I’m glad many of you read my Substack post, Surveys: AI Driving the Future of Jobs. With an eye on data relevant to older workers, the article was based on key findings from two in-depth reports:
More than one article could delve into
These reports are thick. I couldn’t get to everything in my article.
That’s why I created an audio deep dive utilizing NoteboolkLM, a powerful research and note-taking tool developed by Google Labs. It uses artificial intelligence to slice, dice, analyze and then make an engaging podcast about whatever content you ask it to examine.
An AI podcast about AI?
It’s ironic and perhaps prescient that I’m having AI-created voices discuss AI's impact on the workplace.
It’s an example of how we can use AI to enhance our work, not replace it. I see AI applications like NotebookLM as super-smart, lightning-fast interns who add value to my offerings.
Using AI requires careful oversight. Interns and AI make mistakes their supervisors must catch or bear the blame.
I listen to podcast in my car
I reviewed this NotebookLM podcast in my car, where I listen to most of the podcasts I subscribe to. I like to multitask. It’s good to learn something while I drive.
I listened to the entire podcast I generated and heard no errors. I also reviewed the transcript
I thought it did a stellar job highlighting relevant data points I didn’t include in my original article. Moreover, the podcast finishes with actionable insights to help workers navigate their careers in the AI era.
Good job, AI assistant!
Below is a transcript of the podcast. I emboldened what I consider particularly important points I couldn’t address in my first article.
This is the first time I have embedded a NotebookLM-generated podcast to supplement a post I wrote on Substack. I’d love to hear what you think of the effort!
Audio Transcript
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Welcome back everyone to the Deep Dive.
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You know, we like to go deep on big topics and today is no different.
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We're diving into how AI is impacting older workers.
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Older workers.
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Yeah, you know, folks 45 and up.
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OK, got it.
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In entry and mid-level roles.
(00:00:15):
Interesting.
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Across the U.S.
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and Europe.
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And to guide our deep dive today, we've got two reports.
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One is called Age Proofing AI.
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OK.
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From Generation, they're a global employment nonprofit.
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I see.
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And the second is the Future of Jobs Report 2025.
(00:00:30):
Oh, from the World Economic Forum.
(00:00:32):
That's the one.
(00:00:32):
So let's start with the hiring landscape.
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What trends are we seeing for these types of roles and what might those trends mean
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for you listening in right now?
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Well, the age-proofing AI report gives us a little bit of a reality check.
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Hiring managers that they surveyed are predicting a pretty notable slowdown in
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hiring for entry-level and mid-level jobs.
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Over what time period?
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Over the next year.
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And we're looking at potential drops anywhere from 22% to 64%.
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That's huge.
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Yeah.
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And what's really striking is that this trend that we're seeing, this predicted slowdown,
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It's not just happening in one industry or one particular company size.
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It's just across the board.
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Across the board.
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Wow.
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Okay.
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And the report also cites data from Talent Neuron.
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Oh, yeah.
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Showing a 27% decline in entry-level tech roles since early 2022.
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Okay.
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In major markets.
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Which ones are we talking about?
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The U.S., U.K., France, Spain, and Ireland.
(00:01:29):
Yeah.
(00:01:29):
So this really seems to suggest that the slowdown that the hiring managers are predicting...
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isn't just a prediction.
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It's already playing out.
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It's already happening.
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So that 27% drop, big red flag right there.
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But isn't that counterintuitive?
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We hear so much about AI creating jobs.
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So why are employers pumping the brakes on hiring right now?
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Yeah, that's a great question.
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I think there are a few different reasons that are all kind of swirling together.
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Uncertainty is a major factor.
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In what way?
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Companies aren't totally sure how AI is going to reshape their workforces in the long term.
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Yeah.
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So some are hesitant to commit to hiring people.
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Then you've also got this ever shifting landscape of corporate priorities.
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Right.
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And then, of course, the economic climate plays a big role.
