductor processing technicians was $45,850 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of semiconductor processing technicians is projected to grow 							 13 percent from 2023 to 2033, much faster than the average for all occupations.

About 3,400 openings for semiconductor processing technicians are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for semiconductor processing technicians.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of semiconductor processing technicians with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about semiconductor processing technicians by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Painting and Coating Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Painting and coating workers apply finishes, often using machines, to a range of products.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/painting-and-coating-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=G1t5wTv4rtc.](https://www.youtube.com/watch?v=G1t5wTv4rtc)| Quick Facts: Painting and Coating Workers | |

\| --- | --- |

\| 2023 Median Pay | $45,340 per year $21.80 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 179,400 |

\| Job Outlook, 2023-33 | 1% (Slower than average) |

\| Employment Change, 2023-33 | 2,200 |

QF

### [What Painting and Coating Workers Do](#tab-2)

Painting and coating workers apply finishes, often using machines, to a range of products.

### [Work Environment](#tab-3)

Most painting and coating workers are employed full time. They frequently stand for long periods in specially ventilated areas.

### [How to Become a Painting and Coating Worker](#tab-4)

Painting and coating workers typically need a high school diploma or equivalent to enter the occupation. New workers usually train on the job for several months.

### [Pay](#tab-5)

The median annual wage for coating, painting, and spraying machine setters, operators, and tenders was $45,560 in May 2023.

The median annual wage for painting, coating, and decorating workers was $40,230 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of painting and coating workers is projected to grow 							 1 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 16,900 openings for painting and coating workers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for painting and coating workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of painting and coating workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about painting and coating workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Stationary Engineers and Boiler Operators: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Stationary engineers and boiler operators control stationary engines, boilers, or other mechanical equipment.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/stationary-engineers-and-boiler-operators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=y_1bmqR1D-4.](https://www.youtube.com/watch?v=y_1bmqR1D-4)| Quick Facts: Stationary Engineers and Boiler Operators | |

\| --- | --- |

\| 2023 Median Pay | $67,640 per year $32.52 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 35,500 |

\| Job Outlook, 2023-33 | 4% (As fast as average) |

\| Employment Change, 2023-33 | 1,400 |

QF

### [What Stationary Engineers and Boiler Operators Do](#tab-2)

Stationary engineers and boiler operators control stationary engines, boilers, or other mechanical equipment.

### [Work Environment](#tab-3)

The majority of stationary engineers and boiler operators work in manufacturing, government, educational services, and hospitals. Those who work in facilities that operate around the clock often work evenings and weekends. Shift work also is common.

### [How to Become a Stationary Engineer or Boiler Operator](#tab-4)

Stationary engineers and boiler operators need at least a high school diploma or equivalent and are trained either on the job or through an apprenticeship program. Many employers require stationary engineers and boiler operators to demonstrate competency through licenses or company-specific exams before they are allowed to operate equipment without supervision.

### [Pay](#tab-5)

The median annual wage for stationary engineers and boiler operators was $67,640 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of stationary engineers and boiler operators is projected to grow 							 4 percent from 2023 to 2033, about as fast as the average for all occupations.

About 3,800 openings for stationary engineers and boiler operators are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for stationary engineers and boiler operators.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of stationary engineers and boiler operators with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about stationary engineers and boiler operators by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Water and Wastewater Treatment Plant and System Operators: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Water and wastewater treatment plant and system operators manage a system of machines to transfer or treat water or wastewater.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/water-and-wastewater-treatment-plant-and-system-operators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=pABK8Di1Y5Q.](https://www.youtube.com/watch?v=pABK8Di1Y5Q)| Quick Facts: Water and Wastewater Treatment Plant and System Operators | |

\| --- | --- |

\| 2023 Median Pay | $54,890 per year $26.39 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 124,700 |

\| Job Outlook, 2023-33 | -6% (Decline) |

\| Employment Change, 2023-33 | -7,500 |

QF

### [What Water and Wastewater Treatment Plant and System Operators Do](#tab-2)

Water and wastewater treatment plant and system operators manage a system of machines to transfer or treat water or wastewater.

### [Work Environment](#tab-3)

Most water and wastewater treatment plant and system operators are employed by local government. Water and wastewater treatment plant and system operators typically work full time.

### [How to Become a Water or Wastewater Treatment Plant and System Operator](#tab-4)

Water and wastewater treatment plant and system operators typically need at least a high school diploma or equivalent and a license to work. They also complete on-the-job training.

### [Pay](#tab-5)

The median annual wage for water and wastewater treatment plant and system operators was $54,890 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of water and wastewater treatment plant and system operators is projected to decline 							 6 percent from 2023 to 2033.

Despite declining employment, about 10,300 openings for water and wastewater treatment plant and system operators are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for water and wastewater treatment plant and system operators.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of water and wastewater treatment plant and system operators with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about water and wastewater treatment plant and system operators by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Woodworkers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Woodworkers manufacture a variety of products, such as cabinets and furniture, using wood, veneers, and laminates.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/woodworkers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=Avn11IVTieY.](https://www.youtube.com/watch?v=Avn11IVTieY)| Quick Facts: Woodworkers | |

\| --- | --- |

\| 2023 Median Pay | $39,390 per year $18.94 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 224,000 |

\| Job Outlook, 2023-33 | -2% (Decline) |

\| Employment Change, 2023-33 | -4,600 |

QF

### [What Woodworkers Do](#tab-2)

Woodworkers manufacture a variety of products, such as cabinets and furniture, using wood, veneers, and laminates.

### [Work Environment](#tab-3)

Most woodworkers are employed in manufacturing industries. Although their working conditions vary, woodworkers may encounter machinery noise and wood dust.

### [How to Become a Woodworker](#tab-4)

A high school diploma or equivalent is typically required to become a woodworker. Although some entry-level jobs may be learned in 1 month or less, becoming proficient typically requires several months to more than a year of on-the-job training. The ability to use computer-controlled machinery also is important.

### [Pay](#tab-5)

The median annual wage for woodworkers was $39,390 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of woodworkers is projected to decline 							 2 percent from 2023 to 2033.

Despite declining employment, about 22,000 openings for woodworkers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for woodworkers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of woodworkers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about woodworkers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Correctional Officers and Bailiffs: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Correctional officers guard people in penal institutions and guard those in transit between jail, courtroom, prison, or other point. Bailiffs are law enforcement officers who maintain order in courtrooms.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/correctional-officers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=Vcnk_bSJsAc.](https://www.youtube.com/watch?v=Vcnk_bSJsAc)| Quick Facts: Correctional Officers and Bailiffs | |

\| --- | --- |

\| 2023 Median Pay | $53,290 per year $25.62 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 387,500 |

\| Job Outlook, 2023-33 | -6% (Decline) |

\| Employment Change, 2023-33 | -25,100 |

QF

### [What Correctional Officers and Bailiffs Do](#tab-2)

Correctional officers guard people in penal institutions and guard those in transit between jail, courtroom, prison, or other point. Bailiffs are law enforcement officers who maintain order in courtrooms.

### [Work Environment](#tab-3)

Working in a correctional institution can be stressful and dangerous. Correctional officers work in shifts that cover all hours of the day and night, including weekends and holidays. Bailiffs usually work when court is in session.

### [How to Become a Correctional Officer or Bailiff](#tab-4)

Correctional officers and bailiffs typically need a high school diploma to enter their occupation. They typically go to a training academy and then are assigned to a facility, where they receive on-the-job training. Although qualifications vary by state and agency, many agencies have an age requirement for correctional officers. Some federal agencies also require officers to have a bachelor’s degree or related work experience.

### [Pay](#tab-5)

The median annual wage for bailiffs was $53,040 in May 2023.

The median annual wage for correctional officers and jailers was $53,300 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of correctional officers and bailiffs is projected to decline 							 6 percent from 2023 to 2033.

Despite declining employment, about 31,000 openings for correctional officers and bailiffs are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for correctional officers and bailiffs.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of correctional officers and bailiffs with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about correctional officers and bailiffs by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Welders, Cutters, Solderers, and Brazers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Welders, cutters, solderers, and brazers use hand-held or remotely controlled equipment to join, repair, or cut metal parts and products",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/production/welders-cutters-solderers-and-brazers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=rzTzmkoSLg4.](https://www.youtube.com/watch?v=rzTzmkoSLg4)| Quick Facts: Welders, Cutters, Solderers, and Brazers | |

\| --- | --- |

\| 2023 Median Pay | $48,940 per year $23.53 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 454,500 |

\| Job Outlook, 2023-33 | 2% (Slower than average) |

\| Employment Change, 2023-33 | 9,300 |

QF

### [What Welders, Cutters, Solderers, and Brazers Do](#tab-2)

Welders, cutters, solderers, and brazers use hand-held or remotely controlled equipment to join, repair, or cut metal parts and products.

### [Work Environment](#tab-3)

Welders, cutters, solderers, and brazers may work outdoors in all types of weather, or they may work indoors, sometimes in a confined area. Most work full time, and some work more than 40 hours per week.

### [How to Become a Welder, Cutter, Solderer, or Brazer](#tab-4)

Welders, cutters, solderers, and brazers typically need a high school diploma or equivalent, combined with technical and on-the-job training, to enter the occupation.

### [Pay](#tab-5)

The median annual wage for welders, cutters, solderers, and brazers was $48,940 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of welders, cutters, solderers, and brazers is projected to grow 							 2 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 45,800 openings for welders, cutters, solderers, and brazers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for welders, cutters, solderers, and brazers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of welders, cutters, solderers, and brazers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about welders, cutters, solderers, and brazers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Firefighters: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Firefighters control and put out fires and respond to emergencies involving life, property, or the environment.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/firefighters.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=DNK5dYGn3Fg.](https://www.youtube.com/watch?v=DNK5dYGn3Fg)| Quick Facts: Firefighters | |

\| --- | --- |

\| 2023 Median Pay | $57,120 per year $27.46 per hour |

\| Typical Entry-Level Education | Postsecondary nondegree award |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 326,800 |

\| Job Outlook, 2023-33 | 4% (As fast as average) |

\| Employment Change, 2023-33 | 13,700 |

QF

### [What Firefighters Do](#tab-2)

Firefighters control and put out fires and respond to emergencies involving life, property, or the environment.

### [Work Environment](#tab-3)

On the scene of a fire or other emergency, firefighters’ work may be dangerous. On call at fire stations, firefighters sleep, eat, and perform other duties during shifts that often last 24 hours. Most paid firefighters work full time.

### [How to Become a Firefighter](#tab-4)

Firefighters typically need a high school diploma and training in emergency medical services. Most firefighters receive training at a fire academy. Other credential requirements, such as emergency medical technician (EMT) certification, vary by state or locality.

### [Pay](#tab-5)

The median annual wage for firefighters was $57,120 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of firefighters is projected to grow 							 4 percent from 2023 to 2033, about as fast as the average for all occupations.

About 25,700 openings for firefighters are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for firefighters.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of firefighters with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about firefighters by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Protective Service Occupations: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/",
    "date": "2024-08-29",
    "text": [

PERCUSSION INNER STARTfolder_path : //Sites/wwwBlsGov/Publications/OOH/Protective-Service

- [OOH HOME](/ooh/home.htm)|

- [OCCUPATION FINDER](/ooh/occupation-finder.htm)|

- [OOH FAQ](/ooh/about/ooh-faqs.htm)|

- [HOW TO FIND A JOB](/ooh/how-to-find-a-job/home.htm)|

- [A-Z INDEX](/ooh/a-z-index.htm)|

- [OOH SITE MAP](/ooh/ooh-site-map.htm)

[Occupational Outlook Handbook](/ooh/home.htm)>[Protective Service](/ooh/protective-service/home.htm)>

# Protective Service Occupations

[PRINTER-FRIENDLY](/ooh/protective-service/print/home.htm)

This group includes workers who provide public safety.

Overall employment in protective service occupations is projected to grow slower than the average for all occupations from 2023 to 2033. Despite limited employment growth, about 419,300 openings are projected each year, on average, in these occupations largely due to the need to replace workers who leave the occupations permanently.

The median annual wage for this group was $47,760 in May 2023, which was lower than the median annual wage for all occupations of $48,060.

BLS employment projections, wage, and other data for related occupations not shown in the following table are available on the[Data for Occupations Not Covered in Detail](https://www.bls.gov/ooh/about/data-for-occupations-not-covered-in-detail.htm#Protective%20service%20occupations)page. Information highlighting physical demands, cognitive and mental requirements, and other qualifications for workers in this group are available in a BLS[Occupational Requirements Survey](https://www.bls.gov/ors/factsheet/pdf/protective-service-occupations.pdf)(ORS) profile.

| Image | OCCUPATION | JOB SUMMARY | ENTRY-LEVEL EDUCATION | 2023 MEDIAN PAY |

\| --- | --- | --- | --- | --- |

\| | Correctional Officers and Bailiffs | Correctional officers guard people in penal institutions and guard those in transit between jail, courtroom, prison, or other point. Bailiffs are law enforcement officers who maintain order in courtrooms. | High school diploma or equivalent | $53,290 |

\| | Firefighters | Firefighters control and put out fires and respond to emergencies involving life, property, or the environment. | Postsecondary nondegree award | $57,120 |

\| | Fire Inspectors | Fire inspectors detect fire hazards, recommend prevention measures, ensure compliance with state and local fire regulations, and investigate causes of fires. | See How to Become One | $71,420 |

\| | Police and Detectives | Police officers protect lives and property. Detectives and criminal investigators gather facts and collect evidence of possible crimes. | See How to Become One | $74,910 |

\| | Private Detectives and Investigators | Private detectives and investigators gather, analyze, and report information to clients regarding legal or personal matters. | High school diploma or equivalent | $49,540 |

\| | Security Guards and Gambling Surveillance Officers | Security guards and gambling surveillance officers protect property from illegal activity. | High school diploma or equivalent | $37,090 |

## 2023 Median Pay

The wage at which half of the workers in the occupation earned more than that amount and half earned less. Median wage data are from the BLS Occupational Employment Statistics survey.

## Entry-level Education

Typical level of education that most workers need to enter this occupation.

**Last Modified Date:**Thursday, August 29, 2024

PERCUSSION INNER ENDRecommend this page using:[Facebook](javascript:void(0);)[Twitter](javascript:void(0);)[LinkedIn](javascript:void(0);)<div><a href=\"javascript:void(0);\" class=\"share_googleplus\"><img src=\"/images/icons/google.png\"></a><span><a href=\"javascript:void(0);\" class=\"share_googleplus\">Google+</a></span></div>
    ]
}


key: chroma:document
string_value:
{
    "title": "Police and Detectives: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Police officers protect lives and property. Detectives and criminal investigators gather facts and collect evidence of possible crimes.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/police-and-detectives.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=14D91NPvMz8.](https://www.youtube.com/watch?v=14D91NPvMz8)| Quick Facts: Police and Detectives | |

\| --- | --- |

\| 2023 Median Pay | $74,910 per year $36.02 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 796,800 |

\| Job Outlook, 2023-33 | 4% (As fast as average) |

\| Employment Change, 2023-33 | 28,700 |

QF

### [What Police and Detectives Do](#tab-2)

Police officers protect lives and property. Detectives and criminal investigators gather facts and collect evidence of possible crimes.

### [Work Environment](#tab-3)

Police and detective work can be physically demanding, stressful, and dangerous. Police and sheriff's patrol officers and transit and railroad police have some of the highest rates of injuries and illnesses of all occupations. Working around the clock in shifts is common.

### [How to Become a Police Officer or Detective](#tab-4)

The education typically required to enter the occupation ranges from a high school diploma to a college degree. Most police and detectives must graduate from their agency’s training academy before completing on-the-job training. Other requirements vary, but candidates usually must be at least 21 years old and able to meet rigorous physical and personal qualifications.

### [Pay](#tab-5)

The median annual wage for police and detectives was $74,910 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of police and detectives is projected to grow 							 4 percent from 2023 to 2033, about as fast as the average for all occupations.

About 63,000 openings for police and detectives are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for police and detectives.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of police and detectives with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about police and detectives by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Fire Inspectors: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Fire inspectors detect fire hazards, recommend prevention measures, ensure compliance with state and local fire regulations, and investigate causes of fires.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/fire-inspectors-and-investigators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=GkHwfZIHClg.](https://www.youtube.com/watch?v=GkHwfZIHClg)| Quick Facts: Fire Inspectors | |

\| --- | --- |

\| 2023 Median Pay | $71,420 per year $34.34 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 17,300 |

\| Job Outlook, 2023-33 | 6% (Faster than average) |

\| Employment Change, 2023-33 | 1,100 |

QF

### [What Fire Inspectors Do](#tab-2)

Fire inspectors detect fire hazards, recommend prevention measures, ensure compliance with state and local fire regulations, and investigate causes of fires.

### [Work Environment](#tab-3)

Fire inspectors work in office settings and onsite, including outdoors. Most work full time, and some work more than 40 hours per week. Their schedules may include evenings, weekends, and holidays because they must be ready to respond when fires occur.

### [How to Become a Fire Inspector](#tab-4)

To enter the occupation, fire inspectors typically need at least a high school diploma or equivalent and work experience as a[firefighter](/ooh/protective-service/firefighters.htm)or in a related occupation. Once hired, they typically receive on-the-job-training in inspection and investigation. They also may need certification.

### [Pay](#tab-5)

The median annual wage for fire inspectors and investigators was $74,160 in May 2023.

The median annual wage for forest fire inspectors and prevention specialists was $54,080 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of fire inspectors is projected to grow 							 6 percent from 2023 to 2033, faster than the average for all occupations.

About 1,500 openings for fire inspectors are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for fire inspectors.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of fire inspectors with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about fire inspectors by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Private Detectives and Investigators: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Private detectives and investigators gather, analyze, and report information to clients regarding legal or personal matters.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/private-detectives-and-investigators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=PNOImo84oHI.](https://www.youtube.com/watch?v=PNOImo84oHI)| Quick Facts: Private Detectives and Investigators | |

\| --- | --- |

\| 2023 Median Pay | $49,540 per year $23.82 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | Less than 5 years |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 38,800 |

\| Job Outlook, 2023-33 | 5% (As fast as average) |

\| Employment Change, 2023-33 | 1,900 |

QF

### [What Private Detectives and Investigators Do](#tab-2)

Private detectives and investigators gather, analyze, and report information to clients regarding legal or personal matters.

### [Work Environment](#tab-3)

Private detectives’ and investigators’ work settings may depend on their assignment or case. For example, they may spend time in offices to research cases, or they may work in the field while doing surveillance. Most work full time, and schedules may vary to include early mornings, nights, and weekends.

### [How to Become a Private Detective or Investigator](#tab-4)

Private detectives and investigators typically need at least a high school diploma or the equivalent and several years of related work experience. Some employers prefer to hire candidates who have a bachelor’s degree. Most states require private detectives and investigators to be licensed.

### [Pay](#tab-5)

The median annual wage for private detectives and investigators was $49,540 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of private detectives and investigators is projected to grow 							 5 percent from 2023 to 2033, about as fast as the average for all occupations.

About 3,600 openings for private detectives and investigators are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for private detectives and investigators.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of private detectives and investigators with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about private detectives and investigators by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Cashiers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Cashiers process payments and disburse money in retail settings.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/cashiers.htm",
    "date": "2024-12-18",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=EK9_RipD4w8.](https://www.youtube.com/watch?v=EK9_RipD4w8)| Quick Facts: Cashiers | |

\| --- | --- |

\| 2023 Median Pay | $29,720 per year $14.29 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 3,338,800 |

\| Job Outlook, 2023-33 | -11% (Decline) |

\| Employment Change, 2023-33 | -353,100 |

QF

### [What Cashiers Do](#tab-2)

Cashiers process payments and disburse money in retail settings.

### [Work Environment](#tab-3)

Most cashiers work in establishments such as grocery stores, gasoline stations, and restaurants. Work schedules may vary to include evenings, weekends and holidays. Part-time work is common.

### [How to Become a Cashier](#tab-4)

Cashiers typically have no formal education requirement to enter the occupation. They are trained on the job.

### [Pay](#tab-5)

The median hourly wage for cashiers was $14.29 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of cashiers is projected to decline 							 11 percent from 2023 to 2033.

Despite declining employment, about 565,600 openings for cashiers are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for cashiers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of cashiers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about cashiers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Security Guards and Gambling Surveillance Officers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Security guards and gambling surveillance officers patrol and protect property from illegal activity.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/protective-service/security-guards.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=SfdJ2Eh4bHw.](https://www.youtube.com/watch?v=SfdJ2Eh4bHw)| Quick Facts: Security Guards and Gambling Surveillance Officers | |

\| --- | --- |

\| 2023 Median Pay | $37,090 per year $17.83 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 1,240,700 |

\| Job Outlook, 2023-33 | 2% (Slower than average) |

\| Employment Change, 2023-33 | 26,900 |

QF

### [What Security Guards and Gambling Surveillance Officers Do](#tab-2)

Security guards and gambling surveillance officers protect property from illegal activity.

### [Work Environment](#tab-3)

Security guards work in a variety of places, including industrial settings, retail stores, and office buildings. Gambling surveillance officers work mostly in casinos. Because many buildings and casinos are open 24 hours a day, security guards and officers often must work around the clock.

### [How to Become a Security Guard or Gambling Surveillance Officer](#tab-4)

Security guards and gambling surveillance officers typically need a high school diploma. Gambling surveillance officers may also need experience with security and video surveillance, depending on their work assignment. Most states require guards to be licensed by the state, especially if they carry a firearm.

### [Pay](#tab-5)

The median annual wage for gambling surveillance officers and gambling investigators was $39,210 in May 2023.

The median annual wage for security guards was $37,070 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of security guards and gambling surveillance officers is projected to grow 							 2 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 162,400 openings for security guards and gambling surveillance officers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for security guards and gambling surveillance officers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of security guards and gambling surveillance officers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about security guards and gambling surveillance officers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Advertising Sales Agents: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Advertising sales agents sell promotional space to businesses and individuals.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/advertising-sales-agents.htm",
    "date": "2024-09-30",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=Ussc3-AfbWI.](https://www.youtube.com/watch?v=Ussc3-AfbWI)| Quick Facts: Advertising Sales Agents | |

\| --- | --- |

\| 2023 Median Pay | $61,270 per year $29.46 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 111,600 |

\| Job Outlook, 2023-33 | -7% (Decline) |

\| Employment Change, 2023-33 | -7,400 |

QF

### [What Advertising Sales Agents Do](#tab-2)

Advertising sales agents sell promotional space to businesses and individuals.

### [Work Environment](#tab-3)

Advertising sales agents work under pressure to meet sales quotas. They may travel to visit current and prospective clients. Most work full time.

### [How to Become an Advertising Sales Agent](#tab-4)

Advertising sales agents typically need at least a high school diploma to enter the occupation, although some employers require or prefer that candidates have a bachelor’s degree. Once hired, these workers typically receive training on the job. Sales and communication skills are essential.

### [Pay](#tab-5)

The median annual wage for advertising sales agents was $61,270 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of advertising sales agents is projected to decline 							 7 percent from 2023 to 2033.

Despite declining employment, about 10,300 openings for advertising sales agents are projected each year, on average, over the decade. 			 						 All of those openings are expected to result from the need to replace workers who transfer to other occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for advertising sales agents.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of advertising sales agents with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about advertising sales agents by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Models: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Models pose for artists, photographers, and other clients to help advertise products.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/models.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=tJTS57dKpTU.](https://www.youtube.com/watch?v=tJTS57dKpTU)| Quick Facts: Models | |

\| --- | --- |

\| 2023 Median Pay | $47,430 per year $22.80 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | None |

\| Number of Jobs, 2023 | 3,600 |

\| Job Outlook, 2023-33 | 0% (Little or no change) |

\| Employment Change, 2023-33 | 0 |

QF

### [What Models Do](#tab-2)

Models pose for artists, photographers, and other clients to help advertise products.

### [Work Environment](#tab-3)

Models work in a variety of conditions, from comfortable indoor studios and runway fashion shows to outdoors in all weather conditions. Most models work part time and have unpredictable work schedules. Many also experience periods of unemployment.

### [How to Become a Model](#tab-4)

No formal educational credential is required and training is limited. Specific requirements depend on the client. However, most models must be within certain ranges for height, weight, and clothing size to meet the needs of[fashion designers](/ooh/arts-and-design/fashion-designers.htm),[photographers](/ooh/media-and-communication/photographers.htm), and[advertisers](/ooh/management/advertising-promotions-and-marketing-managers.htm).

### [Pay](#tab-5)

The median hourly wage for models was $22.80 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of models is projected to show little or no change 							 from 2023 to 2033.

Despite limited employment growth, about 600 openings for models are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for models.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of models with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about models by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Real Estate Brokers and Sales Agents: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Real estate brokers and sales agents help clients buy, sell, and rent properties.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/real-estate-brokers-and-sales-agents.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=Fh03puSzv7g.](https://www.youtube.com/watch?v=Fh03puSzv7g)| Quick Facts: Real Estate Brokers and Sales Agents | |

\| --- | --- |

\| 2023 Median Pay | $56,620 per year $27.22 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 544,400 |

\| Job Outlook, 2023-33 | 2% (Slower than average) |

\| Employment Change, 2023-33 | 10,100 |

QF

### [What Real Estate Brokers and Sales Agents Do](#tab-2)

Real estate brokers and sales agents help clients buy, sell, and rent properties.

### [Work Environment](#tab-3)

Most real estate brokers and sales agents are self-employed. Although they often work irregular hours, many are able to set their own schedules.

