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Digital Skills Are the New Essential: Why Technology Training Is Now Core to Workforce Strategy

By Blog, UpskillingNo Comments

In an increasingly digital economy, the ability to navigate and apply technology is no longer confined to the IT department. Across all sectors — from healthcare and education to public administration and manufacturing — digital fluency has emerged as a foundational skill. This trend, accelerated by the COVID-19 pandemic and developments in Artificial Intelligence, has fundamentally reshaped the nature of work, learning, and public service delivery.

Globally, countries are investing in digital upskilling not just to remain economically competitive, but to ensure inclusive access to the labor market. Digital skills are now widely understood to be critical for individual employability, organizational resilience, and national productivity.

Global Momentum Toward Digital Upskilling

The World Economic Forum has identified technological literacy — including the use of artificial intelligence, data analytics, and software platforms — as one of the fastest-growing global skill demands. As automation reshapes employment, the WEF estimates that while 85 million jobs may be displaced by technology by 2025, 97 million new roles will be created, many of which require digital competencies.

In response, the European Commission has set an ambitious goal: 70% of EU adults with basic digital skills by 2025, up from 56% in 2019. Singapore’s SkillsFuture program, Canada’s Future Skills Centre, and U.S. government and private sector initiatives all reflect a similar recognition of the urgency to build digital capability at scale.

Sectoral Impacts: Digital Fluency as a Cross-Cutting Priority

1. Education

The education sector underwent one of the most rapid digital transformations during the pandemic. Faculty and staff were required to adopt new technologies almost overnight. By the end of 2020, nearly 50% of faculty globally had received some form of training in online pedagogy.

As hybrid and blended learning become standard offerings, digital instructional design, learning management systems, and virtual classroom tools are becoming part of the core skill set for educators.

2. Healthcare

Digital transformation in healthcare has accelerated through telehealth adoption, electronic health records, and AI-assisted diagnostics. In the UK, the National Health Service trained thousands of nurses and physicians for redeployment into intensive care and digital service environments during the COVID-19 crisis.

Globally, health systems are now investing in IT training, digital ethics, and data protection as essential competencies for frontline workers.

3. Manufacturing

The rise of Industry 4.0 technologies — including automation, robotics, and the Internet of Things — has transformed operational roles across the manufacturing sector. A 2022 Deloitte report found that over 50% of manufacturing firms were actively training their workforce to manage new digital tools and systems.

This evolution means even traditionally non-digital roles now require baseline digital literacy and adaptability.

4. Public Sector

Governments are digitizing services at a rapid pace. In Canada, the federal government’s Digital Ambition outlines a strategy to build a digitally enabled, data-driven, user-centred public service .

Digital competencies in cybersecurity, online service delivery, and data management are now essential across federal, provincial, and municipal workforces.

COVID-19 as a Catalyst for Online Learning

The pandemic triggered an unprecedented surge in online learning. In 2020, global enrollments on Coursera more than doubled — from 44 million in 2019 to 71 million in a single year. By the end of 2021, total course enrollments reached 189 million. Employers followed suit: by 2022, 77% of organizations worldwide offered online learning options to their employees, and 25% had begun integrating AI-driven personalization into training.

This digital learning infrastructure — once considered a backup — is now central to workforce development strategy.

Digital Skills Are Foundational, Not Optional

The idea that digital skills are confined to “tech jobs” is now outdated. Evidence shows that baseline digital fluency is increasingly necessary across all occupations — from operating cloud-based systems and managing digital workflows to interpreting dashboards and ensuring cybersecurity hygiene. According to a 2021 Gallup survey, 57% of U.S. workers said they were interested in digital upskilling, with strong interest among younger workers, low-income earners, and racialized communities.

Moreover, organizations that invest in digital skills training are more likely to report increased productivity, improved innovation, and greater employee engagement — outcomes that support both private-sector performance and public-sector service delivery.

