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Every summer, students flood offices as unpaid interns, soaking up knowledge and seeking positive references as they take lunch orders and organize storage closets. But this reliance on unpaid work leaves behind students who can’t afford to work for free. Between temporarily relocating to another city, buying and maintaining office-appropriate attire, and paying for everyday costs, it can cost thousands of dollars to add a few lines to your resume.
According to Carlos Mark Vera, co-founder and executive director of Pay Our Interns, a nonprofit fighting to end unpaid internships across the country in all sectors, unpaid internships disproportionately harm specific populations. Women work for no pay more often than men, and compared to white interns, Black and Latino interns take on debt more often during their internships. “It really does create this glass ceiling for people of color,” Vera says.
Vera, who is still paying off the credit card debt he amassed when interning at the White House seven years ago, was inspired to launch Pay Our Interns after a conversation with a younger college student who was skipping buying groceries to afford dry cleaning for his internship clothes. “I think this whole grind/hustle mentality is so ingrained, that you have to pay your dues,” Vera says. “It’s daring to imagine how things could be.”
Sadly, unpaid internships are still the norm. Perhaps the Great Resignation will inspire employers to pay interns for their labor, as they should. But until then, if an unpaid internship would help you gain experience, here are some ways to soften the financial burden and limit how much you put on your credit card to get by.
Know your rights
The U.S. Department of Labor has guidelines on what constitutes a legal unpaid internship — your work can’t displace that of a paid employee, for example. If you suspect your internship is in violation, you can file a complaint to the Department of Labor or your state labor agency. You may be entitled to back pay.
Seek scholarships and specialty programs
Many universities offer scholarships specifically for unpaid internships, depending on your school and major. You need to apply and funding isn’t guaranteed, but the effort can pay off.
You can also find paid opportunities through specialty programs created by nonprofits and professional organizations. For example, Black and Latino aspiring financial planners can apply through the BLX Internship Program to be placed in a paid internship at a fee-only financial planning firm. According to Luis F. Rosa, a certified financial planner and co-founder of the BLX Internship Program, they placed 38 applicants into internships last year, and of those, 20 got job offers.
Fund unpaid work with paid work
“I would combine an internship with other side gigs or part-time jobs,” says Mark Reyes, a certified financial planner at Albert, a financial wellness app. “Depending on the internship time commitment, you may be able to balance more than one job at once.” However, he cautions that this can quickly lead to burnout.
Vera felt the pressure as a student working part-time while interning 20 to 30 hours per week. “Sometimes I was fighting not to fall asleep while doing the internship,” he says.
School plus two jobs is a lot to handle. To ease the burden, you can work for pay during the school year and save that money to cover the cost of a summer internship. Or limit unpaid work to a part-time schedule so you can also have time for paid work.
Gain internship experience within paid jobs
If you need the earnings from your paid job to fund tuition, living expenses and other costs, it can be difficult to earmark some of that money toward supporting yourself during an unpaid internship. But your paid job might already provide the chance to learn beyond your actual role.
Rosa couldn’t afford unpaid internships as a student because he contributed financially to his family. He found he was able to create internships within some of his paid jobs, like when he did office work at a law firm and asked to also spend some time learning about the industry.
Embrace remote opportunities
The pandemic transformed many office jobs into fully remote positions, and that’s a benefit for interns who can’t afford to spend a summer in an expensive major city. With a remote internship, you’ll avoid paying for relocation, commuting costs and work clothes. Plus, having remote work experience on your resume will strengthen your candidacy for a virtual position in the future.
Use student loans instead of credit cards
You can use funds from your student loan for living expenses if you’re doing an unpaid internship for college credit. It’s still debt, but student loans charge lower interest rates than credit cards.
“People have misconceptions that all debt is bad, but student loans are there to add value to your life,” Reyes says. “It takes discipline and it’s not for everyone. It’s not free money, but it’s cheaper debt than credit cards.”
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10 takeaways from the Great Resignation
Andrey_Popov // Shutterstock
Industries across the U.S. economy are facing a reckoning. The “Great Resignation”—coined and predicted by psychologist Anthony Klotz—is the tipping point of a nearly decade-long trend of employment dissatisfaction. It may seem counterintuitive that U.S. workers are quitting their jobs at record rates, particularly while the new variants of COVID-19 pose a potential threat to the economy.
