Diego Angel-Urdinola’s Post

In times of economic transition, it's crucial for workers to develop the necessary skills to meet evolving labor demands. Quick shifts can leave current workers with outdated skills and new graduates unprepared for the market due to gaps in education programs. These skill mismatches impact employability and economic competitiveness, particularly in aging societies where older workers face longer careers and more frequent job changes without adequate upskilling opportunities. Stay ahead by understanding these challenges and preparing for the future. #skillsgaps #upskilling

100-Day Reflection on Our Collaboration with the Innovation Foundation & Halixia Over the past 100 days or so, our work with mature workers has highlighted key learnings, challenges and opportunities: 1. 👨🎓 Being on the street is real education – spending time walking in our clients’ shoes (whoever they are) gives a truly unique insight into their needs (this is me in North Manchester observing a 50+ skills fair) 2. 👂 Personal stories matter – Jean, unemployed for 6 years, is a stark reminder of the mental health toll long-term unemployment can have on mature workers. We must support their well-being alongside employability. 3. 🧩 Fragmented solutions – The employability industry is largely focused on government contracts, making it harder for mature workers to access wrap-around support that addresses their skills, mental health, and job placement needs. Those not on benefits but looking for work (~450k in the UK), miss out. 4. 🏭 Longevity Economy is a thing – tapping into the value older workers bring to the workforce as we rethink traditional retirement. 5. 💲Investment potential – The investor landscape for wrap-around solutions is promising, with opportunities for impact investment in inclusive, scalable programmes that address the needs of an ageing population. There’s so much more to do, but our fantastic team are on the right track to support mature workers back into meaningful employment. #Employability #MatureWorkers #LongevityEconomy #ImpactInvesting #FutureofWork World Economic Forum OECD - OCDE Casey Weston Kohtaro Kosugiyama Kaithline Larmigny Kirsty Smith-Neale

Over half of young workers actively review their career paths, compared to about one third of older workers. Mid-career reviews and targeted training programmes can build older workers' confidence and skills for #CareerGrowth. Find out more via OECD #OpenAccess ➡️ https://brnw.ch/21wLY7j

Your #career path should be a dynamic set of strategic choices that adapt to your opportunities and threats in the labor market and entrepreneurial journey and a personal journey that enables you to utilize your strengths while transforming weaknesses to strengths. #SWOT #Personality #Development #SMART #SMARTER

The UK is currently navigating a significant skills crisis, with gaps between workforce capabilities and industry needs growing wider, as recently highlighted in a Financial Times article (Read here: https://shorturl.at/ySuTy).     However, there is a path forward. Our analysis in "Old Skills, New Skills - What is Changing in the UK Labour Market," sheds light on the evolving skills demands in our economy. By aligning education systems with these emerging needs and prioritising reskilling and upskilling initiatives, we can better prepare our workforce for the future.   This report is a crucial resource for policymakers, educators, and businesses alike, offering a roadmap to address these challenges head-on and ensure long-term economic resilience. https://lnkd.in/eptXQQgs

I have a strong sense that this isn't too far off our South African data if we were to explore a similar research. "Previous NSC research found one-third of workers don’t have the foundational digital skills necessary to enter and thrive in today’s jobs...The report also finds that the digital skill divide disproportionately impacts workers of color, low-income individuals, and rural residents, due to historic underinvestment and structural inequities." Over the past x10 years or so, Umuzi.org has partnered with various organisations to equip in excess of 1500 young South Africans with digital skills through our employed and unemployed learnership pathways, and many graduates are now sitting in strategic roles in various established and start-up tech companies, participating in the economy and changing lives. Reskilling is such an integral part of changing the lives of young people especially in this rapidly changing tech-centric world we live in. https://lnkd.in/dftwUwRm

We know that we’re living longer, which means many people will also be working for longer. One in seven people over 65 are still employed in the UK, but we’re still seeing challenges in our labour markets. According to the ILC’s Healthy Ageing and Prevention Index, the UK’s work span is only 31.5 years, ranking the UK 47th out of 121 countries. Skills shortages driven by demographic change are hitting all sectors of the UK’s economy: by 2030, we could see a shortage of 2.6 million workers. On the other hand, if UK employment rates for those aged 50 to 64 matched the rates of those aged 35 to 49, the country’s GDP would increase by more than 5%. One way to improve work span and employment is through lifelong learning. However, in the UK, as the Learning and Work Institute’s Adult Participation in Learning survey showed, rates of learning continue to fall with age. So we’ve looked at the approaches taken to lifelong learning around the world to understand what’s different in the countries that are seen as leaders in lifelong learning - and what the UK can learn from them. In our report "Redefining Lifelong Learning: lessons from across the globe" with Phoenix Insights we consider, in depth, the approaches in Singapore, Japan, South Korea, Canada, Germany, the Netherlands and Sweden. https://lnkd.in/ezmyufgS The ILC has launched the report today thanks to the support of Shani Wilson, Patrick Thomson and Catherine Foot at Phoenix Insights, Chris Butcher WEA - Adult Learning, Within Reach, Caroline Waters OBE, Marie-Louise Kok, Leyden Academy on Vitality and Ageing; Jun Saito, Japan Centre for Economic Research, and Andrew Aitken, OECD - OCDE