Policy and Organizational Implications

To build a digitally resilient workforce, both governments and employers must prioritize the following:

1. Workforce Digital Skills Assessments
Systematically identify gaps in digital capacity across roles and departments.

2. Expanded Access to Digital Credentials
Support the development and recognition of micro-credentials in digital fields — especially for mid-career and non-degree holders.

3. Inclusive Training Strategies
Ensure underrepresented groups — including rural populations, Indigenous communities, and older workers — have equitable access to digital upskilling opportunities.

4. Sector-Specific Approaches
Tailor digital training to the unique needs of each industry or public service domain, particularly in essential sectors like health, education, energy, and transportation.

5. Sustained Investment in Digital Learning Infrastructure
Move beyond one-time training interventions to long-term learning ecosystems, combining self-paced platforms, instructor-led training, and on-the-job learning.

Conclusion

Digital skills have become a prerequisite for participation in the modern labor market. From frontline staff to executive leadership, digital fluency is now foundational to adaptability, performance, and resilience.

As organizations and governments plan for the future of work, digital upskilling must be positioned not as a supplemental initiative, but as a core element of workforce strategy — one that ensures both economic competitiveness and equitable opportunity in an increasingly digital world.

April 1, 2025
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From One-Off Training to Lifelong Learning: The Future of Work Is Always in Session

By Blog, UpskillingNo Comments

In today’s rapidly evolving professional landscape, the concept of education confined to early career stages is becoming obsolete. Continuous learning has emerged as a critical strategy for both individuals and organizations aiming to remain competitive and innovative. This shift is driven by the accelerating pace of technological advancements, changing industry demands, and the growing recognition that ongoing skill development is essential for sustained success.

The Imperative of Continuous Learning

Continuous learning refers to the ongoing expansion of knowledge and skill sets, enabling individuals to adapt to new developments and challenges in their fields. For businesses, fostering a culture of continuous learning translates to enhanced employee performance, increased adaptability, and a stronger competitive edge. Continuous learning in the workplace can lead to expanded employee skills, improved knowledge retention, and the generation of new ideas and perspectives.

Moreover, the benefits of continuous learning extend beyond professional growth. As noted by Eastern Michigan University, engaging in ongoing education fosters personal fulfillment and confidence, empowering individuals to leverage new tools and technologies effectively.

Micro-Credentials: Tailored Pathways for Skill Acquisition

Micro-credentials have emerged as a flexible and targeted approach to lifelong learning. These certifications focus on specific competencies, allowing learners to acquire and demonstrate expertise in particular areas without committing to lengthy degree programs. According to the OECD, micro-credentials can enhance learners’ employability by providing recognition for skills that are directly applicable to the labor market. Educational institutions and organizations are increasingly adopting micro-credentials to meet the evolving needs of learners and industries.

Learning Accounts: Empowering Self-Directed Development

Learning accounts represent another innovative tool in the continuous learning paradigm. These accounts provide individuals with dedicated resources—often in the form of funding or credits—to pursue educational opportunities aligned with their career goals. By allocating resources specifically for learning, employers and governments can encourage workers to engage in ongoing skill development, thereby enhancing workforce agility and resilience.

Corporate Learning Platforms: Centralizing Knowledge and Resources

To facilitate continuous learning, many organizations are investing in corporate learning platforms. These centralized systems offer employees access to a wide range of educational materials, courses, and training programs. By leveraging such platforms, companies can ensure that their workforce remains up-to-date with industry trends and best practices. For example, Laing O’Rourke, a construction company, has adopted “bite-sized” learning modules inspired by social media platforms to enhance employee engagement and knowledge retention.

