Technology creates opportunities by helping people and businesses do some work more productively, reach new customers, offer new services, and take on tasks that did not exist before. It also automates some tasks and can displace workers or weaken job quality. Whether the gains become real opportunities depends on access, skills, business decisions, and support during change—not technology alone.
How does technology create new opportunities?
It changes what work can be done, how it is organized, and who can participate. The World Bank’s 2019 World Development Report describes technology as a source of new jobs, higher productivity, and more effective public services. Those outcomes come through several connected channels:
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| Opportunity channel | What changes | Example |
|---|---|---|
| Higher productivity | Tools can help workers or firms complete tasks more efficiently, freeing time or resources for other work. | A business uses data to plan inventory or coordinate operations. |
| Wider market reach | Digital services can connect businesses and workers to customers beyond their immediate area. | A small firm sells online or a worker provides services remotely. |
| New products and services | Technology can make new ways of delivering a service or meeting demand possible. | A service is offered through a digital platform rather than only in person. |
| New and changing tasks | Automation takes over some tasks, while technology creates or expands others that need human judgment, coordination, or technical knowledge. | Workers use digital tools to analyze information, solve problems, and communicate with customers. |
These are mechanisms, not promises that adopting a tool will make a particular firm successful or guarantee an individual a job. The OECD’s 2016 analysis of digital transformation found that it creates opportunities in new markets and increases employment in some existing occupations, while also exposing some workers to unemployment or lower wages (OECD report).
What kinds of work can technology create or change?
The effect is usually clearer at the task level than in a simple count of jobs. A role may include tasks that software can automate alongside tasks where human expertise remains important. Technology can also generate demand for new products, services, and supporting work. As a result, the same change may reduce demand for some tasks while increasing demand for others.
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The World Bank identifies complex problem-solving, teamwork, and adaptability as important capabilities in a changing labor market. The relevant mix depends on the occupation and local demand; technology does not make every worker’s job disappear, nor does it guarantee that more jobs will be created overall. The available evidence here does not establish a single comparable global net-job figure.
How can businesses turn technology into an opportunity?
For a business, the useful question is not simply whether a tool is new, but whether it addresses a real constraint or customer need. Digital tools can support online sales, remote coordination, data-informed decisions, and platform-based services. The World Bank’s 2019 report and WIPO’s 2026 discussion of digital technology diffusion describe how such channels can extend market access and spread technology’s effects (World Bank; WIPO).
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- Start with the task or market. Identify a bottleneck, customer need, or service that is difficult to provide now.
- Check the prerequisites. Consider connectivity, equipment, data, staff capability, and the time and cost of changing existing work.
- Plan for the work around the tool. A tool may require new processes, oversight, customer support, or complementary expertise to deliver value.
- Assess who benefits and who bears the costs. Consider effects on workers, customers, and people who lack access to the new service or training.
Adoption can widen a firm’s reach, but it is not itself evidence of growth or improved outcomes. Results depend on how the technology fits the business and whether people can use it effectively.
What skills help people benefit from technological change?
Useful preparation combines digital capability with skills that help people apply tools to real work. The OECD’s 2024 discussion of digital-age skills distinguishes foundational skills, ICT skills, and complementary skills; the ILO’s 2026 analysis emphasizes that the useful mix varies by local labor demand and occupation (OECD; ILO).
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- Build foundations: digital literacy and the ability to learn unfamiliar tools.
- Develop job-specific technical skills: focus on tools and workflows relevant to the work available in your field and area.
- Strengthen complementary abilities: problem-solving, communication, teamwork, and adaptability can help people work effectively alongside technology.
- Keep learning as tasks change: reskilling is an ongoing process, not a one-time credential.
A course can build knowledge, but it cannot guarantee employment. Check which skills local employers or clients actually seek, and connect learning to practical tasks where possible.
Who gets access to the new opportunities?
Access to infrastructure, training, suitable tools, and support influences who can use technology to reach markets or improve work. WIPO’s 2026 report describes expanded market access alongside unevenly distributed gains from digital technology diffusion. Unequal access can therefore mean that opportunities grow while some people and businesses are less able to take part.
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For scale, Eurostat’s 2026 digitalisation publication reports that 20% of businesses in the European Union used AI technologies in 2025, while 40% of EU citizens lacked basic or above-basic digital skills that year (European Commission / Eurostat). These are EU-specific measures: the business figure describes technology use, and the skills figure describes citizens’ digital skills. Neither measures global adoption or the number of jobs created.
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Look beyond whether a tool is available or being adopted. A practical assessment asks:
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- Which tasks does it automate, and which does it augment or create?
- Does it improve productivity, service, or access to a market in a meaningful way?
- Who can access the technology and the training needed to use it?
- What skills and learning time are required, and are those skills in demand locally?
- Who captures the gains, and who bears transition costs such as reduced hours, job loss, or retraining?
- Does the change improve or undermine job quality, worker protections, and service access?
These questions matter because employers’ forecasts of change are not the same as observed outcomes. In its 2025 Future of Jobs Survey, the World Economic Forum reported that 60% of surveyed employers expected broadening digital access to transform their business, and 86% expected AI and information-processing technologies to do so by 2030 (WEF report). These are expectations about the future, not measured transformation rates or estimates of net job creation.
Technology can expand what people and businesses are able to do, but opportunity is not automatic or evenly shared. The strongest outcomes depend on matching tools to real needs, developing complementary skills, widening access, and managing the costs of transition.
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