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A lot of employers are proceeding with caution right now.
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So a lot of companies are in wait and see mode.
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Exactly.
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Makes sense.
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But isn't there a risk that this slowdown could make things even worse when it
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comes to age bias in hiring?
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Yeah, that's a definite risk.
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Unfortunately, age bias is a really stubborn problem.
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Previous research from Generation back in 2021 and 2023 showed a pretty concerning trend.
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What's that?
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Even when older workers consistently met or exceeded expectations.
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So they were doing great at their jobs.
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They were doing their jobs well.
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Okay.
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Employers still showed a preference for younger candidates.
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You're kidding.
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So even if you're performing well, if you're an older worker, there's still a bias against you.
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That's what the research found.
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Wow.
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That's so surprising given how much emphasis is placed on experience these days.
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What's driving this bias?
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Is it just this idea that older workers are less tech savvy?
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Yeah.
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A lot of times it boils down to just assumptions.
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Hiring managers might think that older workers won't be as quick to adapt to new tech.
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Especially AI tools.
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Especially AI tools.
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Right.
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But the age-proofing AI report really challenges that assumption.
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It does.
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What did they find about how older workers are actually engaging with AI?
(00:03:29):
Well,
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the report found that there's a big gap in employers' willingness to even consider
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older workers.
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Older workers?
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Yeah.
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Okay.
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Especially those over 60 for roles that involve AI.
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Interesting.
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In the U.S., only 32% of employers said they would likely consider someone over 60.
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For an AI role.
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For a role that involved AI.
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Right.
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Compared to 90% for workers under 35.
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That's a huge difference.
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It is.
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And in Europe, the numbers were similar.
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33% for over 60s.
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Yeah.
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86% for the younger group.
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So older workers are facing this double whammy,
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fewer job openings and this bias against their age.
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But this is where it gets interesting.
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The report also found that the older workers who are using AI are doing really well.
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In fact, they even use the term power users.
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Yeah, power users.
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What makes these older workers stand out?
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Well,
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a lot of them are actually self-taught,
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which I think really shows their initiative and willingness to learn.
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And the report found that they're not just kind of messing around with AI.
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They're using it in their work?
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They're really using it.
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They're using it multiple times a week, some even daily.
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Wow.
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And they're actually seeing real benefits from using these tools.
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So it's more than just keeping up with the times.
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They're actually using AI to get ahead.
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What kinds of benefits are we talking about here?
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Well, over half of the older workers using AI.
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In this study?
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Yeah.
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Okay.
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In both the U.S.
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and Europe,
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they said that using these AI tools actually improved the quality of their work and
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made them faster.
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And almost half said that AI is actually allowing them to take on harder, more complex tasks.
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And about a third said that they're making better decisions thanks to AI.
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That's remarkable.
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So AI isn't just about automation.
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It's actually giving these workers more power to do more.
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Exactly.
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And I think the most interesting finding is that 35 percent in the U.S.
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and a whopping 58 percent in Europe.
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Wow.
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Said that using AI actually makes their work more enjoyable.
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Yeah, it's really fascinating.
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It really makes you wonder what's behind that increased enjoyment.
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Is it that AI is taking over some of those really boring,
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tedious tasks and now these workers can focus on more interesting or strategic
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parts of their work?
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Yeah, I think that's a very plausible explanation.
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You know, AI can handle those repetitive or data heavy tasks.
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And then that leaves the human workers to focus on the creative problem solving and
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interacting with people.
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Right, the stuff that makes work enjoyable.
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It sounds like a win-win, but I'm sure there are challenges too.
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What did the report say about how companies are supporting these older workers as
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they enter this AI-driven world?
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Yeah, well, the report pointed out one area that needs some work.
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What's that?
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Training.
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Oh, training on AI tools.
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Because companies are adopting AI tools really rapidly.
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But the support that's in place to help employees use these tools,
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especially older workers,
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it's spotty at best.
