Who Gets Promoted to the C-Suite—and How That Has Changed Over the Decades
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Who Gets Promoted to the C-Suite—and How That Has Changed Over the Decades

Among our findings: The average age of top executives started falling after 1980. But now it’s higher than it was 40 years ago.

By PETER CAPPELLI
Wed, Jan 17, 2024 9:13amGrey Clock 5 min

Here’s the face of the new C-suite: older, with broader industry experience and increasingly female.

These are some of the most surprising findings my colleagues and I have uncovered about how C-suite leaders have changed over time. My co-researchers—Rocio Bonet and Monika Hamori—and I have been tracking the attributes of the leaders of the world’s biggest corporations, the Fortune 100, since 1980, when many of the key forces shaping business today began.

The findings, in some cases, seem to be at odds with each other. That is because many factors are pulling the business world in different directions. For instance, executives change jobs a lot more than in the past and don’t stick with one employer or industry for their entire careers. On the other hand, C-suite executives do less job hopping later in their careers after moving around a lot early on. In many ways, there is more stability in the corporate world now than we would ever imagine from the tales of intrigue within individual executive suites.

Here is a closer look at our key findings

  • The youth movement is over. Our study—which will appear in the California Management Review—found that C-suite executives are getting older. It’s a reversal of a long trend: Executives were getting younger after 1980—with the average age falling six years to 51 in 2001—but now the top leaders are back to where they were in 1980: 57 years old on average.
  • Executives are doing more job hopping. The number of different companies where executives worked, including their current job, rose each decade—to 3.3 in 2021 from 2.2 in 1980, a 50% rise. Likewise, the number of years the executives worked elsewhere before joining their current company jumped by a third, to 15 years, over that same period. As a result, more outsiders are being hired directly into executive roles. In 1980, 9% of C-suite executives fit that bill. In 2021, 26% did.
  • Executives are less likely to be lifers. The percentage of executives who spent their whole careers at one company dropped in every period in our data, especially between 2011 and 2021. Now just under 20% of executives are lifers, less than half the level in 1980 and about the same as in 1900. There is a big exception to that finding, though: legacy companies. These 17 companies—which have been in the Fortune 100 since 1980—have more than twice the percentage of lifers as the others.
  • Eventually, executives do settle down. While executives may move around more early in their careers, when they do settle on a job, they stay there longer. Average tenure in executive roles is now back up to where it was in 1980, close to four years, after falling to two years in 2001. This may have to do with tech companies: As the industry has matured, it has become more stable. (At legacy companies, though, average tenure has dipped to three years from four.)
  • They have broader experience. Executives used to get training in-house in various aspects of the business: operations, finance, logistics and so forth. It was a way for companies to train potential leaders from within, especially important since there weren’t a lot of outside hires for executive roles. Now companies are seeking people from outside who have experience in different niches, and putting them in roles that fill those niches. In 1980, the average top executive had worked in 1.4 different industries. Now that figure is 2.3.
  • Legacy companies aren’t exempt from big changes. The C-suite at legacy companies looks more traditional—that is, more like 1980—than it does at other companies. Even so, these older corporations have seen some big changes.
    First off, let’s look at the traditional side. Not only do legacy C-suites have a higher percentage of lifers, these executives get more training in-house and have less experience in other industries. At the same time, though, legacy executives have been affected by some trends that make them look different than in 1980. The executives have less tenure, as we have seen, and outsiders hired directly into executive roles went to 18% in 2021 from 1% in 1980.
  • More executives come from finance. Financial markets and investor interests took on a greater role after the 1980s, and that change is reflected in the proportion of executives with a finance background: The figure has been above 30% since 2001, up from 19% in 1980.
  • More executives have law degrees. The proportion of executives with a law degree has risen, going to 17% in 2001 from 11% in 1980, and staying near that higher level in 2021. This may be a response to increased corporate regulations like Sarbanes-Oxley and Dodd-Frank that drive the need for more legal expertise in the C-suite.
  • Business degrees aren’t as prevalent as you would think. For years, there was huge growth in M.B.A. graduates in the overall population—63% from 2001 to 2011. But the growth rate of M.B.A.s in Fortune 100 C-suites was considerably lower: just 6%. The period from 2011 to 2021 had even less upward movement. The number of M.B.A.s in the C-suite rose by just 4% over those years, as M.B.A. graduates in general rose by 8% during that time.
  • Ivies are still influential. Even as the growth rate of M.B.A.s goes down overall in the C-suite, the dominance of graduates from Ivy League business schools in the executive ranks remains strong. Ivy League M.B.A. programs represent less than 1% of all such programs in the U.S. Meanwhile, as of 2021, 35% of C-suite executives had M.B.A.s, and 23% of those got the degree in the Ivy League. That’s in the same ballpark as 2001, when 30% of C-Suite executives had M.B.A.s, and 20% of those were from Ivies.
    A couple of factors may be at play: These top jobs have become more attractive for elite graduates as executive pay has soared—and more outside hiring by companies has made it possible for M.B.A.s to make lateral moves that offer a chance at the C-suite. Previously, graduates of those elite programs disproportionately moved into higher-paying investment careers.
  • Women are landing more executive jobs. The proportion of women in Fortune 100 top executive ranks rose from roughly zero in 1980 to 12% in 2001 and 18% in 2011, by about the same percentage as the proportion of women in all management jobs. After that, the proportion of women in these top executive ranks rose to 28% of jobs in 2021—while women executives in the overall ranks of management rose to just 18% of jobs from 17%, according to the Bureau of Labor Statistics. This indicates that it did not take an increase in the pipeline of women managers to add more to the executive suite.
  • Women are also advancing quicker than men. Women executives got to executive jobs faster than their male counterparts—four years faster into their careers in 2001, slowing to 1.5 years faster in 2021.
  • Foreign-born executives have also made gains. Something similar happened with executives from outside the U.S. Until this past decade, the percentage of foreign-born people in top executive ranks—2% in 1980, for instance—had lagged behind the proportion of foreign-born people in the U.S. as a whole. Now, foreign-born people make up 15% of top executive ranks—larger than their proportion in the overall population. This increase, though, doesn’t seem to be associated with any greater globalization of top corporations: Instead, it may reflect an increase in foreign-born students in elite U.S. postgraduate programs.

