Author: Liz Kinkead – Chair of the Organizational Development Committee /Senior Consultant – Michael Page
Michael Page presents the results of its most recent Talent Trends LATAM 2025 report, titled “Competing on Clarity”, based on a survey of 11,120 professionals in Latin America. The study analyzes key topics such as salary negotiation, emerging work models, the integration of artificial intelligence and inclusion in the workplace.
Over the past five years, workplace dynamics have changed profoundly. The pandemic accelerated a realignment of professional priorities: while a good salary and growth opportunities were long the main motivators, today factors such as flexibility, purpose and organizational culture are taking on greater weight.
Twelve months on, the conversation has evolved: talent is in wait-and-see mode. After phenomena such as the “Great Resignation” and the rapid rise in salaries, the market is now showing a pause. Decisions to change jobs are being postponed, and highly qualified profiles are scarcer and harder to attract.
Among the report’s main findings is the perception of a pay gap: 1 in 3 Panamanians believes this difference persists, especially at the most senior levels within organizations.
The disparity in perception by gender is striking: while 48% of women believe a pay gap exists, only 16% of men acknowledge it. This difference points to the need for greater transparency in negotiations, since reaching fair agreements is difficult without clear benchmarks.
As for work models, the hybrid arrangement has stabilized in the region: today, 45% of professionals in Latin America enjoy this benefit. In countries such as Panama, the figure rises to 45% versus 40% in 2024. Work-life balance remains one of the top priorities for talent.
In recent months, however, large multinationals have begun to implement return-to-office policies, either partial or full, which could put at risk the balance that workers value so highly. At the same time, there is a growing willingness to change jobs if flexibility conditions are affected.
This new scenario presents both advantages and challenges for organizations: moving from a hybrid model to a fully on-site one could cause disengagement among certain profiles, and even lead to resignations.
In parallel, what seemed futuristic not long ago is now part of everyday work: artificial intelligence has rapidly gained ground, especially over the past 12 months. 46% of professionals in the region say they use AI in their work, and 82% use it at least once a week, pointing to its positive effects on productivity and work quality.
Talent Trends 2025 makes clear that there is a direct connection between organizational transparency and the confidence of talent. Our findings underscore priority areas that require immediate attention: workplace flexibility, the adoption of artificial intelligence and the strengthening of organizational trust. These elements are key to attracting and retaining talent in a corporate environment that demands clear and consistent positions.
