Future Job Security

India’s green economy is growing fast but LinkedIn data suggests green talent is growing even faster. The LinkedIn Hiring Rate (LHR) for green talent — defined as professionals with green skills, green job titles, or both — is now 59.7% higher than for the overall workforce. This means green-skilled professionals are significantly more likely to be hired than their peers, underscoring the growing demand for sustainability-focused roles. “The prioritisation of green talent by Indian companies is being fuelled by an interplay of policy reforms, rising consumer consciousness, and the need for deep business transformation,” says Neelima Burra, Chief Strategy, Transformation, and Marketing Officer at Luminous Power Technologies. “Government initiatives like the PM Suryaghar Yojna, National Solar Mission, and Smart City Mission, combined with the growing mandate for ESG reporting — are also pushing companies to recruit sustainability experts, carbon auditors, and ESG strategists to meet regulatory and investor expectations,” she adds further. Operational efficiency has emerged as the top skill across the top five industries increasingly hiring for green skills, as per LinkedIn data. In contrast, precision agriculture skills lead in farming, ranching, and forestry — highlighting how sector-specific green skills are evolving. “Operational efficiency offers the fastest route to tangible returns. It moves the conversation beyond regulatory compliance to net profitability, ensuring we can do more with less energy and fewer materials,” says Venu Nuguri Managing Director and CEO at Hitachi Energy. This surge in demand aligns with broader economic trends. Green jobs in India have grown over 10 times in the past five years, with Gen Z accounting for 63% of applicants, reports The Economic Times, citing a report by WeNaturalists. The projections are equally ambitious. India’s green economy will generate 7.29 million jobs by FY28 and 35 million by 2047, as the sector scales toward a $1 trillion valuation by 2030 and $15 trillion by 2070, suggests another report by The Economic Times, citing a report by NLB Services. The message is clear: green skills aren’t just good for the planet — they’re becoming essential for employability. As India accelerates its climate and economic goals, the workforce is already adapting. The question now is whether education, training, and policy can keep pace. Read the full report here: https://lnkd.in/g873CzHT #COP30 #GreenerTogether Source: The Economic Times: https://lnkd.in/d-3bShQP  The Economic Times: https://lnkd.in/dSUMFS58 

It's a good time to go green. Globally, the hiring rate for those with previous sustainability-related job titles or skills is 46.6% higher than the hiring rate for the workforce overall, according to new data from LinkedIn's Economic Graph. This means green talent is far more likely to secure a job these days, and honing specific skills could be a competitive advantage for job seekers. That includes responsible sourcing, resource efficiency, corporate sustainability and energy management, which is the fastest-growing green skill worldwide. In the U.S., strategic program planning is the fastest-growing green skill. What's more? These skills are helpful to professionals who aren't even in traditionally green roles. For the first time, the strongest growth in green hiring is occurring in roles that previously required no green expertise, suggesting these skills are becoming mainstream. What's your best advice for workers looking to grow their green skills — and leverage them on the job hunt? Weigh in below. And see more LinkedIn data on this topic here: https://lnkd.in/g873CzHT.

More green jobs are emerging, but there may not be enough skilled workers to fill them. LinkedIn data shows global adoption of green skills – those that directly combat the effects of climate change – slowed last year compared with the year before. Only a few countries saw faster year-on-year growth in 2025, such as Bangladesh (from 4.8% to 5.9%). Pakistan, the Philippines, Malaysia, Singapore and Indonesia all grew more slowly. At this pace, green skill growth may fall short of what’s needed to meet Paris Agreement goals. A study by Research and Markets also flagged this imbalance, projecting a 60% rise in green skills over the next five years, versus 260% growth in green jobs. “Skills gaps, if left to widen, take years to close – longer than we have to respond to climate change. For workers and businesses, unfilled green jobs don’t only delay climate action; they leave economic opportunity on the table,” says researchers of the LinkedIn Green Skills Report. Across the region, operational efficiency was the fastest-growing green skill in Bangladesh, Pakistan, Singapore and the Philippines; sustainable business strategy topped Indonesia, and environmental sustainability led in Malaysia. 💬 What can be done to speed up green skill adoption? Do green skills offer workers an opportunity to future-proof their careers even as AI becomes more prevalent? Share your thoughts in the comments below and read the LinkedIn Green Skills report here: https://lnkd.in/g873CzHT #COP30 #GreenerTogether 📊: Akash Kaura ✍️: Ting Wei Toh

