The AI paradox
Eight out of 10 Singapore finance professionals (81 per cent) feel confident in their ability to learn and apply AI skills, yet nearly half still fear that the technology will affect their own role, a concern that has not eased as AI adoption has accelerated. This is among the key findings of ACCA’s Global Talent Trends 2026 report, drawn from responses from over 11,000 finance professionals in 160 countries.

More than half of Singapore respondents (51 per cent) are now regularly using AI tools in their daily work. However, confidence in how AI is being used in recruitment is considerably lower: just 41 per cent said they trust AI algorithms to support fair and unbiased hiring decisions, a finding that points to a growing gap between AI's promise and the profession's confidence in how it is being governed.

The purpose gap
What may surprise some employers is the strength of purpose-driven sentiment in Singapore's finance workforce. Seventy per cent of respondents say an organisation's reputation for social and human rights issues is a key factor in deciding where to work. More than half want to pursue finance roles focused on social impact in the future, while 63 per cent are drawn to roles with an environmental remit, a figure higher than many comparable developed-market economies.

“Singapore's employers are competing for some of the most skilled finance professionals in the world,” Maurice Cheong, head, Singapore, Australia, New Zealand & Oceania, ACCA, said: “But skilled professionals have choices and, increasingly, those choices are being shaped by purpose as much as by pay. Organisations that think social impact is a nice-to-have are likely to find that the most talented people are choosing somewhere else.”

Generational friction at work
For the first time, Singapore’s workforce spans five generations simultaneously, and the data suggests that employers are struggling to manage this. More than half of Singapore respondents said their organisation faces challenges in supporting effective teamwork across different generations, well above the global average of 42 per cent. The survey identifies this as primarily an organisational design challenge, with structured mentoring, mixed-age teams and clearer communication frameworks being among the most-cited remedies.

Pay, wellbeing and the return-to-office
On pay, Singapore presents a relatively more positive picture than much of the region: 46 per cent of respondents are satisfied with their current compensation, among the higher rates in Asia Pacific. But satisfaction is not universal, 52 per cent still plan to ask for a pay rise in the next 12 months, and the pressure of living costs in one of the world's most expensive cities continues to register in the data.

Meanwhile, mental health is pressing concern: 52 per cent of Singapore's finance professionals said their mental health suffers because of work pressures, in line with the global average. The report finds a consistent relationship between poor wellbeing and higher flight risk, reinforcing the case for employer action that goes beyond surface-level wellness initiatives.Ne per cent believe that office presence positively impacts promotion prospects, a view that holds across genders and generations, although with notable variation. Nevertheless, hybrid working remains the stated preference for the majority. 

“The data from Singapore reflects a sophisticated, internationally-connected workforce that is navigating real uncertainty about technology, purpose and career progression at the same time. The employers who will retain the best people are those who take all three seriously, not just the ones that make the headlines,” added Cheong.