{
  "id": 8251417,
  "title": "As AI reshapes jobs and workers change industries, employers need to be more flexible too",
  "url": "https://urgent.news/2026/09/18/as-ai-reshapes-jobs-and-workers-change-industries-employers-need-to-8251417",
  "topic": "ai",
  "section": "AI",
  "published": "2026-09-18T13:00:01.000Z",
  "source": {
    "name": "Phys.org",
    "slug": "phys-org",
    "url": "https://phys.org/news/2026-09-ai-reshapes-jobs-workers-industries.html"
  },
  "original_language": "en",
  "account": "Artificial intelligence (AI) is transforming the tasks performed at work and the skills required. As work evolves, the ability to transition between jobs and even industries may become crucial. Women are particularly affected by these changes, as they face a greater risk of automation and AI-driven transformations, largely due to the industries and occupations they typically occupy. Jobs and Skills Australia found that women are more exposed to AI and automation changes, largely because of the sectors and positions they work in. While AI doesn't mean jobs will disappear, it does mean that workers will need to acquire new skills and adapt, or potentially move into different roles or even industries. The focus of the discussion currently revolves around the need for workers to reskill and retrain, and to become more adaptable. However, there's another aspect to consider. Employers across industries may also need to become more flexible in determining which aspects of experience are truly valuable. Based on research involving women who successfully transitioned into construction from unrelated fields, it's clear that employers must adapt, especially in acknowledging experience gained in other sectors and industries. These career changers brought a wealth of skills—such as management, communication, collaboration, and coordination, as well as practical experience. One former commercial pilot and engineering consultant stated, \"I have a lot of experience and a lot of relevant skills that I believe I bring to the table.\" However, translating these skills into recognition by employers is another challenge. The Australian construction industry is already facing a shortage of workers, with around 20,000 positions unfilled. Women make up only 13% of the industry's 1.37 million workers. Increasing women's participation could help alleviate this shortage, with BuildSkills Australia estimating that raising women's employment in residential construction by 2029 could add 51,000 workers and reduce the projected workforce gap by 44%. Most career changers in the study entered the construction industry through informal channels, often leveraging personal networks rather than traditional recruitment methods. One participant emphasized how valuable these connections were, stating, \"If I hadn't had access to this network, I'm not sure how I'd have started. I'd find it intimidating, and I'd presume my qualifications wouldn't align with expectations.\" While networks can help individuals gain entry into new industries, they also highlight a broader issue. What happens when individuals with transferable skills and experience don't have industry contacts or awareness of available opportunities? They might assume that their skills and experience don't align with what employers are seeking. The research also revealed that hiring managers recognized this problem was not solely with the candidates but also with how the industry views career changers. One hiring manager noted, \"I don't believe the obstacle is with the candidate; I think it's us not being creative enough to create roles or positions that would suit the skill set of those candidates or provide them with a platform where they can transition into the industry.\" This presents a paradox: workers are being encouraged to become more mobile and adaptable, yet employers may still struggle to recognize experience from other industries. This situation doesn't imply that employers should disregard industry experience entirely. Critical skills do require specialized training in construction or engineering. However, there is considerable potential for individuals to transition into roles like administration, finance, safety, and environmental work, where their existing skills could be highly beneficial, and industry experience can be acquired over time. Therefore, employers should reconsider their approach to career changers. Rather than solely focusing on whether a candidate has prior experience in their industry, employers could ask: Can we recognize transferable skills? How can we learn new skills on the job? Can we modify roles to accommodate individuals with diverse backgrounds? This adaptability should extend beyond the construction industry. As AI reshapes the job market, workers will increasingly need to adapt to changing skill requirements. However, career mobility and adaptability depend not only on workers' willingness to change but also on employers' ability to adapt. Employers must improve their ability to recognize transferable skills, understand what skills can be learned on the job, and differentiate between roles that require previous industry experience.",
  "summary": "Artificial intelligence (AI) is changing the tasks people do at work and the skills they need. As work changes, being able to move between jobs, and sometimes industries, may become increasingly important.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 2,
    "also_reported_by": [
      {
        "outlet": "The Conversation AU",
        "title": "As AI reshapes jobs and workers change industries, employers need to be more flexible too",
        "url": "https://urgent.news/2026/09/18/as-ai-reshapes-jobs-and-workers-change-industries-employers-need-to",
        "published": "2026-09-18T01:48:18.000Z"
      }
    ]
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}