AI is changing the ladder into the workforce. A paper by Enrique Ide argues that by letting senior workers handle more on their own, AI risks squeezing out entry-level roles, the very places where younger generations build tacit knowledge. His findings: – While automation boosts productivity right away by reducing costs, it can permanently lower economic growth by preventing knowledge transfer to future generations – Conservative estimates suggest AI automation of just 5% of entry-level tasks could reduce annual economic growth by 0.05 percentage points, while more aggressive scenarios could cause losses of 0.35 percentage points per year – While these systems can help workers who missed out on traditional training, they may also reduce younger workers' motivation to engage in hands-on learning, since they expect to rely on AI assistance later We’ll need to build new entry points.

Employee retention is not about bean bags or pizza Fridays. 🍕 It’s about how people feel at work. In 2025, with all the uncertainty—layoffs, AI replacing jobs, and pressure to do more with less—people don’t stay because of perks. They stay because they feel respected, trusted, and valued. As HR professionals and leaders, here’s what really helps people stick around: ✅ Give them real chances to grow—upskilling, promotions, meaningful projects ✅ Communicate with honesty—especially during changes ✅ Show up as a human, not just a manager—listen, guide, support ✅ Don’t just talk about work-life balance—make it possible ✅ Recognize the effort, not just the result—both matter ✅ Be consistent and fair—favorites destroy trust ✅ Create a culture where belonging is real—not just on a poster ✅ Protect their mental space—cut the unnecessary pressure ✅ Stand by your team—especially during tough times People leave bad environments, not bad jobs. And they stay where they are seen, heard, and supported. Retention doesn’t need to be expensive—it needs to be empathetic. What’s one small action that helps your team feel valued? #employeeretention #leadership #workculture #HR #peopleFirst #workplacewellbeing #bestadvice #careers

Every spring, graduation speeches promise a wide-open future. But this year, the vibe is ... off. The AI job reckoning is no longer theoretical - it’s statistical. The Federal Reserve Bank of New York didn’t mince words: “The employment situation for recent grads has deteriorated noticeably.” Unemployment for recent grads is 5.8%. Which doesn’t sound terrible until you realize the overall national rate is much lower, and that this bump isn’t happening in, say, underwater basket weaving. According to Oxford Economics, the spike is concentrated in technical fields like finance and computer science - the 'safe bets' ▪️ One startup now employs 1 data scientist doing what 75 used to. ▪️Some firms have cut off hiring below mid-level (L5) roles. ▪️Many are mandating an “AI-first” approach: don’t hire unless the AI can’t do it. We often treat AI safety as an abstract future problem: rogue agents, AGI alignment, existential risk. But as Mike Krieger from Anthropic pointed out, a society with 20% youth unemployment isn’t a safe society. Mass job loss IS an safety issue. It’s easy to miss this shift because it doesn’t look like mass layoffs. It looks like non-hiring. So if you’re graduating this year - I’m not going to lie. The rules have changed. But that also means the blueprint is gone. And in moments like this, self-authorship becomes a superpower. 3 paths worth considering - each rooted in agency, not permission: 1️⃣ Specialize in what AI still struggles with - ambiguity, persuasion, taste, human complexity. Jobs at the intersection of complexity and context are harder to automate. 2️⃣ Orchestrate AI workflows - become the person who directs agents, not the one replaced by them. If you can manage AI workflows, some companies will hire you straight into higher-level roles. 3️⃣ Leapfrog into solo projects or startups while the leverage window is open. Anthropic’s founders expect the first unicorn with a single human employee to emerge as soon as next year. The tools to build are abundant. The friction is low. The alpha is in motion. To quote the sages of Twitter, you can just DO things. So if you're graduating this year - Congrats! 🥳 You still have options. They just stopped handing out maps.

