AI Integration Poses Risk to Early-Career Job Pathways, WEF Discussions Indicate

The World Economic Forum (WEF) Annual Meeting, held from January 19th to January 23rd, 2026, focused extensively on the expanding impact of artificial intelligence (AI) across the global labor market. A central concern articulated during the proceedings is the potential marginalization of the early-stage workforce, specifically individuals aged 22 to 27, as investments in AI applications are projected by the WEF and Bain & Company to reach $1.5 trillion by 2030.

This demographic, largely comprising Generation Z, already navigated significant disruption during their formative education due to the COVID-19 pandemic and the subsequent shift to remote learning. Analysis presented alongside the WEF gathering warns that this age bracket faces compounding disadvantages from AI-driven automation. Lisa Stevens, Chief Administrative Officer at Aon Corporation, noted that nearly 1.1 billion jobs globally are subject to reshaping by the decade's end due to the rapid pace of AI integration.

Stevens cautioned that the pursuit of efficiency through automating foundational, entry-level work risks eliminating the essential initial steps on the career ladder for those aged 22 to 27, thereby undermining the future skills pipeline necessary for economic stability. Data from the WEF's Future of Jobs Report 2025 indicates a complex employment scenario where 92 million jobs may become obsolete by 2030, contrasted with the emergence of a net increase of 78 million new roles driven by technology. Roles most susceptible to automation frequently align with entry-level functions, including basic clerical duties, data entry, first-tier technical support, and straightforward sales positions.

In the United States, the unemployment rate for early-career talent aged 22 to 27 currently stands at 7.1%, surpassing the broader national average. Stevens advocated for a fundamental redesign of early-career development frameworks, suggesting organizations must actively structure entry-level positions to distinguish between routine, automatable functions and opportunities focused on skill acquisition. She further stressed that leaders must prioritize intrinsic qualities such as learning agility, curiosity, and adaptability within these evolving roles.

Integrating comprehensive mental health support structures into these career pathways is presented as a necessary measure for the well-being and retention of this demographic. Aon, where Stevens serves as CAO, is addressing this by expanding apprenticeship models to fill roles previously requiring a four-year degree, with the company committing $30 million to establish 10,000 apprenticeships in the US by 2030. The overarching imperative for leaders is to manage this transformation thoughtfully to prevent the emergence of a 'lost generation' of talent.