Peter Cappelli is a professor of management at the Wharton School of the University of Pennsylvania and the author of “Our Least Important Asset: Why the Relentless Focus on Finance and Accounting is Bad for Business and Employees.”



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Suddenly There Aren’t Enough Babies. The Whole World Is Alarmed.

Birthrates are falling fast across countries, ​with economic, social and geopolitical ​consequences

By GREG IP, JANET ADAMY
Tue, May 14, 2024 10 min

The world is at a startling demographic milestone. Sometime soon, the global fertility rate will drop below the point needed to keep population constant. It may have already happened.

Fertility is falling almost everywhere, for women across all levels of income, education and labor-force participation. The falling birthrates come with huge implications for the way people live, how economies grow and the standings of the world’s superpowers.

In high-income nations, fertility fell below replacement in the 1970s, and took a leg down during the pandemic. It’s dropping in developing countries, too. India surpassed China as the most populous country last year, yet its fertility is now below replacement.

“The demographic winter is coming,” said Jesús Fernández-Villaverde, an economist specialising in demographics at the University of Pennsylvania.

​Many government leaders see this as a matter of national urgency. They worry about shrinking workforces , slowing economic growth and underfunded pensions; and the vitality of a society with ever-fewer children. Smaller populations come with diminished global clout, raising questions in the U.S., China and Russia about their long-term standings as superpowers.

Some demographers think the world’s population could start shrinking within four decades—one of the few times it’s happened in history.

