Global talent trends 2026

The message from our 2026 data is loud and clear: finance professionals want their work to make a difference. Accountancy and finance is increasingly seen as a platform to contribute towards improving social and environmental impacts, while expanding career aspirations. This shifting role is enabled by the profession’s broad training, transferable skills, and career flexibility that empowers finance professionals to evolve alongside changing organisational needs – and personal ambitions. More than one third of respondents (34%) suggest their finance role currently contributes to helping their organisation respond to environmental and climate change issues. An even greater number, (45%) suggest it contributes to helping their organisation respond to social impact issues. Yet it’s the future ambitions that truly catch the eye here – 63% of respondents want their future finance jobs to assist in the environmental and climate challenge, and 69% want finance roles that make a difference to social impact.

The use of artificial intelligence (AI) in recruitment is emerging as a significant concern. Almost half of respondents (48%) have reservations about the use of AI algorithms in hiring processes. Attitudes vary considerably across countries, sectors and by generation. Those working in accountancy practices tend to be more positive about the use of AI in recruitment, as are Gen Z respondents. Yet the real spotlight in our data falls on corporate leadership – more than half of board level leaders (54%) express doubts about the growing reliance on AI when selecting talent.

An organisation’s reputation for social impact is increasingly important in attracting future finance talent. What’s clear from our data is that social and human rights considerations are becoming a decisive factor in employment decisions – suggesting a link between an organisation’s environment, social and governance (ESG) reputation and talent flight. Three-quarters of respondents (75%) agree an organisations’ reputation on social and human rights is a key factor in deciding to work for a particular employer. This exceeds the 58% of respondents who say an organisation’s environmental reputation plays a similar role. The importance of social impact is particularly evident among Gen Z respondents – with 82% identifying an organisation’s social reputation as a key factor in talent attraction.

Demographic change is reshaping the composition of the finance workforce. Ageing populations and falling fertility rates are changing traditional working life patterns and increasing the number of generations active in the workplace at any one time. The extension of the retirement age in many jurisdictions also presents important questions for employers – how to drive inclusive workforce practices that support collaboration across the generational span of age cohorts at work. However, many respondents report challenges – with 42% agreeing that collaboration across different generations is challenging, and it’s younger employees who are more inclined to express concerns.

Entrepreneurial ambition continues to be a defining feature of career aspirations in finance and accountancy. Respondents continue to have ambitions to pursue their own entrepreneurial goals – with over half (54%) suggesting they want to become entrepreneurs at some point in their careers. This figure is broadly consistent with last year (52%), highlighting a sustained interest in business ownership within the profession. Accountancy training continues to provide a natural springboard for entrepreneurship – a pioneering training ground that equips professionals with the technical, financial and strategic capabilities required to start and run businesses. Notably, however, the proportion of women expressing entrepreneurial ambitions continues to increase – with almost half of female respondents (48%) now indicating that starting their own business is a career goal.

Although inflation has eased in many major economies over the past two years – the impact of rising living costs continues to shape employee sentiment. For the fourth consecutive year, cost of living pressures continue to top concerns in our Global Talent Trends Workplace Fears Index for employees. The issue affects respondents across generations, genders and regions – and has clear implications for employer retention strategies when it comes to managing pay expectations. More than half of respondents (55%) say they are dissatisfied with their current compensation. Meanwhile, 58% expect a pay increase of more than 5%, and 36% want increases exceeding 10%.

Confidence in the ability to develop AI-related skills remains high among finance professionals. This year, 82% of respondents say they feel confident in their ability to learn and apply AI capabilities, consistent with the 81% reported in 2025. This confidence broadly cuts across sectors, geographies and generations – although men tend to report slightly higher confidence than women. Despite growing use of AI, concerns persist – 51% of respondents remain worried about the potential impact of AI on their jobs. And, again, it’s the younger generations who are most concerned – likely reflecting the effect of AI on tasks within more junior roles.

Although mental health continues to be a significant workplace challenge across finance and accountancy roles, advances have stalled this year. Previous editions of Global talent trends have suggested that mental health has been a workplace challenge for the profession that’s entirely irrespective of sector – albeit with some slow and gradual improvements in mental health indicators over the last three years. This year, however, progress has slowed – with 54% saying their mental health suffers due to work pressures (up only slightly from 52% in 2025). Younger professionals remain the most affected group, continuing a pattern established in previous years.

Across the global workforce, return-to-office policies are becoming increasingly strict. These policies appear to be supported by our survey respondents – with around two-thirds (66%) agreeing organisations should require employees to spend a set number of days in the office each week and interestingly, it’s our younger respondents who show the strongest demand – with Gen Z the most likely to favour structured office attendance – suggesting early-career professionals may see particular value in workplace visibility and in-person collaboration. More than half of respondents (58%) also believe that time spent in the office has a positive impact on future promotion opportunities. There is, however, a sizeable gender difference: 64% of men agree with this view compared with 54% of women.

Careers in accountancy and finance continue to offer strong employability and mobility opportunities for individuals – the flipside is a retention challenge for employers. Over the years, our Global talent trends research has consistently highlighted the ambition and mobility across the finance workforce. The latest findings reinforce this trend – with more than half of respondents expecting their next career move to be outside their current organisation, and Gen Z again representing the highest potential flight risk.