### [How to Become a Real Estate Broker or Sales Agent](#tab-4)

Real estate brokers and sales agents typically need a high school diploma or equivalent to enter the occupation. Every state requires real estate brokers and agents to be licensed.

### [Pay](#tab-5)

The median annual wage for real estate brokers was $63,060 in May 2023.

The median annual wage for real estate sales agents was $54,300 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of real estate brokers and sales agents is projected to grow 							 2 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 46,000 openings for real estate brokers and sales agents are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for real estate brokers and sales agents.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of real estate brokers and sales agents with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about real estate brokers and sales agents by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Insurance Sales Agents: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Insurance sales agents contact potential customers and sell one or more types of insurance.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/insurance-sales-agents.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=MNCpob3fZHk.](https://www.youtube.com/watch?v=MNCpob3fZHk)| Quick Facts: Insurance Sales Agents | |

\| --- | --- |

\| 2023 Median Pay | $59,080 per year $28.40 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 547,600 |

\| Job Outlook, 2023-33 | 6% (Faster than average) |

\| Employment Change, 2023-33 | 33,400 |

QF

### [What Insurance Sales Agents Do](#tab-2)

Insurance sales agents contact potential customers and sell one or more types of insurance.

### [Work Environment](#tab-3)

Most insurance sales agents work in office settings, although they may spend time traveling to meet with clients.

### [How to Become an Insurance Sales Agent](#tab-4)

Although employers typically require that agents have a high school diploma, they may prefer to hire agents who have a bachelor’s degree. Agents must be licensed in the states where they work.

### [Pay](#tab-5)

The median annual wage for insurance sales agents was $59,080 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of insurance sales agents is projected to grow 							 6 percent from 2023 to 2033, faster than the average for all occupations.

About 47,100 openings for insurance sales agents are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for insurance sales agents.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of insurance sales agents with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about insurance sales agents by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Sales Occupations: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/",
    "date": "2024-08-29",
    "text": [

PERCUSSION INNER STARTfolder_path : //Sites/wwwBlsGov/Publications/OOH/Sales

- [OOH HOME](/ooh/home.htm)|

- [OCCUPATION FINDER](/ooh/occupation-finder.htm)|

- [OOH FAQ](/ooh/about/ooh-faqs.htm)|

- [HOW TO FIND A JOB](/ooh/how-to-find-a-job/home.htm)|

- [A-Z INDEX](/ooh/a-z-index.htm)|

- [OOH SITE MAP](/ooh/ooh-site-map.htm)

[Occupational Outlook Handbook](/ooh/home.htm)>[Sales](/ooh/sales/home.htm)>

# Sales Occupations

[PRINTER-FRIENDLY](/ooh/sales/print/home.htm)

Workers in this group sell goods and services or connect buyers with sellers in a specific market, such as real estate or securities.

Overall employment in sales occupations is projected to decline over the 2023–33 decade. However, about 1.8 million openings are projected each year, on average, in these occupations due to the need to replace workers who leave the occupations permanently.

The median annual wage for this group was $36,760 in May 2023, which was lower than the median annual wage for all occupations of $48,060.

BLS employment projections, wage, and other data for related occupations not shown in the following table are available on the[Data for Occupations Not Covered in Detail](https://www.bls.gov/ooh/about/data-for-occupations-not-covered-in-detail.htm#Sales%20and%20related%20occupations)page. Information highlighting physical demands, cognitive and mental requirements, and other qualifications for workers in this group are available in a BLS[Occupational Requirements Survey](https://www.bls.gov/ors/factsheet/pdf/sales-and-related-occupations.pdf)(ORS) profile.

| Image | OCCUPATION | JOB SUMMARY | ENTRY-LEVEL EDUCATION | 2023 MEDIAN PAY |

\| --- | --- | --- | --- | --- |

\| | Advertising Sales Agents | Advertising sales agents sell promotional space to businesses and individuals. | High school diploma or equivalent | $61,270 |

\| | Cashiers | Cashiers process payments and disburse money in retail settings. | No formal educational credential | $29,720 |

\| | Insurance Sales Agents | Insurance sales agents contact potential customers and sell one or more types of insurance. | High school diploma or equivalent | $59,080 |

\| | Models | Models pose for artists, photographers, and other clients to help advertise products. | No formal educational credential | $47,430 |

\| | Real Estate Brokers and Sales Agents | Real estate brokers and sales agents help clients buy, sell, and rent properties. | High school diploma or equivalent | $56,620 |

\| | Retail Sales Workers | Retail sales workers sell merchandise, spare and replacement parts, and equipment to customers. | No formal educational credential | $33,900 |

\| | Sales Engineers | Sales engineers sell business products or services, such as software or support, that require technical expertise. | Bachelor's degree | $116,950 |

\| | Securities, Commodities, and Financial Services Sales Agents | Securities, commodities, and financial services sales agents connect buyers and sellers in financial markets. | Bachelor's degree | $76,900 |

\| | Travel Agents | Travel agents sell transportation, lodging, and entertainment activities to individuals and groups planning trips. | High school diploma or equivalent | $47,410 |

\| | Wholesale and Manufacturing Sales Representatives | Wholesale and manufacturing sales representatives sell goods for wholesalers or manufacturers to businesses, government agencies, and other organizations. | See How to Become One | $73,080 |

## 2023 Median Pay

The wage at which half of the workers in the occupation earned more than that amount and half earned less. Median wage data are from the BLS Occupational Employment Statistics survey.

## Entry-level Education

Typical level of education that most workers need to enter this occupation.

**Last Modified Date:**Thursday, August 29, 2024

PERCUSSION INNER ENDRecommend this page using:[Facebook](javascript:void(0);)[Twitter](javascript:void(0);)[LinkedIn](javascript:void(0);)<div><a href=\"javascript:void(0);\" class=\"share_googleplus\"><img src=\"/images/icons/google.png\"></a><span><a href=\"javascript:void(0);\" class=\"share_googleplus\">Google+</a></span></div>
    ]
}


key: chroma:document
string_value:
{
    "title": "Retail Sales Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Retail sales workers sell merchandise, spare and replacement parts, and equipment to customers.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/retail-sales-workers.htm",
    "date": "2024-12-19",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=EK9_RipD4w8.](https://www.youtube.com/watch?v=EK9_RipD4w8)| Quick Facts: Retail Sales Workers | |

\| --- | --- |

\| 2023 Median Pay | $33,900 per year $16.30 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 4,078,000 |

\| Job Outlook, 2023-33 | 0% (Little or no change) |

\| Employment Change, 2023-33 | 7,900 |

QF

### [What Retail Sales Workers Do](#tab-2)

Retail sales workers sell merchandise, spare and replacement parts, and equipment to customers.

### [Work Environment](#tab-3)

Retail sales workers usually work in clean, well-lit stores. Most are employed full time. Schedules may vary, with evening and weekend work required in some jobs.

### [How to Become a Retail Sales Worker](#tab-4)

Retail sales workers typically do not need formal education to enter the occupation. However, some employers prefer to hire candidates who have a high school diploma or the equivalent. Most retail sales workers learn on the job.

### [Pay](#tab-5)

The median hourly wage for parts salespersons was $17.72 in May 2023.

The median hourly wage for retail salespersons was $16.19 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of retail sales workers is projected to show little or no change 							 from 2023 to 2033.

Despite limited employment growth, about 582,200 openings for retail sales workers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for retail sales workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of retail sales workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about retail sales workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Travel Agents: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Travel agents sell transportation, lodging, and entertainment activities to individuals and groups planning trips. ",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/travel-agents.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=2GEPp0P4Yto.](https://www.youtube.com/watch?v=2GEPp0P4Yto)| Quick Facts: Travel Agents | |

\| --- | --- |

\| 2023 Median Pay | $47,410 per year $22.79 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 68,800 |

\| Job Outlook, 2023-33 | 3% (As fast as average) |

\| Employment Change, 2023-33 | 2,300 |

QF

### [What Travel Agents Do](#tab-2)

Travel agents sell transportation, lodging, and entertainment activities to individuals and groups planning trips.

### [Work Environment](#tab-3)

Travel agents typically spend much of their day sitting, working on the phone and on the computer. Most travel agents work for travel agencies; many are self-employed.

### [How to Become a Travel Agent](#tab-4)

A high school diploma typically is required for someone to become a travel agent. However, employers may prefer to hire candidates who have sales experience or relevant certification or education. Good communication and customer service skills are essential.

### [Pay](#tab-5)

The median annual wage for travel agents was $47,410 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of travel agents is projected to grow 							 3 percent from 2023 to 2033, about as fast as the average for all occupations.

About 8,200 openings for travel agents are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for travel agents.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of travel agents with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about travel agents by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Airline and Commercial Pilots: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Airline and commercial pilots fly and navigate airplanes, helicopters, and other aircraft. ",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/airline-and-commercial-pilots.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=oey4mi_QV48.](https://www.youtube.com/watch?v=oey4mi_QV48)| Quick Facts: Airline and Commercial Pilots | |

\| --- | --- |

\| 2023 Median Pay | $171,210 per year |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 152,800 |

\| Job Outlook, 2023-33 | 5% (As fast as average) |

\| Employment Change, 2023-33 | 8,000 |

QF

### [What Airline and Commercial Pilots Do](#tab-2)

Airline and commercial pilots fly and navigate airplanes, helicopters, and other aircraft.

### [Work Environment](#tab-3)

Pilots usually have variable work schedules, with overnight layovers that are more common for airline pilots.

### [How to Become an Airline or Commercial Pilot](#tab-4)

Airline pilots typically need a bachelor’s degree and experience as a commercial or[military](/ooh/military/military-careers.htm)pilot. Commercial pilots typically need flight training. Both also must meet[Federal Aviation Administration](https://www.faa.gov/)(FAA) requirements.

### [Pay](#tab-5)

The median annual wage for airline pilots, copilots, and flight engineers was $219,140 in May 2023.

The median annual wage for commercial pilots was $113,080 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of airline and commercial pilots is projected to grow 							 5 percent from 2023 to 2033, about as fast as the average for all occupations.

About 18,500 openings for airline and commercial pilots are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for airline and commercial pilots.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of airline and commercial pilots with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about airline and commercial pilots by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Sales Engineers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Sales engineers sell business products or services, such as software or support, that require technical expertise.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/sales-engineers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=VoNkYHBgfHo.](https://www.youtube.com/watch?v=VoNkYHBgfHo)| Quick Facts: Sales Engineers | |

\| --- | --- |

\| 2023 Median Pay | $116,950 per year $56.23 per hour |

\| Typical Entry-Level Education | Bachelor's degree |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 59,700 |

\| Job Outlook, 2023-33 | 6% (Faster than average) |

\| Employment Change, 2023-33 | 3,700 |

QF

### [What Sales Engineers Do](#tab-2)

Sales engineers sell business products or services, such as software or support, that require technical expertise.

### [Work Environment](#tab-3)

Sales engineers typically work in an office setting and often travel to meet with customers. Most sales engineers work full time.

### [How to Become a Sales Engineer](#tab-4)

To enter the occupation, sales engineers typically need a bachelor’s degree in engineering or a related field. Sales engineers combine technical knowledge of the products or services they are selling with strong interpersonal skills.

### [Pay](#tab-5)

The median annual wage for sales engineers was $116,950 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of sales engineers is projected to grow 							 6 percent from 2023 to 2033, faster than the average for all occupations.

About 5,800 openings for sales engineers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for sales engineers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of sales engineers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about sales engineers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Bus Drivers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Bus drivers transport people between various places.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/bus-drivers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=52b8l3plMBE.](https://www.youtube.com/watch?v=52b8l3plMBE)| Quick Facts: Bus Drivers | |

\| --- | --- |

\| 2023 Median Pay | $48,230 per year $23.19 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 559,300 |

\| Job Outlook, 2023-33 | 2% (Slower than average) |

\| Employment Change, 2023-33 | 13,600 |

QF

### [What Bus Drivers Do](#tab-2)

Bus drivers transport people between various places.

### [Work Environment](#tab-3)

Part-time work is common for bus drivers. Drivers’ schedules may vary and include early mornings, evenings, or weekends. Many bus drivers work for schools, and they work only when schools are in session. Driving through heavy traffic or bad weather and dealing with unruly passengers can be stressful for bus drivers.

### [How to Become a Bus Driver](#tab-4)

Bus drivers must have a commercial driver's license (CDL), which they sometimes earn during on-the-job training. They also need a good driving record and must meet physical, hearing, and vision requirements. In addition, bus drivers typically need a high school diploma or the equivalent and may be required to pass a background check.

### [Pay](#tab-5)

The median annual wage for bus drivers, school was $45,660 in May 2023.

The median annual wage for bus drivers, transit and intercity was $60,170 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of bus drivers is projected to grow 							 2 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 79,800 openings for bus drivers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for bus drivers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of bus drivers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about bus drivers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Wholesale and Manufacturing Sales Representatives: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Wholesale and manufacturing sales representatives sell goods for wholesalers or manufacturers to businesses, government agencies, and other organizations.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/wholesale-and-manufacturing-sales-representatives.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=To04x9Um1VM.](https://www.youtube.com/watch?v=To04x9Um1VM)| Quick Facts: Wholesale and Manufacturing Sales Representatives | |

\| --- | --- |

\| 2023 Median Pay | $73,080 per year $35.13 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 1,681,400 |

\| Job Outlook, 2023-33 | 1% (Slower than average) |

\| Employment Change, 2023-33 | 20,000 |

QF

### [What Wholesale and Manufacturing Sales Representatives Do](#tab-2)

Wholesale and manufacturing sales representatives sell goods for wholesalers or manufacturers to businesses, government agencies, and other organizations.

### [Work Environment](#tab-3)

Wholesale and manufacturing sales representatives work under pressure because their income and job security depend on the amount of merchandise they sell. Some sales representatives travel frequently.

### [How to Become a Wholesale or Manufacturing Sales Representative](#tab-4)

Educational requirements vary for sales representatives and depend on the type of products sold. If the products are not scientific or technical, a high school diploma is generally sufficient for entry into the occupation. If the products are scientific or technical, sales representatives typically need at least a bachelor's degree.

### [Pay](#tab-5)

The median annual wage for sales representatives, wholesale and manufacturing, except technical and scientific products was $65,630 in May 2023.

The median annual wage for sales representatives, wholesale and manufacturing, technical and scientific products was $99,710 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of wholesale and manufacturing sales representatives is projected to grow 							 1 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 149,900 openings for wholesale and manufacturing sales representatives are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for wholesale and manufacturing sales representatives.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of wholesale and manufacturing sales representatives with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about wholesale and manufacturing sales representatives by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Securities, Commodities, and Financial Services Sales Agents: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Securities, commodities, and financial services sales agents connect buyers and sellers in financial markets.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/sales/securities-commodities-and-financial-services-sales-agents.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=HtCKxDEvR4w.](https://www.youtube.com/watch?v=HtCKxDEvR4w)| Quick Facts: Securities, Commodities, and Financial Services Sales Agents | |

\| --- | --- |

\| 2023 Median Pay | $76,900 per year $36.97 per hour |

\| Typical Entry-Level Education | Bachelor's degree |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 513,800 |

\| Job Outlook, 2023-33 | 7% (Faster than average) |

\| Employment Change, 2023-33 | 34,100 |

QF

### [What Securities, Commodities, and Financial Services Sales Agents Do](#tab-2)

Securities, commodities, and financial services sales agents connect buyers and sellers in financial markets.

### [Work Environment](#tab-3)

Securities, commodities, and financial services sales agents work in high-stress environments and often work more than 40 hours per week.

### [How to Become a Securities, Commodities, or Financial Services Sales Agent](#tab-4)

Securities, commodities, and financial services sales agents typically need a bachelor’s degree for entry-level jobs. A master’s degree in business administration (MBA) is useful for advancement.

### [Pay](#tab-5)

The median annual wage for securities, commodities, and financial services sales agents was $76,900 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of securities, commodities, and financial services sales agents is projected to grow 							 7 percent from 2023 to 2033, faster than the average for all occupations.

About 41,000 openings for securities, commodities, and financial services sales agents are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for securities, commodities, and financial services sales agents.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of securities, commodities, and financial services sales agents with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about securities, commodities, and financial services sales agents by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Air Traffic Controllers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Air traffic controllers coordinate the movement of aircraft to maintain safe distances between them.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/air-traffic-controllers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=1ejKHvDr-vI.](https://www.youtube.com/watch?v=1ejKHvDr-vI)| Quick Facts: Air Traffic Controllers | |

\| --- | --- |

\| 2023 Median Pay | $137,380 per year $66.05 per hour |

\| Typical Entry-Level Education | Associate's degree |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Long-term on-the-job training |

\| Number of Jobs, 2023 | 24,000 |

\| Job Outlook, 2023-33 | 3% (As fast as average) |

\| Employment Change, 2023-33 | 700 |

QF

### [What Air Traffic Controllers Do](#tab-2)

Air traffic controllers coordinate the movement of aircraft to maintain safe distances between them.

### [Work Environment](#tab-3)

Air traffic controllers work in control towers, approach control facilities, or en route centers. Their work can be stressful because maximum concentration is required at all times. Night, weekend, and rotating shifts are common.

### [How to Become an Air Traffic Controller](#tab-4)

There are several paths to becoming an air traffic controller. Candidates typically need an associate’s or a bachelor’s degree from the[Air Traffic Collegiate Training Initiative](https://www.faa.gov/jobs/students/schools/)program, several years of progressively responsible work experience, or a combination of education and experience. They also must be a U.S. citizen, submit to medical and background checks, and complete training at[Federal Aviation Administration](https://www.faa.gov/)(FAA) academy.

### [Pay](#tab-5)

The median annual wage for air traffic controllers was $137,380 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of air traffic controllers is projected to grow 							 3 percent from 2023 to 2033, about as fast as the average for all occupations.

About 2,200 openings for air traffic controllers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for air traffic controllers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of air traffic controllers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about air traffic controllers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Delivery Truck Drivers and Driver/Sales Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Delivery truck drivers and driver/sales workers pick up, transport, and drop off packages and small shipments within a local region or urban area.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/delivery-truck-drivers-and-driver-sales-workers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=nhDMoNCrniA.](https://www.youtube.com/watch?v=nhDMoNCrniA)| Quick Facts: Delivery Truck Drivers and Driver/Sales Workers | |

\| --- | --- |

\| 2023 Median Pay | $39,950 per year $19.21 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 1,595,800 |

\| Job Outlook, 2023-33 | 9% (Much faster than average) |

\| Employment Change, 2023-33 | 142,400 |

QF

### [What Delivery Truck Drivers and Driver/Sales Workers Do](#tab-2)

Delivery truck drivers and driver/sales workers pick up, transport, and drop off packages and small shipments within a local region or urban area.

### [Work Environment](#tab-3)

Delivery truck drivers and driver/sales workers have a physically demanding job. Driving a truck for long periods can be tiring. When loading and unloading cargo, drivers do a lot of lifting, carrying, and walking.

### [How to Become a Delivery Truck Driver or Driver/Sales Worker](#tab-4)

Delivery truck drivers and driver/sales workers typically need a high school diploma or equivalent to enter these occupations. However, some opportunities exist for those without a high school diploma. Workers undergo 1 month or less of on-the-job training. They must have a driver’s license from the state in which they work and have a clean driving record.

### [Pay](#tab-5)

The median annual wage for driver/sales workers was $35,420 in May 2023.

The median annual wage for light truck drivers was $42,470 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of delivery truck drivers and driver/sales workers is projected to grow 							 9 percent from 2023 to 2033, much faster than the average for all occupations.

About 183,800 openings for delivery truck drivers and driver/sales workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for delivery truck drivers and driver/sales workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of delivery truck drivers and driver/sales workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about delivery truck drivers and driver/sales workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Hand Laborers and Material Movers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Hand laborers and material movers manually move freight, stock, or other materials.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/hand-laborers-and-material-movers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=wQr_uQMpmEM.](https://www.youtube.com/watch?v=wQr_uQMpmEM)| Quick Facts: Hand Laborers and Material Movers | |

\| --- | --- |

\| 2023 Median Pay | $36,770 per year $17.68 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 7,105,700 |

\| Job Outlook, 2023-33 | 4% (As fast as average) |

\| Employment Change, 2023-33 | 283,200 |

QF

### [What Hand Laborers and Material Movers Do](#tab-2)

Hand laborers and material movers manually move freight, stock, or other materials.

### [Work Environment](#tab-3)

Most hand laborers and material movers work full time. Because materials are shipped around the clock, some workers, especially those in warehousing, work overnight shifts.

### [How to Become a Hand Laborer or Material Mover](#tab-4)

There are usually no formal educational requirements to become a hand laborer or material mover. Employers typically require only that applicants be physically able to perform the work.

### [Pay](#tab-5)

The median annual wage for hand laborers and material movers was $36,770 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of hand laborers and material movers is projected to grow 							 4 percent from 2023 to 2033, about as fast as the average for all occupations.

About 1,059,000 openings for hand laborers and material movers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for hand laborers and material movers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of hand laborers and material movers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about hand laborers and material movers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Flight Attendants: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Flight attendants provide routine services and respond to emergencies to ensure the safety and comfort of airline passengers.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/flight-attendants.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=S6a3XVIMnHE.](https://www.youtube.com/watch?v=S6a3XVIMnHE)| Quick Facts: Flight Attendants | |

\| --- | --- |

\| 2023 Median Pay | $68,370 per year |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | Less than 5 years |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 130,300 |

\| Job Outlook, 2023-33 | 10% (Much faster than average) |

\| Employment Change, 2023-33 | 12,900 |

QF

### [What Flight Attendants Do](#tab-2)

Flight attendants provide routine services and respond to emergencies to ensure the safety and comfort of airline passengers.

### [Work Environment](#tab-3)

Flight attendants have variable work schedules, including evenings, weekends, and holidays, because airlines operate every day, and some offer overnight flights. Attendants work in an aircraft and may be away from home several nights per week.

### [How to Become a Flight Attendant](#tab-4)

Flight attendants typically receive on-the-job training from their employer and must be certified by the[Federal Aviation Administration](http://www.faa.gov/)(FAA).

### [Pay](#tab-5)

The median annual wage for flight attendants was $68,370 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of flight attendants is projected to grow 							 10 percent from 2023 to 2033, much faster than the average for all occupations.

About 19,500 openings for flight attendants are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for flight attendants.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of flight attendants with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about flight attendants by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Heavy and Tractor-trailer Truck Drivers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Heavy and tractor-trailer truck drivers transport goods from one location to another.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/heavy-and-tractor-trailer-truck-drivers.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=yz8Oku9fQfQ.](https://www.youtube.com/watch?v=yz8Oku9fQfQ)| Quick Facts: Heavy and Tractor-trailer Truck Drivers | |

\| --- | --- |

\| 2023 Median Pay | $54,320 per year $26.12 per hour |

\| Typical Entry-Level Education | Postsecondary nondegree award |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 2,211,300 |

\| Job Outlook, 2023-33 | 5% (As fast as average) |

\| Employment Change, 2023-33 | 102,000 |

QF

### [What Heavy and Tractor-trailer Truck Drivers Do](#tab-2)

Heavy and tractor-trailer truck drivers transport goods from one location to another.

### [Work Environment](#tab-3)

Working as a long-haul truck driver is a lifestyle choice because these drivers can be away from home for days or weeks at a time.

### [How to Become a Heavy or Tractor-trailer Truck Driver](#tab-4)

Heavy and tractor-trailer truck drivers usually have a high school diploma and attend a professional truck driving school. They must have a commercial driver’s license (CDL).

### [Pay](#tab-5)

The median annual wage for heavy and tractor-trailer truck drivers was $54,320 in May 2023.

### [Job Outlook](#tab-6)

Employment 							of heavy and tractor-trailer truck drivers is projected to grow 							 5 percent from 2023 to 2033, about as fast as the average for all occupations.

About 240,300 openings for heavy and tractor-trailer truck drivers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for heavy and tractor-trailer truck drivers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of heavy and tractor-trailer truck drivers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about heavy and tractor-trailer truck drivers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Transportation and Material Moving Occupations: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/",
    "date": "2024-08-29",
    "text": [

PERCUSSION INNER STARTfolder_path : //Sites/wwwBlsGov/Publications/OOH/Transportation-and-Material-Moving

- [OOH HOME](/ooh/home.htm)|

- [OCCUPATION FINDER](/ooh/occupation-finder.htm)|

- [OOH FAQ](/ooh/about/ooh-faqs.htm)|

- [HOW TO FIND A JOB](/ooh/how-to-find-a-job/home.htm)|

- [A-Z INDEX](/ooh/a-z-index.htm)|

- [OOH SITE MAP](/ooh/ooh-site-map.htm)

[Occupational Outlook Handbook](/ooh/home.htm)>[Transportation and Material Moving](/ooh/transportation-and-material-moving/home.htm)>

# Transportation and Material Moving Occupations

[PRINTER-FRIENDLY](/ooh/transportation-and-material-moving/print/home.htm)

Workers in these occupations move people and goods.

Overall employment in transportation and material moving occupations is projected to grow faster than the average for all occupations from 2023 to 2033. About 1.9 million openings are projected each year, on average, in these occupations due to employment growth and the need to replace workers who leave the occupations permanently.

The median annual wage for this group was $40,050 in May 2023, which was lower than the median annual wage for all occupations of $48,060.