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About half of the employers they talk to said that they offer some type of formal AI training.
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Okay.
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Or peer coaching or self-service resources.
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So some support is there, but it's not universal.
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Okay.
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Not universal at all.
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And it doesn't sound like it's really tailored to older workers' needs.
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Yeah, I think you're right.
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Okay, so what about the workers themselves?
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Are older workers really eager to jump into AI, or are they more hesitant?
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Well, it seems like it's kind of a mix.
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The report said that most older workers are kind of unsure about how relevant AI is
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to their work right now.
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Okay.
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But 24% in the U.S.
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and 36% in Europe said they were interested in learning more about AI.
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So they're not running toward it, but they're not running away either.
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Pretty much.
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Seems like there's a disconnect between how much employers want everyone to use AI
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and how ready these older workers are to really use those tools.
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I think that's a key takeaway here.
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Yeah.
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The research suggests that employers need to do more than just provide the training.
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They also need to show older workers how valuable AI really is.
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To their everyday work.
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To their everyday work and how AI can actually help their careers.
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Right.
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I wonder if this hesitation is because of all the talk about how AI is going to
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take everyone's jobs.
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Could be.
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It makes sense that people would be resistant if they think their job is going to
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disappear because of a robot.
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Yeah.
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It's all about how you frame it.
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Maybe if employers focused on the positive side, how AI can make work more enjoyable.
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Right.
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How it can help you have a better career.
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Maybe then people wouldn't be so scared.
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Yeah.
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Instead of AI replacing you.
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It can help you.
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It's a tool that can help you get better.
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And this brings up a really important question.
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How do these findings about AI and older workers fit into the bigger trends shaping
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the future of work?
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That's where the World Economic Forum's Future of Jobs Report 2025 comes in.
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Exactly.
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That report looks at the whole landscape of how AI is changing work, not just for older workers.
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So for everyone.
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Yeah, for everyone.
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So let's zoom out and take a look at that bigger picture.
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What are some of the key things from the World Economic Forum report?
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And how do those connect to what we've been talking about?
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Well, the WEF report, it paints a pretty complex picture of the future of work.
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It's dynamic.
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Things are changing fast.
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They predict there will be 78 million.
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78 million what?
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78 million net new jobs.
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Oh, wow.
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Globally by 2030.
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OK, so more jobs overall.
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More jobs overall, but not necessarily the same types of jobs that we had today.
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So more jobs, but not the same ones we see now.
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Exactly.
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The report says that while tech jobs and green jobs.
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Those are the sustainability ones, right?
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Yep.
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OK.
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Those are growing the fastest percentage wise.
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OK.
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The biggest number of new jobs are expected to be in like agriculture.
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Agriculture.
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Yeah.
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OK, interesting.
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Delivery and caregiving.
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So that's kind of a mixed bag.
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It is a real mix.
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What about the jobs that are on the decline?
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Like, what should our listeners be thinking about?
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Well, the report says that clerical jobs.
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Like admin?
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Yeah, like admin and secretarial roles.
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Those are declining the fastest.
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Oh, wow.
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That's a big change.
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It is.
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It really underscores how important it is going to be to be adaptable.
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To be adaptable.
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To be adaptable in the future of work.
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So just how adaptable do we need to be?
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How much change are we talking about?
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So the report estimates that something like 39% of skills that people are using
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right now in the workforce will be either totally different or totally outdated by 2030.
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Whoa, that's a lot.
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It's like we're all going back to school no matter how old we are.
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It really is.
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So is there any good news in all of this massive skill shift?
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Well,
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the report actually suggests that skills instability,
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while it's still a concern,
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it's actually slowing down.
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Oh, really?
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Compared to a couple years ago.
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Yeah.
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And they think this might be because more people are participating in training and
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upskilling programs.
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So it's not all doom and gloom.
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Not at all.
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People are being proactive.
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It seems like it,
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yeah,
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the data shows that both individuals and employers are starting to recognize.
