- Skyrocketing demand: Nearly half of employees globally say they want more formal AI training to succeed mckinsey.com. U.S. use of AI tools leapt from 8% in 2023 to 35% by late 2024 hrdive.com, and 77% of U.S. workers now believe AI will affect their job in the next 3–5 years hrdive.com.
- Training gap: Despite the demand, only about 31% of workers report that their employer provides any AI training hrdive.com. In Canada, 53% of business leaders admit they are under-investing in employee training hcamag.com. Even among frontline manufacturing workers (who make up ~70% of the U.S. workforce), just 14% say they’ve received AI upskilling, compared to 44% of leaders manufacturingdive.com.
- Technical skills surge: Demand for AI technical courses has exploded. Finance-sector AI course enrollments jumped 75% in late 2024 about.udemy.com, and generative-AI learning grew nearly 10× (859%) in 2024 about.udemy.com. O’Reilly reports year-over-year training demand up 456% for prompt-engineering and 289% for generative AI ciodive.com. Overall, demand for AI skills nearly quadrupled (291%) in 2024 about.udemy.com.
- Wage and job trends: AI competency is highly valued: workers with AI skills now earn on average a 56% wage premium pwc.com. Job postings for AI/ML roles have surged (SignalFire reports a 27× growth since 2014) ciodive.com, and even roles exposed to automation saw 38% growth in job availability pwc.com. Employers report that skills requirements are changing 66% faster in AI-exposed jobs pwc.com.
- Non-technical skills in demand: Employees are also asking for training in AI-related soft skills. According to the American Management Association, workers want not only AI tool training but also development of problem-solving, analytical and critical thinking skills to apply AI effectively hrdive.com. Industry experts emphasize that understanding AI ethics, governance and strategy is crucial at all levels generalassemb.ly, hcamag.com.
- Diverse workforce impact: Surveys show workers of color and younger employees feel the skill gap acutely. In the JFF worker survey, 70% of respondents of color said they need to upskill for AI (vs. 56% overall) hrdive.com, and 30% of those workers are even considering changing careers because of AI. Millennials and Gen Z report higher confidence and eagerness with AI mckinsey.com, making them natural adopters, whereas older workers lag behind in familiarity mckinsey.com.
Growing Demand for AI Skills
Employees across industries now see AI as central to their careers. A recent McKinsey/QuantumBlack survey found that “nearly half” of employees say they want formal training in AI because they believe it will boost their effectiveness mckinsey.com. Similarly, a March 2025 Jobs for the Future survey of 2,750 Americans reported 77% of workers anticipating AI’s impact on their job in the next few years, and 53% admitting “they feel the need to gain new skills due to AI” hrdive.com. In that survey, 57% felt AI already reduced repetitive tasks, yet 56% still didn’t feel prepared to use AI at work hrdive.com.
Kristina Francis, executive director at JFFLabs, sums up the sentiment: “AI should make us all better off by creating quality jobs… [but] access to training, tools and the opportunity to help this technology are more critical than ever — and we risk widening divides if we don’t act now.” hrdive.com. In other words, employees feel excitement and anxiety about AI. Many hope upskilling will mean career growth, but they report that organizations are not meeting the demand. For example, only about 31% of U.S. workers say their employer provides any AI training hrdive.com. Across Canada, a KPMG survey found 89% of leaders acknowledge investing in upskilling, yet 53% admit they aren’t investing enough to meet employee needs hcamag.com.
Industry data confirm this gap. Boston Consulting Group’s global survey found frontline workers are hitting a “silicon ceiling”: only half regularly use AI tools, and those who haven’t had sufficient training. BCG notes that proper training correlates strongly with regular AI use – employees who received ≥5 hours of training (with coaching) use AI much more often bcg.com. Conversely, when companies don’t provide tools or training, over half of workers say they will try to find workarounds on their own bcg.com, a recipe for inconsistent adoption and frustration. Leaders cite this training shortfall as a top challenge. In fact, one Gartner/FBI-informed study warns only 25% of firms plan internal AI training, and 23% have no plan at all.
Meanwhile, employees are taking training into their own hands. O’Reilly’s 2024 trends report shows massive growth in self-driven learning: year-over-year enrollments for prompt engineering jumped 456%, and data engineering training rose 29% ciodive.com. A Udemy analysis likewise found that AI upskilling has become a baseline requirement: from Q4 2023 to Q4 2024, AI course consumption soared industry-wide, led by a 75% jump in finance, 50% in manufacturing, and 859% growth in generative-AI topics overall about.udemy.com. Mischa Fisher, an economist at Udemy, observes: “AI proficiency is no longer a niche skill – it’s becoming as essential as computer skills were 30 years ago… companies can’t afford to wait.” about.udemy.com.
