As we dive into the evolving landscape of workforce trends, I’m thrilled to sit down with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion. With her deep expertise in talent management and development, Sofia has been instrumental in guiding businesses to create more inclusive and equitable workplaces. Today, we’ll explore the concept of the “September Surge,” the importance of a ‘Back to School’ mentality for workers, and the critical need for upskilling in a rapidly changing job market.
How would you describe the “September Surge” and why it seems to be such a pivotal time for employees considering a career change?
I think of the “September Surge” as this wave of energy that hits the workforce after the summer slowdown. It’s a time when many employees come back from vacations feeling refreshed or, sometimes, restless, and they start reevaluating their careers. September feels like a natural reset—kids are going back to school, routines are kicking in, and there’s this collective mindset of starting anew. For a lot of folks, that translates into looking for new job opportunities as they reflect on whether their current role aligns with their personal and professional goals.
What is it about the summer break that often prompts workers to think deeply about their work-life balance and career paths?
Summer often gives people a rare chance to step back from the daily grind. Whether they’re lounging on a beach or just spending more time with family, they get this space to think about what’s working and what’s not in their lives. I’ve seen that this downtime can highlight imbalances—maybe they’re working too much, or their job isn’t fulfilling. That reflection often sparks a desire for change, and by September, they’re ready to act on those feelings, whether that means looking for a new role or seeking growth in their current one.
Your research highlights a significant number of employees actively job hunting this year. What do you believe is fueling this sense of restlessness in the workforce?
There’s a mix of factors at play here. A lot of employees are feeling stuck—maybe they’re not seeing opportunities for growth, or they’re dissatisfied with their workplace culture. Economic uncertainty can also push people to seek stability elsewhere. Beyond that, there’s a growing desire for purpose. Workers today want roles that align with their values and offer flexibility. When those elements are missing, it creates this itch to move on and find something better that fits their vision for their career and life.
Given the cooling job market, how do you think employees’ expectations of easily finding new roles might impact their job search experience?
It’s a tough reality check for many. Over a third of employees in recent surveys felt confident they’d land a new job quickly, but with fewer vacancies out there, that optimism can lead to frustration. They might face longer search times, more competition, or even have to settle for roles that aren’t their ideal fit. It can be discouraging, especially for those who’ve built up this momentum to make a change. I think it underscores the need for patience and a strategic approach to job hunting in a tighter market.
How can workers adapt their strategies when they realize the job market isn’t as open as they anticipated?
First, I’d encourage workers to broaden their perspective. Instead of focusing solely on landing a new job, they can use this time to build their skills or network within their industry. Refining their resume to highlight transferable skills is key, as is being open to roles or industries they hadn’t considered before. Also, reaching out to mentors or peers for advice can uncover hidden opportunities. It’s about staying proactive and flexible while the market shifts, rather than getting stuck in disappointment.
Let’s talk about the ‘Back to School’ mentality. How can this mindset benefit employees who choose to stay in their current roles?
I love the idea of a ‘Back to School’ mentality because it’s all about growth and renewal without necessarily changing jobs. For employees staying put, it means approaching their role with a learner’s mindset—seeking out new challenges, asking for feedback, and identifying areas to improve. It’s a chance to reinvest in their current position by building stronger relationships with colleagues or taking on projects that stretch their abilities. This mindset can reignite passion for their work and make them more valuable to their organization.
Why is upskilling or reskilling so important for career growth, especially for those not looking to switch jobs?
Upskilling and reskilling are like giving yourself a career safety net. Even if you’re happy where you are, the world of work is changing fast. By learning new skills, you’re not only staying relevant but also positioning yourself for internal promotions or lateral moves that might be more fulfilling. It shows your employer you’re committed to growth, and it builds confidence. Whether it’s mastering a new software or developing leadership skills, continuous learning keeps you adaptable and ready for whatever comes next in your career.
With digital tools and AI becoming more prevalent, what skills do you think workers should prioritize right now?
Digital literacy is non-negotiable at this point. Workers should focus on understanding how to use data tools, collaborate with AI systems, or even grasp basic coding if it’s relevant to their field. Beyond tech, soft skills like adaptability, critical thinking, and emotional intelligence are just as crucial. As automation takes over routine tasks, employers are looking for people who can solve complex problems and connect with others effectively. Blending technical know-how with human-centric skills is the sweet spot for staying competitive.
Reports suggest over half of employees will need significant reskilling in the near future. How urgent do you see this need, and what’s at stake if it’s ignored?
The urgency is real. We’re at a tipping point where industries are transforming due to technology and globalization, and skills that were valuable five years ago might not cut it tomorrow. If employees and companies ignore this, we risk a workforce that’s unprepared for new demands—think job losses, decreased productivity, and wider inequality. For individuals, it could mean being sidelined in their careers. For businesses, it’s a missed opportunity to innovate. Reskilling isn’t just a nice-to-have; it’s a must to keep pace with change.
What role can employers play in supporting their teams to embrace learning and reskilling opportunities?
Employers have a huge role here. They can start by creating a culture that values learning—offering training programs, subsidizing courses, or even giving employees dedicated time to upskill. Providing access to cutting-edge tools and tech is also key, as is pairing workers with mentors who can guide their development. It’s about showing employees that growth is a shared priority. When employers invest in their people, it builds trust and loyalty, which can be a game-changer for retention and engagement, especially in a competitive market.
Looking ahead, what is your forecast for the future of workforce development and the role of upskilling in shaping careers?
I see workforce development becoming even more central to how we think about careers. Upskilling will be the backbone of staying relevant as technology continues to evolve at a breakneck pace. I predict we’ll see more personalized learning paths, with employers and employees working together to tailor development plans. There’s also likely to be a stronger focus on lifelong learning as a norm, not an exception. My hope is that this shift creates a workforce that’s not just reactive to change but proactive—equipped to thrive in whatever the future holds.