Donald Trump , this year’s presumptive Republican presidential nominee, has called collapsing fertility a bigger threat to Western civilization than Russia. A year ago Japanese Prime Minister Fumio Kishida declared that the collapse of the country’s birthrate left it “standing on the verge of whether we can continue to function as a society.” Italian Prime Minister Giorgia Meloni has prioritized raising the country’s “demographic GDP.”

Governments have rolled out programs to stop the decline—but so far they’ve barely made a dent.

Demographic surprise

In 2017, when the global fertility rate—a snapshot of how many babies a woman is expected to have over her lifetime—was 2.5, the United Nations thought it would slip to 2.4 in the late 2020s. Yet by 2021, the U.N. concluded, it was already down to 2.3—close to what demographers consider the global replacement rate of about 2.2. The replacement rate, which keeps population stable over time, is 2.1 in rich countries, and slightly higher in developing countries, where fewer girls than boys are born and more mothers die during their childbearing years.

While the U.N. has yet to publish estimated fertility rates for 2022 and 2023, Fernández-Villaverde has produced his own estimate by supplementing U.N. projections with actual data for those years covering roughly half the world’s population. He has found that national birth registries are typically reporting births 10% to 20% below what the U.N. projected.

China reported 9 million births last year , 16% less than projected in the U.N.’s central scenario. In the U.S., 3.59 million babies were born last year, 4% less than the U.N. projected. In other countries, the undershoot is even larger: Egypt reported 17% fewer births last year. In 2022, Kenya reported 18% fewer.

Fernández-Villaverde estimates global fertility fell to between 2.1 and 2.2 last year, which he said would be below global replacement for the first time in human history. Dean Spears, a population economist at the University of Texas at Austin, said while the data isn’t good enough to know precisely when or if fertility has fallen below replacement, “we have enough evidence to be quite confident about…the crossing point not being far off.”

In 2017 the U.N. projected world population, then 7.6 billion, would keep climbing to 11.2 billion in 2100. By 2022 it had lowered and brought forward the peak to 10.4 billion in the 2080s. That, too, is likely out of date. The Institute for Health Metrics and Evaluation at the University of Washington now thinks it will peak around 9.5 billion in 2061 then start declining.

In the U.S., a short-lived pandemic baby boomlet has reversed. The total fertility rate fell to 1.62 last year, according to provisional government figures, the lowest on record .

Had fertility stayed near 2.1, where it stood in 2007, the U.S. would have welcomed an estimated 10.6 million more babies since, according to Kenneth Johnson, senior demographer at the University of New Hampshire.

In 2017, when the fertility rate was 1.8, the Census Bureau projected it would converge over the long run to 2.0. It has since revised that down to 1.5. “It has snuck up on us,” said Melissa Kearney, an economist at the University of Maryland specialising in demographics.

A second demographic transition?

Historians refer to the decline in fertility that began in the 18th century in industrialising countries as the demographic transition. As lifespans lengthened and more children survived to adulthood, the impetus for bearing more children declined. As women became better educated and joined the workforce, they delayed marriage and childbirth, resulting in fewer children.

Now, said Spears, “the big-picture fact is that birthrates are low or are falling in many diverse societies and economies.”

Some demographers see this as part of a “second demographic transition,” a society-wide reorientation toward individualism that puts less emphasis on marriage and parenthood, and makes fewer or no children more acceptable.

In the U.S., some thought at first that women were simply delaying childbirth because of lingering economic uncertainty from the 2008 financial crisis.

In research published in 2021 , the University of Maryland’s Kearney and two co-authors looked for possible explanations for the continued drop. They found that state-level differences in parental abortion notification laws, unemployment, Medicaid availability, housing costs, contraceptive usage, religiosity, child-care costs and student debt could explain almost none of the decline. “We suspect that this shift reflects broad societal changes that are hard to measure or quantify,” they conclude.