Demographic shifts and the digital and green transitions require workers to continuously update their competencies. Higher education can play a key role in providing upskilling and reskilling opportunities to equip workers for evolving labour markets. Concerted efforts from governments, higher education institutions, and industry could prove instrumental in delivering targeted, high-quality training that prepares adults with the skills needed to drive innovation. What avenues can higher education systems explore to deliver sufficiently targeted, high-quality training that prepares adults for the jobs of the future? See the latest analysis from the Education and Innovation Practice Community 👉 bit.ly/3xNdhGc Roza Gyorfi, Nikolaj Broberg #EIPC #Upskilling #Reskilling #GreenJobs #DigitalTransition #Skills #Jobs #LaborMarket

🔐 Unlocking Potential: The Power of Skills Development and Lifelong Learning In today's rapidly evolving job market, skills development and lifelong learning are more crucial than ever. These initiatives have a transformative impact on individuals and communities, helping to create a more inclusive and resilient workforce. Here are a few things you need to know: 🎯 Importance of Lifelong Learning: Continual learning is vital for adapting to changing labour market demands and enhancing employment prospects. It's not just about keeping up but about staying ahead. 🎯 Tailored Skills Development Programs: Effective programs must be flexible and context-specific, addressing the unique barriers faced by different groups, including women and those in informal employment. This approach ensures that everyone has the opportunity to thrive. 🎯 Reducing Employment Deficits: Training and education play a critical role in reducing employment gaps, especially in developing countries where informal employment is widespread. Enhanced training programs can help workers transition to formal employment, providing greater job stability. 🎯 Gender Disparities in Skills and Employment: Due to household responsibilities and societal expectations, women face significant barriers to accessing training and education. Targeted training programs are essential to reducing this gap and improving women's economic outcomes. 🎯 Impact of Informal Employment on Skills Development: Informal employment often limits opportunities for skills development and lifelong learning. Workers in these sectors may have lower access to training programs, affecting their long-term career growth and earnings potential. As we reflect on these insights, let's commit to supporting skills development and lifelong learning initiatives. By investing in these areas, we can unlock individuals' potential, foster economic growth, and create more inclusive and resilient communities. ➡️ Read more: https://buff.ly/3KKI2hI #SkillsDevelopment #LifelongLearning #GenderEquality #Employment #EconomicGrowth #ILO #Empowerment #WorkforceDevelopment

Your observations highlight crucial aspects that determine the success of SkillsFuture’s focus on quality over quantity. Here’s a deeper dive into the points you’ve raised: 1. Defining "Quality" Clearly Clarity is essential to avoid "quality" becoming a buzzword. It could mean: Industry alignment: Programs should adapt dynamically to evolving industry needs, especially in high-growth sectors like AI, fintech, and green technologies. Tangible outcomes: Metrics like job placement rates, salary increments, and career advancement can offer a transparent measure of impact. Skill relevance: A robust feedback loop with industries to ensure that the skills taught remain relevant and future-proof. 2. Focusing on Outcomes, Not Optics Celebrating participation is tempting but insufficient. Impact can be tracked through: Post-training career data: Regular follow-ups to assess if participants secure better roles or wages. Employer feedback: Are they seeing measurable improvements in employee performance and productivity? Learner testimonials: Are individuals achieving their personal career goals through these programs? Outcome-oriented assessments can ensure accountability and prevent resources from being wasted on superficial metrics. 3. Co-creation with Industries Collaboration between SkillsFuture, industries, and employers can drive deeper impact by: Tailored programs: Industry leaders should co-design curriculum, ensuring it addresses real-world challenges. Work-integrated learning: Blending classroom training with internships or apprenticeships offers hands-on experience. Feedback integration: Regular industry panels to review and refine training programs. For SkillsFuture to truly empower Singapore’s workforce, this shift must not only prioritize meaningful engagement but also adapt responsively to the rapidly changing global job market. It's about building a system where lifelong learning is not just accessible but transformational.