BLS employment projections, wage, and other data for related occupations not shown in the following table are available on the[Data for Occupations Not Covered in Detail](https://www.bls.gov/ooh/about/data-for-occupations-not-covered-in-detail.htm#Transportation%20and%20material%20moving%20occupations)page. Information highlighting physical demands, cognitive and mental requirements, and other qualifications for workers in this group are available in a BLS[Occupational Requirements Survey](https://www.bls.gov/ors/factsheet/pdf/transportation-and-material-moving-occupations.pdf)(ORS) profile.

| Image | OCCUPATION | JOB SUMMARY | ENTRY-LEVEL EDUCATION | 2023 MEDIAN PAY |

\| --- | --- | --- | --- | --- |

\| | Airline and Commercial Pilots | Airline and commercial pilots fly and navigate airplanes, helicopters, and other aircraft. | See How to Become One | $171,210 |

\| | Air Traffic Controllers | Air traffic controllers coordinate the movement of aircraft to maintain safe distances between them. | Associate's degree | $137,380 |

\| | Bus Drivers | Bus drivers transport people between various places. | High school diploma or equivalent | $48,230 |

\| | Delivery Truck Drivers and Driver/Sales Workers | Delivery truck drivers and driver/sales workers pick up, transport, and drop off packages and small shipments within a local region or urban area. | High school diploma or equivalent | $39,950 |

\| | Flight Attendants | Flight attendants provide routine services and respond to emergencies to ensure the safety and comfort of airline passengers. | High school diploma or equivalent | $68,370 |

\| | Hand Laborers and Material Movers | Hand laborers and material movers manually move freight, stock, or other materials. | See How to Become One | $36,770 |

\| | Heavy and Tractor-trailer Truck Drivers | Heavy and tractor-trailer truck drivers transport goods from one location to another. | Postsecondary nondegree award | $54,320 |

\| | Material Moving Machine Operators | Material moving machine operators use equipment to transport objects. | See How to Become One | $44,750 |

\| | Railroad Workers | Railroad workers ensure that passenger and freight trains operate safely. They may drive trains, coordinate the activities of the trains, or control signals and switches in the rail yard. | High school diploma or equivalent | $73,580 |

\| | Taxi Drivers, Shuttle Drivers, and Chauffeurs | Taxi drivers (including ride-hailing drivers), shuttle drivers, and chauffeurs transport people to and from the places they need to go. | No formal educational credential | $35,180 |

\| | Water Transportation Workers | Water transportation workers operate and maintain vessels that take cargo and people over water. | See How to Become One | $64,930 |

## 2023 Median Pay

The wage at which half of the workers in the occupation earned more than that amount and half earned less. Median wage data are from the BLS Occupational Employment Statistics survey.

## Entry-level Education

Typical level of education that most workers need to enter this occupation.

**Last Modified Date:**Thursday, August 29, 2024

PERCUSSION INNER ENDRecommend this page using:[Facebook](javascript:void(0);)[Twitter](javascript:void(0);)[LinkedIn](javascript:void(0);)<div><a href=\"javascript:void(0);\" class=\"share_googleplus\"><img src=\"/images/icons/google.png\"></a><span><a href=\"javascript:void(0);\" class=\"share_googleplus\">Google+</a></span></div>
    ]
}


key: chroma:document
string_value:
{
    "title": "Material Moving Machine Operators: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Material moving machine operators use equipment to transport objects.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/material-moving-machine-operators.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=WNb5Idn3iP8.](https://www.youtube.com/watch?v=WNb5Idn3iP8)| Quick Facts: Material Moving Machine Operators | |

\| --- | --- |

\| 2023 Median Pay | $44,750 per year $21.51 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 847,700 |

\| Job Outlook, 2023-33 | 3% (As fast as average) |

\| Employment Change, 2023-33 | 22,500 |

QF

### [What Material Moving Machine Operators Do](#tab-2)

Material moving machine operators use equipment to transport objects.

### [Work Environment](#tab-3)

Most material moving machine operators work full time, and some work more than 40 hours per week. Because materials are shipped around the clock, some operators work overnight shifts.

### [How to Become a Material Moving Machine Operator](#tab-4)

Education requirements vary by occupation. Crane and tower operators typically need work experience in a related occupation.

### [Pay](#tab-5)

The median annual wage for material moving machine operators was $44,750 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of material moving machine operators is projected to grow 							 3 percent from 2023 to 2033, about as fast as the average for all occupations.

About 85,500 openings for material moving machine operators are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for material moving machine operators.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of material moving machine operators with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about material moving machine operators by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Water Transportation Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Water transportation workers operate and maintain vessels that take cargo and people over water. ",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/water-transportation-occupations.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=V2zvpJucsK4.](https://www.youtube.com/watch?v=V2zvpJucsK4)| Quick Facts: Water Transportation Workers | |

\| --- | --- |

\| 2023 Median Pay | $64,930 per year $31.22 per hour |

\| Typical Entry-Level Education | See How to Become One |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | See How to Become One |

\| Number of Jobs, 2023 | 85,000 |

\| Job Outlook, 2023-33 | 3% (As fast as average) |

\| Employment Change, 2023-33 | 2,500 |

QF

### [What Water Transportation Workers Do](#tab-2)

Water transportation workers operate and maintain vessels that take cargo and people over water.

### [Work Environment](#tab-3)

Most water transportation workers are full time, and many work more than 40 hours per week. Schedules vary and may require workers to spend long periods away from home. These workers may be exposed to all kinds of weather.

### [How to Become a Water Transportation Worker](#tab-4)

Education and training requirements for water transportation workers vary by occupation. There are no educational requirements for entry-level sailors and marine oilers, but other water transportation workers typically complete U.S. Coast Guard-approved training programs.

### [Pay](#tab-5)

The median annual wage for water transportation workers was $64,930 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of water transportation workers is projected to grow 							 3 percent from 2023 to 2033, about as fast as the average for all occupations.

About 9,700 openings for water transportation workers are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for water transportation workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of water transportation workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about water transportation workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Taxi Drivers, Shuttle Drivers, and Chauffeurs: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Taxi drivers (including ride-hailing drivers), shuttle drivers, and chauffeurs transport people to and from the places they need to go.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/taxi-drivers-and-chauffeurs.htm",
    "date": "2025-01-14",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=CcpvU_pzR-s.](https://www.youtube.com/watch?v=CcpvU_pzR-s)| Quick Facts: Taxi Drivers, Shuttle Drivers, and Chauffeurs | |

\| --- | --- |

\| 2023 Median Pay | $35,180 per year $16.91 per hour |

\| Typical Entry-Level Education | No formal educational credential |

\| Work Experience in a Related Occupation | None |

\| On-the-job Training | Short-term on-the-job training |

\| Number of Jobs, 2023 | 393,400 |

\| Job Outlook, 2023-33 | 11% (Much faster than average) |

\| Employment Change, 2023-33 | 41,700 |

QF

### [What Taxi Drivers, Shuttle Drivers, and Chauffeurs Do](#tab-2)

Taxi drivers (including ride-hailing drivers), shuttle drivers, and chauffeurs transport people to and from the places they need to go.

### [Work Environment](#tab-3)

Some taxi drivers, shuttle drivers, and chauffeurs work part time. Work schedules vary and may include early mornings, evenings, or weekends.

### [How to Become a Taxi Driver, Shuttle Driver, or Chauffeur](#tab-4)

Taxi drivers, shuttle drivers, and chauffeurs typically have no formal educational requirements. They typically get brief on-the-job training. They also may need a special driver’s license, such as a taxi or limousine license.

### [Pay](#tab-5)

The median annual wage for shuttle drivers and chauffeurs was $35,240 in May 2023.

The median annual wage for taxi drivers was $34,680 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of taxi drivers, shuttle drivers, and chauffeurs is projected to grow 							 11 percent from 2023 to 2033, much faster than the average for all occupations.

About 52,100 openings for taxi drivers, shuttle drivers, and chauffeurs are projected each year, on average, over the decade. 			 						 Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for taxi drivers, shuttle drivers, and chauffeurs.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of taxi drivers, shuttle drivers, and chauffeurs with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about taxi drivers, shuttle drivers, and chauffeurs by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
{
    "title": "Railroad Workers: Occupational Outlook Handbook: : U.S. Bureau of Labor Statistics",
    "description": "Railroad workers ensure that passenger and freight trains operate safely. They may drive trains, coordinate the activities of the trains, or control signals and switches in the rail yard.",
    "source": "www.bls.gov",
    "link": "https://www.bls.gov/ooh/transportation-and-material-moving/railroad-occupations.htm",
    "date": "2024-08-29",
    "text": [

## Summary

Please enable javascript to play this video.

[Video transcript available at https://www.youtube.com/watch?v=MfiUoy8D-JU.](https://www.youtube.com/watch?v=MfiUoy8D-JU)| Quick Facts: Railroad Workers | |

\| --- | --- |

\| 2023 Median Pay | $73,580 per year $35.38 per hour |

\| Typical Entry-Level Education | High school diploma or equivalent |

\| Work Experience in a Related Occupation | See How to Become One |

\| On-the-job Training | Moderate-term on-the-job training |

\| Number of Jobs, 2023 | 83,000 |

\| Job Outlook, 2023-33 | 2% (Slower than average) |

\| Employment Change, 2023-33 | 1,300 |

QF

### [What Railroad Workers Do](#tab-2)

Railroad workers ensure that passenger and freight trains operate safely. They may drive trains, coordinate the activities of the trains, or control signals and switches in the rail yard.

### [Work Environment](#tab-3)

Nearly all railroad workers are employed in the rail transportation industry. Most work full time, and some work more than 40 hours per week.

### [How to Become a Railroad Worker](#tab-4)

Railroad workers typically need a high school diploma or equivalent and several months of on-the-job training.

### [Pay](#tab-5)

The median annual wage for railroad workers was $73,580 in May 2023.

### [Job Outlook](#tab-6)

Overall employment 							of railroad workers is projected to grow 							 2 percent from 2023 to 2033, slower than the average for all occupations.

Despite limited employment growth, about 7,300 openings for railroad workers are projected each year, on average, over the decade. 			 						 Most of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

### [State & Area Data](#tab-7)

Explore resources for employment and wages by state and area for railroad workers.

### [Similar Occupations](#tab-8)

Compare the job duties, education, job growth, and pay of railroad workers with similar occupations.

### [More Information, Including Links to O*NET](#tab-9)

Learn more about railroad workers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.
    ]
}


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 10
# Drivers of labour-market transformation

Technological developments, the green transition, macroeconomic and geoeconomic shifts, and demographic changes are driving transformation in the global labour market, reshaping both jobs and required skills. This chapter provides a picture of how companies expect these macrotrends to drive industry transformation by 2030.


## 1.1 Expected impact of macrotrends on business transformation

**FIGURE 1.1 Macrotrends driving business transformation**

Share of employers surveyed that identify the stated trend as likely to drive business transformation.


## Visual Description

The figure presents a horizontal bar chart showing the percentage of employers surveyed who believe certain macrotrends are likely to drive business transformation.  The chart lists 12 macrotrends on the vertical axis, ordered from highest percentage to lowest, and the percentage of employers on the horizontal axis, ranging from 0% to 100%. Each bar is color-coded based on the category of the macrotrend.

Here's the data from the chart:

* **Technology change:**
    * Broadening digital access: 60%
* **Economic uncertainty:**
    * Rising cost of living, higher prices or inflation: 50%
    * Increased efforts and investments to reduce carbon emissions: 47%
    * Increased focus on labour and social issues: 46%
    * Slower economic growth: 42%
    * Increased efforts and investments to adapt to climate change: 41%
* **Demographic shifts:**
    * Ageing and declining working-age populations: 40%
    * Increased geopolitical division and conflicts: 34%
    * Growing working-age populations: 24%
* **Geoeconomic fragmentation:**
    * Increased restrictions to global trade and investment: 23%
* **Green transition:**
    * Increased government subsidies and industrial policy: 21%
    * Stricter anti-trust and competition regulations: 17%

**Key Insights:**

Broadening digital access is seen as the most significant driver of business transformation, with 60% of employers identifying it as such. Economic uncertainty factors like rising living costs, carbon emission reduction efforts, and social issues also rank highly.  Demographic shifts and geopolitical factors are also considered important drivers. Green transition related trends have lower percentages, suggesting they are viewed as less impactful drivers of transformation compared to the other categories.


## Technological change

More employers – 60% – expect broadening digital access to transform their business than any other trend, with similar proportions of employers across all regions selecting this trend. This growing digital access is a critical enabler for new technologies to transform labour markets (Figure 1.1).

The Future of Jobs Survey asked employers how advances in nine key technologies are transforming...


Source: World Economic Forum, Future of Jobs Survey 2024.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 100
# Fractional metrics

Respondents aggregated roles included in the jobs taxonomy to six 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.

# Reweighted metrics

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.


# Attribution to jobs

To analyze the impact of specific trends on job growth and decline, survey respondents attributed the growth and decline of roles to macrotrends and technology trends. Respondent’s weighted attribution was used to allocate a fraction of job changes to specific trends. These were then mapped to ILO occupation data to calculate the absolute number of jobs created and destroyed per occupation in the next five years.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 102
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| **Architecture and Engineering** | * Architects and Surveyors
* Biochemical and Biomedical Engineers
* Chemical Engineers
* Civil Engineers
* Drafters, Engineering Technicians, and Mapping Technicians
* Electrotechnology Engineers
* Energy Engineers
* Environmental Engineers
* Industrial and Production Engineers
* Materials Engineers
* Mechanical Engineers
* Mining Engineers, Metallurgists and Related Professionals
* Nuclear Engineers
* Renewable Energy Engineers
* Robotics Engineers |
| **Arts, Design, Entertainment, Sports and Media** | * Advertising and Public Relations Professionals
* Broadcasting Technicians
* Commercial and Industrial Designers
* Entertainers and Performers, Sports and Related Workers
* Fashion Designers
* Graphic Designers
* Handicraft Workers
* Interior Designers
* Media and Communication Workers
* Photographers
* Video Game Designers
* Writers and Authors |
| **Business and Financial Operations** | * Accountants and Auditors
* Business Intelligence Analysts
* Claims Adjusters, Examiners, and Investigators
* Compliance Officers
* Credit and Loans Officers
* Digital Marketing and Strategy Specialists
* Digital Transformation Specialists |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 101
# Skill taxonomy

Skills were selected from levels 3 and 4 of the Global Skills Taxonomy to represent skills of interest to organizations across sectors and economies.

To limit the potential impact of randomization inherent in survey data, two techniques were employed: capping the maximum impact of a particular trend-job combination and removing attributions with an insufficient number of respondents. Specifically, the total impact of a single trend on a job was capped at the 99th percentile of all trend-job combinations, 1.61 million for job increase, and 1st percentile, minus 872 thousand for job loss, and attribution pairs with fewer than three votes were excluded, with their impact categorized as unexplained.


## TABLE A2

| Skill family (level 1) | Skill cluster (level 2) | Skill |
|---|---|---|
| Attitudes | Ethics | Environmental stewardship |
|  |  | Global citizenship |
|  | Self-efficacy | Curiosity and lifelong learning |
|  |  | Dependability and attention to detail |
|  |  | Motivation and self-awareness |
|  |  | Resilience, flexibility and agility |
|  | Working with others | Empathy and active listening |
|  |  | Leadership and social influence |
|  |  | Teaching and mentoring |
| Skills, knowledge and abilities | Cognitive skills | Analytical thinking |
|  |  | Creative thinking |
|  |  | Multi-lingualism |
|  |  | Reading, writing and mathematics |
|  |  | Systems thinking |
|  | Engagement skills | Marketing and media |
|  |  | Service orientation and customer service |
|  | Management skills | Quality control |
|  |  | Resource management and operations |
|  |  | Talent management |
|  | Physical abilities | Manual dexterity, endurance and precision |
|  |  | Sensory-processing abilities |
|  | Technology skills | AI and big data |
|  |  | Design and user experience |
|  |  | Networks and cybersecurity |
|  |  | Programming |
|  |  | Technological literacy |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 103
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| Business and Financial Operations | * E-commerce Specialists
* Financial Analysts
* Financial and Investment Advisers
* Human Resources Specialists
* Insurance Underwriters, Valuers, and Loss Assessors
* Investment Fund Managers
* Management and Organisation Analysts
* Recruiters and Technical Recruiters
* Regulatory and Government Associate Professionals
* Risk Management Specialists
* Sales and Marketing Professionals
* Social Media Strategist
* Training and Development Specialists |
| Community, Social Service and Protective Services | * Firefighting and Prevention Workers
* Law Enforcement Workers, including Police Officers and Immigration Inspectors
* Religious Professionals
* Security Guards
* Social Work and Counselling Professionals |
| Computer and Mathematical | * AI and Machine Learning Specialists
* Big Data Specialists
* Blockchain Developers
* Data Analysts and Scientists
* Data Engineers
* Data Warehousing Specialists
* Database and Network Professionals
* Database Architects
* Devops Engineers
* FinTech Engineers
* Full Stack Engineers
* ICT Operations and User Support Technicians
* Information Security Analysts
* Internet of Things Specialists
* Mathematicians, Actuaries and Statisticians
* Online Learning Managers |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 105
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| Healthcare Practitioners and Technicians | * Psychologists and Psychiatrists
* Specialist Medical Practitioners
* Traditional and Complementary Medicine Professionals
* Veterinarians |
| Hospitality and Food Related | * Baristas
* Chefs and Cooks
* Concierges and Hotel Desk Clerks
* Event Managers
* Food and Beverage Serving Workers
* Food Service Counter Attendants
* Hotel and Restaurant Managers |
| Legal | * Arbitrators, Mediators, and Conciliators
* Court Reporters
* Judges
* Judicial Law Clerks
* Lawyers
* Legal Secretaries
* Paralegals and Legal Assistants
* Title Examiners, Abstractors, and Searchers |
| Management | * Business Services and Administration Managers
* General and Operations Managers
* Health and Education Services Managers
* Legislators and Officials
* Managing Directors and Chief Executives
* Manufacturing, Mining, Construction, and Distribution Managers
* Organisational Development Specialists
* Product Managers
* Production Managers in Agriculture, Forestry and Fisheries
* Project Managers
* Relationship Managers
* Strategic Advisors |
| Manufacturing and Production | * Assembly and Factory Workers
* Chemical Processing Plant Operators
* Food Processing and Related Trades Workers |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 106
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| Manufacturing and Production | * Garment and Related Trades Workers
* Petroleum and Natural Gas Refining Plant Operators
* Power Production Plant Operators
* Printing and Related Trades Workers
* Renewable Energy Technicians
* Sheet and Structural Metal Workers, Moulders and Welders
* Solar Energy Installation and System Engineers |
| Natural Science and Sustainability | * Chemists and Chemical Laboratory Scientists
* Environmental Protection Professionals
* Food Scientists and Technologists
* Life Scientists
* Physical Scientists
* Sustainability Specialists |
| Office and Administrative | * Accounting, Bookkeeping and Payroll Clerks
* Administrative Assistants and Executive Secretaries
* Bank Tellers and Related Clerks
* Client Information and Customer Service Workers
* Data Entry Clerks
* Material-Recording and Stock-Keeping Clerks
* Postal Service Clerks
* Statistical, Finance and Insurance Clerks |
| Personal Care, Maintenance and Installation | * Building Caretakers, Cleaners and Housekeepers
* Childcare Workers
* Electronics and Telecommunications Installers and Repairers
* Hairdressers, Beauticians and Related Workers
* Home Appliance Installers and Repairers
* Mechanics and Machinery Repairers
* Personal Care Aides
* Sports and Fitness Workers |
| Sales | * Business Development Professionals
* Cashiers and Ticket Clerks
* Door-To-Door Sales Workers, News and Street Vendors, and Related Workers
* Real Estate Sales Agents |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 108
# User Guide
## Economy, Region, and Industry Profiles

Economy, Region, and Industry Profiles present data findings from the Future of Jobs Survey through these respective lenses, with the aim of providing specific practical information to decision-makers and experts in academia, business, government and civil society. Complementing the cross-industry and cross-economy analysis of results in the Future of Jobs Report, this section provides deeper granularity for given industries, regions and economies through dedicated profiles.  Additionally, the profiles are intended to enable interested companies and policy-makers with the opportunity to benchmark their organization or economy against the range of expectations prevalent in their industry or region. This User's Guide provides an overview of the information contained in the various profiles and their appropriate interpretation.

## 1. Hard data contextual indicators:

This section aims to provide the reader with the latest available data from contextual indicators on an economy's labour market.

### Working age population

The total working age population is displayed in the top right corner of the page for the economy profile. The working-age population is the number of people aged 25 and over. In addition to using a minimum age threshold, certain countries also apply a maximum age limit.

* **Period:** 2020 or latest available data (accessed November 2024)
* **Source:** ILOSTAT, International Labour Organization


### Labour force participation

The labour force participation rate is the labour force as a percentage of the working-age population of people aged 25 and over. The labour force is the sum of all persons of working age who are employed and those who are unemployed.

* **Period:** 2020 or latest available data (accessed November 2024)
* **Source:** ILOSTAT, International Labour Organization

### Share of youth not in employment, education, or training, ILO modelled estimates (NEET)

This indicator refers to the proportion of youth who are not in employment and not in education or training. Youth not in education are those who were neither enrolled in school nor in a formal training program (e.g. vocational training).

* **Period:** 2019 or latest available data (accessed November 2024)
* **Source:** ILOSTAT, International Labour Organization

### Unemployment rate

The unemployment rate conveys the number of persons who are unemployed as a percentage of the labour force (i.e., the employed plus the unemployed).

* **Period:** 2020 or latest available data (accessed November 2024)
* **Source:** ILOSTAT, International Labour Organization

### Unemployment rate among workers with basic and advanced education

The unemployment rate conveys the number of persons who are unemployed as a percentage of the labour force (i.e., the employed plus the unemployed). Data disaggregated by level of education are provided on the highest level of education completed, classified according to the International Standard Classification of Education (ISCED).

* **Period:** 2023 (accessed November 2024)
* **Source:** ILOSTAT, International Labour Organization

### Vulnerable employment, total (% of total employment), ILO modelled estimates

Vulnerable employment is contributing family workers and own-account workers as a percentage of total employment.

* **Period:** 2022 (accessed November 2024)
* **Source:** World Bank, World Development Indicators database. Estimates are based on data obtained from International Labour Organization, ILOSTAT

### Secondary education attainment

The percentage of population aged 25 and over that attained or completed upper secondary education.

* **Period:** 2019 or latest available data (accessed November 2024)
* **Source:** World Bank, World Development Indicators


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 11
# Technology trends driving business transformation, 2025-2030

Of the nine technologies, three stand out as being expected to have the greatest impact. Robots and autonomous systems are expected to transform 58% of employers' businesses, while energy generation and storage technologies are expected to transform 41%. But it is artificial intelligence (AI) and information processing technologies that are expected to have the biggest impact – with 86% of respondents expecting these technologies to transform their business by 2030.

## Visual Description

The figure is a horizontal bar chart showing the share of employers surveyed that identify certain technology trends as likely to drive business transformation between 2025-2030.

The technologies listed, and their corresponding percentage share, are:

*   AI and information processing technologies: 86%
*   Robots and autonomous systems: 58%
*   Energy generation, storage, and distribution: 41%
*   New materials and composites: 30%
*   Semiconductors and computing technologies: 20%
*   Sensing, laser, and optical technologies: 18%
*   Quantum and encryption: 12%
*   Biotechnology and gene technologies: 11%
*   Satellites and space technologies: 9%

**Key Insights:**

*   AI and information processing technologies are expected to be the biggest driver of business transformation by a significant margin.
*   Robotics and automation, and energy technologies are also predicted to be significant factors.
*   Other technologies like new materials, semiconductors, sensing technologies, and quantum computing are expected to play a lesser, though still notable role.


## Generative AI

Generative AI (GenAI) has seen a rapid surge in both investment and adoption across various sectors. Since the release of ChatGPT in November 2022, investment flows into AI have increased nearly eightfold. This has been accompanied by investment in the physical infrastructure needed to support these technologies, including servers and energy generation plants.  GenAI's natural language processing capabilities reduce barriers to usage and the need for specialized technical knowledge, driving demand for GenAI skills from both businesses and individuals.

Although generalized adoption of AI applications remains comparatively low, adoption is growing rapidly. The information technology sector leads in AI adoption, while industries such as construction lag behind. This reflects the broader trend of advanced and middle-income economies experiencing higher adoption rates than low-income economies.

While the full extent of long-term productivity gains from the technology is uncertain, workplace studies show that GenAI can enhance human skills and performance, substitute for tacit knowledge, and enhance knowledge work when applied appropriately. However, there are risks of adverse outcomes if used beyond its capability.

Looking ahead, some believe GenAI could empower less specialized employees to perform more "expert" tasks, expanding the functions of roles such as Accounting Clerks, Nurses, and Teaching Assistants. It could also equip skilled professionals with cutting-edge knowledge, enabling them to solve complex problems more efficiently.  These outcomes are more likely if technological development focuses on enhancing, rather than substituting, human capabilities.

However, without appropriate decision-making frameworks and economic incentives, there's a risk that technological development will focus on replacing human work, potentially increasing inequality and unemployment.