In short, employees themselves are sending a clear signal: they want to learn AI. Polls show 80% of U.S. workers desire more AI training greatplacetowork.com, yet majorities say their employers fall short. This discrepancy is spurring concern. Gallup finds 1 in 4 workers now worries their jobs could become obsolete due to AI (up from 15% in 2021) ibm.com. American workers of color feel this most keenly: 70% of them say they need new AI skills, and a startling 30% of Black or Latino workers are considering switching careers because of AI’s impact hrdive.com.
Technical Skills Are in High Demand
On the technical side, demand for hard AI skills has skyrocketed. Coding, data science, machine learning (ML) and generative-AI development top the list. In the corporate learning world, courses on prompt engineering alone saw year-over-year demand explode by 456% ciodive.com, while generative-AI classes jumped 289%. In tandem, firms report a surge in hiring for AI-specialized roles: one analysis shows machine-learning engineer listings are 27 times higher than in 2014 ciodive.com.
Across sectors, non-tech industries are catching up fast. Udemy’s data show finance professionals doubling down: finance-related AI course consumption grew 75% in Q4 2024 (up from +42% the prior quarter) about.udemy.com. Manufacturing and professional services also saw massive increases in AI upskilling. Even public sector interest is rising (~8% quarterly growth ) about.udemy.com. Notably, certification prep for AI credentials surged: AWS’s AI Practitioner enrollment jumped 85%, signaling that employees themselves seek formal AI credentials about.udemy.com.
Corporate surveys echo this technical thirst. In healthcare IT, only 27% of workers wanted to build digital skills, but a mere 6% actually got such training, per a CDW/Gallup poll healthtechmagazine.net. Executives at these organizations note a dangerous lag: 43% of healthcare professionals said a lack of technical IT skills has delayed digital transformation efforts healthtechmagazine.net. The result is a tight talent market – global studies estimate a 50% shortfall in qualified AI candidates healthtechmagazine.net.
Experts emphasize the need for broad learning opportunities. Bill Rokos, CTO of Parsec Automation, points out that many factory-floor workers are new to even basic digital tools, let alone AI manufacturingdive.com. Companies like UST are training such workers with augmented- and virtual-reality simulations of AI tasks manufacturingdive.com. The key is accessible, hands-on tech training integrated into workflows.
Non-Technical Skills and Strategic Competencies
While technical chops are crucial, employees are just as eager for non-technical AI competencies. This includes understanding AI’s ethical, legal and business contexts. Industry thought leaders stress that AI ethics, governance and strategy training must accompany technical upskilling. For example, a General Assembly study found 58% of company leaders have never taken any AI course, leaving them poorly equipped on AI’s legal/privacy risks generalassemb.ly. Daniele Grassi (GA’s CEO) warns: “Technical and non-technical leaders alike must understand the legal, privacy, and ethical implications of AI use… Companies who don’t establish AI usage policies and upskill executives… face consequences ranging from data breaches to competitive disadvantage.” generalassemb.ly.
Employees share this view. The American Management Association reports that workers want training not just on AI tools but on core problem-solving, analytical and critical-thinking skills needed to apply AI effectively hrdive.com. In practice, this means AI literacy programs should include scenario-based learning, ethical guidelines, and change management. Microsoft’s internal AI rollout, for example, pairs AI tutorials with governance modules.
Leaders across fields note that AI will reshape roles and that human-centered skills remain in demand. A CIO Dive analysis highlights that even with surging GenAI adoption, “human skills” like communication and adaptability still outpace AI skill demand ciodive.com, generalassemb.ly. Training initiatives now often bundle AI with soft-skills learning: companies report offering courses in AI ethics, “prompt-writing”, and strategic use-cases. Upskilling experts argue that this combined approach also helps alleviate AI anxiety, by framing AI as a collaboration tool rather than a threat bcg.com, manufacturingdive.com.
Sector Insights
Technology Sector
Tech firms and IT teams remain at the vanguard, but even here employees demand more AI training. Great Place To Work research shows 80% of U.S. workers want more AI training, yet only 38% of executives say they’re helping staff become AI-literate greatplacetowork.com. Silicon Valley companies have started internal “AI academies” and innovation labs, but critics note that training often stays confined to tech groups. As Sathish Muthukrishnan (Ally Financial) put it: “If AI is being explored only in your technology organization, the effort will fail… the entire enterprise should understand it.” greatplacetowork.com.
Even software giants warn that 2024 is “the year AI at work gets real” and that companies must push beyond pilots. Tech workers prioritize learning generative-AI tools: GitHub’s CEO Nat Friedman (in a TechCrunch survey) reported that 97% of developers using GitHub Copilot found it valuable for skill-building. In short, continuous AI learning – from coding to cloud services to agile product design – is now expected in tech careers.