Practical Steps for Employers to Embed Continuous Learning

To cultivate a culture of continuous learning within an organization, employers can implement several strategies:

  1. Assess Learning Needs: Identify skill gaps and areas for development within the workforce to tailor learning initiatives effectively.
  2. Implement Flexible Learning Options: Offer various learning formats, such as online courses, workshops, and micro-credentials, to accommodate diverse learning preferences and schedules.
  3. Encourage Knowledge Sharing: Foster an environment where employees are motivated to share insights and expertise, promoting collaborative learning.
  4. Recognize and Reward Learning Achievements: Acknowledge employees who actively engage in continuous learning, reinforcing its value within the organizational culture.
  5. Leverage Technology: Utilize corporate learning platforms to provide easy access to educational resources and track progress.

By embedding these practices, organizations not only enhance their employees’ capabilities but also position themselves to navigate the complexities of the modern business environment successfully.

April 1, 2025
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The Global Upskilling Boom: What Canada Can Learn from Leading Nations

By Blog, UpskillingNo Comments

Over the past five years, the imperative for workforce upskilling has intensified globally. Rapid technological advancements, evolving labor market demands, and the lasting effects of the COVID-19 pandemic have prompted governments and employers worldwide to make substantial investments in skills development.

Canada has made commendable strides in this arena. However, an examination of international leaders such as Singapore, the United Kingdom, and the United States reveals strategic approaches that could inform and enhance Canada’s upskilling initiatives.

Canada’s Current Position: Solid Foundations with Opportunities for Enhancement

Canada’s commitment to workforce development is evident through federal initiatives like the Future Skills Centre and the Canada Training Credit. In fiscal year 2021, Canadian organizations invested an average of $1,006 per employee in training and development.

Despite this investment, Canada faces challenges in achieving equitable access to training. Employees in small and medium-sized enterprises (SMEs), those in rural regions, and older workers often encounter barriers to structured training opportunities.

Insights from Global Leaders in Upskilling

 

Singapore: A Comprehensive Lifelong Learning Strategy

Singapore’s SkillsFuture initiative exemplifies a holistic approach to continuous education. All citizens aged 25 and above receive SGD $500 in training credits, with subsidies covering up to 90% of course fees, depending on the individual’s income and sector. This framework ensures that training aligns with current and future job market needs

United Kingdom: Institutionalizing Employer Investment

The UK’s Apprenticeship Levy, introduced in 2017, mandates that large employers allocate 0.5% of their payroll to workforce training. This policy establishes a consistent funding stream for upskilling initiatives. Complementing this, the Lifetime Skills Guarantee offers fully funded courses to adults lacking post-secondary education, with a focus on digital and green skills.

United States: Private Sector Leadership in Training

In the U.S., major corporations have spearheaded upskilling efforts:

  • Amazon has pledged $1.2 billion to retrain 100,000 employees for higher-skilled roles by 2025.
  • PwC has initiated a $3 billion program to enhance the digital proficiency of its global workforce.
  • Government initiatives complement these corporate efforts. For instance, the Good Jobs Challenge has invested over $500 million in local training partnerships to bolster workforce capabilities.

Strategic Recommendations for Canada

 

1. Increase Per-Employee Training Investment

To remain competitive, Canada should consider policies that encourage higher training expenditures, such as tax incentives or matching grants for employers.

2. Enhance Accessibility for Underrepresented Groups

Implementing targeted programs to support SMEs, rural workers, and older employees can help democratize access to training opportunities.

3. Align Training with Industry Demands

Developing sector-specific training frameworks, akin to Singapore’s model, can ensure that skill development is responsive to evolving market needs.

4. Promote Recognition of Micro-Credentials

Establishing a standardized system for recognizing short-term, stackable credentials can facilitate continuous learning and skill validation.

5. Foster Public-Private Partnerships
Encouraging collaboration between government bodies and private enterprises can lead to innovative training solutions and shared investment in workforce development.

Conclusion

Canada stands at a pivotal juncture in workforce development. By drawing inspiration from successful international models and tailoring strategies to its unique context, Canada can cultivate a resilient, future-ready workforce poised to navigate the complexities of the modern economy.

