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Workers embrace AI and prioritise skills growth amid rising workloads and an accelerating pace of change: PwC 2024 Global Workforce Hopes & Fears Survey

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Almost half (45%) of workers say their workload has increased significantly in the past year, as almost two-thirds (62%) say the pace of change at work has increased over the same timeMore than one-quarter (28%) say they are very or extremely likely to switch employer in the next 12 months – a higher proportion than during the ‘Great Resignation’ (19%) in 2022Employees prioritise skills-growth: fewer than half (46%) strongly or moderately agree that their employer provides adequate opportunities to learn new skills. This is particularly important for workers considering leaving: two-thirds (67%) say opportunities to learn new skills are a key factor in any decision to job-switchMore than 80% of workers who use generative AI daily expect it to make their time at work more efficient in the next 12 months. Half (49%) of all users expect it to lead to higher salariesCost-of-living pressures ease slightly: the proportion of workers with money left over each month rises to 45% (compared to 38% in 2023). However, 52% say they are still financially stressed

LONDON, June 25, 2024 /CNW/ — Among more than 56,000 workers across 50 countries and territories, many say they are prioritising long-term skills growth to accelerate their careers amid rising workloads and heightened workplace uncertainty, according to PwC’s 2024 Global Workforce Hopes & Fears Survey, published today.

In the last 12 months, workers say they have experienced rising workloads (45%) and an accelerating pace of workplace change. Nearly two-thirds (62%) say they have experienced more change at work in the past year than the 12 months prior, with two-fifths (40%) noting their daily responsibilities have changed to a large or very large extent. Almost half (44%) don’t understand the purpose of changes taking place.

In the midst of this growing mix of employee pressures, the findings suggest workers are alert to opportunities elsewhere, and are highly focused on skills growth and embracing AI.

More than one-quarter (28%) say they are likely to switch employer in the next 12 months, a percentage far higher than during the ‘Great Resignation’ (19%) of 2022. Two-thirds (67%) of those considering moving say skills is an important factor in their decision to stay with their current employer or switch to a new one.

Carol Stubbings, Global Markets and Tax & Legal Services (TLS) Leader, PwC UK, said:

“As workers face heightened uncertainty, rising workloads and continue to face financial stress, they are prioritising skills growth and embracing new and emerging technologies such as GenAI to turbocharge their growth and accelerate their careers. The findings suggest that job satisfaction is no longer enough. Employees are placing an increased premium on skills growth in a climate characterised by constant technological change. Employers must ensure they are investing in their employees and technological platforms to mitigate employee pressures and retain the brightest talent.”

Workers embrace AI to ease workplace pressures and unlock personal growth

As employees face heightened workplace pressures, they are also turning to new and emerging technologies such as generative AI (GenAI) to help. Among those employees who use GenAI daily, 82% expect it to make their time at work more efficient in the next 12 months.

Employees are also optimistic about opportunities for GenAI to support their growth. Half (49%) of all users expect GenAI to lead to higher salaries – an expectation that’s even higher (76%) among employees who use the technology daily. More than 70% of users agree that GenAI tools will create opportunities to be more creative at work (73%) and improve the quality of their work (72%).

The skills imperative

Workers are placing an increased premium on skills growth to mitigate their concerns and accelerate their careers. Employees who say they are likely to switch employers in the next 12 months are nearly twice as likely to strongly consider upskilling in that decision than workers planning to stay (67% vs. 36%). This comes as fewer than half (46%) of all employees moderately or strongly agree that their employer provides adequate opportunities to learn new skills that will be helpful to their careers.

Employees who are likely to leave in the next year may be more attuned to skills changes that are needed than the general workforce, with 51% moderately or strongly agreeing that the skills their job requires will change in the next five years (vs. 29% of those unlikely to change employer).

There is particular interest in the impact of AI on skills development, with 76% of all users expecting it to create opportunities to learn new skills at work. However, employers will need to invest heavily in new and emerging technology training and access. Among employees who have not used GenAI at work in the last 12 months, one-third (33%) don’t think there are opportunities to use the technology in their line of work, while 24% don’t have access to the tools at work, and 23% don’t know how to use the tools.

Despite the pace of change, there are also signs of optimism and engagement at work. 60% of workers expressed at least moderate job satisfaction (up from 56% in 2023) while more than half (57%) of employees who view fair pay as important agree that their job is fairly paid. Cost-of-living pressures have slightly eased since 2023 (the proportion of workers with money left over each month has risen to 45%, up from 38%). However,  more than half (52%) say they are still financially stressed to some degree.

Pete Brown, Global Workforce Leader, PwC UK, said:

“Technology is fundamentally transforming the way work gets done and the types of skills employers are looking for. Employees are therefore placing an increased premium on organisations that invest in their skills growth so that they can stay relevant and thrive in a digital world. Businesses in turn must be proactive in their upskilling programs – prioritising the employee experience and being transparent. Because when you meaningfully engage your workforce, they become an accelerant for successful transformation.”

