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The Impact of Globalization, Automation, and Economic Uncertainty

Workplace insecurity is at an all-time high. Employees worldwide are grappling with concerns about job stability, career growth, and financial security. According to the 2025 Edelman Trust Barometer, fears about job security have worsened due to globalization, automation, and economic uncertainty. Trust in employers has also declined sharply, leaving workers anxious about their professional futures.

But why is this happening? What’s fueling these fears, and what can be done to restore workplace stability? Let’s explore the key factors behind growing employee insecurity and how businesses can play a role in addressing these concerns.

How Has Job Security Been Affected by Economic and Technological Shifts?

The Impact of Globalization

Globalization has made businesses more interconnected than ever, but it has also introduced new challenges for employees. Many companies are shifting jobs to countries with lower labor costs, intensifying fears about job displacement. According to the Edelman Trust Barometer, 62% of employees worry that their jobs are threatened by international trade conflicts and foreign competitors.

This trend has made employees feel more vulnerable, as they are competing not just with colleagues in their own country but also with a global talent pool.

The Rise of Automation

Automation is rapidly transforming industries, making many traditional jobs obsolete. Over half of employees (54%) believe that automation threatens their job security, with a 5% increase in this fear from 2024 to 2025.

While automation has the potential to boost productivity, it also creates uncertainty about future job opportunities. Employees feel insecure in the workplace and worry about whether they will have the right skills to stay relevant in a workforce increasingly dominated by AI and robotics.

Economic Uncertainty and Looming Recessions

Economic downturns have historically led to job losses, and today’s uncertain economic climate is no exception. The Edelman report highlights that 58% of employees fear an impending recession will cost them their jobs. With inflation, fluctuating markets, and global financial instability, workers are more anxious than ever about their financial futures.

Why Are Employees Losing Trust in Their Employers at Unprecedented Levels?

Broken Promises and Job Cuts

The decline in trust between employees and employers is alarming. In 2018, 78% of employees trusted their employers. By 2025, that number has dropped to 73%, marking a significant decline.

Mass layoffs, corporate downsizing, and broken promises regarding job security have led employees to believe that their employers are not acting in their best interests. When companies prioritize cost-cutting over workforce stability, trust erodes.

Lack of Employee Training and Career Development

Another major concern is the lack of investment in employee growth. 58% of workers worry that they are not receiving enough training to keep up with industry changes, making them feel unprepared for the future. When employees believe that their employers are not committed to their professional development, they feel expendable.

A Growing Sense of Workplace Grievance

The 2025 Edelman Trust Barometer introduced the concept of a “grievance mindset,” where employees feel that businesses and governments favor the wealthy while regular workers struggle. Employees with high grievance levels are significantly more likely to distrust their employers, contributing to workplace discontent.

What Are the Main Fears Driving Workplace Anxiety in 2025?

1. Fear of Job Loss

With layoffs happening across industries, employees are constantly worried about whether they will have a job next month. Companies’ reliance on short-term contracts and gig work has further amplified this fear.

2. Fear of Falling Behind Technologically

As AI and automation take over routine tasks, workers fear they will be left behind. Without proper training, employees struggle to adapt to new technologies, making them feel insecure about their future employability.

3. Fear of Discrimination and Bias

The Edelman Trust Barometer also found that concerns about discrimination are at an all-time high. 63% of employees are in fear of the unfairly treatment due to their background, gender, or race. This lack of inclusivity adds to workplace anxiety and a feeling of alienation.

4. Fear of Economic Hardship

Inflation and rising living costs mean that even employed workers feel financially insecure. Many are worried about stagnant wages and lack of benefits, making it harder to plan for the future.

Are Businesses Responsible for Reskilling Employees for Future Job Markets?

The short answer: Yes. Employees overwhelmingly believe that businesses should play an active role in preparing them for the future.

Expectations from Employers

According to the Edelman Trust Barometer, 85% of employees believe that businesses are obligated to train or reskill them so they can remain competitive in the job market. Workers want companies to invest in their growth rather than simply replacing them with newer, cheaper labor.

The Business Case for Reskilling

Reskilling is not just beneficial for employees—it also helps businesses:
Boost Productivity: Skilled employees contribute more efficiently to company goals.
Enhance Loyalty: Workers who receive training are more likely to stay with their employers.
Improve Reputation: Companies that invest in employee development have got perception as of being ethical and responsible.

What Can Organizations Do to Regain Employee Trust and Foster Job Stability?

1. Be Transparent About Business Decisions

Trust can get back through honest and open communication. Employers must keep employees informed about company decisions, particularly regarding layoffs, restructuring, and financial health.

2. Invest in Employee Training and Development

Companies must provide upskilling programs to help employees stay relevant in an evolving job market. Offering certifications, workshops, and mentorship programs can go a long way in boosting employee confidence.

3. Create a Culture of Stability

Instead of relying heavily on contract work or frequent layoffs, companies should focus on long-term employee retention strategies. Job stability should be a priority, not an afterthought.

4. Promote Diversity, Equity, and Inclusion

Since workplace discrimination fears are on the rise, organizations must work towards fostering an inclusive environment where employees feel safe and valued.

5. Address Economic Well-being

Companies should consider increasing wages in line with inflation and offering better benefits, such as health insurance and retirement plans. Financial security plays a major role in reducing workplace anxiety.

Can Job Security Be Restored?

The modern workplace is in crisis, with employees feel insecure in the workplace more than ever. Globalization, automation, and economic instability have created an environment where job security feels like a luxury rather than a guarantee. However, businesses have the power to change this narrative.

Employees feel insecure in the workplace so by investing in employee development, fair wages, and transparency, organizations can rebuild trust and create a more secure future for their workforce.

💡 What do you think? Should companies take more responsibility for job security, or is it up to employees to adapt? Let us know your thoughts!

Why Is the Trust Barometer Helpful for PR Aspirants?

For anyone aspiring to build a career in Public Relations (PR), the Edelman Trust Barometer is obviously an invaluable resource. This annual report provides deep insights into how trust is shifting across businesses, governments, media, and NGOs, and also help PR professionals shape effective communication strategies.

1. Understanding Public Perception

Trust is at the core of PR. Because the Trust Barometer reveals what people trust and what they don’t, offering data-driven insights into consumer sentiment. This further helps PR professionals craft messages that align with public expectations.

2. Navigating Crisis Communication

The 2025 report highlights declining trust in employers, media, and government. Therefore, PR aspirants can use this data to develop crisis management strategies, ensuring brands communicate transparently and rebuild credibility in uncertain times.

3. Building Brand Reputation

A brand’s reputation is heavily influenced by trust. As a result the Trust Barometer identifies industries and institutions that are gaining or losing trust, guiding PR professionals in designing reputation management campaigns that resonate with audiences.

4. Effective Employee Communication

With job insecurity and distrust in employers rising, internal communications are more crucial than ever. Although PR professionals can use this data to advise organizations on fostering transparency and improving workplace morale.

5. Data-Driven PR Strategies

PR is no longer just about storytelling, but it’s about strategic communication with enough research. The Trust Barometer furthermore provides credible statistics that can be leveraged to craft compelling pitches, campaigns, and policy recommendations.

Furthermore, for PR aspirants, mastering insights from the Edelman Trust Barometer means staying ahead of industry trends, understanding audience concerns, and helping brands build, maintain, and restore trust effectively.

Want to learn from the best and work with top PR firms in India? SCoRe is where your journey begins. Visit us today https://www.scoreindia.org/ or give a call at +91 98115 72673 to know about the course in Public Relations.

Why Do Employees Feel Insecure in the Workplace?