The state of the workplace in 2025 reflects the influence of macrotrends on the talent economy, including AI acceleration, economic volatility and geopolitics. As emerging technologies continue to proliferate, the skills workers need to thrive in today’s talent economy and in the workplace of the future remain unclear. This dynamic creates a challenging environment characterized by workers feeling unsure about their career development and employers struggling to find qualified talent, reflecting concerns that traditional educational models aren’t keeping pace with the rate of change in the labor market.
According to DeVry University’s third annual report on the state of upskilling in the U.S., a staggering 67% of employers believe that most undergraduate degrees are out of touch with the skills and experience the workplace requires. This disconnect underscores the need for lifelong learning and professional development in today’s environment, dethroning the four-year degree as the sole king of workforce preparedness. Who is responsible for fostering this culture of continuous growth and professional development? This research uncovers a silent standoff shaping today’s talent economy because neither employers nor workers can agree on who should bear the responsibility of upskilling.
To that end, uncertainty is mounting among both employers and workers. The survey reveals that 47% of workers say economic uncertainties are making them question how ready they are for the future of work. In addition, 33% of workers report having negative feelings about the future of work, including feeling anxious, frustrated, terrified and doomed. This sentiment persists among employers as well. About 61% of employers say economic uncertainties are making senior management question how ready their company is for the future. 52% of employers say that if they cannot find workers with the skills they need, then productivity will suffer, and 11% of employers say they would have to close their business.
To address this silent standoff, the onus is on higher education institutions to partner with employers to equip workers with the durable and technical skills needed to distinguish themselves in today’s talent economy and future-proof their careers.
The first step is direct collaboration. Higher education should work directly with employers to cocreate targeted courses, hands-on projects, as well as opportunities for interdisciplinary teamwork. This approach fosters resilience and flexibility in a changing environment. The research confirms the value of this collaboration, with workers and employers agreeing that universities that partner directly with enterprises are better at teaching skills that align with real-world business needs. By providing a clear path forward that is guided by employer insights, higher education can empower workers for future career success.
Relevancy is also key when it comes to upskilling. Workers see investments in education as slightly less worthwhile than employers, according to DeVry’s report. This disparity may stem from a perceived lack of relevance in training and development opportunities.
Academic curricula often lag behind industry trends, leaving graduates with knowledge that lacks immediate practical application. For example, a report by Preply reveals that nearly half of Americans feel their college majors didn’t prepare them for the job market. To address this issue, educational institutions should focus on offering stackable credentials relevant to today’s jobs, empowering workers to quickly enhance their resume. In addition to providing career-relevant content, higher education institutions should prioritize providing flexible learning opportunities that accommodate workers’ schedules and ambitions.
Furthermore, higher education needs to embrace soft skills, also known as durable skills. Employers report that durable skills and specific certificates are attractive attributes for career advancement and employee retention. Specifically, the report demonstrates that 78% of employers say durable skills are the new job security amidst constant change. Furthermore, 70% of employers say durable skills are often the deciding factor in promotions. Projects that encourage critical thinking and problem solving should be integrated into curricula to allow students to balance their human qualities with the increasing integration of AI in the workplace. These core skills are essential for navigating modern-day complexities.
The advancement of AI is both a challenge and an opportunity for continuous learning. Workers will have to invest in their education to keep pace with the proliferation of emerging technologies and the integration of AI within workflows. At the same time, universities should leverage AI and emerging technologies to personalize learning experiences and deliver even more effective instruction.
By adopting these strategies, higher education can equip workers with resilience and empower them to remain relevant in a changing job market. In doing so, higher education can dismantle the barriers of the silent standoff and architect the future of work in tandem with employers and workers to ensure sustained business momentum.
Read more in DeVry University’s full report, “Bridging the Gap: Overcoming a Silent Standoff in America’s Talent Economy.”
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