The details of the accelerating quit rate are still a bit of a mystery to economists, but some believe that economic relief payments and increased unemployment benefits, which expired over Labor Day, are not a significant contributing factor.
As we start to peel back the layers of this resignation surge, we see a complex picture of how the pandemic fundamentally shifted our values, how working to live should no longer be the status quo, how jobs should provide purpose, or at a minimum, appreciation and liveable wages, and just how much work must be done to actualize these things.
According to a 2021 McKinsey report, roughly 85% of frontline workers and management—our pandemic heroes for whom we made signs, rang bells, and cheered from rooftops—say they are unsure or unable to align their purpose with their work. The same percentage of upper management and executives say they can. This dramatic difference—what Mckinsey calls the “purpose gap”—among low-wage or essential employees and those already in position of flexibility and power is one defining characteristic of the “Great Resignation.”
Job Sage analyzed economic releases, labor market studies, and news reporting to produce 10 takeaways from and other defining features of the “Great Resignation” as it currently stands. Read on to learn more about how the pandemic is altering the way we think about and carry out our work, and why, for millions, quitting is the first step toward overall wellbeing.
Andrey_Popov // Shutterstock
Industries across the U.S. economy are facing a reckoning. The “Great Resignation”—coined and predicted by psychologist Anthony Klotz—is the tipping point of a nearly decade-long trend of employment dissatisfaction. It may seem counterintuitive that U.S. workers are quitting their jobs at record rates, particularly while the new variants of COVID-19 pose a potential threat to the economy.
The details of the accelerating quit rate are still a bit of a mystery to economists, but some believe that economic relief payments and increased unemployment benefits, which expired over Labor Day, are not a significant contributing factor.
As we start to peel back the layers of this resignation surge, we see a complex picture of how the pandemic fundamentally shifted our values, how working to live should no longer be the status quo, how jobs should provide purpose, or at a minimum, appreciation and liveable wages, and just how much work must be done to actualize these things.
According to a 2021 McKinsey report, roughly 85% of frontline workers and management—our pandemic heroes for whom we made signs, rang bells, and cheered from rooftops—say they are unsure or unable to align their purpose with their work. The same percentage of upper management and executives say they can. This dramatic difference—what Mckinsey calls the “purpose gap”—among low-wage or essential employees and those already in position of flexibility and power is one defining characteristic of the “Great Resignation.”
Job Sage analyzed economic releases, labor market studies, and news reporting to produce 10 takeaways from and other defining features of the “Great Resignation” as it currently stands. Read on to learn more about how the pandemic is altering the way we think about and carry out our work, and why, for millions, quitting is the first step toward overall wellbeing.
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10 takeaways from the Great Resignation
Neomaster // Shutterstock
While the “Great Resignation” crested in August with a record-breaking 4.3 million workers—nearly 3% of the total workforce—quitting their jobs, the wave of resignations has been growing steadily since 2009. The quit rate dipped to near-record lows over the first four months of 2020, coinciding with the start of the pandemic, as uncertainty about the economy grew. Some experts posit that 2021’s surge of resignations is the carryover from 2020 when, with layoffs abounding, many people with steady employment delayed job switching.
Neomaster // Shutterstock
While the “Great Resignation” crested in August with a record-breaking 4.3 million workers—nearly 3% of the total workforce—quitting their jobs, the wave of resignations has been growing steadily since 2009. The quit rate dipped to near-record lows over the first four months of 2020, coinciding with the start of the pandemic, as uncertainty about the economy grew. Some experts posit that 2021’s surge of resignations is the carryover from 2020 when, with layoffs abounding, many people with steady employment delayed job switching.
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10 takeaways from the Great Resignation
Kristi Blokhin // Shutterstock
There were more available jobs in August than at any other point in U.S. history. With roughly 11 million job openings and 9 million people unemployed, these numbers are indicative of high quit rates (at 2.9% of the workforce, it was the highest on record). Jobs that are difficult to fill—like those with low wages and high stress—or highly technical roles, and an unemployed workforce that falls somewhere between overqualified and underqualified for a majority of open roles leaves a huge gap in the job market. It should come as no surprise the leisure and hospitality industries, with the greatest number of job openings, according to BLS data, also experienced the largest number of resignations during the late summer and early fall of 2021.