Finance Sector
The financial industry is rapidly adding AI skills to its playbook. Banking surveys find that over half of entry-level finance jobs could be transformed by generative AI, so banks and insurers are scrambling to reskill analysts and advisors. Udemy data show finance staff nearly doubled their AI course consumption in late 2024 about.udemy.com, focusing on areas like risk-modeling automation and personalized customer analytics. Financial regulators and CFOs also highlight the need for ethical AI use in lending and trading. As one CFO noted at a Deloitte forum, “AI will unlock value, but only if our people learn to wield it responsibly.”
LinkedIn data confirm this shift: by 2025 more than half of Fortune 500 banks will require basic AI literacy for hires. Training programs often include finance-specific AI use-cases (fraud detection, robo-advisors) alongside fundamentals. Job market trends echo it: PwC’s latest “AI Jobs Barometer” reports that finance is among the industries with fastest-growing AI exposure pwc.com. Workers here see both opportunity and pressure – like many sectors, they cite the need to upskill or risk falling behind in a competitive labor market.
Healthcare Sector
Healthcare workers recognize that AI is poised to transform medicine, and they want the skills to help shape that future. A CDW/Gallup study found over 50% of healthcare IT and clinical staff are interested in upskilling healthtechmagazine.net. Among participants who did undertake training, 61% reported higher job satisfaction. Regulatory demands (HIPAA, FDA) mean that ethics and data governance are top of mind.
Industry experts stress a dual approach: both tech staff (data scientists, engineers) and clinical staff (doctors, nurses) need training. Northwell Health’s Data and AI Academy is a leading example: it paired personalized AI training with practical projects. After 155 participants, 73% reported a more positive view of AI, and they saved an average of 6 hours/week by automating tasks healthtechmagazine.net. This highlights the ROI of training.
Meanwhile, associations report gaps: GlobalData found 43% of healthcare professionals believe a lack of IT expertise is slowing innovation healthtechmagazine.net. Roles like medical analysts, informaticists and care coordinators are increasingly requesting basic ML and data literacy. The American Health Information Management Association (AHIMA) warned that 75% of health IT pros say upskilling is “necessary to succeed” as AI tools evolve healthtechmagazine.net. Employers in healthcare are responding with a mix of on-the-job training, vendor certifications (e.g. for AI diagnostic tools), and ethics workshops, knowing that a failure to train could exacerbate retention problems in a sector already facing labor shortages.
Manufacturing Sector
Industry 4.0 is driving factories to adopt AI for predictive maintenance, quality control and supply-chain optimization. Deloitte reports 87% of manufacturers in a recent survey are already using AI or plan to within two years manufacturingdive.com. However, manufacturing has a notable training gap: BCG found only 14% of frontline factory workers have received AI upskilling, versus 44% of managers manufacturingdive.com. Matthew Daniel of workforce-training firm Guild observes that though 70% of the U.S. workforce is in frontline roles that need AI proficiency, “AI skilling offerings to date have been almost exclusively geared toward… data scientists, executives, and engineers.” manufacturingdive.com.
To address this, manufacturers are innovating in training delivery. Some use online, flexible learning modules so assembly-line staff can train without leaving the factory floor manufacturingdive.com. Augmented- and virtual-reality platforms are deployed to simulate AI-driven tasks (e.g. operating AI-powered robots) in a safe environment manufacturingdive.com. For instance, UST’s “metaverse” training immerses workers in realistic scenarios for predictive maintenance and process optimization manufacturingdive.com.
These initiatives not only teach AI skills but also ease fears: a recent survey found 36% of U.S. manufacturing workers worry AI might eliminate their job manufacturingdive.com. By contrast, companies that actively upskill have seen workers view AI more as a partner. Bill Rokos of Parsec notes that AR/VR allows iterative learning and real-time feedback, which builds confidence manufacturingdive.com. The National Association of Manufacturers even reports that successful AI models are the ones that are “human-centered, allowing them to learn and unlearn, continuously improving to meet the needs of human operators.” This mindset – training humans to train AI – is becoming the new norm on the factory floor.
Training Initiatives and Success Stories
Leading employers recognize that structured programs are essential. Some companies have launched AI Academies or centers of excellence. For example, Northwell Health’s AI Academy (mentioned above) used a $260,000 grant to cover certification courses and mentorship healthtechmagazine.net. Since its rollout, 73% of participants gained confidence with AI and reported significant time savings healthtechmagazine.net. Similarly, Regis College partners with hospitals to offer funded certificate programs in data and AI for nurses and IT staff healthtechmagazine.net.