Source: World Economic Forum, Future of Jobs Survey 2024.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 104
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| Computer and Mathematical | * Process Automation Specialists
* Security Management Specialists
* Software and Applications Developers
* Software Testers
* System Engineers
* UI and UX Designers
* Web Developers |
| Construction and Extraction | * Building Framers, Finishers, and Related Trades Workers
* Construction Laborers
* Electrical Equipment Installers and Repairers
* Mining, Petroleum and Other Extraction Workers |
| Education and Training | * Primary School and Early Childhood Teachers
* Secondary Education Teachers
* Special Education Teachers
* University and Higher Education Teachers
* Vocational Education Teachers |
| Farming, Fishing, and Forestry | * Farmworkers, Labourers, and Other Agricultural Workers
* Fishing and Hunting Workers
* Forestry Workers
* Gardeners, Horticultural and Nursery Workers |
| Healthcare Practitioners and Technicians | * Audiologists and Speech Therapists
* Dentists and Associated Professions
* Dietitians and Nutritionists
* Environmental and Occupational Health and Hygiene Professionals
* Epidemiologists and Public Health Specialists
* Generalist Medical Practitioners
* Health Technologists and Technicians
* Midwifery Professionals
* Nursing Professionals
* Optometrists and Opticians
* Paramedical and Emergency Medical Technicians
* Personal Care Workers in Health Services
* Pharmacists and Associated Professions
* Physical Therapists |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 107
# Job taxonomy

_The occupational taxonomy was modified and extended from O*NET SOC._

| Job family | Occupation |
|---|---|
| Sales | * Sales and Purchasing Agents and Brokers
* Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products
* Securities and Finance Dealers and Brokers
* Shop Salespersons
* Telemarketers |
| Social Science | * Economists
* Social Science Research Assistants
* Social Scientists and Related Workers
* Survey Researchers |
| Transportation and Logistics | * Autonomous and Electric Vehicle Specialists
* Car, Van and Motorcycle Drivers
* Commercial Pilots
* Flight Attendants
* Heavy Truck and Bus Drivers
* Light Truck or Delivery Services Drivers
* Locomotive Engine Drivers and Related Workers
* Postal Service Mail Carriers
* Refuse Workers
* Supply Chain and Logistics Specialists
* Transportation Attendants and Conductors
* Transportation Inspectors
* Water Transportation Workers, including Ship and Marine Cargo Workers, Controllers, and Technicians |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 109
# Tertiary education attainment

The percentage of population aged 25 and over that attained or completed tertiary education.

**Period:** 2020 or latest available data (accessed November 2024)
**Source:** World Bank, World Development Indicators database. UNESCO Institute for Statistics (UIS)

# Ease of finding skilled employees in local labour market

Score computed based on the average response of companies operating in this country to the Executive Opinion Survey question "In your country, to what extent can companies find people with the skills required to fill their vacancies in the local labour market?" [1 = Not at all; 7 = To a great extent].

**Period:** 2023-2024 weighted average
**Source:** World Economic Forum, Executive Opinion Survey

# Fill vacancies by hiring foreign labour

Score computed based on the average response of companies operating in this country to the Executive Opinion Survey question "In your country, to what extent can companies find people with the skills required to fill their vacancies by hiring foreign labour?" [1 = Not at all; 7 = To a great extent].

**Period:** 2023-2024 weighted average
**Source:** World Economic Forum, Executive Opinion Survey

# Country investment in mid-career training

Score computed based on the average response of companies operating in this country to the Executive Opinion Survey question "In your country, to what extent does government invest in mid-career reskilling and upskilling opportunities?" [1 = Not at all; 7 = To a great extent].

**Period:** 2023-2024 weighted average
**Source:** World Economic Forum, Executive Opinion Survey

# Labour-market churn

This figure is the five-year structural labour-market churn of surveyed employers that operate in the respective economy, region or industry, compared with the global average. Labour-market churn refers to the pace of reallocation of workers and jobs. The Future of Jobs Survey provides insight into structural labour-market churn, namely, the number of expected new jobs, plus the number of roles expected to be displaced during the period, divided by the size of the labour force in question. Structural churn disregards the "natural" churn of workers moving between jobs for business or personal reasons. For more information, please refer to Appendix A.

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


## Visual Description

This section describes figures related to the following sections:

* Disruption to skills
* Organizations with DEI priorities
* Exposure to AI disruption
* Macrotrends driving business transformation


Each figure represents a comparison of data between specific economies/regions/industries and the global average. They depict shares or averages based on survey responses from employers. The specific questions used to collect the data are detailed within each section above.


# Disruption to skills

This figure shows the average of estimates of surveyed employers that operate in the respective economy, region or industry, compared with the global average, for the question "what proportion of the core skills required by your workforce will remain the same?", compared to the global average.

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey

# Organizations with DEI priorities

This figure shows the share of surveyed employers with diversity, equity and inclusion priorities that operate in the respective economy, region or industry, compared with the global average. The figure is calculated based on the share of respondents who select "My organization doesn't have DEI priorities" for the question "What are likely to be the key components your workforce diversity, equity and inclusion (DEI) priorities by 2030?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


# Exposure to AI disruption

This figure shows the share of surveyed employers with high exposure to AI that operate in the respective economy, region or industry, compared to the global average. The figure is calculated based on the share of respondents who do *not* select "My organization has low exposure to AI" for the question "Which strategies is your organization likely to implement by 2030, in response Al's increasing capability and prevalence?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey

# Macrotrends driving business transformation

This bar chart shows the share of employers surveyed that identify the macrotrends as likely to drive transformation in the respective economy, region or industry, compared to the global average. It is based on the response to the question "By 2030, which of the following trends are likely to drive transformation in your organization?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 112
# Argentina

## Contextual Indicators

| Indicators | min | max |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |


## Jobs and Skills outlook

* **19%** (Global 22%): Labour-market churn (Five-year structural labour-force churn)
* **42%** (Global 39%): Skill disruption (Shares of core skills which will change)
* **86%** (Global 83%): Organizations with DEI priorities (Share of organizations with DEI priorities)
* **100%** (Global 88%): AI exposure (Share of organizations running AI programmes)


## Trend outlook

### Macrotrends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| Increased efforts and investments to reduce carbon... |  |  |
| Broadening digital access |  |  |
| Increased efforts and investments to adapt to climate... |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Slower economic growth |  |  |
| Increased focus on labour and social issues |  |  |
| Increased government subsidies and industrial policy | 70% | 26% |
| Increased restrictions to global trade and investment | 70% | 26% |
| Growing working-age populations | 44% | 26% |
| Stricter anti-trust and competition regulations | 44% | 17% |
| Increased geopolitical division and conflicts | 44% | 17% |
| Ageing and declining working-age populations | 35% | 17% |

### Technology trends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR…) |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |
| Semiconductors and computing technologies |  |  |
| Sensing, laser and optical technologies | 96% | 26% |
| Quantum and encryption | 57% | 22% |
| Satellites and space technologies | 48% | 9% |
| Biotechnology and gene technologies | 39% | 4% |



## Jobs outlook

### Key roles for business transformation

* Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)

| Role | Net growth | Global net growth | Churn |
|---|---|---|---|
| Data Analysts and Scientists | 85 | 85 | |
| AI and Machine Learning Specialists | 81 | 81 | |
| Business Development Professionals | 11 | 11 | |
| General and Operations Managers | 8 | 19 | |
| Accountants and Auditors | -5 | 5 | |
| Data Entry Clerks | -24 | 24 | |


## Skill outlook

### Skills of increasing use by 2030

* Skills of the most increase in use by 2030

| Skill | Economy | Global |
|---|---|---|
| Analytical thinking |  | 88% |
| Leadership and social influence |  | 88% |
| Empathy and active listening |  | 81% |
| Resilience, flexibility and agility |  | 75% |
| Creative thinking |  | 69% |
| AI and big data | 100% |  |
| Creative thinking | 94% |  |
| Technological literacy | 88% |  |
| Design and user experience | 81% |  |
| Curiosity and lifelong learning | 81% |  |


## Visual Description

Several bar charts and a line chart are present, comparing Argentina's data to global averages and income group averages. Horizontal bar charts are used to represent data related to contextual indicators, macro trends, technology trends and skills. A line chart visually displays the net growth and churn of key roles for business transformation. The charts consistently use a light blue to represent Argentina's data and a darker blue for global data, with additional visual elements in some cases for income group averages or additional global metrics.


Key insights include Argentina’s high adoption of AI, the importance of analytical thinking and other core skills for the future job market, and significant predicted growth in roles like Data Analysts and AI/Machine Learning Specialists.  The visualization also highlights areas where Argentina lags behind global averages, such as in certain educational attainment metrics.  The charts provide a comparative view of Argentina’s economic and skills landscape within a global context.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 110
# 7. Technology trends driving business transformation

This bar chart shows the share of employers surveyed that identify the corresponding technology trends as likely to drive transformation in the respective economy, region or industry, compared to the global average. It is based on the response to the question "By 2030, which of the following trends are likely to drive transformation in your organization?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey

## Visual Description

This bar chart displays the prevalence of various technology trends expected to drive business transformation by 2030.  The chart compares responses across different economies, regions, and industries to a global average.

# 8. Key roles for business transformation

This table provides an overview of the top roles for industry transformation from 2025 until 2030. The list cites the most frequently selected roles of surveyed employers that operate in the respective economy, region or industry. Net growth represents the forecast increase or decrease in the size of a workforce. Churn represents the sum of job losses and created jobs in a workforce as a fraction of its initial size.


**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey

# 9. Core skills in 2025 and skills on the rise by 2030

This bar chart and table shows the top core skills in 2025 and skills with the most increase in use by 2030 in the respective economy, region or industry. The data is based on the question "Currently, what are the core skills workers need to perform well in the key roles of your organization?" and "For your organization's key roles, would you expect an increase or decrease in the use of the following skills by 2030?", compared to the global average.

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


# 10. Upskilling and reskilling outlook

The data shows the breakdown of the typical training outlook for a representative group of 100 workers, calculated based on averages of the training strategies reported by employers surveyed in the respective economy, region and industry, compared to the global average.

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


# 11. Shifting human-machine frontier

The bar chart shows share of total work tasks expected to be delivered predominantly by human workers, by technology (machines and algorithms), or by a combination of both, in the respective economy, region or industry, based on the question "What proportion of time spent, on average across all tasks in your organization, is currently performed predominantly by technology (machines, algorithms etc.), predominantly by humans, or by a combination of the two?", compared to the global average.

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey

## Visual Description

This bar chart presents the anticipated shift in the division of labor between humans and machines (including algorithms) by 2030. It shows the proportion of tasks expected to be performed primarily by humans, primarily by technology, or by a combination of both. This data is compared across economies, regions, and industries, and benchmarked against a global average.


# 12. Public policies to increase talent availability

This table shows top public policies, ranked by the share of employers identifying the stated public policies as promising to increase talent availability in the respective economy or region, compared to global averages. This is the result of the question "Which public-policy measures are likely to significantly increase the availability of talent to your organization by 2030?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


# 13. Business practices to improve talent availability

This table shows top business practices, ranked by the share of employers identifying the stated business practices as promising to increase talent availability in the respective industry, compared to global averages. This is the result of the question "Which business practices have the greatest potential to increase the availability of talent to your organization by 2030?".


**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey



# 14. Barriers to organisational transformation

The bar chart shows top barriers ranked by the share of employers surveyed expecting that the stated barrier will hinder their organisational transformation in the respective economy, region or industry, compared to global averages. This is the result of the question "What are the major barriers to achieving your organization's goals by 2030?".

**Period:** 2024
**Source:** World Economic Forum, Future of Jobs Survey


## Visual Description

This bar chart illustrates the perceived barriers to organizational transformation.  Different barriers are ranked by the percentage of surveyed employers who anticipate those barriers hindering their transformation efforts.  The results are compared across economies, regions, and industries against a global average.

# 15. Wage outlook

The bar chart shows the share of employers projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues, based on the question "By 2030, as percentage of the company's total


## Visual Description

This bar chart displays projections for the share of wages and other worker compensation as a percentage of total company revenue by 2030.  The chart represents the perspectives of various employers.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 113
# Argentina

## Upskilling and reskilling outlook

|                        | Value | Global |
|------------------------|-------|--------|
| Would not need training by 2030 | 41    | 41     |
| Would be upskilled in their current role | 29    | 29     |
| Would be upskilled and redeployed | 18    | 19     |
| Would be unlikely to upskill     | 12    | 11     |


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
| --------- | ----- | ----- | ----------- | ----- | --------- | ----- |
| Now       |       |       |            |       |           |       |
| 2030     |       |       |            |       |           |       |


## Visual Description

A stacked bar chart displays the percentage of tasks completed by predominantly people, technology, or a combination of both for the present (Now) and projected for 2030.  

* **Now:**  Human (light blue) takes up the largest portion, followed by Technology (dark blue), then Combination (medium blue). Global averages appear as thinner lines within each section.
* **2030:** The proportion shifts. Technology becomes the largest, followed by Combination, then Human.  Global averages are similarly represented within the segments.  The technology portion increases significantly, combination also increases but less dramatically, while the human portion decreases significantly.

**Key Insights:** The visualization projects a significant shift towards technology completing more tasks, with combined human-technology efforts also increasing. Human-only tasks are expected to decrease substantially.


## Public policy

**Public policies to improve talent availability**

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

| Policy                                    | Economy | Global |
| ------------------------------------------ | ------- | ------- |
| Improvements to public education systems | 64%     | 47%     |
| Flexibility on hiring and firing practices | 50%     | 44%     |
| Funding for reskilling and upskilling    | 50%     | 55%     |
| Provision of reskilling and upskilling    | 50%     | 52%     |
| Changes to labour laws related to remote work | 36%     | 36%     |


## Key barriers for business transformation

**Transformation barriers**

**Share of organisations surveyed expecting the barriers will hinder their organisation transformation**

| Barrier                                      | Economy | Global |
| -------------------------------------------- | ------- | ------- |
| Skills gaps in the labour market          | 65%     | 63%     |
| Outdated or inflexible regulatory framework | 57%     | 39%     |
| Organization culture and resistance to change | 48%     | 46%     |
| Inability to attract talent to the industry  | 44%     | 37%     |
| Shortage of investment capital            | 30%     | 26%     |


## Wage outlook

**Wage trends**

**Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues**


|             | Growing | Global | Similar | Global | Declining | Global |
|-------------|---------|--------|---------|--------|----------|--------|
|             |         |        |         |        |          |        |
|             | 21%     | 79%    | 0%      |        |          |        |
|             | 52%     | 41%    | 8%      |        |          |        |




## Talent availability outlook

**Talent trend**

**Share of respondents who expect their talent availability to improve or worsen in five years**

|                                     | -100% | +100% |
|-------------------------------------|-------|-------|
| Talent availability when hiring     | 64%   | 21%   |
| Talent development of existing workforce | 14%   | 57%   |
| Talent retention of existing workforce | 29%   | 21%   |

## Visual Description

Three horizontal bar charts depict the anticipated changes in talent availability, development, and retention over five years. Each bar starts at -100% and extends towards +100%.

* **Talent Availability When Hiring:** A larger portion of the bar is purple (worsening) with a smaller blue segment (improving), suggesting a negative outlook.
* **Talent Development of Existing Workforce:**  A smaller purple portion and a larger blue segment indicate a positive outlook for development.
* **Talent Retention of Existing Workforce:**  Similar to availability when hiring, a larger purple portion and smaller blue portion suggest a negative outlook for retention.

**Key Insights:** Organizations anticipate challenges in hiring and retaining talent in the next five years but are more optimistic about developing their existing workforce.


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**


|                                               | Value | Global |
|-----------------------------------------------|-------|--------|
| Run comprehensive DEI training for managers and staff | 86    | 51     |
| Pay equity reviews and salary audits        | 71    | 39     |
| Anti-harassment protocols                      | 57    | 33     |



## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

| Strategy                                                                                   | Value | Global |
|-------------------------------------------------------------------------------------------|-------|--------|
| Hiring new people with skills to design AI tools and enhancements appropriate for organization-specific skills | 93    | 69     |
| Hiring new people with skills to better work alongside AI                                     | 71    | 62     |
| Re-orienting your organization to target new business opportunities created by AI           | 71    | 49     |


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 111
# 16. Talent trends

This bar chart shows the share of employers surveyed expecting a positive, neutral and negative outlook for talent availability, talent development and talent retention over the next five years in the respective economy, region or industry. It is based on the response to the question "How would you rate talent availability, development and retention in your organization by 2030?". *Net effect* is calculated by the share of employers who expect their talent availability to improve or improve significantly *minus* the share of employers who expect their talent availability to worsen or worsen significantly.

Period: 2024
Source: World Economic Forum, Future of Jobs Survey

## Visual Description

This visualization is a bar chart displaying employer outlooks (positive, neutral, negative) on talent availability, development, and retention by 2030.  It is broken down by economy, region, or industry, and compared with global averages.  A "net effect" calculation is included which subtracts the percentage of negative outlooks from the percentage of positive outlooks.

Key insights would include identifying which regions/industries/economies are most optimistic/pessimistic about future talent availability, and identifying which areas have the largest discrepancies between positive and negative outlooks (largest net effects).  This information would be valuable for policy makers, businesses, and individuals planning for future workforce needs.


# 17. Planned implementation of diversity, equity and inclusion measures

This table shows the top diversity, equity and inclusion actions ranked by the share of employers surveyed which plan to implement the stated measure in the respective economy, region or industry, compared with global averages. This is the result of the question "What are likely to be the key components your workforce diversity, equity and inclusion (DEI) priorities by 2030?".

Period: 2024
Source: World Economic Forum, Future of Jobs Survey


# 18. Workforce strategy in response to AI

This table shows the top workforce strategies in response to AI ranked by the share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence in respective economy, region or industry, compared with global averages. This is the result of the question "Which strategies is your organization likely to implement by 2030, in response Al's increasing capability and prevalence?".

Period: 2024
Source: World Economic Forum, Future of Jobs Survey


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 114
# Australia

## Contextual Indicators

| Indicators | |
|---|---|
| Labour force participation (2023) |  |
| Vulnerable employment (2022) |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |
| Unemployment rate (2023) |  |
| Unemployment rate among workers with basic edu. (2023) |  |
| Unemployment rate among workers with advanced edu. (2023) |  |

## Jobs and Skills outlook

* **24%** (Global 22%) Labour-market churn<br>
Five-year structural labour-force churn
* **35%** (Global 39%) Skill disruption<br>
Shares of core skills which will change

## Trend outlook

### Macrotrends driving business transformation

Share of organizations surveyed that identified this trend as likely to drive transformation in their organization

| Trend | Economy | Global |
|---|---|---|
| Broadening digital access |  |  |
| Increased efforts and investments to reduce carbon... |  |  |
| Increased efforts and investments to adapt to climate... |  |  |
| Slower economic growth |  |  |
| Increased geopolitical division and conflicts |  |  |
| Ageing and declining working-age populations |  |  |


| Trend |  |
|---|---|
| Rising cost of living, higher prices or inflation | 46% / 50% |
| Increased focus on labour and social issues | 44% / 46% |
| Increased government subsidies and industrial policy | 27% / 21% |
| Growing working-age populations | 21% / 24% |
| Increased restrictions to global trade and investment | 18% / 23% |
| Stricter anti-trust and competition regulations | 16% / 17% |


### Technology trends driving business transformation

Share of organizations surveyed that identify the technology trend as likely to drive business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| Sensing, laser and optical technologies |  |  |
| Semiconductors and computing technologies |  |  |


| Trend |  |
|---|---|
| New materials and composites | 24% / 30% |
| Quantum and encryption | 23% / 12% |
| Satellites and space technologies | 10% / 9% |
| Biotechnology and gene technologies | 9% / 11% |


## Jobs outlook

### Key roles for business transformation

Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)


| Role | Net growth | Job Growth | Job displacement | Global Net growth |
|---|---|---|---|---|
| AI and Machine Learning Specialists | 361 | 82 | 361 |  |
| Data Analysts and Scientists | 34 | 41 | 36 |  |
| Sustainability Specialists | 24 | 33 | 24 |  |
| Managing Directors and Chief Executives | 4 | 5 | 7 |  |
| Human Resources Specialists | 3 | 5 | 12 |  |
| Accounting, Bookkeeping and Payroll Clerks | -18 | -18 | 30 |  |

## Visual Description

Several horizontal bar charts are presented in this document page. 

One chart displays "Net Growth" for several job roles, plotted on a horizontal axis ranging from -100% to 100%.  AI and Machine Learning Specialists show the highest positive net growth, while Accounting, Bookkeeping and Payroll Clerks show negative growth.  Additional points indicate "Job Growth," "Job Displacement," and "Global Net Growth," allowing for comparison.

Another set of charts visualizes survey data related to business transformation drivers, separated by "Economy" and "Global" responses. These drivers include macrotrends (e.g., rising cost of living), technology trends (e.g., AI and big data), and skills outlook (e.g., analytical thinking).  The charts show the percentage of organizations identifying each factor as likely to drive transformation or increase in use.

Key insights include the significant anticipated growth in AI and Machine Learning related roles, the importance of various macro and technological trends in driving business transformation, and the expected increase in demand for skills like analytical thinking and resilience. The charts effectively communicate comparative data across different categories and perspectives (Economy vs. Global).


## Skill outlook

### Skills of increasing use by 2030

Skills of the most increase in use by 2030

| Skill | Economy | Global |
|---|---|---|
| Analytical thinking |  |  |
| Resilience, flexibility and agility |  |  |
| Curiosity and lifelong learning |  |  |
| Leadership and social influence |  |  |
| Creative thinking |  |  |

| Skill |  |
|---|---|
| AI and big data | 91% / 76% |
| Technological literacy | 79% / 68% |
| Leadership and social influence | 76% / 59% |
| Resilience, flexibility and agility | 75% / 59% |
| Curiosity and lifelong learning | 74% / 58% |


## Future of Jobs Report 2025114


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 115
# Australia

## Upskilling and reskilling outlook

* **32** | Global 41: Would *not* need training by 2030
* **33** | Global 29: Would be upskilled in their current role
* **21** | Global 19: Would be upskilled and redeployed
* **14** | Global 11: Would be unlikely to upskill

## Human-machine frontier

% of tasks completed by predominantly people, predominantly technology, or a combination of both

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|---|---|---|---|---|---|---|
| Now |  |  |  |  |  |  |
| 2030 |  |  |  |  |  |  |


## Visual Description

A stacked bar chart displays the percentage of tasks completed by predominantly people, technology, or a combination of both for the present (Now) and projected for 2030.  The chart segments are color-coded: light blue for Human, medium blue for Combination, and dark blue for Technology.  Global averages are represented by the percentages listed at the right side of the chart for both Now and 2030.  The "Now" data shows significantly more Human task completion than the 2030 projection.  The "Technology" segment grows significantly from "Now" to 2030.  "Combination" also grows, but less drastically than "Technology."

* Now: Human - 46%, Combination - 29%, Technology - 25% (Global Averages)
* 2030: Human - 48%, Combination - 30%, Technology - 22% (Global Averages)


## Public policy

### Public policies to improve talent availability

Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability

| Policy | ECONOMY | GLOBAL |
|---|---|---|
| Flexibility on hiring and firing practices | 49% | 44% |
| Funding for reskilling and upskilling | 49% | 55% |
| Provision of reskilling and upskilling | 49% | 52% |
| Changes to immigration laws | 45% | 26% |
| Changes to labour laws related to remote work | 37% | 36% |


## Transformation barriers

Share of organisations surveyed expecting the barriers will hinder their organisation transformation

| Barrier | ECONOMY | GLOBAL |
|---|---|---|
| Skills gaps in the labour market | 65% | 63% |
| Inability to attract talent to the industry | 45% | 37% |
| Organization culture and resistance to change | 43% | 46% |
| Lack of adequate data and technical infrastructure | 41% | 32% |
| Inability to attract talent to my firm | 33% | 27% |


## Talent availability outlook

### Talent trend

Share of respondents who expect their talent availability to improve or worsen in five years


* Improving: ▲ Global average
* Worsening: ▲ Global average


| Talent Area | Percentage | -100% | +100% |
|---|---|---|---|
| Talent availability when hiring | 35% |  | 29% |
| Talent development of existing workforce | 4% |  | 65% |
| Talent retention of existing workforce | 22% |  | 31% |


## Visual Description

Three horizontal bar charts show the expected change in talent availability over five years. Each chart represents a different aspect: hiring, development of existing workforce, and retention of existing workforce. The bars extend in both directions from a central point representing the current state (-100% to +100%).  Light blue represents improvement and lavender represents worsening. Triangular markers indicate the global average.

* **Talent Availability when Hiring:** 35% of respondents expect improvement, with a global average leaning towards improvement. 29% expect worsening.
* **Talent Development of Existing Workforce:** 4% expect worsening, with a global average indicating significant improvement. 65% expect improvement.
* **Talent Retention of Existing Workforce:** 22% expect worsening, and 31% expect improvement, with the global average showing a tendency towards improvement.