Kristi Blokhin // Shutterstock
There were more available jobs in August than at any other point in U.S. history. With roughly 11 million job openings and 9 million people unemployed, these numbers are indicative of high quit rates (at 2.9% of the workforce, it was the highest on record). Jobs that are difficult to fill—like those with low wages and high stress—or highly technical roles, and an unemployed workforce that falls somewhere between overqualified and underqualified for a majority of open roles leaves a huge gap in the job market. It should come as no surprise the leisure and hospitality industries, with the greatest number of job openings, according to BLS data, also experienced the largest number of resignations during the late summer and early fall of 2021.
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10 takeaways from the Great Resignation
88studio // Shutterstock
Anthony Klotz, the psychologist who predicted the “Great Resignation,” says “pandemic epiphanies” are playing a significant role in the record number of resignations. Beyond day-to-day realizations, like figuring out how to homeschool your child or master Zoom, the pandemic has given many people the space to reflect on their quality of life, and the new priority placed on shifting personal values. According to a 2021 study conducted by UCLA, American values now resemble those of small isolated communities around the world. A newfound focus on togetherness, time freedom, and purposeful subsistence paired with diminished concerns about financial wealth are just a few pandemic epiphanies the American workforce are evaluating.
88studio // Shutterstock
Anthony Klotz, the psychologist who predicted the “Great Resignation,” says “pandemic epiphanies” are playing a significant role in the record number of resignations. Beyond day-to-day realizations, like figuring out how to homeschool your child or master Zoom, the pandemic has given many people the space to reflect on their quality of life, and the new priority placed on shifting personal values. According to a 2021 study conducted by UCLA, American values now resemble those of small isolated communities around the world. A newfound focus on togetherness, time freedom, and purposeful subsistence paired with diminished concerns about financial wealth are just a few pandemic epiphanies the American workforce are evaluating.
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10 takeaways from the Great Resignation
Vadym Pastukh // Shutterstock
Flexibility is one of the most prevalent values Americans have adopted during the pandemic. According to a 2021 Gallup survey of 9,000 American workers, 54% said they would prefer a hybrid work model, citing a desire to cut back on commute time, balance familial obligations, and maintain a higher standard of overall wellbeing. The same survey found that three in 10 employees were likely to seek out a new job if their remote work privileges were revoked by their employer. But remote work is, for the most part, a white collar luxury. Low-wage workers are quitting their jobs at historic rates, burnt out from virtually zero flexibility throughout the course of the pandemic, and long before.
Vadym Pastukh // Shutterstock
Flexibility is one of the most prevalent values Americans have adopted during the pandemic. According to a 2021 Gallup survey of 9,000 American workers, 54% said they would prefer a hybrid work model, citing a desire to cut back on commute time, balance familial obligations, and maintain a higher standard of overall wellbeing. The same survey found that three in 10 employees were likely to seek out a new job if their remote work privileges were revoked by their employer. But remote work is, for the most part, a white collar luxury. Low-wage workers are quitting their jobs at historic rates, burnt out from virtually zero flexibility throughout the course of the pandemic, and long before.
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10 takeaways from the Great Resignation
Andrey_Popov // Shutterstock
Many economists agree wages have been stagnating since the early 1970s. Four decades of slow wage growth in addition to one to two years of suspended salary increases due to the pandemic means compensation frustrations have reached their tipping point. To improve compensation on a large scale, experts recommend greater wage transparency, increasing base pay up to 20% for low-wage employees, pay increases at set intervals for hourly employees, and employer-provided benefits like childcare.
Andrey_Popov // Shutterstock
Many economists agree wages have been stagnating since the early 1970s. Four decades of slow wage growth in addition to one to two years of suspended salary increases due to the pandemic means compensation frustrations have reached their tipping point. To improve compensation on a large scale, experts recommend greater wage transparency, increasing base pay up to 20% for low-wage employees, pay increases at set intervals for hourly employees, and employer-provided benefits like childcare.
