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This report presents an analysis of the current state of the Irish labour market, and in particular an assessment of job displacement and the jobs and skills that can help displaced workers regain employment in Ireland. It offers a starting point for those requiring re-employment and identifies top job opportunities for the communities facing the most displacement, whether due to the pandemic or other factors. This report provides key insights to policymakers and workers looking to understand the effect of [Coronavirus Disease 2019] COVID-19 on the Irish labour market and highlights opportunity for reskilling and upskilling to help get displaced workers in-demand jobs.

The first section analyses COVID-19's differential impact on the labour market by identifying occupations that had strong demand throughout both 2020 and 2021. Next, we investigate changing trends in skills with respect to selected job families, identifying how changes from COVID-19 and underlying labour market trends such as digitalisation have impacted these roles. In the following section, we identify jobs that were negatively affected by the pandemic and have not recovered. Finally, we investigate labour tightness in the current job market by observing trends in the benefits offered by employers, including remote work availability and willingness to train new employees.

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Of all the changes that have shaped and disrupted the global workforce in the 2020s, remote work has been among the most pervasive, and its impact is here to stay. The door to remote work has opened to new regions and in new roles, meaning employers and workers alike now have access to the entire global labor market to find their best fits. Remote work has proven to be popular among workers, who can use the increased flexibility to overcome job market obstacles like childcare, or just to spend less time commuting. But remote work is also opening up new opportunities for employers: with the ability to tap into a global pool of talent and expertise, they can expand their searches to find workers with the skills and experience they need to succeed in a rapidly changing world.

This new era is characterized by flexibility, adaptability, and innovation, and it promises to transform the relationships that define the modern labor market. Removing barriers to talent means getting even closer to a global labor market that works as fairly and efficiently as possible for everyone. The shift toward remote work happened rapidly - while it had been possible but rare before 2020, it was normalized all at once in the initial months of the [Coronavirus Disease 2019] COVID-19 pandemic. Now, job posting numbers show that it has become widely established - in the US, over 3.5 million remote jobs were posted in 2022.

All else being equal, many managers would prefer an in-person workforce to a remote one, as remote work can make it more difficult to collaborate, build company culture, and onboard new employees. But all else is not equal: during the same period that remote work has gone mainstream, the labor market has become extraordinarily tight. In the US, there have been nearly twice as many job openings as unemployed workers, while unemployment reached its lowest level in decades. Employers need workers at a time when they're hard to find - at least locally. Global remote work provides a way forward. Data on job postings and worker profiles show that many employers are increasingly hiring from different countries within similar time zones, and these pairs of regions show that companies can operate remotely without needing to be fully asynchronous. Many of those pairs also show opportunities for businesses to save on costs without changing the skills required to do the jobs they need.

To understand the story of remote work across the globe, the first step is to understand how remote work has changed over time and what that means for employers. The second is to unpack how a global labor market can help support employer talent needs. A fundamental shift in the relationship between the global workforce and its workplace is underway. By using labor market data to quantify that change, we can better understand what's happening in the present, and plan to take advantage in the future. This report offers strong evidence for the potential of remote work and actionable takeaways for putting it to use.

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The [Coronavirus Disease 2019] COVID-19 pandemic has drastically changed the labor market and exacerbated trends that were already on the rise. Rapid technological change characterized by digitalization and automation of jobs has become even more pronounced. Amid this economic crisis, access to real-time labor market data has become even more pivotal in shaping policy. This mixed methods study investigated existing labor market data sources, and integration of new data into labor market systems, and assessed opportunities for public-private partnerships.

Key findings are that: (1) big data can help augment traditional sources of data in providing real-time analyses and are especially useful in times of economic shock; (2) big data allow for analyses such as calculating skill premia, understanding skill adjacencies and creating career pathways, enabling reskilling and upskilling, and cataloguing emerging technology skills; (3) almost all [Asia-Pacific Economic Cooperation] APEC economies collect survey data regularly and have done so for decades, allowing for long-term trend analysis; (4) reliance on currently available skill data collected through surveys limits understanding of shorter-term changes in skill requirements, especially digital skills; and (5) public-private partnerships can provide a cost-effective way for APEC economies to introduce big data analysis into their strategic processes.

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This report analyses the demand for positions that require skills needed to develop or work with [artificial intelligence] AI systems across 14 OECD countries between 2019 and 2022. It finds that, despite rapid growth in the demand for AI skills, AI-related online vacancies comprised less than 1 per cent of all job postings and were predominantly found in sectors such as ICT and Professional Services. Skills related to Machine Learning were the most sought after. The US-focused part of the study reveals a consistent demand for socio-emotional, foundational, and technical skills across all AI employers. However, leading firms - those who posted the most AI jobs - exhibited a higher demand for AI professionals combining technical expertise with leadership, innovation, and problem-solving skills, underscoring the importance of these competencies in the AI field.

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Based on analysis of more than 15 million job postings, this research demonstrates that the top 20 skills requested for the average job in the US have changed in the last five years, some becoming more in demand, some less. One in five of these skills is entirely new to their occupation since 2016. This means that existing jobs and the jobs being recruited for, are changing quickly. How can employers and workers keep up with that pace of change? This report identifies how 680 occupations are changing and offers practical advice for employers, workers, educators, and governments on how to keep up with change.

Emsi Burning Glass scans millions of job postings in the US every day and analyzes them using artificial intelligence technologies. The Skill Disruption Index is created by drawing on data sourced from online job postings between 2016 and 2021. The method examines current skill requests as well as their evolution over time. In each year, we looked at the proportion of each job that requires a skill and then tracked that skill to see how the proportion changed over time.

The pace of change has accelerated such that jobs are more disrupted today than ever before: we consider this period of time to be the Great Disruption, a workforce phenomenon that exists alongside the Great Resignation and the Great Recalibration and likewise demands swift and thoughtful action by employers and other stakeholders. Of course, not every job is getting disrupted uniformly - to the same degree, at the same rate, in the same way. Certain sectors (finance; design, media, and writing; business management and operations; HR; IT) have changed faster than others. The jobs that have changed the least are physical occupations, such as laborer/warehouse worker, packager, janitor/cleaner, tractor/trailer truck driver, and shipping/receiving clerk.

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This report builds upon the [Asia-Pacific Economic Cooperation] APEC Roadmap to Closing the Digital Skills Gap by 2030, which was endorsed by the [Human Resources Development Working Group] HRDWG in September 2019, and which lays out a common definition of digital skills, sets aspirational targets, and details APEC-wide actions on a multi-stakeholder basis (governments, employers, and academia) to closing the digital skills gap and achieve lifelong employability. In the report, Burning Glass Technologies and LinkedIn provide insightful analysis and useful data to help APEC economies better understand the digital skills gap. In particular, this report helps APEC member economies, employers, and academia understand their levels of preparedness for jobs in the digital age and to support efforts to upskill and reskill workers amidst [Coronavirus Disease 2019] COVID-19.

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