April 1, 2025
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Canada’s Productivity Plunge: Time to Upskill Canadians

By BlogNo Comments

Understanding Labour Productivity

Judging by recent headlines there are cries of concern over the fact that Canada’s labour productivity has stalled over the past eighteen months. But statistics released by the Organization for Economic Cooperation and Development (OECD) indicate Canada’s labour productivity growth has been lagging behind the United States and other G7 countries since at least the the 1980’s.

What is labour productivity and why should Canadians be concerned? Labour productivity is a broad measure of real gross domestic product (GDP) by hours worked across the economy. According to economists the measure is a key indicator of whether quality of life in Canada is improving or not. In the words of Pedro Antunes, chief economist at the Conference Board of Canada: “What it really boils down to is a sense that if we are able to generate more income with each hour worked, then we’re better off for it.”

The Complexity of Canada’s Productivity Problem

According to BMO chief economist Doug Porter the issue is complex and there’s no easy solution for Canada’s productivity problem: “If there was a straightforward formula to dealing with Canada’s perennial productivity problem, it would have been long since unleashed.”

Immigration and Productivity

One of the foremost ways Canada’s policy makers have tried to address this problem has been to import new workers to sustain output. But the majority of these same new workers end up employed in the least productive sectors of the economy- retail, food and accommodation, rather than filling growing skills gaps. As evidence, a recent Statistics Canada report cited the fact that nearly 60 percent of Canadians working in the growing food delivery and ridesharing sector are landed immigrants. With a greater investment in skills training and development these workers could work in jobs in demand and with higher productivity.

Enhancing Skills Training for Adults

As part of turning this slide in productivity around, the OECD says Canada needs to take a look at its current adult learning system and questions whether it is ‘well equipped to deal with the pressing challenges associated with changing demand for skills.’ Not only new workers could benefit from enhanced skills training and development but also workers currently in the labour force whose careers have stalled or whose skills have become obsolete due to technological change and automation. The OECD suggests that ‘Canada’s adult learning system should equip adults with the foundational skills needed to weather evolving changes in skills demand including, social skills, verbal, reasoning and quantitative abilities’.

We need to help workers become more productive by providing upskilling opportunities to respond to growing skills gaps that are hampering economic growth. The OECD points to a key challenge being how to engage older and low-skilled workers who traditionally have low access to adult learning opportunities. The answer they say lies in ‘a sharper focus on flexibility, guidance, financing and the impact of training’.

A Call to Prioritize Skills Training

While not the only solution to our plunging productivity woes, a long overdue examination of our skills training system and our investment in training by both public bodies and industry are both attainable and in the long-term, beneficial to economic growth and wellbeing.

It is evident that to date our skills training efforts have not improved labour productivity. In fact our current approach may actually be impeding it. If we are to heed the guidance of the OECD and other economic experts we need to shift and accelerate our skills training efforts. We need to embrace the fact that our collective skills development efforts represent a single dynamic ecosystem. This requires collaborating and acknowledging that no single entity alone can address the multi-faceted challenges we face. We should be striving to create a shared approach that emphasises skills development and work-integrated learning and maximize the synergies that exist between formal education, on-the-job training and retraining opportunities.

By making skills development a higher priority, integrating real-world application of skills, and re-thinking our credentialing systems we can enhance and accelerate our efforts to address shifting demographics, labour markets and skills gaps to drive economic growth and productivity as well as enhance social inclusion.

June 25, 2024
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How Do We Build a Skills Ecosystem for a Future Economy?

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Embrace the Concept of a Skills Ecosystem

The first step to building a resilient skills training system in Canada is to embrace the concept that all our collective skills training endeavours comprise a skills ecosystem, that is a dynamic and interconnected framework that encompasses the efforts of industry, government, higher education executives, and economic development policymakers as they relate to skills development. The purpose of this interdependent and interconnected system is to cultivate, develop, and harness the diverse range of skills needed to thrive in a changing economic landscape. The defining characteristics of a healthy skills ecosystem are collaboration, innovation, and an unwavering commitment to lifelong learning.

