Piggybacking on our recent article on the talent ‘brain drain’ in the Caribbean, we are taking a look at how Caribbean employers are navigating a new talent landscape shaped by retirements, migration, rapid tech adoption and the green energy transition. According to a Global Talent Trends 2025 survey published in May by ACCA, the following are the top 10 key work metrics tracked in the survey of 10,000 respondents across 175 countries.
- Accountancy is a gateway for building entrepreneurial skills – 52%
- The rise of the ‘side hustle’ for Gen Z – 43%
- Hybrid work preferences remain elusive for many – 76%
- Inadequate recognition of older employees (ageism) – 43%
- Cost of living tops workplace fears – 51%
- Insufficient AI upskilling in the workplace – 50%
- Employability confidence is high with expectations that the next career role will be outside of the current organisation – 58%
- Mental health indicators remain a challenge – 52%
- Demand for sustainability-related careers is high – 67%
- Accountancy training remains a gateway for global careers – 72% (Gen Z)/52% (Gen Y)
Accounting and finance functions are not the only ones feeling the shift. The public sector, energy and technology industries are a few where demand outstrips supply, forcing organisations to rethink how work gets done.
In accounting and finance, declining candidate pipelines and changing skill requirements (automation, data literacy, regulatory compliance) have expanded gaps. The public sector faces parallel stresses: ageing workforces, limited training budgets and competition from better-paying private and international employers mean core capacities (procurement, budgeting, digital services) are stretched.
Energy and technology sectors are transforming work itself. Renewables and grid-modernisation require “green” and digital skills that are scarce locally. Smaller OECS territories experience ‘outsized’ impacts: even modest migration or a single large vacancy can create service gaps and raise costs.
How do we bridge the gap? First, Caribbean employers must build accountancy capacity – combine reskilling, cross-border talent partnerships, remote work models, and targeted incentives to retain and grow skills locally. Additionally, policymakers must drive sustainable business – policies, regulations and standards that “deliver prosperous organisations and economies”. Third, investment in vocational training, public–private apprenticeships and regional credential recognition will be vital.
