Future of Work Europe 2025

• How can the C-suite lead authentically and inspire their organisation with a clear future-focused vision and purpose? 

• Building trust through transparent and empathetic leadership. 

• How are the executive leaders driving change and transformation whilst fostering a thriving workplace culture? 

• What’s next? Key priorities for the Leadership Suite in shaping the future of work.

• Successfully aligning HR strategies with the company’s vision, mission, and strategic priorities. 

• How can you tailor change initiatives to fit diverse cultural differences across global teams as well as adhering to legal implications in different regions? 

• How can you build trust and engagement from employees, so they are more open to change, how do you deal with change resistance or fatigue? 

• Ensuring that changes contribute to the long-term success and stability of the organisation.

• What does the next decade of work look like? 

• Balancing tech-driven transformation with human-centered leadership. 

• Predictions for workforce trends and HR’s evolving role.

A quick ice-breaker session you can get to know your fellow attendees.

A quick ice-breaker session you can get to know your fellow attendees.

Group work activity where groups will identify key issues, brainstorm ideas and form a strategy that can be implemented in the workplace. 

In a workforce spanning four or more generations, how can organisations balance the needs of ageing employees while fostering innovation and engagement among younger workers without creating generational divides? 

Group work activity where groups will identify key issues, brainstorm ideas and form a strategy that can be implemented in the workplace.

As the world of work is changing at an unprecedented pace, learning departments must keep up. How can organisations create flexible, learning environments that help employees stay skilled and adaptable? How can AI, leadership, and workplace culture come together to build a workforce that’s ready for the future?

As the world of work evolves at an unprecedented pace, HR leaders must take the lead in shaping its future. How can organisations embrace AI, culture, and leadership to create agile, purpose-driven environments that attract and retain top talent? How can we rethink employee experience, learning, and workforce transformation to ensure businesses stay competitive and employees remain engaged? The future of work is not something we wait for—it’s something we must build.  Are you ready to boldly lead your workforce into the future? 

• How can CHROs and talent leaders harness AI and emerging technologies to drive workforce transformation while maintaining a people-first approach? 

• How can organisations optimise decision-making using AI-driven insights on talent acquisition, workforce planning and leadership development? 

• Striking the balance between automation and human interaction and using technology to enhance, rather than replace, the human element of talent management. 

• The role of AI and technology in fostering continuous learning, upskilling, and workforce agility to meet evolving business needs. 

• Navigating ethical considerations and bias in AI-powered talent management and ensuring responsible use. 

• How AI and tech can complement existing methods for a balanced and complete approach. 

• Addressing user adoption, data privacy, and ethical AI use in L&D.  

• Identifying trending AI-driven tech worth adopting in L&D and understanding its uses.  

• What tech is worth the investment to help streamline administrative tasks, programme management, and analytics within L&D? 

• What does the future of learning programmes hold? Leveraging AI, VR, AR, and gamification for enhanced employee engagement.

• What does a strong learning culture look like, and how does it contribute to long-term business success?  

• How can leadership champion and model a learning culture to drive engagement at all levels?  

• The role of technology to make learning personalised and accessible to all.

• Encouraging a Growth Mindset and strategies to engage employees and overcome resistance to continuous learning.  

• Strategies for building a positive, inclusive, workplace culture that’s built on respect, transparency and trust. 

• The role of leaders in inspiring and guiding teams, what qualities must good leaders have? 

• Ensuring psychological safety, how can you create an environment that encourages innovation and creativity and reduces the fear of failure? 

• Building synergies among the different generations in the workplace.

• Embedding DEI as a core element of workplace culture to foster belonging, equity, and diverse perspectives at all levels.

• Understanding the strategic value of developing leaders and nurturing talent at all levels within the organisation. 

• Techniques for recognising, assessing, and fostering leadership potential among employees to build a strong talent pipeline. 

• Designing effective leadership and talent development programmes. What are the key elements of successful initiatives that drive long term growth? 

• Integrating classic leadership theories with modern talent development strategies, including coaching, mentoring, upskilling, and digital learning.

• Creating meaningful employee experiences that drive engagement. 

• How is EVP evolving to meet changing workforce expectations? 

• What leaders must do to turn engagement strategies into action. 

• Empowering employees to make changes to improve their work experience directly. 

• What operational aspects can you improve to enhance employee experience?

• How can L&D leaders design learning strategies that boost engagement, retention, motivation, and performance? 

• What types of learning initiatives resonate most with employees? How can organisations leverage employee feedback and surveys to refine L&D programmes? 

• What key learning and development metrics should be tracked and benchmarked to measure the impact and effectiveness? 

• The role of AI and data analytics in personalising learning, understanding development needs, and predicting engagement trends. 

• How can HR use technology to enhance collaboration, connection, and productivity? 

• When should organisations use technology for collaboration, and when is in-person interaction essential? 

• How can AI, digital platforms, and automation streamline teamwork across dispersed teams? 

• How can digital tools reinforce organisational purpose and drive long-term engagement? 

• How can virtual networking and AI-driven tools recreate ‘water-cooler’ moments and strengthen workplace connections? 

• How shifting workforce needs, leadership priorities, and technological advancements are reshaping the role of L&D leaders. 

• Exploring emerging trends and their influence on structures and future strategies. 

• Identifying critical skills for long-term success and how L&D leaders can enhance workforce capabilities. 

• Ensuring L&D initiatives align with overall business objectives and drive measurable results. 

• Shifting L&D from support role to strategic advisory role within the business.