## DEI Actions

Share of employers surveyed planning to implement the diversity, equity and inclusion measure

* **65** | Global 42: Set DEI goals, targets or quotas
* **63** | Global 51: Run comprehensive DEI training for managers and staff
* **61** | Global 48: Targeted recruitment, retention and progression initiatives

## AI Strategy

Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence

* **92** | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* **86** | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* **68** | Global 62: Hiring new people with skills to better work alongside AI


Future of Jobs Report 2025 115


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 118
# Bahrain

## Contextual indicators

| Indicators | | |
|---|---|---|
|  | Regional average | Income Group average |
| Labour force participation |  | min |
| Vulnerable employment | (2022) |  |
| Share of youth not in employment, education, or training (NEET) |  |  |
| Unemployment rate |  |  |
| Unemployment rate among workers with basic edu. |  |  |
| Unemployment rate among workers with advanced edu. |  |  |

## Jobs and Skills outlook

* **33%** (Global 22%) Labour-market churn<br>Five-year structural labour-force churn
* **42%** (Global 39%) Skill disruption<br>Shares of core skills which will change
* **62%** (Global 83%) Organizations with DEI priorities<br>Share of organizations with DEI priorities
* **92%** (Global 88%) AI exposure<br>Share of organizations running AI programmes

## Trend outlook

### Macrotrends driving business transformation

Share of organizations surveyed that identified this trend as likely to drive transformation in their organization

| Trend | Economy | Global |
|---|---|---|
| Broadening digital access |  |  |
| Increased efforts and investments to reduce carbon emissions |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Increased efforts and investments to adapt to climate change |  |  |
| Slower economic growth |  |  |
| Increased focus on labour and social issues |  |  |

| Trend | | |
|---|---|---|
| Increased geopolitical division and conflicts | 59% | 32% |
| Increased government subsidies and industrial policy | 50% | 27% |
| Increased restrictions to global trade and investment | 46% | 23% |
| Growing working-age populations | 41% | 18% |
| Stricter anti-trust and competition regulations | 41% | 9% |
| Ageing and declining working-age populations | 36% | 5% |

### Technology trends driving business transformation

Share of organizations surveyed that identify the technology trend as likely to drive business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR…) |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |
| Sensing, laser and optical technologies |  |  |


| Trend | | |
|---|---|---|
| Semiconductors and computing technologies | 86% | 18% |
| Satellites and space technologies | 46% | 14% |
| Quantum and encryption | 41% | 9% |
| Biotechnology and gene technologies | 27% | 9% |

## Jobs outlook

### Key roles for business transformation

Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)

| Role | Net growth | Global net growth | Churn |
|---|---|---|---|
|  | Job Growth | Job displacement |  |  |
| Business Intelligence Analysts | 30 | 18 | 30 |
| Business Development Professionals | 16 | 19 | 16 |
| Compliance Officers | 5 | 11 | 13 |
| Accountants and Auditors | 3 | -8 | 16 |
| Data Entry Clerks | -45 | -26 | 51 |
| Administrative Assistants and Executive Secretaries | -54 | -20 | 59 |

## Skill outlook

### Skills of increasing use by 2030

Skills of the most increase in use by 2030

| CORE SKILLS OF 2025 | Economy | Global |
|---|---|---|
| Leadership and social influence |  | 68% |
| Creative thinking |  | 68% |
| Motivation and self-awareness |  | 58% |
| Resilience, flexibility and agility |  | 58% |
| AI and big data |  | 58% |
| Creative thinking |  | 58% |

| SKILLS OF INCREASING USE BY 2030 |  |  |
|---|---|---|
| Technological literacy |  | 71% |
| Networks and cybersecurity |  | 68% |
| AI and big data |  | 67% |
| Talent management |  | 65% |
| Creative thinking |  | 65% |


Future of Jobs Report 2025 118


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 116
# Austria

## Contextual Indicators

| INDICATORS |  |  |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |


| INDICATORS | min | max |
|---|---|---|
| Secondary Education Attainment (2023) | 62% | 83% |
| Tertiary Education Attainment (2023) | 8% | 21% |
| Ease of finding skilled employees in local labour market (2024) | 13% | 4 |
| Fill vacancies by hiring foreign labour (2024) | 5% | 4 |
| Country investment in mid-career training (2022) | 3% | 5 |

## Jobs and Skills outlook

* **Labour-market churn:** 10% (Global 22%)
   * Five-year structural labour-force churn

* **Skill disruption:** 38% (Global 39%)
  * Shares of core skills which will change

* **Organizations with DEI priorities:** 100% (Global 83%)
  * Share of organizations with DEI priorities

* **AI exposure:** 100% (Global 88%)
    * Share of organizations running AI programmes

## Trend outlook

### Macrotrends driving business transformation

*Share of organizations surveyed that identified this trend as likely to drive transformation in their organization*


|  | Economy | Global |
|---|---|---|
| Broadening digital access |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Increased efforts and investments to adapt to climate... |  |  |
| Increased efforts and investments to reduce carbon... |  |  |
| Slower economic growth |  |  |
| Increased geopolitical division and conflicts |  |  |

|  |  |
|---|---|
| Ageing and declining working-age populations | 39% (40% Global) |
| Increased focus on labour and social issues | 36% (46% Global) |
| Growing working-age populations | 25% (24% Global) |
| Stricter anti-trust and competition regulations | 21% (17% Global) |
| Increased government subsidies and industrial policy | 18% (21% Global) |
| Increased restrictions to global trade and investment | 18% (23% Global) |



### Technology trends driving business transformation

*Share of organizations surveyed that identify the technology trend as likely to drive business transformation*

|  | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR…) |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| Semiconductors and computing technologies |  |  |
| Quantum and encryption |  |  |



|  |  |
|---|---|
| Sensing, laser and optical technologies | 14% (18% Global) |
| New materials and composites | 11% (30% Global) |
| Satellites and space technologies | 7% (9% Global) |
| Biotechnology and gene technologies | 7% (11% Global) |


## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*


|  | Net growth | Global net growth | Churn |
|---|---|---|---|
| AI and Machine Learning Specialists | 37 | 82 | 37 |
| Data Analysts and Scientists | 26 | 41 | 26 |
| Business Intelligence Analysts | 22 | 18 | 22 |
| Managing Directors and Chief Executives | 4 | 5 | 5 |
| Administrative Assistants and Executive Secretaries | -13 | -20 | 13 |
| Assembly and Factory Workers | -22 | 0 | 23 |



## Skill outlook

### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*

| CORE SKILLS OF 2025 | Economy | Global |
|---|---|---|
| Analytical thinking |  | 86% |
| Resilience, flexibility and agility |  | 73% |
| Curiosity and lifelong learning |  | 68% |
| Leadership and social influence |  | 64% |
| Technological literacy |  | 64% |



| SKILLS OF INCREASING USE BY 2030 |  |
|---|---|
| AI and big data | 96% |
| Creative thinking | 82% |
| Networks and cybersecurity | 77% |
| Resilience, flexibility and agility | 73% |
| Technological literacy | 73% |


## Visual Description

Several bar charts and one combination chart visualize data related to the Austrian economy, specifically focusing on trends driving business transformation, technological trends, job outlook, and skills outlook.  Horizontal bars compare Austria's data with global averages, showing Austria's relative standing in each category.

**Key Insights:**

* Austria shows higher adoption of DEI principles and AI exposure than the global average.
* The Austrian economy is predicted to undergo significant structural changes in its labour force, with growth in roles like AI and data specialists and decline in assembly and factory worker roles.
* Analytical thinking, resilience and flexibility, and curiosity and lifelong learning are identified as key skills for the future Austrian workforce.

The visualizations emphasize the importance of adapting to technological advancements and developing in-demand skills to thrive in the changing Austrian job market.  The comparison with global trends provides context for Austria's performance and highlights areas where it excels or lags.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 119
# Bahrain

## Upskilling and reskilling outlook

|                               |        |        |
|-------------------------------|--------|--------|
| Would not need training by 2030 | 48     | Global 41 |
| Would be upskilled in their current role | 24     | Global 29 |
| Would be upskilled and redeployed | 14     | Global 19 |
| Would be unlikely to upskill | 13     | Global 11 |

## Human-machine frontier

**Human-machine frontier**

% of tasks completed by predominantly people, predominantly technology, or a combination of both

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|-----------|--------|--------|-------------|--------|------------|--------|
| Now      |        |        |             |        |            | 52%   |
|          |        |        |             |        |            | 27%   |
|          |        |        |             |        |            | 21%   |
| 2030     |        |        |             |        |            | 48%   |
|          |        |        |             |        |            | 30%   |
|          |        |        |             |        |            | 22%   |
|          |        | 31%   |             | 31%   | 37%      | 33%   |
|          |        | 33%   |             | 33%   | 34%      |        |


## Public policy

**Public policies to improve talent availability**

Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability

|                                                      | Economy | Global |
|------------------------------------------------------|---------|--------|
| Funding for reskilling and upskilling                 | 62%     | 55%   |
| Changes to pension schemes and retirement ages        | 54%     | 25%   |
| Flexibility on hiring and firing practices            | 54%     | 44%   |
| Improvements to public education systems            | 54%     | 47%   |
| Wage subsidies                                      | 54%     | 26%   |

## Wage outlook

**Wage trends**

Share of organizations projecting the share of wages and other forms of workers' compensation as percentage of the company's total revenues

| Growing | Global | Similar | Global | Declining | Global |
|---------|--------|---------|--------|----------|--------|
|         |        |         |        |          | 77%   |
|         |        |         |        |          | 23%   |
|         |        |         |        |          | 0%    |
|         |        |         | 52%   | 41%     | 8%    |


## Key barriers for business transformation

**Transformation barriers**

Share of organisations surveyed expecting the barriers will hinder their organisation transformation

|                                              | Economy | Global |
|----------------------------------------------|---------|--------|
| Skills gaps in the labour market             | 67%     | 63%   |
| Organization culture and resistance to change | 57%     | 46%   |
| Inability to attract talent to the industry | 43%     | 37%   |
| Insufficient understanding of opportunities    | 38%     | 25%   |
| Lack of adequate data and technical infrastructure | 38%     | 32%   |

## Talent availability outlook

**Talent trend**

Share of respondents who expect their talent availability to improve or worsen in five years

|                                   |    | -100% | +100% |
|-----------------------------------|----|--------|--------|
| Talent availability when hiring    | 8% |        | 38%   |
| Talent development of existing workforce | 10% |        | 69%    |
| Talent retention of existing workforce | 31% |        | 69% |

## Visual Description

Several horizontal bar charts and a stacked bar chart are present in the image.

**Human-machine frontier chart:** This stacked bar chart shows the percentage of tasks completed by predominantly people, technology, or a combination of both for the current time ("Now") and projected for 2030. The chart indicates a shift towards more technology-driven tasks in the future.

**Public Policy Chart:** This chart depicts the percentage of respondents who agree that certain public policies have the potential to increase talent availability. "Funding for reskilling and upskilling" has the highest agreement (Economy: 62%, Global: 55%).

**Wage Trends Chart:** This chart shows the projected share of wages and worker compensation as a percentage of company revenue. It indicates a significant portion of companies expect this share to grow (77% globally), while some expect it to stay similar (23%) and a few to decline (0%).

**Transformation Barriers Chart:** This illustrates the key barriers organizations anticipate will hinder their transformation. "Skills gaps in the labor market" is seen as the most significant barrier.

**Talent Trend Chart:** This shows the expected change in talent availability (when hiring, developing existing workforce, and retaining existing workforce) over five years.  All areas are expected to improve significantly from -100% to +100% based on the provided scale.

**DEI Actions and AI Strategy:** These sections present numerical data within colored blocks. DEI actions focus on the percentage of employers planning to implement diversity, equity, and inclusion measures. AI strategy focuses on planned responses to AI's increasing capability.

**Key Insights:**

* **Shifting workforce:**  A significant portion of the workforce will require upskilling and reskilling.
* **Technology's growing role:** The proportion of tasks completed by technology is projected to increase substantially by 2030.
* **Talent challenges:** Organizations recognize skills gaps and talent availability as significant challenges.
* **Focus on DEI and AI:** Businesses are actively planning for diversity, equity, and inclusion initiatives, as well as strategies to adapt to the increasing prevalence of AI.



## DEI Actions

Share of employers surveyed planning to implement the diversity, equity and inclusion measure


|                                                                  |      | Global |
|---------------------------------------------------------------|------|--------|
| Run comprehensive DEI training for managers and staff          | 39   | 51     |
| Set DEI goals, targets or quotas                               | 31   | 42     |
| Targeted recruitment, retention and progression initiatives | 31   | 48     |

## AI Strategy

Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence

|                                                                                                  |      | Global |
|---------------------------------------------------------------------------------------------------|------|--------|
| Reskilling and upskilling your existing workforce to better work alongside AI                       | 69   | 77     |
| Transitioning people from jobs that AI will cause to decline, to other roles within your organization | 62   | 47     |
| Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills | 54   | 69     |


Future of Jobs Report 2025 119


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 117
# Austria

## Upskilling and reskilling outlook

* 29 | Global 41: Would not need training by 2030
* 32 | Global 29: Would be upskilled in their current role
* 27 | Global 19: Would be upskilled and redeployed
* 12 | Global 11: Would be unlikely to upskill


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| Task        | Human | Global | Combination | Global | Technology | Global |
| ----------- | ----- | ------ | ----------- | ------ | ---------- | ------ |
| ALL TASKS  |       |        |            |        |           |        |
| Now        |       |        |            |        |           |        |
| 2030      |       |        |            |        |           |        |



## Visual Description

Two stacked bar charts visualize the breakdown of tasks completed by humans, technology, or a combination of both, for the present (Now) and projected for 2030.  Each segment within the stacked bar represents the percentage contribution of human, combination, or technology effort.  The charts also provide global average percentages for comparison.


Based on the visual, it appears that:

* Currently, human effort accounts for the smallest share of tasks, followed by combination efforts. Technology has the largest share.
* By 2030, the share of human effort is projected to increase.  The share of technology effort is projected to decrease while the share of combined effort increases.
* The Austrian economy is projected to rely less on technology for task completion than the global average by 2030.


## Public policy

### Public policies to improve talent availability

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**


| Policy                                                    | Economy | Global |
| --------------------------------------------------------- | ------- | ------ |
| Improvements to public education systems                 | 58%     | 47%    |
| Changes to labour laws related to remote work               | 53%     | 36%    |
| Funding for reskilling and upskilling                   | 53%     | 55%    |
| Flexibility on hiring and firing practices                  | 47%     | 44%    |
| Wage subsidies                                             | 42%     | 26%    |



## Transformation barriers

**Share of organisations surveyed expecting the barriers will hinder their organisation transformation**


| Barrier                                            | Economy | Global |
| -------------------------------------------------- | ------- | ------ |
| Skills gaps in the labour market                   | 64%     | 63%    |
| Organization culture and resistance to change     | 57%     | 46%    |
| Insufficient understanding of opportunities        | 39%     | 25%    |
| Inability to attract talent to the industry          | 29%     | 37%    |
| Outdated or inflexible regulatory framework        | 29%     | 39%    |


## Talent availability outlook


### Talent trend

**Share of respondents who expect their talent availability to improve or worsen in five years**



* Talent availability when hiring: 47% (-100% to +100%, with a slightly negative trend)
* Talent development of existing workforce: 5% (-100% to +100%, with a positive trend)
* Talent retention of existing workforce: 5% (-100% to +100%, with a positive trend)


## Visual Description


Three horizontal bar charts show the expected change in talent availability, development, and retention over five years. Each bar represents the net percentage change from -100% (significant worsening) to +100% (significant improvement). The bars are segmented to show the proportion of respondents expecting improvement (light blue) vs. worsening (purple).  A small triangle indicates the global average.



## Wage outlook


### Wage trends

**Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues**


| Trend     | Global |
| --------- | ------ |
| Growing   | 35%    |
| Similar   | 65%    |
| Declining | 0%     |




## Visual Description


A stacked horizontal bar chart illustrates the projected change in the share of wages and compensation. The bar is divided into segments representing "Growing," "Similar," and "Declining" projections.  A second, fainter stacked bar underneath represents the global averages for each category (52%, 41%, 8% respectively).


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**

* 50 | Global 51: Run comprehensive DEI training for managers and staff
* 50 | Global 48: Targeted recruitment, retention and progression initiatives
* 45 | Global 27: Embed DEI goals and solutions across the supply chain


## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

* 84 | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* 74 | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* 74 | Global 49: Re-orienting your organization to target new business opportunities created by AI


## Working Age Population (Millions)
6.8


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 120
# Belgium

## Contextual indicators

| INDICATORS |  |  |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |

## Jobs and Skills outlook

**22%** | Global 22%

*Labour-market churn*

*Five-year structural labour-force churn*


**35%** | Global 39%

*Skill disruption*

*Shares of core skills which will change*

**86%** | Global 83%

*Organizations with DEI priorities*

*Share of organizations with DEI priorities*

**93%** | Global 88%

*AI exposure*

*Share of organizations running AI programmes*


Working Age Population (Millions)
8.3

| INDICATORS | min | max |
|---|---|---|
| Secondary Education Attainment (2022) | 59% | 75% |
| Tertiary Education Attainment (2022) | 11% | 40% |
| Ease of finding skilled employees in local labour market (2024) | 7% | 4 |
| Fill vacancies by hiring foreign labour (2024) | 5% | 5 |
| Country investment in mid-career training (2022)| 3% | 5 |


## Trend outlook

### Macrotrends driving business transformation

*Share of organizations surveyed that identified this trend as likely to drive transformation in their organization*

|  | Economy | Global |
|---|---|---|
| Increased efforts and investments to reduce carbon... |  |  |
| Ageing and declining working-age populations |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Broadening digital access |  |  |
| Increased focus on labour and social issues |  |  |
| Slower economic growth |  |  |

|  |  |
|---|---|
| Increased efforts and investments to adapt to climate... | 64% / 44% | 47% / 41% |
| Increased geopolitical division and conflicts | 58% / 44% | 40% / 34% |
| Increased government subsidies and industrial policy | 56% / 24% | 50% / 21% |
| Growing working-age populations | 53% / 24% | 60% / 24% |
| Stricter anti-trust and competition regulations | 47% / 20% | 46% / 17% |
| Increased restrictions to global trade and investment | 47% / 16% | 42% / 23% |


### Technology trends driving business transformation

*Share of organizations surveyed that identify the technology trend as likely to drive business transformation*


|  | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |
| Semiconductors and computing technologies |  |  |


|  |  |
|---|---|
| Quantum and encryption | 89% / 18% | 86% / 12% |
| Sensing, laser and optical technologies | 64% / 13% | 58% / 18% |
| Satellites and space technologies | 53% / 11% | 41% / 9% |
| Biotechnology and gene technologies | 36% / 9% | 30% / 11% |



## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*

|  | Net growth | Job Growth | Job displacement | Net Growth | Global net growth |
|---|---|---|---|---|---|
|  | 1. Net growth | 2. Global net growth | 3. Churn |  |  |

## Visual Description

The image presents a chart illustrating the Net Growth of various roles.  The x-axis represents the percentage of net growth, ranging from -100% to 100%. The y-axis lists the roles.  Each role has a horizontal bar extending to a point on the x-axis, indicating its net growth. Some bars extend to the right (positive growth), while others extend to the left (negative growth).  Different colors within the bars represent Job Growth (light blue), Job Displacement (purple), and Churn. Triangular markers indicate the Global net growth for each role. Numerical values for each data point are provided to the right of the chart, grouped in threes corresponding to the three colored segments of each bar.


| Role | Net Growth | Global Net Growth |
|---|---|---|
| AI and Machine Learning Specialists | 69 | 82 |
| Data Analysts and Scientists | 24 | 41 |
| Business Intelligence Analysts | 10 | 18 |
| Business Development Professionals | 8 | 19 |
| General and Operations Managers | -7 | 4 |
| Data Entry Clerks | -31 | -26 |


Key Insights: AI and Machine Learning Specialists, along with Data Analysts and Scientists, are projected to experience the highest positive net growth.  Data Entry Clerks are expected to see significant negative net growth.


## Skill outlook

### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*


| CORE SKILLS OF 2025 | Economy | Global |
|---|---|---|
| Resilience, flexibility and agility |  | ▲ |
| Analytical thinking |  | ▲ |
| Leadership and social influence |  | ▲ |
| Motivation and self-awareness |  | ▲ |
| Empathy and active listening |  | ▲ |


| SKILLS OF INCREASING USE BY 2030 |  |  |
|---|---|---|
| AI and big data |  | ▲ |
| Curiosity and lifelong learning |  | ▲ |
| Environmental stewardship |  | ▲ |
| Talent management |  | ▲ |
| Technological literacy |  | ▲ |


## Visual Description

Two charts show projected skill demand.  The first chart, "CORE SKILLS OF 2025," lists skills on the y-axis and percentage on the x-axis. Horizontal bars represent the prevalence of each skill in the economy (light blue) and globally (triangle markers).


| Skill | Economy | Global |
|---|---|---|
| Resilience, flexibility and agility | 83% | 93% |
| Analytical thinking | 70% | 79% |
| Leadership and social influence | 67% | 75% |
| Motivation and self-awareness | 57% | 72% |
| Empathy and active listening | 50% | 72% |

The second chart, "SKILLS OF INCREASING USE BY 2030," uses the same format to show projected increases in skill demand.

Key Insights: Resilience, flexibility, and agility are the most important core skills, both currently and in the future.  AI and big data, curiosity and lifelong learning, and environmental stewardship are identified as key skills increasing in importance by 2030.


Future of Jobs Report 2025 120


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 12
# Demand for generative AI skills

**BOX 1.1**

While currently seen as less transformative than GenAI, robots and autonomous systems have seen steady growth of around 5-7% annually since 2020.<sup>13</sup> In 2023, global average robot density reached 162 units per 10,000 employees, double the number measured seven years ago.<sup>14</sup> Currently robot installations are heavily concentrated, with 80% of installations occurring in China, Japan, United States, the Republic of Korea, and Germany.<sup>15</sup> This is partially reflected in Future of Jobs Survey data, which shows significant expectations for the transformative impact of these technologies in these five countries (more than 60% of respondents in each); but much lower expectations among employers headquartered in Sub-Saharan Africa (39%), Central Asia (45%) and the Middle East and North Africa (44%).

*In collaboration with Coursera*

Coursera data generated for the Future of Jobs Report 2025 reveals significant growth in demand for Generative AI training among both individual learners and enterprises (Figure B1.1). Demand for AI skills has accelerated globally, with India and the United States leading in enrolment numbers. However, the drivers of demand differ. In the United States demand is primarily driven by individual users, whereas in India, corporate sponsorship plays a significant role in boosting GenAI training uptake.

Globally, individual learners on Coursera have focused on foundational GenAI skills and conceptual topics, such as prompt engineering, trustworthy AI practices, and strategic decision-making around AI. Institution-sponsored learners, on the other hand, emphasize practical applications within the workplace, including leveraging AI tools to enhance efficiency in Excel or leveraging the technology to develop applications. These trends reflect a tailored approach to GenAI learning, where individuals focus on foundational knowledge-building while organizations prioritize training that delivers immediate workplace productivity gains.


## FIGURE B1.1 Demand for generative AI skills
*Generative AI enrolment trend 2022–2024.*


## Visual Description

The figure presents a line area chart showing the trend of Generative AI enrolments from January 2022 to October 2024. The x-axis represents the enrolment month, while the y-axis represents the number of enrolments, ranging from 0 to 300,000.  The chart displays two lines/areas: one for total consumer enrolments (light blue) and one for total enterprise enrolments (darker blue). The darker blue area is stacked on top of the lighter blue area, so the combined height represents the total enrolments.

**Key Insights:**

* Overall, both consumer and enterprise enrolments in Generative AI training show a strong upward trend from early 2023 onwards.
* Consumer enrolments contribute a significantly larger portion to total enrolments than enterprise enrolments throughout the visualized period.
* There's a noticeable spike in consumer enrolments around mid-2023, followed by a slight dip and then a continuation of the upward trend.
* Enterprise enrolments show a more consistent upward trend, with some fluctuations.

**Data Interpretation:**

The increasing trend in enrolments reflects the growing demand and interest in Generative AI skills among both individual learners and businesses. The higher proportion of consumer enrolments suggests a stronger individual interest in acquiring these skills, potentially driven by career advancement or personal interest. The spike in consumer enrolments in mid-2023 could be attributed to specific events, such as hyped media coverage or the launch of new Generative AI tools or platforms.


**Source:** Coursera analysis.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 121
# Belgium

## Upskilling and reskilling outlook

| Metric                           | Belgium | Global |
| -------------------------------- | ------- | ------- |
| Would not need training by 2030  | 39      | 41      |
| Would be upskilled in their role | 29      | 29      |
| Would be upskilled and redeployed | 20      | 19      |
| Would be unlikely to upskill      | 12      | 11      |

## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| Task    | Human | Global | Combination | Global | Technology | Global |
| ------- | ----- | ----- | ----------- | ----- | --------- | ----- |
| All Tasks (Now) |        |        |            |       |           |       |
|        |        |        |            | 51%   |           | 27%   |
|        |        |        |            |       |           | 22%   |
| 2030   |        |        |            |       |           |       |
|        |        |        |            | 48%   |           | 30%   |
|        |        |        |            |       |           | 22%   |
|        |        |        |            | 33%   |           | 30%   |
|        |        |        |            |       |           | 37%   |
|        |        |        |            | 33%   |           | 33%   |
|        |        |        |            |       |           | 34%   |


## Public policy

### Public policies to improve talent availability

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

| Policy                                            | Economy | Global |
| ------------------------------------------------ | ------- | ------- |
| Provision of reskilling and upskilling            | 59%     | 52%     |
| Funding for reskilling and upskilling              | 56%     | 55%     |
| Improvements to public education systems          | 52%     | 47%     |
| Changes to labour laws related to remote work     | 44%     | 36%     |
| Flexibility on setting wages                      | 44%     | 38%     |


## Key barriers for business transformation

### Transformation barriers

**Share of organisations surveyed expecting the barriers will hinder their organisation transformation**

| Barrier                                    | Economy | Global |
| ------------------------------------------ | ------- | ------- |
| Skills gaps in the labour market           | 58%     | 63%     |
| Organization culture and resistance to change | 49%     | 46%     |
| Inability to attract talent to the industry | 44%     | 37%     |
| Insufficient understanding of opportunities | 38%     | 25%     |
| Outdated or inflexible regulatory framework   | 38%     | 39%     |



## Talent availability outlook

### Talent trend

**Share of respondents who expect their talent availability to improve or worsen in five years**


| Talent Focus                        | -100% | +100% |
| ----------------------------------- | ----- | ----- |
| Talent availability when hiring       | 50%   | 21%   |
| Talent development of existing workforce | 7%    | 63%   |
| Talent retention of existing workforce | 37%   | 37%   |

## Visual Description

Several horizontal bar charts are displayed, showing survey results related to various aspects of the future of work in Belgium, compared to global averages.  A stacked bar chart shows the projected shift in task completion from human to machine/combination.  Another chart shows the public's opinion on policies to improve talent availability. Business transformation barriers are also ranked. Finally, another chart tracks projected changes in talent availability over the next five years.