Notes to Editors: 

About the Survey

In March 2024, PwC surveyed 56,600 individuals across 50 countries and territories who are in work or active in the labour market. The sample was designed to reflect a range of industries, demographic characteristics and working patterns. You can read the full report on pwc.com.

About PwC

© 2024 PwC. All rights reserved. PwC refers to the PwC network and/or one or more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/structure for further details.

Contact: 
Imran Javaid, Global Corporate Affairs and Communications, PwC UK: imran.javaid@pwc.com 
Dan Barabas, Global Corporate Affairs and Communications, PwC UK: dan.barabas@pwc.com

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SOURCE PwC

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Leading Vision Plans for Retirees (2026): VSP Vision Care Highlighted for Senior-Friendly Eye Care Benefits by Expert Consumers

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May 2, 2026

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NEW YORK, May 2, 2026 /PRNewswire/ — As more individuals transition into retirement, maintaining consistent access to vision care is becoming an important part of overall health planning. A recent report by Expert Consumers examines how individual vision insurance options are adapting to meet these needs, with VSP® Vision Care Individual Vision Plans identified as a structured option for retirees seeking predictable and accessible eye care coverage.

Vision Insurance for Seniors

VSP® Vision Care – individual vision plans offering routine eye exams, eyewear allowances, and predictable costs designed to support consistent, accessible eye care throughout retirement

The report notes that while many retirees prioritize medical insurance, vision care is often handled separately. Regular eye exams and updated prescriptions are important not only for maintaining clear vision but also for identifying early signs of certain health conditions. This has increased interest in standalone vision plans that provide defined benefits without relying on employer-sponsored coverage.

Access to Individual Vision Plans

Individual vision plans are designed to give retirees flexibility and independence when selecting coverage. Providers such as VSP Vision Care offer plans that can be purchased directly and tailored to different levels of care.

Common features include:

Multiple plan options with clearly outlined benefitsCoverage for routine eye care servicesTransparent pricing structures for easier budgeting

This approach allows retirees to continue receiving routine vision services without interruption after leaving the workforce.

Preventive Care Through Routine Eye Exams

Routine eye exams are a central component of many vision plans, including those offered by VSP Vision Care. These exams are typically available with fixed copays, helping reduce uncertainty around healthcare expenses.

Eye exams also play a role in preventive care and may help detect early signs of:

DiabetesHigh blood pressureAge-related vision conditions

Including regular exams as a core benefit supports ongoing monitoring of both eye health and general health.

Eyewear Coverage and Allowances

Coverage for eyewear is another key feature for retirees. Vision plans often include allowances that can be applied toward glasses or contact lenses on a recurring basis.

Typical benefits include:

Periodic allowances for frames or contact lensesCoverage for standard and progressive lensesReduced costs for lens enhancements like anti-glaire coating and scratch resistance

These features help individuals manage the recurring need for updated prescriptions and replacement eyewear.

Cost Transparency and Savings

Affordability remains an important consideration in retirement. Structured pricing models are designed to provide clarity and predictability in out-of-pocket expenses.

Common cost features include:

Set copays for routine services like eye examsDefined allowances for eyewear purchasesDiscounts on additional items beyond standard coverage

At this stage of the analysis, Expert Consumers highlights that predictable pricing and defined savings structures can help retirees better plan their spending over time.

Additional Benefits and Ongoing Value

Beyond core coverage, many vision plans include added features that extend their value. These may include savings on lens upgrades and a worry-free eyewear guarantee through participating Premier Edge locations.

Individual Vision Plans from VSP Vision Care also incorporate these types of benefits, supporting ongoing access to vision care while helping manage costs over time.

Such features provide flexibility for retirees who may require specialized eyewear or multiple pairs of glasses.

Key Considerations for Retirees

Selecting a vision plan in retirement involves evaluating several practical factors:

The balance between cost and coverageAccess to preventive and routine careOptions in eyewear benefits

Understanding how these elements work together can help retirees choose plans that support long-term vision care needs while remaining manageable in cost.

The Expert Consumers article notes that structured vision plans with clearly defined benefits and consistent pricing can support ongoing eye care needs. Individual vision plans,such as those offered by VSP Vision Care, reflect a model focused on preventive care and cost predictability for retirees managing their healthcare independently.

About VSP Vision Care

VSP Vision Care provides members access affordable eye care and eyewear through thousands of network providers. As the only national not-for-profit company in vision care, we reinvest our profits back into the communities we serve so that everyone can enjoy a lifetime of well-being.

About ExpertConsumers.org: Expert Consumers delivers news and insights on consumer products and services. As an affiliate, Expert Consumers may earn commissions from sales generated using links provided.