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10 takeaways from the Great Resignation
Joyseulay // Shutterstock
Across all industries, wages in the third quarter of 2021 grew by just 3.3%—a small increase compared to the rate of inflation. But for those who switched jobs, wage growth was double, at 6.6%, indicating the leverage certain members of the workforce—like those in the tech or finance sectors—now have when negotiating higher pay. Wages for workers in the leisure and hospitality industry, however, grew by only 0.4% year-over-year.
Joyseulay // Shutterstock
Across all industries, wages in the third quarter of 2021 grew by just 3.3%—a small increase compared to the rate of inflation. But for those who switched jobs, wage growth was double, at 6.6%, indicating the leverage certain members of the workforce—like those in the tech or finance sectors—now have when negotiating higher pay. Wages for workers in the leisure and hospitality industry, however, grew by only 0.4% year-over-year.
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10 takeaways from the Great Resignation
fizkes // Shutterstock
Turnover shocks are events in a person’s life that force them to evaluate their job satisfaction. These events could be personal like the birth of a child or a divorce. They could be workplace-specific like getting a new manager. Or they could be global, like the upending arrival of COVID-19. Even before the pandemic, research showed that nine out of 10 people would be willing to earn less money over the course of their lifetime in exchange for doing meaningful work. In a separate study conducted by McKinsey, researchers found that two-thirds of American workers are evaluating their purpose in life as a result of the pandemic, with roughly half reconsidering their work, specifically. As many workers emerge from the pandemic with a renewed set of values, employers must figure out how to provide a space for purpose in the workplace.
fizkes // Shutterstock
Turnover shocks are events in a person’s life that force them to evaluate their job satisfaction. These events could be personal like the birth of a child or a divorce. They could be workplace-specific like getting a new manager. Or they could be global, like the upending arrival of COVID-19. Even before the pandemic, research showed that nine out of 10 people would be willing to earn less money over the course of their lifetime in exchange for doing meaningful work. In a separate study conducted by McKinsey, researchers found that two-thirds of American workers are evaluating their purpose in life as a result of the pandemic, with roughly half reconsidering their work, specifically. As many workers emerge from the pandemic with a renewed set of values, employers must figure out how to provide a space for purpose in the workplace.
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10 takeaways from the Great Resignation
fizkes // Shutterstock
While much of the world falls back into old habits, experts agree employers must change in order to retain employees. Flexibility, empathy, transparency, and open communication are among the most important things employers should prioritize in a post-pandemic workplace. A greater awareness of stressors like loneliness, caregiving responsibilities, and burnout from life outside of the office can help employees feel valued and understood.
fizkes // Shutterstock
While much of the world falls back into old habits, experts agree employers must change in order to retain employees. Flexibility, empathy, transparency, and open communication are among the most important things employers should prioritize in a post-pandemic workplace. A greater awareness of stressors like loneliness, caregiving responsibilities, and burnout from life outside of the office can help employees feel valued and understood.
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10 takeaways from the Great Resignation
alvarog1970 // Shutterstock
In the best of times, working in the hospitality and food service industries can be grueling and thankless. These industries have been gutted by the fallout from COVID-19, with hiring falling by 60% at the height of the pandemic. With a tentative return to a vague semblance of pre-pandemic life, the industry is facing a reckoning. Roughly 77% of workers in the hospitality industry are looking to change jobs and 25% of people are willing to quit without a new job secured, according to a report from Joblist. Workers are looking for greener pastures with greater flexibility, workplace safety, and appreciation.
alvarog1970 // Shutterstock
In the best of times, working in the hospitality and food service industries can be grueling and thankless. These industries have been gutted by the fallout from COVID-19, with hiring falling by 60% at the height of the pandemic. With a tentative return to a vague semblance of pre-pandemic life, the industry is facing a reckoning. Roughly 77% of workers in the hospitality industry are looking to change jobs and 25% of people are willing to quit without a new job secured, according to a report from Joblist. Workers are looking for greener pastures with greater flexibility, workplace safety, and appreciation.
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10 takeaways from the Great Resignation
Travelpixs // Shutterstock
A 2020 study conducted by Qualtrics and PricewaterhouseCoopers surveyed 200 IT executives across a variety of companies to learn how technology is being used to increase employee satisfaction. The vast majority of survey respondents said investments were being made in areas such as cloud infrastructure, data security, and IT staffing to support remote and hybrid work models for employees. Roughly 95% of IT executives said they’ve increased the amount they listen to employee feedback. An earlier and slightly larger survey by International Data Corporation found that implementing these types of flexibilities and support systems led to higher productivity, satisfaction, retention, and reduced absenteeism.