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Recognize what?
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That they need to invest in continuous learning to stay competitive.
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I mean, that just makes sense, right?
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It's not just about learning tech skills anymore.
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It's about developing those human skills too, right?
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Like being able to communicate well, collaborate, think critically.
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That's a big one.
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All the things that AI can't really do.
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Exactly.
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And the WEF report even highlights this trend.
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They call it the skills-based economy.
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Skills based economy.
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OK, what is that?
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So employers are moving away from just focusing on college degrees.
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OK, so it's not all about having that piece of paper.
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That's right.
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They're looking for people who can show them what they can do regardless of how
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they learn to do it.
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So experience and being able to actually do the job is more important than just
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having a fancy degree.
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That's the idea.
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And this could be really good news for older workers.
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Oh, how so?
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They might have a ton of experience.
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Years of it.
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But maybe not the exact degree that companies want right now.
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So how do they make sure all that experience gets noticed and is valued by employers?
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Well, it's all about how they present themselves.
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Okay.
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Instead of focusing on past job titles,
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older workers need to talk about the skills they learned in those jobs and how
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those could apply to new jobs.
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So highlight the transferable skills.
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Exactly.
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And show that they're willing to learn new things.
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Like new tech.
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Yeah.
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And really emphasize that they've got knowledge and perspective that other people
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might not have.
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So instead of trying to hide their age,
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they should really emphasize that they've got experience and that's a good thing.
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Exactly.
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It's all about showing you can adapt.
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And learn.
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And grow.
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And bring something unique to the team.
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Yes.
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But you can't just say you have the skills.
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You've got to be able to show it.
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Yeah.
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The WEF report actually talks about how skills assessments are becoming more common.
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What are skills assessments?
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There are all sorts of ways employers are checking if you really have the skills
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you say you have.
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Like tests.
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You know, like online tests and simulations.
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And they might even want to see examples of your work.
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So what can older workers do to get ready for these assessments?
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They can research the types of assessments that are out there and practice the
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skills they want to show off.
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And it's a really good idea to start putting together a portfolio to showcase their abilities.
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And this is where those micro-credentials come in, right?
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Right.
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Oh, yeah.
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Micro credentials are great.
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Just in case anyone listening doesn't know what those are.
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Yeah.
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Just to explain.
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Yeah.
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They're those short certifications that prove, you know, how to do a specific thing.
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It's like earning a badge.
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Kind of.
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And they can really help older workers show potential employers that they're up to
(00:13:09):
date and committed to learning new things.
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And speaking of learning new things.
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Yes.
(00:13:13):
The WEF report also spends a lot of time talking about generative AI.
(00:13:18):
Oh, yeah.
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Generative AI.
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That's the hot topic.
(00:13:21):
It seems like everyone is talking about it these days.
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How is it changing the future of work?
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Generative AI is really changing the game.
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In what way?
(00:13:29):
Even within the world of AI.
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The report says there's been a huge increase in people wanting to learn about generative AI.
(00:13:36):
Wow.
(00:13:37):
Especially in India and the U.S.
(00:13:39):
Yeah.
(00:13:40):
Oh.
(00:13:40):
But what's interesting is it seems like people are interested for different reasons
(00:13:44):
in each country.
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How so?
(00:13:46):
In the U.S., it seems like it's mostly individuals who are signing up for training courses.
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Oh, so they're taking the initiative to learn it on their own.
(00:13:53):
Yeah.
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But in India, it seems like it's mostly companies that are driving the training.
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So it's more top down there.
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Pretty much.
(00:14:00):
So U.S.
(00:14:01):
is grassroots and India is corporate.
(00:14:03):
But either way, it sounds like generative AI has a lot of potential benefits.
(00:14:07):
It does.
(00:14:08):
We're not just talking about automating tasks anymore.
(00:14:10):
So it's more than just robots doing our jobs for us.