Addressing Global Workforce Development Challenges

Canada is just part of a global economy facing daunting challenges related to navigating the complexities of workforce development, economic growth and advancement of society. Fundamental to achieving our collective economic and societal goals is building and supporting a skilled workforce. If we are to successfully address the challenges presented by shifting labour markets and bridge existing and emerging skills gaps we will need to rethink our approach to and support for skills development, that is our skills ecosystem.

The Importance of Collaboration

By recognizing that our collective skills development efforts are a single dynamic ecosystem we emphasize not only the importance of skills development but also the interconnectedness of its various stakeholders. This includes industry leaders and government bodies – from the policy developers to the higher education executives.

The success of our collective endeavours rests on our commitment to collaboration. In order to create and sustain a robust skills ecosystem, we must first acknowledge that no single entity alone can address the multifaceted challenges we face. State agencies, industries, individual firms, and educational institutions must come together and pool their diverse and substantial resources, expertise, and insights. This shared approach will ensure that skills development efforts are not only aligned with the needs of the economy but also tailored to the specific requirements of society, industry, and region.

Work-Integrated Learning and Lifelong Learning

These collaborative efforts need to be supported by an approach that emphasises skills development and work-integrated learning, and by adopting an integrated model recognizing the importance of lifelong learning and the synergy between formal education, on-the-job training, and retraining opportunities.

Work-integrated learning initiatives, such as cooperative education programs and partnerships with industry leaders, serve as the vital bridges between theoretical knowledge and practical application. By providing high quality work-based learning opportunities, we enhance students’ employability and equip them with the skills necessary to navigate real-world challenges.

Aligning with Future Economic Growth

It is paramount that our skills development initiatives be aligned with future economic growth. Effective workforce planning and development are essential for shaping the economic trajectory of regions and industries. A skilled workforce not only drives economic stability and innovation but also fosters greater social cohesion. By enhancing regional and sectoral understanding of the current workforce landscape and anticipating future needs, we can help focus our efforts on areas for growth and development.

A Skills-First Approach to Hiring and Talent Development

Realizing the full potential of our skills ecosystem calls for a transition to a skills-first approach in hiring and talent development. This paradigm shift puts a greater priority on competencies rather than formal qualifications. It is a much more democratic approach to ensuring broader access to employment opportunities and to increasing labour market efficiency. Implementing this approach requires close collaboration between CEOs, policymakers, and HR teams.

The Role of Higher Education Institutions

Higher education institutions (HEIs) also play a pivotal role in this ecosystem by integrating real-world application of skills into their curriculums. By providing work-based learning opportunities, co-developing curriculum and forging new partnerships with industry leaders, HEIs enhance students’ job readiness and career prospects. Strong social ties among students, faculty, and employers enable easily navigable pathways for students’ careers, making sure they are equipped with the latest skills demanded by the market.

Successfully navigating the changing nature of work also requires a ‘credentials rethink’ within higher education. Micro credentials are just one possible enhancement. They offer a flexible and diverse approach to upskilling and training and they can align with the needs of both learners and employers. HEIs also need to develop transparent standards and assessments that validate competency-based skills as a means of paving the way for alternate degree pathways that cater to the demands of the labor market

Collaboration is Key

Collaboration among industry executives, government officials, policymakers, and higher education executives is not just desirable – it is indispensable. Building a resilient and adaptable skills ecosystem is not only possible through strategic planning and increased investment in training and upskilling our workforce – it is imperative.

June 18, 2024
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Micro-Credentials: A Strategic Approach to Modern Education

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In the face of unprecedented changes in the workforce, education systems must evolve to provide relevant, agile, and accessible training. Micro-credentials have emerged as a key strategy in this evolution, offering a flexible and targeted approach to skill development. The collaboration between industry and post-secondary institutions in crafting these credentials ensures they meet the highest standards of quality and relevance.