**Key Insights:**

* **Skills gaps** are perceived as the biggest barrier to business transformation, both in Belgium and globally.
* **Reskilling existing employees** is the most popular public policy suggestion for improving talent availability.
* While Belgium aligns with global trends on many aspects, there's a notable difference in anticipated talent availability when hiring, with Belgium expecting less improvement than the global average.

## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**

| Action                                                        | Value | Global |
| ----------------------------------------------------------- | ----- | ----- |
| Targeted recruitment, retention and progression initiatives | 64    | 48    |
| Run comprehensive DEI training for managers and staff         | 61    | 51    |
| Set DEI goals, targets or quotas                            | 57    | 42    |


## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**


| Strategy                                                                            | Value | Global |
| ----------------------------------------------------------------------------------- | ----- | ----- |
| Reskilling and upskilling your existing workforce to better work alongside AI        | 89    | 77    |
| Hiring new people with skills to design AI tools and enhancements for their org | 70    | 69    |
| Hiring new people with skills to better work alongside AI                           | 70    | 62    |


***

Future of Jobs Report 2025 121


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 123
# Brazil

## Upskilling and reskilling outlook

* 33 | Global 41: Would not need training by 2030
* 31 | Global 29: Would be upskilled in their current role
* 24 | Global 19: Would be upskilled and redeployed
* 12 | Global 11: Would be unlikely to upskill


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| Task Category | Human | Combination | Technology |
|---|---|---|---|
| All Tasks (Now) |  |  |  |
| All Tasks (2030) |  |  |  |

## Visual Description

Two stacked bar charts visualize the projected shift in human-machine task completion from "Now" to "2030."  Each bar represents 100% of all tasks. The segments within each bar represent the proportion of tasks completed by humans, a combination of humans and technology, or technology alone. The charts include labels for "Human," "Combination," and "Technology" with corresponding global averages.  Specific percentage values are provided at the end of each bar segment.  Visually, the "Human" segment decreases significantly from "Now" to "2030," while the "Technology" segment increases. The "Combination" segment appears relatively stable.

**Key Insights:**

* A significant shift is projected in task completion, with technology playing a much larger role by 2030.
* Human involvement in tasks is expected to decrease substantially.
*  Combined human-technology task completion remains relatively consistent.


## Public policy

**Public policies to improve talent availability**

*Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability*

| Policy | Economy | Global |
|---|---|---|
| Flexibility on hiring and firing practices | 57% | 44% |
| Improvements to public education systems | 52% | 47% |
| Funding for reskilling and upskilling | 49% | 55% |
| Provision of reskilling and upskilling | 49% | 52% |
| Flexibility on setting wages | 31% | 38% |


## Key barriers for business transformation

**Transformation barriers**

*Share of organizations surveyed expecting the barriers will hinder their organization transformation*

| Barrier | Economy | Global |
|---|---|---|
| Skills gaps in the labour market | 59% | 63% |
| Organization culture and resistance to change | 45% | 46% |
| Outdated or inflexible regulatory framework | 38% | 39% |
| Lack of adequate data and technical infrastructure | 32% | 32% |
| Inability to attract talent to the industry | 31% | 37% |


## Wage outlook

**Wage trends**

*Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues*

## Visual Description

A stacked bar chart displays the projected wage trends.  The chart is divided into segments representing "Growing," "Similar," and "Declining" wage shares.  Each segment is further divided into "Economy" and "Global" values. Percentages are displayed at the right end of each segment.


## Talent availability outlook

**Talent trend**

*Share of respondents who expect their talent availability to improve or worsen in five years*


## Visual Description

Three horizontal bar charts visualize talent trends, specifically for "Talent availability when hiring," "Talent development of existing workforce," and "Talent retention of existing workforce." Each chart has a scale from -100% to +100%.  Segments representing "Improving" and "Worsening," along with global averages are indicated on each chart.  Percentage values are displayed at the left end for starting points and at the right end for projected change.


## DEI Actions

*Share of employers surveyed planning to implement the diversity, equity and inclusion measure*

* 68 | Global 51: Run comprehensive DEI training for managers and staff
* 59 | Global 48: Targeted recruitment, retention and progression initiatives
* 54 | Global 42: Set DEI goals, targets or quotas


## AI Strategy

*Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence*

* 91 | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* 73 | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* 71 | Global 62: Hiring new people with skills to better work alongside AI


Future of Jobs Report 2025 123


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 122
# Brazil

## Contextual Indicators

| INDICATORS | | |
|---|---|---|
| Labour force participation (2023) | | |
| Vulnerable employment (2022) | | |
| Share of youth not in employment, education, or training (NEET) (2023) | | |
| Unemployment rate (2023) | | |
| Unemployment rate among workers with basic edu. (2023) | | |
| Unemployment rate among workers with advanced edu. (2023) | | |

| INDICATORS | | |
|---|---|---|
| Secondary Education Attainment (2023) | | 60% |
| Tertiary Education Attainment (2023) | | 22% |
| Ease of finding skilled employees in local labour market (2024) | | 4 |
| Fill vacancies by hiring foreign labour (2024) | | 3 |
| Country investment in mid-career training (2022) | | 3 |

## Jobs and Skills outlook

**24%** | Global 22%
Labour-market churn
Five-year structural labour-force churn


**37%** | Global 39%
Skill disruption
Shares of core skills which will change


**92%** | Global 83%
Organizations with DEI priorities
Share of organizations with DEI priorities


**96%** | Global 88%
AI exposure
Share of organizations running AI programmes

Working Age Population (Millions)
140.5


## Trend outlook

### Macrotrends driving business transformation

Share of organizations surveyed that identified this trend as likely to drive transformation in their organization

|  | Economy | Global |  |  |
|---|---|---|---|---|
| Broadening digital access | | | Ageing and declining working-age populations | | 41% |
|  | | |  | 40% |
| Increased efforts and investments to reduce carbon... | | | Increased geopolitical division and conflicts | | 37% |
|  | | |  | 34% |
| Increased efforts and investments to adapt to climate... | | | Growing working-age populations | | 28% |
|  | | |  | 24% |
| Rising cost of living, higher prices or inflation | | | Increased government subsidies and industrial policy | | 23% |
|  | | |  | 21% |
| Slower economic growth | | | Stricter anti-trust and competition regulations | | 23% |
|  | | |  | 17% |
| Increased focus on labour and social issues | | | Increased restrictions to global trade and investment | | 21% |
|  | | |  | 23% |



### Technology trends driving business transformation

Share of organizations surveyed that identify the technology trend as likely to drive business transformation

| | Economy | Global |  |  |
|---|---|---|---|---|
| AI and information processing technologies (big data, VR, AR... | | | Semiconductors and computing technologies | | 26% |
| | | | | 20% |
| Robots and autonomous systems | | | Biotechnology and gene technologies | | 19% |
|  | | |  | 11% |
| Energy generation, storage and distribution | | | Satellites and space technologies | | 14% |
|  | | |  | 9% |
| New materials and composites | | | Quantum and encryption | | 14% |
|  | | |  | 12% |
| Sensing, laser and optical technologies | | | | |




## Jobs outlook

### Key roles for business transformation

Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)

*Net growth* | *Job Growth* | *Job displacement* | *Net Growth* | *Global net growth*
--- | --- | --- | --- | ---
1. Net growth | 2. Global net growth | 3. Churn | |

## Visual Description

A horizontal bar chart displays Net Growth of various roles.  AI and Machine Learning Specialists show the highest positive net growth (64), followed by Data Analysts and Scientists (46). Business Development Professionals have a net growth of 16. General and Operations Managers, Assembly and Factory Workers have negative growth (-2 and -4 respectively).  Administrative Assistants and Executive Secretaries experience the most significant negative net growth (-22).  The chart also includes markers for Global Net Growth and Churn for each role.

**Key Insights:**

* Roles related to technology (AI, Data Science) are projected to grow significantly.
* Demand for Business Development Professionals is also expected to increase.
* Roles like General Operations Managers, Assembly and Factory Workers, and Administrative/Executive Secretaries are likely to decline.

## Skill outlook

### Skills of increasing use by 2030

Skills of the most increase in use by 2030

*Economy* | *Global*
--- | ---
CORE SKILLS OF 2025 | SKILLS OF INCREASING USE BY 2030
--- | ---
Resilience, flexibility and agility | AI and big data | 80% | 93% |
Analytical thinking | Creative thinking | 70% | 71% |
Leadership and social influence | Technological literacy | 67% | 69% |
Creative thinking | Curiosity and lifelong learning | 64% | 65% |
Curiosity and lifelong learning | Networks and cybersecurity | 63% | 64% |

**Future of Jobs Report 2025** 122


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 124
# Canada

## Contextual indicators

| INDICATORS |  |
|---|---|
| Labour force participation (2023) |  |
| Vulnerable employment (2022) |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |
| Unemployment rate (2023) |  |
| Unemployment rate among workers with basic edu. (2023) |  |
| Unemployment rate among workers with advanced edu. (2023) |  |

|  |  |
|---|---|
| **22%** | Global 22% |
| *Labour-market churn* |  |
| Five-year structural labour-force churn |  |
| **37%** | Global 39% |
| *Skill disruption* |  |
| Shares of core skills which will change |  |
| **96%** | Global 83% |
| *Organizations with DEI priorities* |  |
| Share of organizations with DEI priorities |  |
| **94%** | Global 88% |
| *AI exposure* |  |
| Share of organizations running AI programmes |  |



## Trend outlook

### Macrotrends driving business transformation

*Share of organizations surveyed that identified this trend as likely to drive transformation in their organization*

| Economy | Global |  |
|---|---|---|
| Broadening digital access |  | 70% |
| Increased geopolitical division and conflicts |  | 58% |
| Increased efforts and investments to reduce carbon... |  | 54% |
| Increased efforts and investments to adapt to climate... |  | 52% |
| Slower economic growth |  | 47% |
| Rising cost of living, higher prices or inflation |  | 50% |



|  |  |
|---|---|
| Ageing and declining working-age populations | 42% |
| Increased focus on labour and social issues | 41% |
| Growing working-age populations | 30% |
| Increased restrictions to global trade and investment | 27% |
| Increased government subsidies and industrial policy | 16% |
| Stricter anti-trust and competition regulations | 16% |



### Technology trends driving business transformation

*Share of organizations surveyed that identify the technology trend as likely to drive business transformation*


| Economy | Global |  |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  | 97% |
| Robots and autonomous systems |  | 54% |
| Energy generation, storage and distribution |  | 40% |
| New materials and composites |  | 24% |
| Semiconductors and computing technologies |  | 21% |


|  |  |
|---|---|
| Sensing, laser and optical technologies | 17% |
| Quantum and encryption | 14% |
| Biotechnology and gene technologies | 11% |
| Satellites and space technologies | 6% |



## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*

| Net growth | Job Growth | Job displacement | Net Growth | Global net growth |
|---|---|---|---|---|
| 1. Net growth | 2. Global net growth | 3. Churn |  |  |

## Visual Description

A horizontal bar chart displays net growth for several job roles.  AI and Machine Learning Specialists show the highest positive net growth (103), followed by Data Analysts and Scientists (36).  Several roles show negative net growth including Lawyers (3), Managing Directors and Chief Executives (-2), Business Services and Administration Managers (-4), and Accountants and Auditors (-6). The chart also indicates global net growth (2nd bar) and churn (3rd bar, purple).



### Skills outlook

#### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*


| Economy | Global |  |
|---|---|---|
| CORE SKILLS OF 2025 |  | SKILLS OF INCREASING USE BY 2030 |
| Resilience, flexibility and agility |  | 77% |
|  |  | AI and big data | 90% |
| Analytical thinking |  | 76% |
|  |  | Networks and cybersecurity | 76% |
| Leadership and social influence |  | 68% |
|  |  | Technological literacy | 75% |
| Technological literacy |  | 66% |
|  |  | Curiosity and lifelong learning | 71% |
| Creative thinking |  | 64% |
|  |  | Resilience, flexibility and agility | 70% |


**Future of Jobs Report 2025 124**


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 126
# China

## Contextual indicators

| INDICATORS | min | max |
|---|---|---|
| Labour force participation |  |  |
| Vulnerable employment | (2022) |  |
| Share of youth not in employment, education, or training (NEET) |  |  |
| Unemployment rate |  |  |
| Unemployment rate among workers with basic edu. |  |  |
| Unemployment rate among workers with advanced edu. |  |  |

## Jobs and Skills outlook

**18%** | *Global 22%*

Labour-market churn

Five-year structural labour-force churn


**33%** | *Global 39%*

Skill disruption

Shares of core skills which will change


**92%** | *Global 83%*

Organizations with DEI priorities

Share of organizations with DEI priorities


**94%** | *Global 88%*

AI exposure

Share of organizations running AI programmes


## Trend outlook

### Macrotrends driving business transformation

Share of organizations surveyed that identified this trend as likely to drive transformation in their organization

|  | Economy | Global |
|---|---|---|
| Increased efforts and investments to reduce carbon... |  |  |
| Broadening digital access |  |  |
| Increased efforts and investments to adapt to climate... |  |  |
| Increased geopolitical division and conflicts |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Slower economic growth |  |  |

### Technology trends

#### Technology trends driving business transformation

Share of organizations surveyed that identify the technology trend as likely to drive business transformation

|  | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |
| Semiconductors and computing technologies |  |  |


|  |  |  |
|---|---|---|
| Ageing and declining working-age populations | 47% | 40% |
| Increased focus on labour and social issues | 33% | 46% |
| Increased restrictions to global trade and investment | 32% | 23% |
| Increased government subsidies and industrial policy | 23% | 21% |
| Growing working-age populations | 22% | 24% |
| Stricter anti-trust and competition regulations | 16% | 17% |

|  |  |  |
|---|---|---|
| Sensing, laser and optical technologies | 23% | 18% |
| Biotechnology and gene technologies | 19% | 11% |
| Quantum and encryption | 17% | 12% |
| Satellites and space technologies | 7% | 9% |



## Jobs outlook

### Key roles for business transformation

Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)

|  | Net growth | Job Growth | Job displacement | Net Growth | Global net growth |
|---|---|---|---|---|---|
|  | 1. Net growth | 2. Global net growth | 3. Churn |  |  |

|  | -100% | NET GROWTH<br>0 | 100% | 1. | 2. | 3. |
|---|---|---|---|---|---|---|
| AI and Machine Learning Specialists |  |  |  | 208 | 82 | 208 |
| Data Analysts and Scientists |  |  |  | 46 | 41 | 46 |
| Business Development Professionals |  |  |  | 15 | 19 | 15 |
| General and Operations Managers |  |  |  | -3 | 4 | 8 |
| Assembly and Factory Workers |  |  |  | -4 | 0 | 18 |
| Administrative Assistants and Executive Secretaries |  |  |  | -18 | -20 | 19 |


## Skill outlook

### Skills of increasing use by 2030

Skills of the most increase in use by 2030

| CORE SKILLS OF 2025 | Economy | Global |
|---|---|---|
| Analytical thinking |  |  |
| Resilience, flexibility and agility |  |  |
| Leadership and social influence |  |  |
| Creative thinking |  |  |
| Motivation and self-awareness |  |  |

| SKILLS OF INCREASING USE BY 2030 |  |  |
|---|---|---|
| AI and big data | 76% | 88% |
| Networks and cybersecurity | 68% | 68% |
| Creative thinking | 63% | 66% |
| Technological literacy | 62% | 62% |
| Resilience, flexibility and agility | 58% | 61% |

Future of Jobs Report 2025 126


## Visual Description

The provided image presents data on various economic and employment aspects of China, comparing them with global and income group averages.  Several bar charts and a combination bar-line chart are used to visualize the data.

Key insights and data representations from the visualizations include:

* **Contextual Indicators:**  Data on labor force participation, vulnerable employment, youth not in employment, education, or training (NEET), and unemployment rates are presented. The exact values are not fully visible, but the image indicates comparison with regional and income group averages.  Tertiary Education Attainment (42%) is highlighted, while the ease of finding skilled employees and related indicators are flagged with "NA".

* **Jobs and Skills Outlook:** Labor market churn is 18% (vs. 22% globally), while skill disruption is expected to impact 33% of core skills (vs. 39% globally). 92% of organizations prioritize DEI (vs. 83% globally) and 94% report AI exposure (vs. 88% globally).

* **Macrotrends Driving Business Transformation:**  A horizontal bar chart shows the percentage of organizations identifying specific macrotrends as drivers of transformation.  "Ageing and declining working-age populations" and "Increased focus on labour and social issues" are highlighted.  On the technology side, "AI and information processing technologies" are prominent drivers.

* **Key Roles for Business Transformation:** A combination chart displays net role growth, job growth, job displacement, and churn for selected roles. AI and Machine Learning Specialists show significant positive net growth, while Administrative Assistants and Executive Secretaries show negative growth. The chart includes net growth figures for China and globally.

* **Skills of Increasing Use by 2030:** Two horizontal bar charts present the expected increase in demand for specific skills by 2030, comparing China's outlook with the global trend.  Analytical thinking, resilience, flexibility and agility, and AI and big data are highlighted.


The visualizations collectively paint a picture of China's evolving economy, highlighting the impact of technological advancements, demographic shifts, and global trends on the labor market and required skills.  The focus on AI, digital access, and DEI suggests that organizations in China are preparing for a future driven by technology and inclusivity. The data also reveals challenges related to an ageing workforce and the need for reskilling and upskilling to address the changing demands of the job market.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 125
# Canada

## Upskilling and reskilling outlook

|                             |                        |                          |                         |
| --------------------------- | ---------------------- | ------------------------ | ----------------------- |
| 32 | Global 41              | 31 | Global 29             | 25 | Global 19            | 12 | Global 11           |
| Would not need training by 2030 | Would be upskilled in their current role | Would be upskilled and redeployed | Would be unlikely to upskill |


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
| --------- | ----- | ------ | ----------- | ------ | --------- | ------ |
| Now      |       |       |            |       |          |        |
| 2030     |       |       |            |       |          |        |

## Visual Description

Two stacked bar charts represent the percentage of tasks completed by humans, technology, or a combination of both for the present (Now) and the projected future (2030).  Each segment within the bars is color-coded: light blue for Human, medium blue for Combination, and dark blue for Technology.  Percentages for each category are provided at the right end of the bars.  There are also small triangular markers next to the Global percentages, suggesting a comparison or trend analysis related to a global average.

**Key Insights:** The visualization shows a shift in task completion from predominantly human to a greater share handled by technology and human-technology combination by 2030.  The data suggests a significant decrease in purely human-led tasks and a notable rise in tasks where technology plays a primary role.

**Data Extraction:**

* **Now:**  Human: 48%, Combination: 33%, Technology: 20% (Global) | Human: 48%, Combination: 30%, Technology: 22% (Economy)
* **2030:** Human: 29%, Combination: 38%, Technology: 33% (Global) | Human: 33%, Combination: 33%, Technology: 34% (Economy)



## Public policy

**Public policies to improve talent availability**

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**


|                                          | Economy | Global |
| ---------------------------------------- | ------- | ------ |
| Provision of reskilling and upskilling    | 54%     | 52%    |
| Funding for reskilling and upskilling     | 48%     | 55%    |
| Flexibility on hiring and firing practices | 46%     | 44%    |
| Improvements to public education systems   | 42%     | 47%    |
| Changes to immigration laws              | 40%     | 26%    |

## Wage outlook

**Wage trends**

**Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues**


| Growing | Global | Similar | Global | Declining | Global |
| ------- | ------ | ------- | ------ | -------- | ------ |
|         |        |        |       |         | 46% 42% 12% |
|         |       |         |        |          | 52% 41% 8%   |


## Visual Description

A horizontal stacked bar chart displays projected wage trends.  The segments are colored light green (Growing), light teal (Similar), and light purple (Declining). Percentages are provided to the right of the bars.

**Key Insights:**  The larger portion of responses indicate an expectation of similar or declining wage share as a percentage of total revenue.  There is a small percentage predicting growing wage shares.

## Transformation barriers

**Share of organizations surveyed expecting the barriers will hinder their organization transformation**

|                                                    | ECONOMY | GLOBAL |
| -------------------------------------------------- | ------- | ------ |
| Skills gaps in the labour market                   | 63%     | 63%    |
| Organization culture and resistance to change     | 41%     | 46%    |
| Inability to attract talent to the industry         | 37%     | 37%    |
| Lack of adequate data and technical infrastructure | 34%     | 32%    |
| Insufficient understanding of opportunities        | 27%     | 25%    |


## Talent availability outlook

**Talent trend**

**Share of respondents who expect their talent availability to improve or worsen in five years**

|                                      |     | -100% |  | +100% |
| ------------------------------------ | --- | ----- | - | ----- |
| Talent availability when hiring        | 34% |       |  | 26%    |
| Talent development of existing workforce | 2%  |       |  | 64%    |
| Talent retention of existing workforce  | 18% |       |  | 32%    |

## Visual Description

A horizontal bar chart displays projected changes in talent availability.  Light blue bars extend to the right, indicating improvement (+100%), while light purple bars extend to the left indicating worsening (-100%).  Percentages are provided for each category.  Small triangular markers suggest comparison with a global average.

**Key Insights:** Talent development is expected to see the largest positive shift, while talent availability when hiring and talent retention are expected to decline, but to a lesser extent than development is expected to improve.


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**

|                                                                |      |
| -------------------------------------------------------------- | ---- |
| Run comprehensive DEI training for managers and staff           | 74 | Global 51 |
| Targeted recruitment, retention and progression initiatives       | 62 | Global 48 |
| Set DEI goals, targets or quotas                               | 58 | Global 42 |


## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

|                                                                                                      |      |
| ---------------------------------------------------------------------------------------------------- | ---- |
| Reskilling and upskilling your existing workforce to better work alongside AI                            | 90 | Global 77 |
| Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills | 78 | Global 69 |
| Hiring new people with skills to better work alongside AI                                            | 71 | Global 62 |


Future of Jobs Report 2025 125


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 128
# Colombia

## Contextual indicators

| Indicators | | |
|---|---|---|
| Labour force participation | (2023) | |
| Vulnerable employment | (2022) | |
| Share of youth not in employment, education, or training (NEET) | (2023) | |
| Unemployment rate | (2023) | |
| Unemployment rate among workers with basic edu. | (2023) | |
| Unemployment rate among workers with advanced edu. | (2023) | |


| | | |
|---|---|---|
| **14%** | *Global 22%* | |
| Labour-market churn | Five-year structural labour-force churn | |
| **44%** | *Global 39%* |  |
| Skill disruption | Shares of core skills which will change | |
| **100%** | *Global 83%* | |
| Organizations with DEI priorities | Share of organizations with DEI priorities | |
| **100%** | *Global 88%* | |
| AI exposure | Share of organizations running AI programmes | |



## Trend outlook

### Macrotrends driving business transformation

*Share of organizations surveyed that identified this trend as likely to drive transformation in their organization*

| Economy | Global |  |
|---|---|---|
| Broadening digital access | | 61% |
| Increased efforts and investments to reduce carbon... | | 48% |
| Increased focus on labour and social issues | | 44% |
| Increased efforts and investments to adapt to climate... | | 35% |
| Slower economic growth | | 35% |
| Increased geopolitical division and conflicts | | 35% |
| Ageing and declining working-age populations | | 35% |
| Increased restrictions to global trade and investment | | 26% |
| Rising cost of living, higher prices or inflation | | 26% |
| Increased government subsidies and industrial policy | | 22% |
| Growing working-age populations | | 17% |
| Stricter anti-trust and competition regulations | | 17% |


### Technology trends driving business transformation

*Share of organizations surveyed that identify the technology trend as likely to drive business transformation*


| Economy | Global | |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... | | 91% |
| Energy generation, storage and distribution | | 52% |
| Robots and autonomous systems | | 48% |
| New materials and composites | | 26% |
| Semiconductors and computing technologies | | 13% |
| Satellites and space technologies | | 9% |
| Quantum and encryption | | 9% |
| Sensing, laser and optical technologies | | 9% |
| Biotechnology and gene technologies | | 4% |


## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*


|  | Net growth | Global net growth | Churn |
|---|---|---|---|
| AI and Machine Learning Specialists | 27 | 82 | 27 |
| Renewable Energy Engineers | 22 | 38 | 22 |
| Sustainability Specialists | 21 | 33 | 21 |
| Data Analysts and Scientists | 15 | 41 | 15 |
| Lawyers | -1 | 2 | 7 |
| Administrative Assistants and Executive Secretaries | -24 | -20 | 24 |

## Skill outlook

### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*


| Economy | Global | | |
|---|---|---|---|
| CORE SKILLS OF 2025 | SKILLS OF INCREASING USE BY 2030 | | |
| Analytical thinking | AI and big data | 88% | 94% |
| Resilience, flexibility and agility | Talent management | 81% | 88% |
| Leadership and social influence | Leadership and social influence | 81% | 88% |
| Creative thinking | Creative thinking | 75% | 88% |
| Empathy and active listening | Empathy and active listening | 69% | 81% |


**Future of Jobs Report 2025 128**


## Visual Description

The image presents various bar charts and a table related to the economy and job market in Colombia.  Light blue bars typically represent Colombia's data while dark blue bars represent global averages.

