Global Survey Finds 19‑Point Gap Between Workers' Training Priorities and Employer Perception

Why It Matters

The survey’s cross‑national scope highlights a systemic disconnect that could exacerbate wage and opportunity gaps, especially for workers without higher education. When training is unevenly distributed, firms may inadvertently lock out a segment of the workforce from emerging high‑skill roles, deepening socioeconomic divides. Policymakers can look to Spain’s reform as a template: limiting precarious employment can compel firms to invest in upskilling, thereby fostering a more resilient labour market. As the World Economic Forum predicts a near‑40% turnover in required skills by 2030, aligning employer training with employee aspirations will be critical for maintaining competitiveness and social cohesion.

Key Takeaways

• Indeed Hiring Lab surveyed 39,700 workers in eight countries (May‑June 2025).
• U.S. workers: 67% prioritize training vs. 48% who think employers do – 19‑point gap.
• Australia shows a 21‑point education gap; degree‑holders far more likely to receive training.
• Spain’s 2022 temporary‑contract reform eliminated the training gap between contract types by 2024.
• World Economic Forum warns 40% of job skills will change by 2030, making the training gap a strategic risk.

Pulse Analysis

The data underscores a classic supply‑demand mismatch in human capital: employees are signaling a clear appetite for continuous learning, yet many employers remain anchored to legacy training models that favor the already advantaged. This misalignment is not merely a cultural issue; it has measurable economic consequences. Firms that ignore the gap risk higher turnover, as workers gravitate toward employers with robust development pathways, a trend already visible in tech and professional services.

Spain’s experience offers a rare empirical case of policy nudging corporate behaviour. By curbing the prevalence of temporary contracts, the reform forced firms to rethink talent pipelines, leading to a measurable uptick in training provision. Other economies could replicate this lever, either through direct regulation or incentives such as tax credits for upskilling low‑skill workers. However, the absence of similar trends in France, Germany, the Netherlands and the U.K. suggests that cultural and institutional factors mediate policy effectiveness.

Looking ahead, the looming 40% skill turnover by 2030 will pressure CEOs to embed learning into the core business model, not treat it as a peripheral benefit. Companies that proactively invest in inclusive training—targeting non‑degree workers and those in precarious roles—will likely secure a competitive edge, both in talent attraction and in agility to meet evolving market demands. The next wave of corporate L&D budgeting will be a litmus test for whether the sector can translate employee demand into actionable, equitable training programs.