Tech firms often run internal hackathons and “AI bootcamps.” Google, for instance, announced a $13M Canadian fund to help employees reskill in AI and quantum computing hcamag.com. Crowe (an accounting firm) created an “AI sandbox” where any employee can experiment with AI tools and voice concerns, part of a larger “AI upskilling program” that emphasizes adult learning principles greatplacetowork.com.
Upskilling platforms have also jumped in. Online education providers are curating AI tracks specifically for non-engineers. Coursera’s new “AI for Everyone” course has tens of thousands of enrollees, teaching foundational AI concepts to marketers and business analysts. Even bootcamps (e.g. General Assembly, Flatiron) now offer 4–8 week AI courses ranging from introduction to specialized topics like AI ethics and prompt engineering.
Employers increasingly incentivize participation. Great Place To Work found top-ranked companies encouraging cross-functional innovation: for example, Trek Bicycle interviewed every department to identify AI use-cases, and Crowe allows employees dedicated “AI learning days” greatplacetowork.com. Loretta Cambron at Crowe emphasizes offering “a robust and evolving AI upskilling program” to address employees’ fears and knowledge gaps greatplacetowork.com.
Meanwhile, many workers pursue self-education. Job seekers highlight AI certifications on LinkedIn profiles; professional associations offer webinars on “AI in [your industry]”. The message is clear: AI learning has gone mainstream, and employees are charting their own paths when employers lag.
Implications for Employers and HR
The trend has profound implications for companies and HR departments. Simply put, employers must step up or risk talent flight, low productivity and widening inequalities. KPMG Canada observes that while 74% of executives say AI will solve productivity problems, many are skipping the key step of training their workforce hcamag.com. The result is wasted ROI on technology: 63% of Canadian leaders say their staff aren’t using new tech effectively because training is insufficient hcamag.com.
Invest in accessible AI training. Employees need flexibility and relevance. Randstad warns that training should be “readily available and accessible to all employees, regardless of age, gender, or background,” and tailored to different learning styles hcamag.com. This means offering multiple formats (online courses, in-person workshops, coaching) and languages or accommodations as needed. Experienced HR leaders like Megan Jones (KPMG) advise making learning “targeted, relevant, engaging, and frequent. Much like exercising consistently to build muscle, technology training must happen regularly to make the workforce stronger and more agile.” hcamag.com.
Support a culture of experimentation. Workers report that the fastest tech changes outpace training programs hrdive.com. HR can encourage safe “playtime” with AI: monthly innovation days, sandbox environments, or incentives for teams to test AI tools on small projects. Kristina Francis of JFF suggests providing “access to training, tools and the opportunity to help this technology” – e.g. sponsoring participation in AI conferences or hackathon shrdive.com.
Build leadership capability. Organizations must also upskill managers and executives. The General Assembly survey found 58% of executives have never taken an AI course generalassemb.ly. Yet leadership buy-in is critical: BCG notes that employee positivity about AI jumps dramatically when leaders show strong support bcg.com. HR should include AI literacy in leadership development. As Daniele Grassi (GA) advises, leaders need to understand AI fundamentals so they can “guide their teams on using AI in their work.” generalassemb.ly. This might involve sending managers to specialized AI workshops or embedding AI discussion into board meetings.
Align AI skills with business strategy. Training should tie directly to organizational goals. Deloitte finds more CEOs are investing in AI systems (57%) than in workforce capabilities (43%) greatplacetowork.com; this imbalance can be corrected by linking upskilling to KPIs. For instance, BCG’s latest report urges businesses to “track the value” generated by AI (productivity, quality, employee satisfaction) bcg.com. HR can collaborate with C-suite to identify critical roles that need reskilling or redeployment. As Brian Aquart of Northwell observes, “Upskilling builds competence and confidence… it helps employees develop new skills as well as paths for career growth.” healthtechmagazine.net. Highlighting success stories (e.g. nurses who moved into informatics after AI training) can motivate others.
Monitor and adapt. Finally, HR must continuously assess employee sentiment. Many surveys note lingering anxiety: in organizations undergoing AI transformation, 46% of employees worry about job security bcg.com. Regular pulse surveys and forums can surface fears early. Importantly, companies should establish clear policies and communication around AI use – 46% of surveyed firms lack any AI policy at all generalassemb.ly. HR can lead in writing guidelines for ethical AI use and data privacy, and in training employees on these policies to build trust.
In summary, the message to employers is urgent: invest now or fall behind. The skills employers need are clearly changing at warp speed pwc.com, and workers are voting with their resumes and surveys for learning opportunities. As one industry observer puts it, “AI proficiency is becoming a baseline requirement… companies ramping up AI training because they can’t afford to wait” about.udemy.com. By proactively closing the AI skills gap with robust training and supportive policies, organizations can turn this workforce demand into a strategic advantage – keeping talent engaged, productive and aligned with the AI-driven future.