Kearney said while raising children is no more expensive than before, parents’ preferences and perceived constraints have changed: “If people have a preference for spending time building a career, on leisure, relationships outside the home, that’s more likely to come in conflict with childbearing.”

Meanwhile, time-use data show that mothers and fathers, especially those that are highly educated, spend more time with their children than in the past. “The intensity of parenting is a constraint,” Kearney said.

Erica Pittman, a 45-year-old business banker in Raleigh, N.C., said she and her husband opted to have only one child because of demands on their time, including caring for her mother, who died last year after a long battle with multiple sclerosis. Their 8-year-old son is able to participate in theatre workshops, soccer and summer camps because the couple, with a combined income of about $225,000 a year, has more time and money.

The Pittman family in Raleigh, N.C. PHOTO: ANGELA OWENS/THE WALL STREET JOURNAL

“I feel like a better mom,” Pittman said. “I feel like I can go to work—because I have a fairly demanding job—but I can also make time to volunteer at his school, be the chaperone for the field trip and do those kinds of things, because I only have one to coordinate with my schedule.”

Pittman said she only questions their decision when her son says he wishes he had a sibling to play with. In response, she and her husband, a middle-school history teacher, pick vacation destinations with a kids’ club, such as a Disney cruise, so her son can play with others his age.

‘Plugged into the global culture’

Fertility is below replacement in India even though the country is still poor and many women don’t work —factors that usually sustain fertility.

Urbanisation and the internet have given even women in traditional male-dominated villages a glimpse of societies where fewer children and a higher quality of life are the norm. “People are plugged into the global culture,” said Richard Jackson, president of the Global Aging Institute, a nonprofit research and education group.

Mae Mariyam Thomas, 38, who lives in Mumbai and runs an audio production company, said she’s opted against having children because she never felt the tug of motherhood. She sees peers struggling to meet the right person, getting married later and, in some instances, divorcing before they have kids. At least three of her friends have frozen their eggs, she said.

“I think now we live in a really different world, so I think for anyone in the world it’s tough to find a partner,” she said.

Sub-Saharan Africa once appeared resistant to the global slide in fertility, but that too is changing. The share of all women of reproductive age using modern contraception grew from 17% in 2012 to 23% in 2022, according to Family Planning 2030, an international organisation.

Mae Mariyam Thomas, at her house in Mumbai, India, has opted to not have children. PHOTO: ATUL LOKE FOR THE WALL STREET JOURNAL

Jose Rimon, a professor of public health at Johns Hopkins University, credits that to a push by national leaders in Africa which, he predicted, would drive fertility down faster than the U.N. projects.

Once a low fertility cycle kicks in, it effectively resets a society’s norms and is thus hard to break, said Jackson. “The fewer children you see your colleagues and peers and neighbours having, it changes the whole social climate,” he said.

Danielle Vermeer grew up third in a family of four children on Chicago’s North Side, where her neighbourhood was filled with Catholics of Italian, Irish and Polish descent and half her close friends had as many siblings as her or more. Her Italian-American father was one of four children who produced 14 grandchildren. Now her parents have five grandchildren, including Vermeer’s two children, ages 4 and 7.

The 35-year-old, who is the co-founder of a fashion thrifting app, said that before setting out to have children, she consulted dozens of other couples and her Catholic church and read at least eight books on the subject, including one by Pope Paul VI. She and her husband settled on two as the right number.

“The act of bringing a child into this world is an incredible responsibility,” she said.

New policies

Governments have tried to reverse the fall in fertility with pro natalist policies.

Perhaps no country has been trying longer than Japan. After fertility fell to 1.5 in the early 1990s, the government rolled out a succession of plans that included parental leave and subsidised child care. Fertility kept falling.

In 2005, Kuniko Inoguchi was appointed the country’s first minister responsible for gender equality and birthrate. The main obstacle, she declared, was money: People couldn’t afford to get married or have children. Japan made hospital maternity care free and introduced a stipend paid upon birth of the child.