**Contextual Indicators:**  Horizontal bar charts comparing Colombia's labor market indicators (labor force participation, vulnerable employment, NEET, unemployment rates) and education attainment with regional and income group averages.  Another set of indicators compares "Ease of finding skilled employees," "Fill vacancies by hiring foreign labour," and "Country investment in mid-career training."

**Jobs and Skills Outlook:**  This section provides percentage figures for labor market churn and skill disruption, along with the percentage of organizations with DEI priorities and running AI programs.


**Macrotrends:**  Horizontal bar charts comparing Colombia's and global perspectives on macrotrends driving business transformation, such as broadening digital access, carbon reduction efforts, and increased geopolitical division.  Similar charts show perspectives on ageing working populations, trade restrictions, cost of living, and government subsidies.

**Technology Trends:** Bar charts comparing Colombia's and global views on the impact of various technological trends on business transformation. These include AI, energy, robotics, new materials, and semiconductors.  Also included are satellites and space technologies, quantum technologies, and biotechnology.


**Key Roles & Skills:** A table shows the net growth and churn rates for key roles in business transformation in Colombia, compared to global averages. The table includes roles like AI specialists, renewable energy engineers, and data analysts.  Further bar charts analyze current (2025) and future (2030) core skills, comparing local and global trends for skills like analytical thinking, resilience, leadership, and empathy.

**Key Insights:** Colombia seems to be focusing on digital transformation and sustainability, with corresponding growth in related job roles.  AI and related skills are also expected to grow significantly. The country faces challenges related to vulnerable employment, skill disruption, and some economic trends.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 129
# Colombia

## Upskilling and reskilling outlook

* **45** | Global 41: Would not need training by 2030
* **26** | Global 29: Would be upskilled in their current role
* **21** | Global 19: Would be upskilled and redeployed
* **8** | Global 11: Would be unlikely to upskill

## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| Task        | Human | Global | Combination | Global | Technology | Global |
|-------------|-------|--------|-------------|--------|-----------|--------|
| ALL TASKS   |       |        |             |        |           |        |
| Now         |       |        |             | 48%   |           | 29%    | 23%
|             |       |        |             | 48%   |           | 30%    | 22%
| 2030       |       |        |             | 34%   |           | 29%    | 37%
|             |       |        |             | 33%   |           | 33%    | 34%


## Public policy

### Public policies to improve talent availability

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

* ECONOMY | GLOBAL
* Funding for reskilling and upskilling | 60% | 55%
* Provision of reskilling and upskilling | 60% | 52%
* Changes to labour laws related to remote work | 53% | 36%
* Flexibility on setting wages | 40% | 38%
* Flexibility on hiring and firing practices | 40% | 44%



## Key barriers for business transformation

### Transformation barriers

**Share of organizations surveyed expecting the barriers will hinder their organization transformation**

* ECONOMY | GLOBAL
* Skills gaps in the labour market | 65% | 63%
* Outdated or inflexible regulatory framework | 61% | 39%
* Inability to attract talent to the industry | 35% | 37%
* Insufficient understanding of opportunities | 26% | 25%
* Organization culture and resistance to change | 22% | 46%

## Talent availability outlook

### Talent trend

**Share of respondents who expect their talent availability to improve or worsen in five years**

* Improving | ▲ Global average
* Worsening | ▲ Global average

* Talent availability when hiring: 40% |-100% | +100% | 47%
* Talent development of existing workforce: 7% |-100% | +100% | 67%
* Talent retention of existing workforce: 47% |-100% | +100% | 47%



## Visual Description

Several horizontal bar charts and a stacked bar chart are present.

**Human-machine frontier chart:** This stacked bar chart shows the percentage of tasks completed by predominantly people, technology, or a combination of both for the current time ("Now") and projected for 2030.  It compares the local economy's data with global averages. Key insights are the shift towards more technology-driven tasks by 2030 and the differences between local and global trends.

**Public policy chart:** This shows the percentage of respondents who agree that certain public policies have the potential to improve talent availability. It compares the local economy to the global average.  Funding for reskilling and upskilling, as well as provision of reskilling and upskilling, are perceived as having the highest potential impact.

**Transformation barriers chart:**  This horizontal bar chart displays the perceived barriers hindering organizational transformation, comparing local and global perspectives. Skills gaps in the labor market and outdated regulatory frameworks are identified as the most significant hurdles.

**Talent trend chart:** This chart shows the expected change in talent availability over the next five years, broken down into talent availability when hiring, development of existing workforce, and retention of existing workforce. It displays the local values against global averages.

**Wage trends chart:** This stacked bar chart illustrates the projected share of wages as a percentage of company revenue. It segments the responses into growing, similar, and declining and offers both local and global perspectives.

**DEI Actions and AI Strategy:** These sections display data within colored boxes.  DEI Actions shows the percentage of employers planning to implement various DEI measures. AI Strategy shows the percentage of employers planning to implement certain strategies in response to AI. Both compare local and global data.


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**


* **60** | Global 51: Run comprehensive DEI training for managers and staff
* **47** | Global 42: Set DEI goals, targets or quotas
* **47** | Global 39: Pay equity reviews and salary audits

## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

* **71** | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* **71** | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* **71** | Global 49: Re-orienting your organization to target new business opportunities created by AI



## Working Age Population (Millions)

31.5


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 13
# Economic uncertainty

As of early 2025, the global economic outlook appears to be shaped by a combination of cautious optimism and persistent uncertainties. According to the World Economic Forum's September 2024 Chief Economists Outlook, while there are signs of improving global conditions, vulnerabilities persist. Most surveyed chief economists (54%) expect economic conditions to hold steady in the short term. However, among those anticipating change, more expect conditions to worsen rather than strengthen.

The 2024 economic performance was marked by a global decrease in inflation and an unusually resilient economy throughout the disinflationary process. While easing inflation and looser monetary policy offer some optimism, slow growth and political volatility keep many countries at risk of economic shocks. The International Monetary Fund (IMF) projects growth to hold steady at 3.2 percent in 2025, despite sizable downward growth revisions in a few economies, particularly low-income developing ones.

Despite this comparatively steady outlook, price pressures persist in many economies. Inflation remains particularly high in services – at almost twice pre-pandemic levels – and is especially persistent in low-income countries. Low-income countries are disproportionately affected by rising inflationary pressures because of elevated food prices due to supply disruptions influenced by climate shocks, regional conflicts and geopolitical tensions.

Against this backdrop, companies expect economic pressures to be among the most transformative drivers. Figure 1.1 shows rising cost of living remains a top concern, with half of all surveyed employers expecting it to drive transformation, making it the second-most influential trend. Slower economic growth is also a major concern, with 42% of respondents expecting it to impact their operations.

Views on the impact of inflation and economic growth notably vary across regions. For example, in Sub-Saharan Africa, six in 10 respondents cite inflation as a key factor, whereas in Eastern and South-Eastern Asia, slower economic growth is seen as the more important issue.

Finally, stricter anti-trust and competition regulations, though a lower priority overall, are expected to impact one in six employers globally.


# Geoeconomic fragmentation

Intensifying geoeconomic tensions threaten trade and supply chains, with lower-income economies particularly vulnerable, given that essential goods like food and energy comprise a larger share of household expenditures in these countries. Globally, governments are responding to geoeconomic challenges by imposing trade and investment restrictions, increasing subsidies, and adjusting industrial policies. The World Trade Organization (WTO) reports that trade restrictions doubled between 2020 and 2024, with the value of import restrictions reaching nearly 10% of global imports in 2024. These increasing protectionist measures may pose a medium-term risk to global economic growth, as they reduce opportunities for open innovation and technology transfer – factors that historically fuelled growth in emerging economies during periods of globalization.

This shift toward geoeconomic fragmentation carries substantial macroeconomic implications, with the IMF estimating potential global output losses from trade fragmentation ranging from 0.2% to 7% of GDP, and losses deepening in scenarios of technological decoupling. Emerging and developing economies are particularly vulnerable to such disruptions. For example, Sub-Saharan Africa could see long-term welfare losses of approximately 4% of GDP due to declining global integration.

The Future of Jobs Survey reveals that around one-third (34%) of surveyed employers see heightened geopolitical tensions and conflicts as a key driver of organizational transformation. Meanwhile just over one-fifth of surveyed organizations identify increased restrictions on trade and investment (23%), as well as subsidies and industrial policies (21%), as factors reshaping their operations.


Geoeconomic concerns vary by economy. Employers in Eastern Asia and Northern America identify rising geoeconomic fragmentation as a key driver shaping labour markets, with nearly half of surveyed employers in these regions citing this trend. These regions also show significant concern about restrictions on global trade and investment, though to a lesser extent than in the Middle East and North Africa. Economies with comparatively high trade volumes with the United States, China, or both – such as Singapore (64%) and the Republic of Korea (71%) – tend to expect greater transformation from each of these geoeconomic trends, as shown in Figure 1.3 below.

## Visual Description

_No visual elements present in this image excerpt._


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 132
# Denmark

## Contextual indicators

| INDICATORS |  |  |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |

| INDICATORS |  |  |
|---|---|---|
| Secondary Education Attainment (2022) | 64% | 77% |
| Tertiary Education Attainment (2022) | 6% | 37% |
| Ease of finding skilled employees in local labour market (2024) | 7% | 5 |
| Fill vacancies by hiring foreign labour (2024) | 6% | 5 |
| Country investment in mid-career training (2022) | 4% | 5 |


## Jobs and Skills outlook

* **10%** (Global 22%): Labour-market churn (Five-year structural labour-force churn)
* **28%** (Global 39%): Skill disruption (Shares of core skills which will change)
* **95%** (Global 83%): Organizations with DEI priorities (Share of organizations with DEI priorities)
* **100%** (Global 88%): AI exposure (Share of organizations running AI programmes)


## Trend outlook

### Macrotrends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| Rising cost of living, higher prices or inflation | 56% | 33% |
| Slower economic growth | 52% | 30% |
| Stricter anti-trust and competition regulations | 48% | 26% |
| Increased government subsidies and industrial policy | 48% | 22% |
| Growing working-age populations | 44% | 15% |
| Increased restrictions to global trade and investment | 44% | 11% |
| Increased efforts and investments to adapt to climate... |  |  |
| Increased focus on labour and social issues |  |  |
| Increased efforts and investments to reduce carbon... |  |  |
| Increased geopolitical division and conflicts |  |  |
| Broadening digital access |  |  |
| Ageing and declining working-age populations |  |  |

### Technology trends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  | 96% |
| Satellites and space technologies |  | 86% |
| Quantum and encryption |  | 63% |
| Sensing, laser and optical technologies |  | 30% |
| Biotechnology and gene technologies |  | 30% |
| Robots and autonomous systems |  |  |
| New materials and composites |  |  |
| Energy generation, storage and distribution |  |  |
| Semiconductors and computing technologies |  |  |


## Jobs outlook

### Key roles for business transformation

* Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)

| Role | Net growth | Global net growth | Churn |
|---|---|---|---|
| AI and Machine Learning Specialists | 55 | 82 | 55 |
| Data Analysts and Scientists | 40 | 41 | 40 |
| Financial Analysts | 8 | 3 | 16 |
| Accountants and Auditors | -1 | -8 | 8 |
| Administrative Assistants and Executive Secretaries | -9 | -20 | 9 |
| Accounting, Bookkeeping and Payroll Clerks | -10 | -18 | 10 |

## Skill outlook

### Skills of increasing use by 2030

* Skills of the most increase in use by 2030

| Skill | Economy | Global |
|---|---|---|
| Analytical thinking | 95% | 95% |
| AI and big data |  |  |
| Leadership and social influence | 75% | 79% |
| Networks and cybersecurity |  |  |
| Resilience, flexibility and agility | 75% | 75% |
| Curiosity and lifelong learning |  |  |
| Motivation and self-awareness | 70% | 65% |
| Creative thinking |  |  |
|  | 60% | 63% |
| Technological literacy |  |  |


## Visual Description

The image presents data visualizations related to Denmark's economy, focusing on job market trends, skill disruption, and technological influences on business transformation.  The visualizations include bar charts, horizontal bar graphs, and a combination chart showing net growth and churn.

Key insights and interpretations from the visuals include:

* **High educational attainment:** Denmark has high secondary (77%) and tertiary (37%) education attainment rates.
* **Skill disruption:**  A significant portion (28%) of core skills are expected to change, highlighting the need for workforce adaptation.
* **DEI and AI adoption:**  Nearly all organizations (100%) in Denmark have DEI priorities and run AI programs, exceeding global averages.
* **Macroeconomic trends:** Key business transformation drivers include rising living costs, slower economic growth, and regulations.
* **Technological transformation:** AI, robotics, and new materials are identified as key drivers of business transformation.
* **Job growth and decline:**  AI/ML Specialists and Data Analysts are projected for significant growth, while roles like Accountants and Administrative Assistants face potential decline.
* **Skills for the future:** Analytical thinking, leadership, and resilience are key skills for 2025, with AI/big data, cybersecurity, and lifelong learning gaining importance by 2030.


*Future of Jobs Report 2025 132*


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 131
# Czech Republic

## Upskilling and reskilling outlook

* **42** | Global 41: Would not need training by 2030
* **32** | Global 29: Would be upskilled in their current role
* **17** | Global 19: Would be upskilled and redeployed
* **9** | Global 11: Would be unlikely to upskill

## Human-machine frontier

% of tasks completed by predominantly people, predominantly technology, or a combination of both

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|---|---|---|---|---|---|---|
| Now |  |  |  |  |  |  |
| 2030 |  |  |  |  |  |  |

## Visual Description

Two stacked bar charts show the percentage of tasks completed by humans, technology, or a combination of both, for "now" and for the year 2030.  Each segment of the stacked bar is color-coded: light blue for human, medium blue for combination, and dark blue for technology.  Percentages are displayed at the right end of each bar segment.  For the "now" data, the bars are labeled with the following percentages: 45%, 35%, and 20% (Czech Republic) and 48%, 30%, and 22% (Global).  For the "2030" data, the bars are labeled with the following percentages: 32%, 36%, and 31% (Czech Republic) and 33%, 33%, and 34% (Global).

**Key Insights:**  Globally and in the Czech Republic, human-completed tasks are projected to decrease from "now" to 2030, while tasks completed by a combination of humans and technology will increase. The share of tasks completed solely by technology is projected to slightly increase.

## Public policy

### Public policies to improve talent availability

Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability

| Policy | Economy | Global |
|---|---|---|
| Funding for reskilling and upskilling | 59% | 55% |
| Flexibility on hiring and firing practices | 47% | 44% |
| Wage subsidies | 47% | 26% |
| Flexibility on setting wages | 41% | 38% |
| Improvements to public education systems | 35% | 47% |



## Key barriers for business transformation

### Transformation barriers

Share of organizations surveyed expecting the barriers will hinder their organization transformation


| Barrier | Economy | Global |
|---|---|---|
| Skills gaps in the labour market | 61% | 63% |
| Organization culture and resistance to change | 44% | 46% |
| Inability to attract talent to the industry | 39% | 37% |
| Outdated or inflexible regulatory framework | 30% | 39% |
| Lack of adequate data and technical infrastructure | 30% | 32% |


## Wage outlook

### Wage trends

Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company’s total revenues

| Trend | Growing | Global | Similar | Global | Declining | Global |
|---|---|---|---|---|---|---|
|  | 35% | 65% | 0% |  |  |
|  | 52% | 41% | 8% |  |  |


## Talent availability outlook

### Talent trend

Share of respondents who expect their talent availability to improve or worsen in five years

| Talent Area | Improving | Global Average | Worsening | Global Average | +100% |
|---|---|---|---|---|---|
| Talent availability when hiring | 53% |  |  |  | 6% |
| Talent development of existing workforce | 12% |  |  |  | 65% |
| Talent retention of existing workforce | 18% |  |  |  | 41% |


## Visual Description
Three horizontal bar charts representing Talent Availability outlook (when hiring, development of existing workforce and retention of existing workforce). Each chart has an improving and a worsening section, represented by light and dark purple colors respectively, a triangle marking the global average. The improving section stretches to the right while the worsening to the left of a central -100% mark. The improving sections extend to +100% followed by percentages of 6%, 65% and 41% respectively for hiring, development and retention.


## DEI Actions

Share of employers surveyed planning to implement the diversity, equity and inclusion measure

* **47** | Global 42: Set DEI goals, targets or quotas
* **35** | Global 51: Run comprehensive DEI training for managers and staff
* **29** | Global 33: Anti-harassment protocols

## AI Strategy

Share of employers surveyed planning to implement the stated strategy in response to AI’s increasing capability and prevalence

* **71** | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* **71** | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* **71** | Global 47: Transitioning people from jobs that AI will cause to decline, to other roles within your organization


Future of Jobs Report 2025 131


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 130
# Czech Republic

## Contextual Indicators

| Indicators | min | max |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |


## Jobs and Skills outlook

* **13%** (Global 22%) Labour-market churn<br>
Five-year structural labour-force churn

* **30%** (Global 39%) Skill disruption<br>
Shares of core skills which will change


## Trend outlook

### Macrotrends driving business transformation

Share of organizations surveyed that identified this trend as likely to drive transformation in their organization:

| Economy | Global |  |
|---|---|---|
| Increased efforts and investments to reduce carbon... |  | 65% |
| Broadening digital access |  | 61% |
| Ageing and declining working-age populations |  | 61% |
| Rising cost of living, higher prices or inflation |  | 48% |
| Slower economic growth |  | 48% |
| Increased geopolitical division and conflicts |  | 48% |


### Technology trends driving business transformation

Share of organizations surveyed that identify the technology trend as likely to drive business transformation

| Economy | Global | |
|---|---|---|
| AI and information processing technologies (big data, VR, AR...) |  | 87% |
| Robots and autonomous systems |  | 86% |
| Energy generation, storage and distribution |  | 65% |
| New materials and composites |  | 65% |
| Semiconductors and computing technologies |  | 35% |

## Jobs outlook

### Key roles for business transformation

Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)


|  | Net growth | Global net growth | Churn |
|---|---|---|---|
| AI and Machine Learning Specialists | 63 | 82 | 63 |
| Data Engineers | 43 | 36 | 43 |
| Business Intelligence Analysts | 16 | 18 | 29 |
| Human Resources Specialists | 4 | 5 | 4 |
| Assembly and Factory Workers | -13 | 0 | 17 |
| Administrative Assistants and Executive Secretaries | -20 | -20 | 20 |


## Skill outlook

### Skills of increasing use by 2030

Skills of the most increase in use by 2030

| Economy | Global | 2025 | 2030 |
|---|---|---|---|
| Analytical thinking |  | 75% | 95% |
| Leadership and social influence |  | 75% | 78% |
| Resilience, flexibility and agility |  | 65% | 67% |
| Creative thinking |  | 60% | 67% |
| Curiosity and lifelong learning |  | 50% | 61% |


## Visual Description

The image presents data visualizations related to the economy and job market of the Czech Republic. Several bar charts and a horizontal bar chart are used to represent the data.

**Contextual Indicators:**  This section uses horizontal bar charts to show where the Czech Republic stands on various metrics compared to regional and income group averages.  The visual representation makes it easy to see if the country performs above or below average.

**Jobs and Skills Outlook:** Two boxes display key figures for labour-market churn (13% compared to a global average of 22%) and skill disruption (30% compared to 39% globally).

**Macrotrends and Technology Trends:** Two horizontal bar charts illustrate the macrotrends and technological trends expected to drive business transformation.  Each trend is presented with the percentage of Czech organizations that identify it as a driver, along with the global average.

**Key Roles and Skills:**  A horizontal bar chart displays the net growth and churn for specific job roles. Positive values represent growth, while negative values indicate a decline. Another chart shows the expected increase in the usage of certain skills by 2030, both in the Czech Republic and globally.


**Key Insights:**

* Some areas where the Czech Republic appears to be performing better than the regional/income group average are secondary education attainment and organization with DEI priorities.
*  The Czech Republic seems to have a lower labour market churn than the global average, suggesting potentially higher job stability.
*  Digital access, ageing population, and the rising cost of living are identified as key drivers of business transformation.
*  AI and related technologies are prominent technological drivers of transformation.
*  AI and Machine Learning specialists, Data Engineers, and Business Intelligence Analysts are roles expected to experience growth.
* Analytical thinking, AI and Big Data, and Networks and Cybersecurity are skills expected to see a substantial increase in use.


**Future of Jobs Report 2025:** Located at the bottom, this indicates the source of the data presented.


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 127
# China

## Upskilling and reskilling outlook

* 40 | Global 41: Would not need training by 2030
* 28 | Global 29: Would be upskilled in their current role
* 21 | Global 19: Would be upskilled and redeployed
* 11 | Global 11: Would be unlikely to upskill


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|---|---|---|---|---|---|---|
| Now |  |  |  |  |  |  |
| 2030 |  |  |  |  |  |  |


## Visual Description

Two stacked bar charts visualize the projected shift in task completion between humans and technology from "Now" to "2030." The first chart represents the current state ("Now") and shows the percentage of tasks completed by predominantly humans (light blue), a combination of humans and technology (medium blue), and predominantly technology (dark blue).  The chart for "2030" uses the same color scheme and bar arrangement to depict the projected future distribution of task completion.  Percentages are provided at the end of each segment.  The "Now" data shows 44%, 33%, and 23% respectively, while the "2030" projections are 29%, 37%, and 34%.

**Key Insights:**  The visualization suggests a shift towards greater involvement of technology in task completion by 2030. While currently, a larger portion of tasks is done predominantly by humans, the projection indicates a decrease in human-only tasks and an increase in both combination and technology-driven tasks. This highlights the growing role of technology in the future of work.

## Public policy

**Public policies to improve talent availability**

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

* Funding for reskilling and upskilling: 53% (Economy) | 55% (Global)
* Flexibility on hiring and firing practices: 52% | 44%
* Provision of reskilling and upskilling: 44% | 52%
* Changes to immigration laws: 37% | 26%
* Improvements to public education systems: 37% | 47%


## Key barriers for business transformation

**Transformation barriers**

**Share of organisations surveyed expecting the barriers will hinder their organisation transformation**

* Skills gaps in the labour market: 50% (Economy) | 63% (Global)
* Organization culture and resistance to change: 49% | 46%
* Inability to attract talent to the industry: 38% | 37%
* Outdated or inflexible regulatory framework: 32% | 39%
* Lack of adequate data and technical infrastructure: 31% | 32%


## Wage outlook

**Wage trends**

**Share of organizations projecting the share of wages and other forms of workers' compensation as a percentage of the company's total revenues**

* Growing: 47% (Global)
* Similar: 46% (Global)
* Declining: 8% (Global)


## Talent availability outlook

**Talent trend**

**Share of respondents who expect their talent availability to improve or worsen in five years**

* Talent availability when hiring: 45% (-100%) |  26% (+100%)
* Talent development of existing workforce: 3% (-100%) | 68% (+100%)
* Talent retention of existing workforce: 19% (-100%) | 34% (+100%)


## Visual Description

Three horizontal bar charts illustrate the perceived talent availability trend over five years. Each chart represents a different aspect: "Talent availability when hiring," "Talent development of existing workforce," and "Talent retention of existing workforce." The bars extend in both directions from a central point (0%). The left side (negative values) represents "Worsening" (purple), and the right side (positive values) represents "Improving" (light blue). Triangles mark the global average.

**Key Insights:** The visualization suggests a positive outlook for talent development and retention, with a higher percentage expecting improvement than worsening. However, the outlook for talent availability when hiring is less optimistic, with a substantial proportion expecting it to worsen.

## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**

* 55 | Global 51: Run comprehensive DEI training for managers and staff
* 50 | Global 42: Set DEI goals, targets or quotas
* 47 | Global 48: Targeted recruitment, retention and progression initiatives

## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

* 87 | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* 65 | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* 65 | Global 49: Re-orienting your organization to target new business opportunities created by AI


## Future of Jobs Report 2025


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 133
# Denmark

## Upskilling and reskilling outlook

* 37 | Global 41: Would not need training by 2030
* 32 | Global 29: Would be upskilled in their current role
* 22 | Global 19: Would be upskilled and redeployed
* 9 | Global 11: Would be unlikely to upskill


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|---|---|---|---|---|---|---|
| Now |  |  |  |  |  |  |
| 2030 |  |  |  |  |  |  |

## Visual Description

Two stacked bar charts represent the percentage of tasks completed by humans, technology, or a combination of both for the present (Now) and projected for 2030.  Each segment of the stacked bars is color-coded: light blue for human, medium blue for combination, and dark blue for technology.  Percentages are displayed at the end of each bar.  Global averages are also provided but not visually represented in the bar itself.  The "Now" bar shows a larger proportion of human and combined tasks, while the "2030" bar indicates a shift towards more combined and technology-driven tasks.


**Key Insights:** The visualization shows a clear trend towards increasing reliance on technology for completing tasks by 2030, with a decrease in purely human-completed tasks.  The combined category becomes the most prominent in the 2030 projection.