(00:14:14):
Yeah.
(00:14:14):
Generative AI can help us be more creative.
(00:14:17):
Oh, wow.
(00:14:17):
And better at solving problems.
(00:14:19):
So it's not about replacing humans.
(00:14:20):
It's about making us better at what we do.
(00:14:23):
Exactly.
(00:14:24):
Generative AI can even help new workers get access to knowledge that usually takes
(00:14:28):
years to learn.
(00:14:29):
Oh, like the knowledge you get from experience?
(00:14:32):
Yes, exactly.
(00:14:33):
Like that tacit knowledge you were talking about before.
(00:14:35):
How would that work?
(00:14:36):
Can you give me an example?
(00:14:38):
So let's say there's a young engineer just starting out.
(00:14:41):
They haven't been working long enough to know how to fix a complicated problem with a machine.
(00:14:45):
Okay.
(00:14:46):
But they could use a generative AI tool.
(00:14:49):
Okay.
(00:14:50):
That's been trained on tons of information about similar problems.
(00:14:54):
Ah, I see.
(00:14:55):
And that tool could give them insights that normally would take years to learn on the job.
(00:15:00):
So it's like having a mentor available 24-7.
(00:15:03):
It really is.
(00:15:05):
But the WEF report also says that generative AI isn't magic, right?
(00:15:09):
It depends on how people use it.
(00:15:11):
That's really important to remember.
(00:15:12):
And it can be misused pretty easily, especially if we expect too much from it.
(00:15:16):
Exactly.
(00:15:16):
Generative AI is a powerful tool.
(00:15:18):
But it's still just a tool.
(00:15:20):
It's not a replacement for humans using their judgment and critical thinking skills.
(00:15:24):
And we have to remember that AI doesn't have ethics.
(00:15:27):
Right.
(00:15:27):
We can't just blindly trust whatever the AI spits out.
(00:15:31):
We can't.
(00:15:33):
We need to understand what AI can and can't do.
(00:15:36):
And we need to use AI to support our own expertise, not replace it.
(00:15:42):
That's why training is so important.
(00:15:44):
Training on how to use AI.
(00:15:45):
Yeah.
(00:15:46):
Training for everyone.
(00:15:47):
For individuals and companies.
(00:15:48):
For everyone.
(00:15:49):
And that training can't just be about how to use the tools.
(00:15:52):
So what else should it cover?
(00:15:54):
It needs to teach people about the ethical issues with AI and how to spot bias.
(00:16:00):
Because AI can be biased.
(00:16:02):
It can, because it learns from the data we feed it.
(00:16:05):
So if the data is biased, then the AI will be biased too.
(00:16:08):
So the takeaway here is that generative AI can change the world of work.
(00:16:12):
For the better, hopefully.
(00:16:13):
But we have to use it carefully and responsibly.
(00:16:15):
Absolutely.
(00:16:16):
And it's also important to keep in mind that AI is just one piece of the puzzle.
(00:16:20):
Okay.
(00:16:20):
The WEF report also talks about other things that are shaping the future of work.
(00:16:25):
Like what?
(00:16:25):
Like the economy as a whole.
(00:16:27):
Okay.
(00:16:27):
And global politics.
(00:16:28):
So it's not just about tech.
(00:16:30):
It's about everything, really.
(00:16:31):
It's about all the different forces in the world coming together.
(00:16:34):
Exactly.
(00:16:35):
And if we want to be successful in the future of work,
(00:16:36):
we have to understand how all those things are connected.
(00:16:39):
We do.
(00:16:39):
We've covered a lot in this deep dive about AI and how it's changing the future of work,
(00:16:45):
especially for those 45 and up.
(00:16:46):
It has been a journey.
(00:16:48):
We talked about individual experiences from that generation report and those global trends,
(00:16:55):
the big picture stuff from the World Economic Forum.
(00:16:57):
So let's step back for a second.
(00:16:58):
Think about the big picture.