Japan’s fertility rate climbed from 1.26 in 2005 to 1.45 in 2015. But then it started declining again, and in 2022 was back to 1.26.

This year, Prime Minister Fumio Kishida rolled out yet another program to increase births that extends monthly allowances to all children under 18 regardless of income, free college for families with three children, and fully paid parental leave.

Inoguchi, now a member of parliament’s upper house, said the constraint on would-be parents is no longer money, but time. She has pressed the government and businesses to adopt a four-day workweek. She said, “If you’re a government official or manager of a big corporation, you should not worry over questions of salary now, but that in 20 years time you will have no customers, no clients, no applicants to the Self-Defense Forces.”

Hungarian Prime Minister Viktor Orban has pushed one of Europe’s most ambitious natality agendas. Last year he expanded tax benefits for mothers so that women under the age of 30 who have a child are exempt from paying personal income tax for life. That’s on top of housing and child-care subsidies as well as generous maternity leaves.

Hungary’s fertility rate, though still well below replacement, has risen since 2010. But the Vienna Institute of Demography attributed this primarily to women delaying childbirth because of a debt crisis that hit around 2010. Adjusted for that, fertility has risen only slightly, it concluded.

In the U.S., while state and federal legislators have pushed to expand child-care subsidies and parental leave, they have generally not set a higher birthrate as an explicit goal. Some Republicans, though, are leaning in that direction. Last year, Trump said he backed paying out “baby bonuses” to prop up U.S. births, and GOP Arizona Senate candidate Kari Lake recently endorsed the idea.

Republican Sen. J.D. Vance of Ohio said falling fertility matters beyond the economic pressures of a smaller labor force and unfunded Social Security. “Do you live in communities where there are smiling happy children, or where people are just ageing?” he said in an interview. Lack of siblings and cousins, he said, contributes to children’s social isolation.

He’s studied potential solutions, in particular Hungary’s approach, but hasn’t seen proof of anything that works over the long term.

The Institute for Health Metrics and Evaluation found little evidence that pronatalist policies lead to sustained rebounds in fertility. A woman may get pregnant sooner to capture a baby bonus, researchers say, but likely won’t have more kids over the course of her lifetime.

Economic pressure

With no reversal in birthrates in sight, the attendant economic pressures are intensifying. Since the pandemic, labor shortages have become endemic throughout developed countries. That will only worsen in coming years as the postcrisis fall in birthrates yields an ever-shrinking inflow of young workers, placing more strain on healthcare and retirement systems.

Neil Howe , a demographer at Hedgeye Risk Management, has pointed to a recent World Bank report suggesting that worsening demographics could make this a second consecutive “lost decade” for global economic growth.

The usual prescription in advanced countries is more immigration, but that has two problems. As more countries confront stagnant population, immigration between them is a zero-sum game. Historically, host countries have sought skilled migrants who enter through formal, legal channels, but recent inflows have been predominantly unskilled migrants often entering illegally and claiming asylum.

High levels of immigration have also historically aroused political resistance, often over concerns about cultural and demographic change. A shrinking native-born population is likely to intensify such concerns. Many of the leaders keenest to raise birthrates are most resistant to immigration.

As birthrates fall, more regions and communities experience depopulation, with consequences ranging from closed schools to stagnant property values. Less selective colleges will soon struggle to fill classrooms because of the plunge in birthrates that began in 2007, said Fernández-Villaverde. Vance said rural hospitals can’t stay open because of the falling local population.

An economy with fewer children will struggle to finance pensions and healthcare for growing ranks of elderly. South Korea’s national pension fund, one of the world’s largest, is on track to be depleted by 2055. A special legislative committee recently presented several possible pension reforms, but there’s only a short window to act before the next presidential election campaign heats up.

There’s been little public pressure to act, said Sok Chul Hong, an economist at Seoul National University. “The elderly are not very interested in pension reform, and the youth are apathetic towards politics,” he said. “It is truly an ironic situation.”

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