This story originally appeared on JobSage and was produced and distributed in partnership with Stacker Studio.
Travelpixs // Shutterstock
A 2020 study conducted by Qualtrics and PricewaterhouseCoopers surveyed 200 IT executives across a variety of companies to learn how technology is being used to increase employee satisfaction. The vast majority of survey respondents said investments were being made in areas such as cloud infrastructure, data security, and IT staffing to support remote and hybrid work models for employees. Roughly 95% of IT executives said they’ve increased the amount they listen to employee feedback. An earlier and slightly larger survey by International Data Corporation found that implementing these types of flexibilities and support systems led to higher productivity, satisfaction, retention, and reduced absenteeism.
This story originally appeared on JobSage and was produced and distributed in partnership with Stacker Studio.
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CEO fires 900 employees over Zoom
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Photo Credit: Aunging / Shutterstock
The COVID-19 pandemic has dramatically reshaped the U.S. labor market in many ways. Many low-wage jobs in fields like retail and hospitality were lost early in the pandemic and have not come back, while throughout the pandemic, there has been strong demand for health workers in response to the pandemic and technology specialists who can support an increasingly virtual economy. The unemployment rate remains elevated, but many industries are facing labor shortages and millions of workers have been leaving their jobs voluntarily in a phenomenon that has come to be known as “The Great Resignation.”
In some cases, the pandemic has been an accelerant of labor trends that were already underway, like increasing automation and digitalization of jobs. In others, post-pandemic shifts in the labor force will have less to do with the effects of the pandemic than with underlying demographic and economic trends. This complicated set of factors is evident in recent projections from the Bureau of Labor Statistics, which estimated that total U.S. employment will grow 7.7% between now and 2030—but only by 1.7% when excluding the economy’s recovery from pandemic-related job loss.
One of the demographic trends driving shifts in the workforce is the aging of the population. The Baby Boomers, those Americans born between 1946 and 1964, number more than 75 million and were the largest generation in U.S. history until the Millennials came along. The Boomers have until recently tended to represent the largest sections of the labor force and are working later into life than previous generations. As a result, those aged 55+ are expected to represent around a quarter of the workforce for at least the next decade.
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Photo Credit: Aunging / Shutterstock
The COVID-19 pandemic has dramatically reshaped the U.S. labor market in many ways. Many low-wage jobs in fields like retail and hospitality were lost early in the pandemic and have not come back, while throughout the pandemic, there has been strong demand for health workers in response to the pandemic and technology specialists who can support an increasingly virtual economy. The unemployment rate remains elevated, but many industries are facing labor shortages and millions of workers have been leaving their jobs voluntarily in a phenomenon that has come to be known as “The Great Resignation.”
In some cases, the pandemic has been an accelerant of labor trends that were already underway, like increasing automation and digitalization of jobs. In others, post-pandemic shifts in the labor force will have less to do with the effects of the pandemic than with underlying demographic and economic trends. This complicated set of factors is evident in recent projections from the Bureau of Labor Statistics, which estimated that total U.S. employment will grow 7.7% between now and 2030—but only by 1.7% when excluding the economy’s recovery from pandemic-related job loss.
One of the demographic trends driving shifts in the workforce is the aging of the population. The Baby Boomers, those Americans born between 1946 and 1964, number more than 75 million and were the largest generation in U.S. history until the Millennials came along. The Boomers have until recently tended to represent the largest sections of the labor force and are working later into life than previous generations. As a result, those aged 55+ are expected to represent around a quarter of the workforce for at least the next decade.
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CEO fires 900 employees over Zoom
But the aging of the Baby Boomer generation will have more widespread effects on jobs and the economy as well. Eventually, as this generation ages out of the workforce into retirement, more companies will have vacancies and potentially find themselves struggling to fill positions that the Boomers once occupied. This scenario will put pressure on many employers but could also position younger workers for greater job opportunities. A larger population of elderly Americans will also bring greater strains on healthcare, so more of the economy will need to be oriented around supporting older Americans in their later years of life.
