Region Profile  / 2 Latin America and the Caribbean Skill outlook :orkIorFe VtrDteJ\ outlook 9esRilling sRill focus Talent outlooR in  6kills most prioritized for reskilling and upskilling in the next ıve years (share of organizations surveyed) (xpected change in talent availability, development and retention in the next ıve years (share of organizations surveyed) Skills, knowledge and abilities Attitudes Global aYerage ,PproYing :orsening Global aYerage Global aYerage 47% Creative thinking Talent availability when hiring 46% AI and big data -100% +100% 42% 37% 44% Analytical thinking Talent development of existing workforce 43% Resilience, IJexibility and agility -100% +100% 5% 81% 37% Leadership and social inIJuence Talent retention of existing workforce 29% Empathy and active listening -100% +100% 20% 56% 27% Design and user experience )usiness practices to improve talent availability 27% Talent management Top practices with the greatest potential to improve talent availability (share of organizations surveyed) 27% Environmental stewardship IN'USTR< GLOBAL 25% Curiosity and lifelong learning 53% % 1. Improve talent progression and promotion processes :Rill stability 31% 3% % 2. Oijer higher wages 6kills reTuired by the workforce that are expected to remain the same (share of all skills Global % reTuired) 31% 2% 3. Better articulate business purpose and impact Training type Oijer more remote and hybrid work opportunities within 27% 21% Types of training prioritized by organizations surveyed for future reskilling and upskilling (share of organizations . countries surveyed) 26% 3% 17% 2% 2% 12% 12% . Provide eijective reskilling and upskilling ROLES REGION GLOBAL 23% 1% 6. Support employee health and well-being 17% 1% Employer-sponsored apprenticeships 20% 1% . Improve people-and-culture metrics and reporting 26% 2% Internal training departments 18% 1% . Improve internal-communication strategy 9% 13% Licensed training from professional associations More diversity, eTuity and inclusion policies and 17% 1% . programmes 23% 2% On-the-Mob training and coaching 10% 1% 1 Tapping into diverse talent pools 12% 12% Private-sector online-learning platforms Key components of +,0 programmes 0ost common components of '(, programmes (share of organizations surveyed) 12% 1% 8niversities and other educational institutions REGION GLOBAL Training funding 46% 2% 1. Run comprehensive DEI training for managers 3referred sources of funding for training, upskilling and reskilling efforts (share of organizations surveyed) Enable inclusion and accessibility across physical and 44% 33% REGION GLOBAL 2. virtual spaces 11% 16% Co-funding across the industry 42% 36% 3. Run comprehensive DEI training for staij 27% 28% Free-of-cost training Set DEI goals, targets or Tuotas that exceed public 33% 26% . reTuirements 13% 22% Funded by government Embed DEI goals and solutions across the supply 30% 23% . 88% 87% Funded by my organi]ation chain 29% 24% Public-private hybrid funding :hare of companies ^ith +,0 7rograms % (share of organizations surveyed) Global %