◾ The Health Care sector has lagged the S&P 500 by 8 pp YTD and is on track to deliver the third consecutive year of underperformance. Health Care valuations have also declined, and the sector trades near a record discount relative to the S&P 500 even after adjusting for the impact of the mega-cap tech stocks. ◾ Although low valuations create the potential for large upside, we see more opportunity for alpha in the Health Care sector than beta. Continued healthy economic growth, AI momentum, and ongoing policy uncertainty should limit the potential for Health Care sector outperformance. In contrast, above-average return dispersion bodes well for stock-pickers, as does the recent increase in Health Care M&A. Almost 50% of stocks in the GS M&A Candidates basket (GSRHACQN) are Health Care companies, and we expect continued growth in M&A activity next year. We compile a list of select Buy-rated stocks recommended by Goldman Sachs Health Care equity analysts. ◾ The economic growth outlook is a key driver behind Health Care returns vs. the S&P 500. Health Care is a defensive sector and has historically outperformed the S&P 500 when economic growth expectations weaken. The market currently appears to be pricing an outlook for economic growth close to 2% compared with our economists’ forecast for real US GDP growth of 2.3% in 2026. ◾ An improvement in the sector’s earnings outlook is also a necessary condition for outperformance. Health Care share prices have historically troughed relative to the S&P 500 six months ahead of relative earnings estimates. Recently, Health Care excess returns have tracked closely with analyst earnings revision breadth, which has improved but remains weak. ◾ Elevated policy uncertainty is another challenge for Health Care and partly explains today’s depressed valuations. Clarity on policies including tariffs and drug pricing should help alleviate pressures on the sector. ◾ The focus of investor attention and capital on the AI trade has created additional headwinds for Health Care, but the sector is well-positioned to benefit going forward. If the AI trade unwinds, Health Care will likely outperform as investors rotate away from Technology stocks. Alternatively, continued AI improvement and adoption should eventually help boost Health Care earnings.

𝗦𝗲𝗻𝗶𝗼𝗿 𝗿𝗼𝗹𝗲𝘀 𝘁𝗵𝗿𝗶𝘃𝗲. 𝗝𝘂𝗻𝗶𝗼𝗿 𝗿𝗼𝗹𝗲𝘀 𝘀𝗵𝗿𝗶𝗻𝗸. It was a theory. Now it’s backed by data. For the past two years, many of us have sensed a shift: AI doesn’t just change how we work—it’s quietly reshaping who gets hired. Now, a Stanford/ADP study confirms it: 📉 Entry-level employment in AI-exposed roles (e.g., software dev, customer support) is significantly and constantly decreasing 📈 Mid- and senior-level employment in those same roles? Up ~6–9%. and this isn’t a temporary tech shakeup—it’s structural. AI is replacing tasks that junior employees typically own. But it’s amplifying the impact of experienced talent. For executive recruiters and leadership advisors, this raises urgent questions. Are our talent pipelines still fit for purpose? How do we cultivate early-career growth when AI disrupts the very foundation of junior roles? The workforce pyramid is inverting... and we need to tackle it #ExecutiveSearch #Leadership #AIImpact #FutureOfWork #GenerativeAI #TalentStrategy #WorkforceTransformation p.s. full report in the first comment

Worrying: "We find that since the widespread adoption of generative AI, early-career workers (ages 22-25) in the most AI-exposed occupations have experienced a 13 percent relative decline in employment even after controlling for firm-level shocks. In contrast, employment for workers in less exposed fields and more experienced workers in the same occupations has remained stable or continued to grow... Our results are robust to alternative explanations, such as excluding technology-related firms and excluding occupations amenable to remote work. These six facts provide early, large-scale evidence consistent with the hypothesis that the AI revolution is beginning to have a significant and disproportionate impact on entry-level workers in the American labor market" By Erik Brynjolfsson, Bharat Chandar & Ruyu Chen at the Stanford Digital Economy Lab

With AI adoption raising alarms about automation and job loss, new data from the Principal Financial Group’s Well-Being Index (which surveys 1,000 U.S. business leaders) adds nuance to the conversation.    Among businesses with fewer than 10,000 employees that currently use or plan to use AI:     ⬆️ 60% say employee wages will increase.   📈 79% say staffing will increase or remain neutral.      Why it matters: While concerns about AI replacing workers persist, these findings suggest that, at least among smaller employers surveyed, AI is viewed as a tool to optimize the workforce, not reduce it. This aligns with broader survey data that points to staffing stability in 2025.     But the real pressure point? Specialized talent. 🔍 39% of businesses are concerned about a shortage of qualified employees, signaling that finding skilled labor, not automation, remains the bigger hurdle. As AI adoption accelerates, the conversation is shifting from job elimination to preparing talent for new ways of working. From AI literacy to rethinking HR strategies, organizations are facing important questions:  💡 How do we balance automation with human expertise?   💡 How do we equip the next generation for an AI-driven economy? Is AI a job disruptor or a workforce optimizer in your organization? How is your team navigating the shift? I’d love to hear your take. Check out the full index findings: https://lnkd.in/gPaZBXHU