Where Will Employees Displaced by AI Go? A Unique Look at Re-Skilling the Workforce

Much has been made about the future of the workforce in the AI debate, with many acknowledging that emerging technologies could displace a massive number of employees.

In fact, some estimates suggest upwards of 300 million global workers, about 9% of the workforce, could be displaced by AI and related technologies in the coming years.

These shifts are expected to disproportionately impact white-collar roles, particularly in administrative support, customer service, and even portions of finance, legal and marketing.

Much of the discussion has focused on what jobs will be impacted. Far less attention has been paid to where displaced employees will go next.

The answer won’t come from any single solution. Instead, it requires looking toward resilient industries and developing strategies to equip workers to transition into those roles.

What Fields Will Be Resilient?

While AI excels at recognizing patterns, analyzing large datasets, and generating content, there has been limited success in automating physical work environments. Roles that require real-time decision-making, spatial reasoning and hands-on technical expertise remain difficult to automate.

Electricians, welders, HVAC technicians, machinists, maintenance technicians and advanced manufacturing professionals, what I refer to as skilled technicians, operate in dynamic environments that demand adaptability and human judgment.

These careers combine technical knowledge, problem-solving, and hands-on expertise, capabilities that AI is unlikely to fully replicate anytime soon.

At the same time, investment in domestic manufacturing, infrastructure, clean energy and reshoring initiatives is accelerating demand for these roles. The U.S. Bureau of Labor Statistics projects continued growth across many of these technical occupations.

This creates a unique opportunity: a growing pool of displaced employees on one side and expanding demand for skilled technicians on the other.

Retooling Displaced White-Collar Workers

The challenge lies in how we help displaced professionals transition into these careers.

Shifting careers is not simply about finding open positions. It requires retraining, career navigation and often a shift in professional identity.

Professionals impacted by AI face several barriers, including:

• Lack of technical experience
• Limited awareness of training opportunities
• Financial constraint, and
• Uncertainty about which career path to pursue.

Without structured pathways, many displaced workers risk falling into unemployment or underemployment.

Effective retooling programs address these challenges holistically. They combine accelerated, hands-on training with wraparound support services such as career coaching, financial assistance and job placement.

An Existing Example

The Northland Workforce Training Center in Buffalo, NY, is one example of this approach. As an industry-driven training center, Northland prepares individuals from diverse backgrounds for technical careers in advanced manufacturing and clean energy.

Through my role as Executive Director of the WNY Manufacturing & Tech Workforce Coalition, we work directly with employers across Western New York to identify workforce needs and develop training pathways aligned with real-world demand. This employer-driven approach ensures that training leads directly to employment opportunities.

Training programs are developed with direct input from industry partners to ensure participants gain the most relevant and practical skills. Instruction emphasizes hands-on learning, with more time spent applying skills and less time in traditional classroom settings.

For instance, someone enrolling in a welding program at Northland would:

• Start their instruction in a classroom, learning the principles of the trade as well as safety methods, required math and related skills, welding codes and standards, testing and more
• Have the tools of the trade be placed directly in their hands, with students training according to the American Welding Society’s standards for an entry-level welder in the first year of a two-year program, with the second bringing them up to more advanced techniques
• Be given instruction from knowledgeable instructors who have done the work in the field every step of the way, and
• Be given career guidance services upon completion of the program, helping graduates land meaningful jobs related to what they practiced.

When combined with flexible scheduling, financial support, and career services, these models create new pathways for individuals looking to transition into resilient careers.

This approach is scalable and adaptable to regions across the country. As workforce disruption accelerates, these types of training ecosystems will play a critical role in helping workers transition into new careers while meeting growing employer demand.

Looking Ahead: Building a More Resilient Workforce

As AI continues to evolve, workforce disruption is likely to accelerate. That means organizations want to take proactive steps now. This includes investing in training models that are:

• Flexible
• Inclusive
• Employer-driven, and
• Aligned with labor market demand.

Economic development organizations, workforce leaders, educational institutions and employers all have a role to play. By working collaboratively, they can create ecosystems that support lifelong learning and career mobility.

Programs like those at Northland Workforce Training Center and initiatives led by regional workforce coalitions demonstrate what this can look like in practice.

The broader lesson is clear: The future of work will require new partnerships, new strategies and a willingness to rethink traditional career pathways.

The question is not whether change is coming; it’s whether we are prepared to meet it.