(00:17:00):
What are the key things our listeners should remember from today?
(00:17:03):
Well, I think the most important takeaway is this.
(00:17:06):
The future of work is already happening and it's being shaped by a lot of really
(00:17:10):
powerful forces.
(00:17:11):
AI, of course.
(00:17:12):
Yeah.
(00:17:12):
Automation and that big shift towards a greener economy.
(00:17:16):
It can feel like a lot.
(00:17:17):
But the good news is that you can adapt and be successful in this changing world,
(00:17:21):
no matter how old you are.
(00:17:22):
Absolutely.
(00:17:23):
It all starts with being willing to learn new things and being open to new
(00:17:27):
technologies and ways of working.
(00:17:29):
The age proofing AI report made it clear.
(00:17:32):
Older workers who are already using AI are seeing the benefits,
(00:17:36):
not just in terms of getting more work done,
(00:17:39):
but also in how much they enjoy their work.
(00:17:41):
And that WEF report, it showed us how valuable human skills are becoming.
(00:17:46):
Like communication and collaboration.
(00:17:48):
Yeah, those.
(00:17:49):
And critical thinking.
(00:17:50):
And problem solving.
(00:17:51):
These are the skills that are hard for AI to replicate.
(00:17:55):
And they're only going to be more important as AI takes over more of the routine tasks.
(00:17:59):
So your experience,
(00:18:01):
your ability to connect with people,
(00:18:03):
to think critically and creatively,
(00:18:04):
these are the things that make you valuable in this new world of work.
(00:18:08):
Exactly.
(00:18:09):
It's about understanding what you bring to the table and then showing potential
(00:18:12):
employers what you can do.
(00:18:14):
That WEF report also talked about this idea of a skills-based economy.
(00:18:19):
What does that mean for older workers,
(00:18:20):
the ones who have tons of experience but maybe not the exact degree companies are
(00:18:23):
looking for right now?
(00:18:24):
Well,
(00:18:25):
I think it's a really positive development because it means employers are starting
(00:18:28):
to care less about what degrees you have,
(00:18:31):
and they're more focused on what you can actually do.
(00:18:33):
So being able to show your skills is more important than that piece of paper.
(00:18:36):
It is,
(00:18:37):
whether you learn those skills through work experience or personal projects or even micro-credentials.
(00:18:43):
Being able to prove you can do the job is what matters.
(00:18:46):
So it's not enough to just have a great resume.
(00:18:49):
You need to be able to back it up.
(00:18:50):
And you need to be willing to keep learning.
(00:18:53):
The WEF report showed that the skills that are in demand are changing all the time.
(00:18:58):
So committing to lifelong learning is really important.
(00:19:01):
Makes sense.
(00:19:01):
You can't just get comfortable and stop learning.
(00:19:03):
You have to keep your skills sharp and keep up with what's happening in your field.
(00:19:08):
What advice would you give to older workers who are maybe a little nervous about
(00:19:12):
all of this change?
(00:19:13):
Don't be afraid of the challenge.
(00:19:15):
Try new things.
(00:19:16):
Experiment with new technology.
(00:19:18):
Take some online courses.
(00:19:20):
Look into those micro-credentialing programs we talked about.
(00:19:23):
And connect with other people in your field.
(00:19:25):
It's all about building that intelligence network.
(00:19:28):
It is.
(00:19:28):
Stay informed.
(00:19:30):
Stay connected.
(00:19:31):
And remember all that experience you have.
(00:19:34):
That's valuable.
(00:19:35):
Think about how you can use your experience in new and creative ways.
(00:19:39):
And what about employers?
(00:19:40):
What can they do to support older workers as we move into this future where AI is everywhere?
(00:19:46):
Well, first of all, they need to deal with age bias head on.
(00:19:49):
They need to really look at how they hire people and make sure they're not discriminating.
(00:19:54):
Unconscious bias training can help.