The latter trend is one of the primary reasons why health and human service occupations are projected to be among the fastest-growing fields in the years ahead. Healthcare support jobs are the top field for growth, with a total projected growth rate of 23.1% between 2020 and 2030. The related fields of community and social service and healthcare practitioners are also near the top of the list, with growth rates of 12.4% and 10.8%, respectively.
But the aging of the Baby Boomer generation will have more widespread effects on jobs and the economy as well. Eventually, as this generation ages out of the workforce into retirement, more companies will have vacancies and potentially find themselves struggling to fill positions that the Boomers once occupied. This scenario will put pressure on many employers but could also position younger workers for greater job opportunities. A larger population of elderly Americans will also bring greater strains on healthcare, so more of the economy will need to be oriented around supporting older Americans in their later years of life.
The latter trend is one of the primary reasons why health and human service occupations are projected to be among the fastest-growing fields in the years ahead. Healthcare support jobs are the top field for growth, with a total projected growth rate of 23.1% between 2020 and 2030. The related fields of community and social service and healthcare practitioners are also near the top of the list, with growth rates of 12.4% and 10.8%, respectively.
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CEO fires 900 employees over Zoom
One of the other major growth fields is computer and mathematical positions, a category that includes professions like programming, data science, software development, and network and systems administration. As more of society and the economy become dependent on technology, these positions are poised for rapid growth. In addition to good job prospects, computer and mathematical positions also offer some of the best compensation of any occupational group, with a median wage of more than $91,000.
At the individual occupation level, health-related and technology-related professions are unsurprisingly among the fastest-growing. But two of the top three individual occupations for growth are in the lower-growth category of installation, maintenance, and repair occupations: wind turbine service technicians and solar photovoltaic installers. The field of renewable energy has seen significant growth in recent years and is likely to continue as the costs of renewables decline, consumer demand increases, and the transition to lower-carbon energy sources takes on greater urgency. For job-seekers interested in reliable jobs and growth opportunities in the years ahead, a career in wind or solar energy may be one of the best options out there.
The data used in this analysis is from the U.S. Bureau of Labor Statistics Employment Projections program. To identify the fastest growing occupations over the next decade, researchers at Smartest Dollar reported the projected percentage change in employment between 2020 and 2030, excluding occupations with greater-than-average drops in employment due to the COVID-19 pandemic.
Here are the occupations expected to grow the most over the next decade.
One of the other major growth fields is computer and mathematical positions, a category that includes professions like programming, data science, software development, and network and systems administration. As more of society and the economy become dependent on technology, these positions are poised for rapid growth. In addition to good job prospects, computer and mathematical positions also offer some of the best compensation of any occupational group, with a median wage of more than $91,000.
At the individual occupation level, health-related and technology-related professions are unsurprisingly among the fastest-growing. But two of the top three individual occupations for growth are in the lower-growth category of installation, maintenance, and repair occupations: wind turbine service technicians and solar photovoltaic installers. The field of renewable energy has seen significant growth in recent years and is likely to continue as the costs of renewables decline, consumer demand increases, and the transition to lower-carbon energy sources takes on greater urgency. For job-seekers interested in reliable jobs and growth opportunities in the years ahead, a career in wind or solar energy may be one of the best options out there.
The data used in this analysis is from the U.S. Bureau of Labor Statistics Employment Projections program. To identify the fastest growing occupations over the next decade, researchers at Smartest Dollar reported the projected percentage change in employment between 2020 and 2030, excluding occupations with greater-than-average drops in employment due to the COVID-19 pandemic.
Here are the occupations expected to grow the most over the next decade.