• Beyond AI, what skills will be critical for the next decade?  

• How L&D leaders can prepare their workforce for automation and emerging technologies? 

• Creating adaptive learning ecosystems for ongoing skill development. 

• Balancing human-centric skills with AI-driven efficiencies in the workplace.

• Exploring the key traits, values, and expectations of different generations. What are their differences, their similarities, and how can you use this knowledge when crafting a learning programme?
• Strategies for creating engaging and effective L&D initiatives tailored to your employee’s needs and preferences.
• What techniques can be used to promote understanding and collaboration between all generations in the workplace?
• How can you use Gen-Z’s affinity for digital learning to support and upskill workers from other generations?

• How do you support managers who are perhaps overwhelmed by the demands of younger generations?

• What do employees now expect from employers? A look at the changing employer/ employee dynamic. 

• How can you ensure your EVP drives employee engagement and retention setting you apart from the competition? 

• Aligning company values with talent expectations. 

• What employees really want in 2026—rethinking benefits, flexibility, and career growth.

• Reframing DEI as the foundation to company culture and not just a set of rules and headcounts.  

• Beyond DEI initiatives, how can organisations truly embed DEI into their practices and processes? 

• Why do workplaces need a holistic, collective, and long-term approach to DEI? 

• How can organisations be intentional in creating an inclusive environment where all employees feel valued, respected, and empowered to contribute their best?

• HR’s role in in fuelling business growth and driving innovation in uncertain times. 

• How can organisations create powerful employee experiences that accelerate business growth? 

• Encouraging intrapreneurship and creativity so employees are not bogged down by red tape and permission seeking. 

• Leadership’s role in modelling and supporting innovative behaviours. 

• How is Generative AI transforming learning experiences by tailoring content to individual learner needs, preferences, and career paths? 

• Navigating the evolving role of L&D leaders in an AI-driven workplace 

• Fostering AI literacy among employees. 

• Addressing challenges around ethics, trust and maintaining the human touch of AI-assisted learning.

• How is GenAI reshaping talent acquisition, workforce planning, and employee engagement? 

• How can HR leaders prepare employees for an AI-augmented workplace? 

• What does the skills landscape look like and what strategies should be put in place for reskilling and upskilling the workforce? 

• Addressing bias, fairness, and compliance in AI-driven decision-making. 

• Practical applications and steps to integrate GenAI into HR functions.

• Personalising a global learning initiative while maintaining quality and consistency across diverse teams. 

• One size does not fit all. Addressing budget disparities, cultural differences and business across locations. 

• Carrying out needs assessments and identifying key differences by working with your top teams in each location. 

• Aligning global learning initiatives with regional workforce expectations. 

• Embracing the inevitable hurdles and setbacks with a positive and constructive mindset. 

• Adapting performance management strategies to align with the organisation's current capabilities and limitations. 

• Equipping managers and employees with the essential skills and tools needed to drive effective performance management. 

• Fostering a culture of continuous improvement and growth. 

• Learn to recognise and identify the most valuable skills needed within your organisation. 

• How to conduct an assessment on individuals to gauge which of these transferable skills they are lacking. 

• What strategies can be used to embed the development of these power skills into existing L&D programmes? 

• What tools and frameworks can measure the impact of training on employee development? 

• How can organisations design career pathways that meet the changing expectations of today’s workforce while aligning with business needs? 

• Redefining career progression from rigid, hierarchical paths to fluid, non-linear opportunities.  

• Strategies to create an internal talent marketplace that enables employees to move across functions, departments, and geographies. 

• Shifting the focus from tenure to skills and competencies for a more agile workforce. 

• Using technology and data analytics to personalise career development and enhance mobility. 

• How can behavioural science unlock effective learning and behaviour change? 

• Why is it a critical skill for L&D professionals? 

• How can it shape learning initiatives that drive real performance gains? 

• What measurable impact does integrating behavioural science have on organisational success? 

• Exploring strategies to integrate peer-driven learning, mentoring, and collaboration into your L&D programs. 

• Leveraging digital platforms to enhance knowledge sharing and real-time learning. 

• How can collaborative and social learning be tracked and measured to assess impact?  

• Building a learning culture where employees actively share and apply knowledge. 

• Navigating AI, automation, and evolving job roles with proactive L&D strategies. 

• Upskilling and reskilling at scale to meet current and future business needs.  

• Strategies for supporting career mobility, shifting career hierarchies and moving towards becoming skills-based organisations. 

• Best practices for implementing skills-based learning initiatives, securing leadership buy-in, and fostering a culture of continuous development.

• Aligning workforce transformation with broader business strategy for lasting impact.

• What does the C-Suite expect and need from learning leaders? 

• Positioning L&D as a business driver 

• How can L&D drive revenue, productivity, and workforce agility? 

• Demonstrating long-term ROI and getting executive buy-in for large-scale learning initiatives. 

• Redefining workforce strategies to navigate AI, automation, and evolving job roles. 

• Identifying the critical skills and capabilities needed for future success. 

• Scaling reskilling and upskilling initiatives to drive workforce agility. 

• Embedding a culture of continuous learning and skills-based talent models. 

• The CHRO’s role in aligning workforce transformation with business strategy.

• Developing human leaders and equipping them with skills to lead with empathy, authenticity and inclusiveness. 

• Getting leadership buy in and making sure they model healthy behaviours and recognise wellness initiatives. 

• What steps can organisations put in place to embed health and wellbeing into everyday work practices? 

• Meeting employees’ individual needs and creating a sense of purpose and belonging.