(00:19:56):
And they need to build a culture where everyone feels valued, no matter their age.
(00:20:01):
Because a diverse team is a strong team.
(00:20:04):
Right.
(00:20:04):
Absolutely.
(00:20:05):
Bringing together people of all ages with their perspectives and experiences that
(00:20:10):
makes a company stronger.
(00:20:12):
Employers also need to invest in training programs that are designed for older workers.
(00:20:16):
They need to offer flexible options,
(00:20:18):
maybe mentorship programs and clear ways for people to move up in their careers.
(00:20:21):
So it's about making older workers feel valued and giving them the tools to learn and grow.
(00:20:26):
Yeah.
(00:20:27):
And it goes beyond training.
(00:20:29):
Employers should create a culture of continuous learning where people are
(00:20:32):
encouraged to experiment and share what they know.
(00:20:34):
So make learning part of the everyday work experience.
(00:20:38):
Exactly.
(00:20:38):
Create a space where everyone feels like they can learn new things and grow and
(00:20:43):
contribute their unique skills,
(00:20:45):
no matter how old they are.
(00:20:46):
The WEF report said something interesting about the role of government in helping
(00:20:50):
workers navigate these changes.
(00:20:53):
What can governments do?
(00:20:55):
Well, they can make sure everyone has access to education and training.
(00:20:59):
No matter how old they are or what their background is,
(00:21:02):
they should create policies that encourage companies to invest in their employees,
(00:21:06):
provide incentives for lifelong learning,
(00:21:09):
and create an environment where new businesses can start and create jobs.
(00:21:13):
So it's a team effort.
(00:21:14):
Governments, businesses, schools, and individuals all working together.
(00:21:19):
It really is.
(00:21:20):
It's about creating a system that helps everyone succeed in this new world of work.
(00:21:23):
We've talked about all the good things that AI can bring and how we can adapt.
(00:21:28):
But what about the potential problems,
(00:21:30):
like people losing their jobs because of automation and algorithmic bias?
(00:21:34):
Those are real risks.
(00:21:37):
As AI gets more powerful, we need to be really careful.
(00:21:40):
We need to think about the ethics and make sure we're using these technologies
(00:21:43):
responsibly and fairly.
(00:21:45):
So it's not just about the tech itself.
(00:21:47):
It's about how we use it.
(00:21:48):
That's right.
(00:21:49):
We need to have honest conversations about what AI means for society and work
(00:21:54):
together to find solutions that benefit everyone,
(00:21:56):
not just a select few.
(00:21:58):
This deep dive has been a great reminder.
(00:22:00):
We all need to be proactive,
(00:22:02):
always learning and adapting as we move into this future where AI is everywhere.
(00:22:07):
But it's not all scary.
(00:22:08):
It's also about embracing new opportunities.
(00:22:11):
And creating a future of work that's full of innovation and where everyone has a place.
(00:22:15):
I agree.
(00:22:16):
The future isn't something that just happens to us.
(00:22:18):
It's something we create.
(00:22:19):
We want to leave you with a question to think about.
(00:22:22):
The WEF report said that almost 40% of the skills we need for work will change by 2030.
(00:22:27):
So what can you do today?
(00:22:28):
To stay ahead of the curve,
(00:22:30):
no matter your age,
(00:22:31):
what steps can you take to be ready for the future of work?
(00:22:34):
It's a great question.
(00:22:36):
And remember, learning is a journey.
(00:22:37):
It never really ends.
(00:22:39):
So be curious, embrace the challenge, and never stop exploring new possibilities.
(00:22:44):
That's perfect.
(00:22:45):
Thank you for joining us for this deep dive into the future of work.
(00:22:49):
We hope it gave you some good information and left you feeling empowered.
(00:22:53):
Until next time, keep learning and keep growing.
Readers: What did you think? Do the podcast and transcript enhance or hurt understanding? Should I use AI-generated podcasts like this in the future?
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