## Public policy

**Public policies to improve talent availability**

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

* Funding for reskilling and upskilling: ECONOMY 63% | GLOBAL 55%
* Provision of reskilling and upskilling: 63% | 52%
* Flexibility on hiring and firing practices: 53% | 44%
* Changes to labour laws related to remote work: 42% | 36%
* Improvements to public education systems: 42% | 47%


## Key barriers for business transformation

**Transformation barriers**

**Share of organisations surveyed expecting the barriers will hinder their organisation transformation**


* Skills gaps in the labour market: ECONOMY 56% | GLOBAL 63%
* Organization culture and resistance to change: 52% | 46%
* Insufficient understanding of opportunities: 30% | 25%
* Lack of adequate data and technical infrastructure: 30% | 32%
* Inability to attract talent to the industry: 26% | 37%



## Talent availability outlook

**Talent trend**

**Share of respondents who expect their talent availability to improve or worsen in five years**

* Talent availability when hiring: 63% (-100% to +100%, negative values are purple, positive are light blue) | 16%
* Talent development of existing workforce: 0% (-100% to +100%) | 79%
* Talent retention of existing workforce: 21% (-100% to +100%) | 26%


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**

* 74 | Global 51: Run comprehensive DEI training for managers and staff
* 58 | Global 48: Targeted recruitment, retention and progression initiatives
* 47 | Global 39: Pay equity reviews and salary audits


## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**

* 90 | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* 84 | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills
* 68 | Global 62: Hiring new people with skills to better work alongside AI


## Wage outlook

**Wage trends**

**Share of organizations projecting the share of wages and other forms of workers' compensation as percentage of the company's total revenues**

* Growing: 32%
* Global: 47%
* Similar: 21%
* Global: 52%
* Declining: 41%
* Global: 8%


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 134
# Egypt

## Contextual indicators

| INDICATORS | Year | Min | Max |
|---|---|---|---|
| Labour force participation | (2022) |  |  |
| Vulnerable employment | (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) | (2022) |  |  |
| Unemployment rate | (2022) |  |  |
| Unemployment rate among workers with basic edu. | (2023) |  |  |
| Unemployment rate among workers with advanced edu. | (2022) |  |  |
| Secondary Education Attainment | (2022) |  | 54% |
| Tertiary Education Attainment | (2022) |  | 17% |
| Ease of finding skilled employees in local labour market | (2024) |  | 5 |
| Fill vacancies by hiring foreign labour | (2024) |  | 4 |
| Country investment in mid-career training | (2022) |  | 4 |


## Jobs and Skills outlook

* **17%** (Global 22%): Labour-market churn (Five-year structural labour-force churn)
* **48%** (Global 39%): Skill disruption (Shares of core skills which will change)
* **70%** (Global 83%): Organizations with DEI priorities (Share of organizations with DEI priorities)
* **78%** (Global 88%): AI exposure (Share of organizations running AI programmes)


## Trend outlook

### Macrotrends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| Rising cost of living, higher prices or inflation |  |  |
| Slower economic growth |  |  |
| Broadening digital access |  |  |
| Increased efforts and investments to adapt to climate... |  |  |
| Increased geopolitical division and conflicts |  |  |
| Increased efforts and investments to reduce carbon... |  |  |
| Increased government subsidies and industrial policy |  | 35% |
| Increased restrictions to global trade and investment |  | 26% |
| Increased focus on labour and social issues |  | 26% |
| Ageing and declining working-age populations |  | 26% |
| Stricter anti-trust and competition regulations |  | 18% |
| Growing working-age populations |  | 17% |



### Technology trends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR... |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| Semiconductors and computing technologies |  |  |
| New materials and composites |  |  |
| Sensing, laser and optical technologies |  | 13% |
| Biotechnology and gene technologies |  | 6% |
| Satellites and space technologies |  | 5% |
| Quantum and encryption |  | 5% |


## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*

| Role | Net growth | Job Growth | Job displacement | Net Growth | Global net growth |
|---|---|---|---|---|---|
| Industrial and Production Engineers |  |  |  |  | 9 |
| Assembly and Factory Workers |  |  |  |  | 5 |
| Electrotechnology Engineers |  |  |  |  | 4 |
| Accountants and Auditors |  |  |  |  | -1 |
| Managing Directors and Chief Executives |  |  |  |  | -1 |
| Accounting, Bookkeeping and Payroll Clerks |  |  |  |  | -16 |

## Skill outlook

### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*

| CORE SKILLS OF 2025 | Economy | Global |
|---|---|---|
| Creative thinking |  |  |
| Analytical thinking |  |  |
| Leadership and social influence |  |  |
| Technological literacy |  |  |
| AI and big data |  |  |


| SKILLS OF INCREASING USE BY 2030 |  |  |
|---|---|---|
| AI and big data |  | 73% |
| Technological literacy |  | 72% |
| Networks and cybersecurity |  | 69% |
| Resilience, flexibility and agility |  | 62% |
| Leadership and social influence |  | 62% |


## Visual Description

Several horizontal bar charts display data comparing Egypt's economic and skills indicators to global and income group averages.  Additional charts detail projected job growth and skill demand changes.  Key takeaways are difficult to ascertain from the cropped image, but it appears Egypt is experiencing significant shifts in its labour market related to automation, technology adoption, and skills gaps.  The charts quantify these shifts, highlighting areas of growth and decline in specific job roles and the increasing importance of certain skills.  A thorough analysis would require the full context of the page and document.

*Working Age Population: 51.4 Million*

*Future of Jobs Report 2025134*


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 135
# Egypt

## Upskilling and reskilling outlook

|                             | Egypt | Global |
|-----------------------------|-------|--------|
| Would not need training by 2030 | 49    | 41     |
| Would be upskilled in their current role | 28    | 29     |
| Would be upskilled and redeployed      | 16    | 19     |
| Would be unlikely to upskill           | 7     | 11     |


## Human-machine frontier

**% of tasks completed by predominantly people, predominantly technology, or a combination of both**

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
| --------- | ----- | ------ | ----------- | ------ | --------- | ------ |
| Now       |       |        |            |        |           |        |
| 2030     |       |        |            |        |           |        |


## Visual Description

Two stacked horizontal bar charts depict the breakdown of tasks performed by humans, technology, or a combination of both, for the present (Now) and projected for 2030.

**Key Insights:**

* A shift is projected towards more technology-driven tasks by 2030, with a decrease in human-only tasks.
* Combination tasks appear to remain relatively stable.


## Public policy

**Public policies to improve talent availability**

**Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability**

| Policy                                   | Economy | Global |
| ---------------------------------------- | ------- | ------ |
| Funding for reskilling and upskilling     | 54%     | 55%    |
| Provision of reskilling and upskilling    | 54%     | 52%    |
| Improvements to public education systems | 52%     | 47%    |
| Wage subsidies                          | 46%     | 26%    |
| Flexibility on setting wages            | 40%     | 38%    |

## Visual Description

A horizontal bar chart shows the percentage of respondents agreeing with various public policies for improving talent availability, comparing Egypt's economy to the global average.  Triangular markers indicate whether Egypt's response is above or below the global average.

**Key Insights:**

* Egypt shows stronger agreement than the global average on the importance of funding and provision of reskilling and upskilling.
* Egypt is below the global average for wage subsidies and flexibility on setting wages.



## Transformation barriers

**Share of organizations surveyed expecting the barriers will hinder their organization transformation**

| Barrier                                       | Economy | GLOBAL |
| -------------------------------------------- | ------- | ------ |
| Skills gaps in the labour market            | 73%     | 63%    |
| Inability to attract talent to the industry | 33%     | 37%    |
| Organization culture and resistance to change | 33%     | 46%    |
| Lack of adequate data and technical infrastructure | 33% | 32%    |
| Outdated or inflexible regulatory framework  | 31%     | 39%    |

## Visual Description

A horizontal bar chart illustrates the perceived barriers to business transformation, comparing Egypt's responses to the global average. Triangular markers indicate whether Egypt's response is above or below the global average.

**Key Insights:**

* Skills gaps are considered the biggest barrier in Egypt, significantly higher than the global average.
* Other barriers are perceived as less impactful in Egypt compared to globally.



## Talent availability outlook

**Share of respondents who expect their talent availability to improve or worsen in five years**

|                                      | -100% | +100% |
| ------------------------------------- | ----- | ----- |
| Talent availability when hiring      | 16%   | 55%   |
| Talent development of existing workforce | 0%    | 77%   |
| Talent retention of existing workforce  | 6%    | 59%   |

## Visual Description

Horizontal bar charts visualize the expected change in talent availability, development, and retention over five years.  A purple segment represents the proportion expecting worsening, while a light blue segment represents those expecting improvement.

**Key Insights:**

* A positive outlook for talent development is observed.
* Retention and availability are also expected to improve.


## DEI Actions

**Share of employers surveyed planning to implement the diversity, equity and inclusion measure**


| Measure                                                              | Egypt | Global |
| -------------------------------------------------------------------- | ----- | ------ |
| Set DEI goals, targets or quotas                                      | 33    | 42     |
| Support workers with caregiving responsibilities                      | 33    | 26     |
| Targeted recruitment, retention and progression initiatives           | 32    | 48     |



## AI Strategy

**Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence**


| Strategy                                                                                                   | Egypt | Global |
| --------------------------------------------------------------------------------------------------------- | ----- | ------ |
| Reskilling and upskilling your existing workforce to better work alongside AI                               | 65    | 77     |
| Hiring new people with skills to *design* AI tools and enhancements appropriate for the organization-specific skills | 50    | 69     |
| Hiring new people with skills to better work alongside AI                                                 | 50    | 62     |


## Working Age Population (Millions)

51.4


## Future of Jobs Report 2025

135


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 137
# Estonia

## Upskilling and reskilling outlook

* 32 | Global 41: Would not need training by 2030
* 35 | Global 29: Would be upskilled in their current role
* 23 | Global 19: Would be upskilled and redeployed
* 9 | Global 11: Would be unlikely to upskill

## Human-machine frontier

% of tasks completed by predominantly people, predominantly technology, or a combination of both

| ALL TASKS | Human | Global | Combination | Global | Technology | Global |
|---|---|---|---|---|---|---|
| Now |  |  |  |  |  |  |
| 2030 |  |  |  |  |  |  |



## Visual Description

**Human-machine frontier chart**: This stacked bar chart shows the percentage of tasks allocated to humans, technology, or a combination of both for the current time (Now) and projected for 2030. Each segment of the stacked bar represents the proportion of tasks handled by each category.  The chart compares Estonia's data with global averages.

**Key Insights**: The chart suggests a shift towards increased involvement of technology in tasks by 2030, both in Estonia and globally.  The "combination" segment appears to shrink, indicating a potential polarization of tasks either being predominantly human-driven or technology-driven.

**Public policies to improve talent availability chart**: This horizontal bar chart presents the percentage of respondents in Estonia and globally who agree that specific public policies have the greatest potential to increase talent availability. The policies listed are: Flexibility on hiring and firing practices, Funding for reskilling and upskilling, Provision of reskilling and upskilling, Improvements to public education systems, and Changes to labour laws related to remote work.

**Key Insights**:  Across all listed policies, Estonia consistently shows a lower percentage of agreement compared to the global average, with the exception of "Funding for reskilling and upskilling."  This suggests potential differences in perspectives on talent availability solutions between Estonia and the global average.

**Transformation barriers chart**: This horizontal bar chart displays the share of organizations in Estonia and globally that expect certain barriers to hinder their organizational transformation. The barriers listed are: Skills gaps in the labour market, Organization culture and resistance to change, Inability to attract talent to the industry, Outdated or inflexible regulatory framework, and Lack of adequate data and technical infrastructure.

**Key Insights**:  "Skills gaps in the labour market" is identified as the most significant barrier in both Estonia and globally. Estonia's organizations generally report a lower percentage for each barrier compared to the global average.


**Wage trends chart**: This stacked horizontal bar chart shows the share of organizations projecting changes in the share of wages and compensation as a percentage of total company revenue. Categories are Growing, Similar, and Declining, compared between Estonia and globally.

**Key Insights**: While the visual is partially obscured, it indicates the proportions of organizations anticipating these changes.

**Talent trend chart**: This horizontal bar chart shows the percentage of respondents who expect their talent availability to improve or worsen in five years, broken down by "Talent availability when hiring," "Talent development of existing workforce," and "Talent retention of existing workforce."  It compares Estonia's data with the global average.

**Key Insights**: The chart visually represents anticipated trends in talent availability, highlighting potential challenges or improvements in talent acquisition and retention.


**DEI Actions**: This section displays the share of employers surveyed who are planning to implement certain Diversity, Equity, and Inclusion (DEI) measures. The measures include: Pay equity reviews and salary audits, Targeted recruitment, retention, and progression initiatives, and Setting DEI goals, targets, or quotas.

**AI Strategy**: This section displays the share of employers surveyed who plan to implement specific strategies in response to AI's increasing capability and prevalence. The strategies include: Reskilling and upskilling your existing workforce to better work alongside AI, Transitioning people from jobs that AI will cause to decline to other roles within your organization, and Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills.


## Public policy

### Public policies to improve talent availability

Share of respondents who agree that the particular public policy has the greatest potential to increase the talent availability

| Policy | Economy | Global |
|---|---|---|
| Flexibility on hiring and firing practices | 50% | 44% |
| Funding for reskilling and upskilling | 50% | 55% |
| Provision of reskilling and upskilling | 50% | 52% |
| Improvements to public education systems | 50% | 47% |
| Changes to labour laws related to remote work | 45% | 36% |

## Key barriers for business transformation

### Transformation barriers

Share of organizations surveyed expecting the barriers will hinder their organization transformation

| Barrier | Economy | Global |
|---|---|---|
| Skills gaps in the labour market | 79% | 63% |
| Organization culture and resistance to change | 42% | 46% |
| Inability to attract talent to the industry | 33% | 37% |
| Outdated or inflexible regulatory framework | 29% | 39% |
| Lack of adequate data and technical infrastructure | 21% | 32% |


## Talent availability outlook

### Talent trend

Share of respondents who expect their talent availability to improve or worsen in five years

* _Improving_: ▲ Global average
* _Worsening_: ▲ Global average

| Category | Value | Range |
|---|---|---|
| Talent availability when hiring | 70% | -100% to +100% (0%) |
| Talent development of existing workforce | 10% | -100% to +100% (55%) |
| Talent retention of existing workforce | 40% | -100% to +100% (40%) |



## DEI Actions

Share of employers surveyed planning to implement the diversity, equity and inclusion measure

* 60 | Global 39: Pay equity reviews and salary audits
* 55 | Global 48: Targeted recruitment, retention and progression initiatives
* 50 | Global 42: Set DEI goals, targets or quotas

## AI Strategy

Share of employers surveyed planning to implement the stated strategy in response to AI's increasing capability and prevalence

* 75 | Global 77: Reskilling and upskilling your existing workforce to better work alongside AI
* 60 | Global 47: Transitioning people from jobs that AI will cause to decline, to other roles within your organization
* 55 | Global 69: Hiring new people with skills to design AI tools and enhancements appropriate for the organization-specific skills


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 138
# France

## Contextual indicators

| Indicators |  |
|---|---|
| Labour force participation (2023) |  |
| Vulnerable employment (2022) |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |
| Unemployment rate (2023) |  |
| Unemployment rate among workers with basic edu. (2023) |  |
| Unemployment rate among workers with advanced edu. (2023) |  |

| Indicators | min | max |
|---|---|---|
| Secondary Education Attainment (2023) | 59% | 78% |
| Tertiary Education Attainment (2023) | 8% | 37% |
| Ease of finding skilled employees in local labour market (2024) | 12% | 4 |
| Fill vacancies by hiring foreign labour (2024) | 6% | 4 |
| Country investment in mid-career training (2022) | 11% | 4 |


## Jobs and Skills outlook

* **19%** (Global 22%): Labour-market churn (Five-year structural labour-force churn)
* **33%** (Global 39%): Skill disruption (Shares of core skills which will change)
* **93%** (Global 83%): Organizations with DEI priorities (Share of organizations with DEI priorities)
* **95%** (Global 88%): AI exposure (Share of organizations running AI programmes)


## Trend outlook

### Macrotrends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| Broadening digital access |  |  |
| Increased efforts and investments to reduce carbon emissions |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Increased efforts and investments to adapt to climate change |  |  |
| Ageing and declining working-age populations |  |  |
| Increased focus on labour and social issues |  |  |
| Increased geopolitical division and conflicts | 57% | 47% |
| Slower economic growth | 55% | 40% |
| Increased restrictions to global trade and investment | 54% | 26% |
| Growing working-age populations | 49% | 24% |
| Stricter anti-trust and competition regulations | 49% | 24% |
| Increased government subsidies and industrial policy | 47% | 22% |


### Technology trends driving business transformation

| Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR…) |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |
| Semiconductors and computing technologies |  |  |
| Sensing, laser and optical technologies | 92% | 20% |
| Quantum and encryption | 63% | 19% |
| Biotechnology and gene technologies | 42% | 17% |
| Satellites and space technologies | 34% | 11% |



## Jobs outlook

### Key roles for business transformation

* Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)


## Visual Description

Several bar charts and a table visualize data related to France's economy and job market.

**Macrotrends driving business transformation & Technology trends driving business transformation:** These charts show the share of organizations that identify specific macrotrends (e.g., broadening digital access, increased geopolitical division) and technology trends (e.g., AI, robots) as likely to drive business transformation.  France's responses are compared to global averages. For example, broadening digital access is identified by a larger share of French organizations compared to the global average, while the opposite is true for increased efforts to reduce carbon emissions.

**Key roles for business transformation:** This table and chart visualize the projected net growth and churn of specific roles. AI and Machine Learning specialists are expected to see significant growth (72%), while Assembly and Factory Workers face a decline (-8%).  The chart shows net growth, job growth, job displacement, and churn for each role, compared to the global average.

**Skills of increasing use by 2030:** This chart compares the expected increase in the use of core skills in France and globally.  Resilience, flexibility and agility are anticipated to be highly important in both regions.  The chart also shows projected increases in skills like AI and big data, and networks and cybersecurity, again comparing French projections to global ones.


**Key Insights:**

* France seems to be ahead of the global average in adopting digital access as a driver of transformation.
*  AI and related roles are projected to experience significant growth, indicating a growing demand for these skills in France.
*  Traditional manufacturing roles, like assembly and factory work, are expected to decline.
*  Resilience, flexibility, and agility, as well as technological skills like AI and cybersecurity, are becoming increasingly crucial for the future workforce in France, mirroring global trends.


**Working Age Population:** 47.2 million


**Contextual Indicators:** This section provides various indicators for France, including labor force participation, unemployment rates, education attainment, and ease of finding skilled employees. It shows minimum and maximum values and compares France's performance to regional and income group averages.  The exact numeric values for most of these are not visible in the image.



Future of Jobs Report 2025 138


key: chroma:document
string_value:
---
author: World Economic Forum
date: January 2025
description: "Technological change, geoeconomic fragmentation, economic uncertainty,\
  \ demographic shifts and the green transition \u2013 individually and in combination\
  \ are among the major drivers expected to shape and transform the global labour\
  \ market by 2030. The *Future of Jobs Report 2025* brings together the perspective\
  \ of over 1,000 leading global employers\u2014collectively representing more than\
  \ 14 million workers across 22 industry clusters and 55 economies from around the\
  \ world\u2014to examine how these macrotrends impact jobs and skills, and the workforce\
  \ transformation strategies employers plan to embark on in response, across the\
  \ 2025 to 2030 timeframe."
source: Future of Jobs Report 2025 INSIGHT REPORT JANUARY 2025
title: Future of Jobs Report 2025
---

# Page 136
# Estonia

## Contextual indicators

| Indicators | | |
|---|---|---|
| Labour force participation (2023) |  |  |
| Vulnerable employment (2022) |  |  |
| Share of youth not in employment, education, or training (NEET) (2023) |  |  |
| Unemployment rate (2023) |  |  |
| Unemployment rate among workers with basic edu. (2023) |  |  |
| Unemployment rate among workers with advanced edu. (2023) |  |  |


| Indicators | |
|---|---|
| Secondary Education Attainment (2022) | 70% |
| Tertiary Education Attainment (2022) | 6% |
| Ease of finding skilled employees in local labour market (2024) | 10% |
| Fill vacancies by hiring foreign labour (2024) | 5% |
| Country investment in mid-career training (2022) | 9% / 4% |



## Jobs and Skills outlook

* **Labour-market churn:** 13% (Global 22%)
  * Five-year structural labour-force churn
* **Skill disruption:** 37% (Global 39%)
  * Shares of core skills which will change


* **Organizations with DEI priorities:** 95% (Global 83%)
  * Share of organizations with DEI priorities
* **AI exposure:** 95% (Global 88%)
  * Share of organizations running AI programmes

Working Age Population (Millions): **1.0**


## Trend outlook

### Macrotrends driving business transformation

*Share of organizations surveyed that identified this trend as likely to drive transformation in their organization*

| Macrotrend | Economy | Global |
|---|---|---|
| Ageing and declining working-age populations |  |  |
| Slower economic growth |  |  |
| Increased focus on labour and social issues |  |  |
| Rising cost of living, higher prices or inflation |  |  |
| Increased geopolitical division and conflicts |  |  |
| Growing working-age populations |  |  |



| Macrotrend |  |  |
|---|---|---|
| Increased efforts and investments to reduce carbon... | 58% | 29% / 47% |
| Broadening digital access | 50% | 29% / 60% |
| Increased efforts and investments to adapt to climate... | 46% | 21% / 41% |
| Stricter anti-trust and competition regulations | 42% | 17% / 17% |
| Increased government subsidies and industrial policy | 42% / 34% | 13% / 21% |


### Technology trends driving business transformation

*Share of organizations surveyed that identify the technology trend as likely to drive business transformation*


| Technology Trend | Economy | Global |
|---|---|---|
| AI and information processing technologies (big data, VR, AR...) |  |  |
| Robots and autonomous systems |  |  |
| Energy generation, storage and distribution |  |  |
| New materials and composites |  |  |


| Technology Trend |  |  |
|---|---|---|
| Semiconductors and computing technologies | 83% | 8% / 20% |
| Biotechnology and gene technologies | 58% | 8% / 11% |
| Satellites and space technologies | 38% | 4% / 9% |


## Jobs outlook

### Key roles for business transformation

*Roles most selected by organizations surveyed, ordered by net role growth, and their net growth and structural churn (percent)*

| Role | Net Growth | Job Growth | Job Displacement | Net Growth | Global net growth |
|---|---|---|---|---|---|
| AI and Machine Learning Specialists |  | | | | 49 / 82 / 49 |
| Data Analysts and Scientists |  | | | | 30 / 41 / 30 |
| Business Intelligence Analysts |  | | | | 16 / 18 / 16 |
| Managing Directors and Chief Executives |  | | | | 14 / 5 / 14 |
| General and Operations Managers |  | | | | 7 / 4 / 10 |
| Accounting, Bookkeeping and Payroll Clerks |  | | | | -13 / -18 / 13 |


## Skill outlook

### Skills of increasing use by 2030

*Skills of the most increase in use by 2030*

| Core Skills of 2025 | Economy | Global |
|---|---|---|
| Analytical thinking |  | 95% |
| Resilience, flexibility and agility |  | 75% |
| Leadership and social influence |  | 65% |
| Curiosity and lifelong learning |  | 60% |
| Technological literacy |  | 60% |

| Skills of Increasing Use by 2030 | Economy | Global |
|---|---|---|
| AI and big data |  | 85% |
| Resilience, flexibility and agility |  | 80% |
| Technological literacy |  | 75% |
| Curiosity and lifelong learning |  | 70% |
| Networks and cybersecurity |  | 60% |



## Visual Description

Several horizontal bar charts and one diverging bar chart visualize data related to Estonia's economy, skills, and job market.

**Contextual Indicators, Jobs and Skills Outlook, and Macrotrends:** These charts use horizontal bars to compare Estonia's performance with global or income group averages.  The length of the bars represents percentages or values.  Light blue typically represents Estonia's data, while a darker color represents the benchmark (global or income group).  Key insights from these charts highlight areas where Estonia performs better or worse than average, such as labor market churn, skill disruption, and DEI priorities.  Specific data points include:

* **Labour-market churn:** Estonia 13%, Global 22%
* **Skill disruption:** Estonia 37%, Global 39%
* **Organizations with DEI priorities:** Estonia 95%, Global 83%
* **AI exposure:** Estonia 95%, Global 88%

The macrotrends charts show the percentage of organizations that identify specific trends as likely to drive business transformation.  Both Estonian and global responses are shown for comparison. For instance, increased efforts to reduce carbon emissions are predicted by 58% of Estonian organizations and 40% globally.

**Technology Trends:**  Similar to macrotrends, these charts compare Estonia's adoption of specific technology trends to global benchmarks. Key areas include AI, robotics, energy, and new materials. Specific insights might show if Estonia is leading or lagging in adoption of certain technologies.

**Key Roles for Business Transformation:** This is a diverging bar chart showing the projected net growth and structural churn for different job roles.  Bars extending to the right indicate positive net growth, while bars extending to the left indicate negative growth (job displacement).  The chart also breaks down net growth into job growth and job displacement components.  Key roles include AI and machine learning specialists, data analysts, and others.  The specific values of net growth, job growth, and job displacement are shown at the right end of the bars. For instance, AI and machine learning specialists are expected to have a net growth of 49%, with job growth at 82% and job displacement at 49%.

**Skills of Increasing Use by 2030:** These charts show the projected increase in use of specific skills, comparing Estonia to the global average.  This provides insights into which skills will be most in-demand in the future.  For example, analytical thinking is expected to increase by 95% in Estonia and AI and big data by 85%.


Overall, the visualizations on this page provide a comprehensive overview of Estonia's economic and labor market outlook, focusing on business transformation, technological adoption, and future skills needs.


