Key facts
- PwC's survey identified four distinct groups of workers based on their experiences with AI and perceived skill demand.
- The "front-runners" group, comprising 14% of respondents, has in-demand skills and benefits significantly from AI.
- The "engine room" workers, making up 56% of respondents, form the core of daily operations but have limited access to AI tools and learning resources.
- "AI insurgents" (about 20% of staff) have less in-demand skills but are ambitious in their AI use.
- "Indispensables" possess scarce, highly valued skills.
- Job security, confidence in promotions, trust in managers, and skills development were lower for the "engine room" cohort.
A global survey by PwC has revealed that artificial intelligence is creating a significant divide within the workforce, categorizing employees into four distinct groups. The "2026 Global Workforce Hopes and Fears Survey," which polled nearly 50,000 workers across 48 countries and 29 sectors between May and June 2026, found that while AI use is increasing, access to its benefits and development opportunities is not evenly distributed.
The survey identified "front-runners" (14% of respondents) as workers with in-demand skills who report substantial benefits from AI, with over half using generative AI daily and nearly 80% having access to learning resources. In contrast, the "engine room" cohort (56% of workers) forms the operational core of organizations but has limited daily generative AI use and less than 40% access to learning and development. Peter Brown, PwC's global workforce leader, noted that these workers "are not getting the same access to learning" or "opportunity to innovate."
Two other groups were identified: "AI insurgents" (about 20% of staff) who are ambitious in their AI use despite less in-demand skills, and "indispensables" who possess scarce, highly valued skills. The divergence between these groups impacts job security, confidence in seeking promotions, trust in managers, and skills development, with the "engine room" cohort experiencing lower levels across these metrics. Brown described this as creating a "two-speed" workforce.
PwC acknowledges that the survey's categories are based on reported experiences and perceived skill demand, and do not establish causal reasons. However, the findings highlight a challenge for employers investing in AI, as simply acquiring tools does not guarantee organizational transformation or return on investment. Ignoring this divide risks reduced productivity, revenue per employee, job security, and satisfaction, potentially rendering a significant portion of the workforce "largely irrelevant."
PwC, which employs over 360,000 people globally, has been actively implementing AI internally, including rewriting its training agenda to include AI-centric skills and testing AI in client work. Brown advised companies to be transparent about their AI usage and goals, emphasizing that leaders who foster understanding and inclusivity are more likely to bring their workforce along. He suggested that widening access to AI is not an "either-or" choice, and that significant value can be unlocked by enabling more employees to engage with the technology.