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CEO fires 900 employees over Zoom
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Photo Credit: mojo cp / Shutterstock
- Projected employment change (percent): 27.4%
- Projected employment change (total): 7,400
- Employment (2020): 27,100
- Employment (2030): 34,500
- Median annual wage (2020): $57,740
- Typical education needed for entry: Postsecondary nondegree award
Shutterstock
Photo Credit: mojo cp / Shutterstock
- Projected employment change (percent): 27.4%
- Projected employment change (total): 7,400
- Employment (2020): 27,100
- Employment (2030): 34,500
- Median annual wage (2020): $57,740
- Typical education needed for entry: Postsecondary nondegree award
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CEO fires 900 employees over Zoom
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Photo Credit: mezzotint / Shutterstock
- Projected employment change (percent): 28.5%
- Projected employment change (total): 17,200
- Employment (2020): 60,200
- Employment (2030): 77,400
- Median annual wage (2020): $31,520
- Typical education needed for entry: High school diploma or equivalent
Shutterstock
Photo Credit: mezzotint / Shutterstock
- Projected employment change (percent): 28.5%
- Projected employment change (total): 17,200
- Employment (2020): 60,200
- Employment (2030): 77,400
- Median annual wage (2020): $31,520
- Typical education needed for entry: High school diploma or equivalent
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CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: fizkes / Shutterstock
- Projected employment change (percent): 28.7%
- Projected employment change (total): 45,400
- Employment (2020): 158,100
- Employment (2030): 203,500
- Median annual wage (2020): $80,480
- Typical education needed for entry: Master’s degree
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Photo Credit: fizkes / Shutterstock
- Projected employment change (percent): 28.7%
- Projected employment change (total): 45,400
- Employment (2020): 158,100
- Employment (2030): 203,500
- Median annual wage (2020): $80,480
- Typical education needed for entry: Master’s degree
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CEO fires 900 employees over Zoom
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Photo Credit: Kzenon / Shutterstock
- Projected employment change (percent): 29.5%
- Projected employment change (total): 56,400
- Employment (2020): 191,000
- Employment (2030): 247,300
- Median annual wage (2020): $76,270
- Typical education needed for entry: Bachelor’s degree
Shutterstock
Photo Credit: Kzenon / Shutterstock
- Projected employment change (percent): 29.5%
- Projected employment change (total): 56,400
- Employment (2020): 191,000
- Employment (2030): 247,300
- Median annual wage (2020): $76,270
- Typical education needed for entry: Bachelor’s degree
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CEO fires 900 employees over Zoom
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Photo Credit: anyaivanova / Shutterstock
- Projected employment change (percent): 29.6%
- Projected employment change (total): 2,300
- Employment (2020): 7,800
- Employment (2030): 10,200
- Median annual wage (2020): $74,560
- Typical education needed for entry: Master’s degree
Shutterstock
Photo Credit: anyaivanova / Shutterstock
- Projected employment change (percent): 29.6%
- Projected employment change (total): 2,300
- Employment (2020): 7,800
- Employment (2030): 10,200
- Median annual wage (2020): $74,560
- Typical education needed for entry: Master’s degree
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CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Stokkete / Shutterstock
- Projected employment change (percent): 31.0%
- Projected employment change (total): 40,100
- Employment (2020): 129,400
- Employment (2030): 169,500
- Median annual wage (2020): $115,390
- Typical education needed for entry: Master’s degree
Shutterstock
Photo Credit: Stokkete / Shutterstock
- Projected employment change (percent): 31.0%
- Projected employment change (total): 40,100
- Employment (2020): 129,400
- Employment (2030): 169,500
- Median annual wage (2020): $115,390
- Typical education needed for entry: Master’s degree
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CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Andrey_Popov / Shutterstock
- Projected employment change (percent): 31.4%
- Projected employment change (total): 19,800
- Employment (2020): 63,200
- Employment (2030): 83,000
- Median annual wage (2020): $98,230
- Typical education needed for entry: Bachelor’s degree
Shutterstock
Photo Credit: Andrey_Popov / Shutterstock
- Projected employment change (percent): 31.4%
- Projected employment change (total): 19,800
- Employment (2020): 63,200
- Employment (2030): 83,000
- Median annual wage (2020): $98,230
- Typical education needed for entry: Bachelor’s degree
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CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Monkey Business Images / Shutterstock