View original content:https://www.prnewswire.com/news-releases/leading-vision-plans-for-retirees-2026-vsp-vision-care-highlighted-for-senior-friendly-eye-care-benefits-by-expert-consumers-302760333.html

SOURCE ExpertConsumers.org

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Asian American Engineer of the Year Award and Conference Announces First Phase of 2025-2026 Awardees

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7 hours ago

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May 2, 2026

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SANTA CLARA, Calif., May 1, 2026 /PRNewswire/ — The Asian American Engineer of the Year Award (AAEOY) Executive Committee announces the AAEOY 2025-2026 first phase awardees as follows:

Distinguished Lifetime Achievement Award

Mr. Lip-Bu Tan, CEO, Intel Corporation

Distinguished Leadership in Science and Technology Award

Dr. Arun Majumdar, Dean of the Stanford Doerr School of Sustainability, Stanford University

Executive of the Year Award

Dr. Xiaodong Che, Chief Technology Officer, Western DigitalDr. Sam Heidari, CEO, LumotiveDr. Jungwon Lee, Corporate Executive Vice President, Samsung ElectronicsDr. Liu Ren, Vice President & Chief Scientist, Bosch ResearchMr. Brandon Wang, Vice President, Synopsys

Engineer of the Year Award

Ms. Vivian Ye, Principal Member of Technical Staff, AT&T

Most Promising Engineer of the Year Award

Mr. Max Fang, Director of Architecture, AmbarellaMr. Johnny Ho, CSO & Co-founder, Perplexity AI

The AAEOY Award has been presented annually since 2002 as a cornerstone of the National Engineers Week program, honoring distinguished Asian American professionals across academia, public service, and industry. Since its inception, the AAEOY has recognized over 300 honorees — including nine Nobel Laureates, pioneering scholars, prominent corporate executives, and an astronaut — serving as a beacon of inspiration for the global STEM community. After a series of impactful ceremonies nationwide, the 2025-2026 AAEOY Award and Conference returns to the heart of innovation in Silicon Valley at the Santa Clara Convention Center on September 18-19, 2026.

For more information regarding the AAEOY program, awardees, and event registration, please visit www.aaeoy.org.

The Chinese Institute of Engineers in USA (CIE-USA), founded in 1917, is a nonprofit professional organization that promotes science, technology, engineering, and mathematics (STEM); supports professional advancement and leadership development; and recognizes the achievements of Asian American professionals through flagship programs such as the Asian American Engineer of the Year (AAEOY) Awards. One of the oldest and most prestigious Chinese American engineering associations in the United States, CIE-USA has seven regional chapters nationwide and hosts events throughout the year.

View original content to download multimedia:https://www.prnewswire.com/news-releases/asian-american-engineer-of-the-year-award-and-conference-announces-first-phase-of-2025-2026-awardees-302760569.html

SOURCE AAEOY

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Larry Kellerman, Fermi’s Chief Power Officer and Architect of Its 17 GW Energy Infrastructure, Accepts Board Nomination

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7 hours ago

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May 2, 2026

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DALLAS, May 1, 2026 /PRNewswire/ — Toby Neugebauer, co-founder and largest shareholder of Fermi America (NASDAQ & LSE: FRMI), today announced that he has nominated Larry Kellerman to join the Fermi Board of Directors. Kellerman, who serves as Chief Power Officer at Fermi America, is the architect of the Company’s 17-gigawatt powered data center campus in Amarillo, Texas — the largest private energy grid in America.

Kellerman is co-founder and Managing Partner of Twenty First Century Utilities and brings more than four decades of power industry and finance expertise to the role. His career spans senior leadership positions at Goldman Sachs, El Paso Corporation, and I Squared Capital. Kellerman said he was honored by the nomination and would be pleased to serve if approved by the Board.

“I appreciate everything that Toby has manifested in Fermi and know that no other human could have created the enterprise and its many thoughtfully interconnected elements as quickly, as effectively, and in as value-accretive a manner as Toby’s leadership has been able to deliver.”
— Larry Kellerman, Chief Power Officer and Board Nominee, Fermi America

For Neugebauer, the choice was crystal clear. Kellerman, who has worked alongside Neugebauer since the earliest days of Project Matador knows Fermi’s power story better than anyone.

“When I came up with the idea of Project Matador, I knew that Larry Kellerman was the one person I needed to convert a really great idea into a really great reality. His knowledge of power and the future of powering data centers is unmatched. Larry is uniquely qualified to steward Fermi as a Board member, and I couldn’t be more pleased with his willingness to serve.”
— Toby Neugebauer, Co-Founder, Fermi America

View original content:https://www.prnewswire.com/news-releases/larry-kellerman-fermis-chief-power-officer-and-architect-of-its-17-gw-energy-infrastructure-accepts-board-nomination-302760575.html

SOURCE Toby Neugebauer

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