- Projected employment change (percent): 32.5%
- Projected employment change (total): 139,600
- Employment (2020): 429,800
- Employment (2030): 569,400
- Median annual wage (2020): $104,280
- Typical education needed for entry: Bachelor’s degree
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Photo Credit: Monkey Business Images / Shutterstock
- Projected employment change (percent): 32.5%
- Projected employment change (total): 139,600
- Employment (2020): 429,800
- Employment (2030): 569,400
- Median annual wage (2020): $104,280
- Typical education needed for entry: Bachelor’s degree
-
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Dmytro Zinkevych / Shutterstock
- Projected employment change (percent): 32.6%
- Projected employment change (total): 1,129,900
- Employment (2020): 3,470,700
- Employment (2030): 4,600,600
- Median annual wage (2020): $27,080
- Typical education needed for entry: High school diploma or equivalent
Shutterstock
Photo Credit: Dmytro Zinkevych / Shutterstock
- Projected employment change (percent): 32.6%
- Projected employment change (total): 1,129,900
- Employment (2020): 3,470,700
- Employment (2030): 4,600,600
- Median annual wage (2020): $27,080
- Typical education needed for entry: High school diploma or equivalent
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: SFIO CRACHO / Shutterstock
- Projected employment change (percent): 33.3%
- Projected employment change (total): 47,100
- Employment (2020): 141,200
- Employment (2030): 188,300
- Median annual wage (2020): $103,590
- Typical education needed for entry: Bachelor’s degree
Shutterstock
Photo Credit: SFIO CRACHO / Shutterstock
- Projected employment change (percent): 33.3%
- Projected employment change (total): 47,100
- Employment (2020): 141,200
- Employment (2030): 188,300
- Median annual wage (2020): $103,590
- Typical education needed for entry: Bachelor’s degree
-
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: MIND AND I / Shutterstock
- Projected employment change (percent): 35.4%
- Projected employment change (total): 14,900
- Employment (2020): 42,000
- Employment (2030): 56,900
- Median annual wage (2020): $92,270
- Typical education needed for entry: Master’s degree
Shutterstock
Photo Credit: MIND AND I / Shutterstock
- Projected employment change (percent): 35.4%
- Projected employment change (total): 14,900
- Employment (2020): 42,000
- Employment (2030): 56,900
- Median annual wage (2020): $92,270
- Typical education needed for entry: Master’s degree
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Photographee.eu / Shutterstock
- Projected employment change (percent): 35.4%
- Projected employment change (total): 33,200
- Employment (2020): 93,800
- Employment (2030): 126,900
- Median annual wage (2020): $59,770
- Typical education needed for entry: Associate’s degree
Shutterstock
Photo Credit: Photographee.eu / Shutterstock
- Projected employment change (percent): 35.4%
- Projected employment change (total): 33,200
- Employment (2020): 93,800
- Employment (2030): 126,900
- Median annual wage (2020): $59,770
- Typical education needed for entry: Associate’s degree
-
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: anatoliy gleb / Shutterstock
- Projected employment change (percent): 52.1%
- Projected employment change (total): 6,100
- Employment (2020): 11,800
- Employment (2030): 17,900
- Median annual wage (2020): $46,470
- Typical education needed for entry: High school diploma or equivalent
Shutterstock
Photo Credit: anatoliy gleb / Shutterstock
- Projected employment change (percent): 52.1%
- Projected employment change (total): 6,100
- Employment (2020): 11,800
- Employment (2030): 17,900
- Median annual wage (2020): $46,470
- Typical education needed for entry: High school diploma or equivalent
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Monkey Business Images / Shutterstock
- Projected employment change (percent): 52.2%
- Projected employment change (total): 114,900
- Employment (2020): 220,300
- Employment (2030): 335,200
- Median annual wage (2020): $111,680
- Typical education needed for entry: Master’s degree
Shutterstock
Photo Credit: Monkey Business Images / Shutterstock
- Projected employment change (percent): 52.2%
- Projected employment change (total): 114,900
- Employment (2020): 220,300
- Employment (2030): 335,200
- Median annual wage (2020): $111,680
- Typical education needed for entry: Master’s degree
-
-
CEO fires 900 employees over Zoom
Shutterstock
Photo Credit: Aunging / Shutterstock
- Projected employment change (percent): 68.2%
- Projected employment change (total): 4,700
- Employment (2020): 6,900
- Employment (2030): 11,700
- Median annual wage (2020): $56,230
- Typical education needed for entry: Postsecondary nondegree award
Shutterstock
Photo Credit: Aunging / Shutterstock
- Projected employment change (percent): 68.2%
- Projected employment change (total): 4,700
- Employment (2020): 6,900
- Employment (2030): 11,700
- Median annual wage (2020): $56,230
- Typical education needed for entry: Postsecondary nondegree award