The imperative for continuous upskilling is evident as technological advancements reshape the economic landscape. Vulnerable groups, including young workers, low-wage part-time employees, women, immigrants, and Indigenous youth, are particularly affected by these changes. Governments and educational bodies are increasingly adopting micro-credentials to address these needs effectively.

Countries such as Australia, New Zealand, and members of the European Union have made significant strides in incorporating micro-credentials into their education systems. Reports from organizations like the World Economic Forum, OECD, and Future Skills Council highlight the necessity for adaptive education ecosystems that can respond to the shifting demands of the workforce.

The interest of the private sector in micro-credentials further underscores their potential. Studies from RBC and the Business Council of Alberta demonstrate the economic advantages of upskilling and stress the importance of partnerships between industry, education institutions, and government. Learners today encounter numerous obstacles, including limited access to education, inflexible programs, and rising costs. Micro-credentials offer a pathway to relevant, flexible, and career-enhancing education and training.

Governments recognize the need for diverse and inclusive learning paths to support a broad spectrum of students. Micro-credentials provide opportunities for targeted skill development, enhancing the adaptability and inclusiveness of education. By integrating global best practices and adapting them to local contexts, we can effectively implement micro-credentials, ensuring they fulfill the needs of both learners and the workforce in a dynamic economic environment.

June 12, 2024
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The Imperative of Up – Upskilling Action Plan for Canada
Part 3 of a 3 part series

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As a means to effectively address Canada’s growing need for upskilling, we support the development of an all encompassing and robust skills ecosystem, one that is built on ongoing collaboration among all learning providers (including public and private post-secondary institutions, union training systems, and corporate training programs), learners, and employers. This dynamic ecosystem will serve as a framework for aligning the training our education system offers with the evolving needs of the job market and for promoting continuous skills development for our whole workforce.

A Skills-First Approach to Learning

We need to emphasize learning that is directly applicable to specific jobs or industries. The focus of our upskilling and reskilling initiatives should be to equip workers with the competencies they’ll need to thrive in their chosen field. By emphasizing practical skills acquisition we can help ensure that learners are better prepared to meet the demands of the modern workplace.

The success of this skills ecosystem relies on four key pillars: applied learning experiences, customized and flexible learning, competency-based assessment and recognition, and high quality data.

Applied Learning Experiences

Applied learning experiences are the key to complementing theoretical knowledge with practical application. Applied learning encompasses work-integrated learning, cooperative education programs, and on-the-job training. By immersing learners in real-world settings, their experiences will enable them to apply their skills in authentic contexts, which in turn will enhance both their employability and readiness for the workforce.

Customized and Flexible Learning

An effective skills and training system must recognize and address the reality that individuals have diverse learning needs and preferences. By offering customized and flexible learning pathways, just-in-time learning, online learning modules, hybrid learning formats, and skill-based learning units we can better serve individual learners’ schedules, preferences, and skill gaps. This approach promotes a high degree of engagement and helps to ensure that learning experiences are tailored to meet the specific needs of learners and employers alike.

Competency-Based Assessment and Recognition

Competency-based assessment and recognition mechanisms are an essential component of effectively validating the competencies learners acquire through a wide variety of learning initiatives. By using micro-credentials, badges, and industry certificates learners and employers are provided with tangible evidence of an individual’s skills and accomplishments. Such credentials can enhance not only a learner’s credibility their marketability. Aligning assessment practices with industry standards ensures that learners’ achievements are recognized and valued by employers.

High Quality Data

High-quality data is crucial in the skills ecosystem as it ensures that decisions regarding curriculum development, resource allocation, and policy-making are based on accurate and reliable information. Using detailed and precise data to report and monitor student outcomes enables educators and employers to identify trends, gaps, and successes, facilitating targeted interventions and improvements. Furthermore, it supports a transparent and accountable framework where progress and challenges within the ecosystem can be effectively communicated, enhancing continuous improvement and trust.

Through expanded initiatives to: foster ongoing collaboration among learning providers, learners, and employers; embrace the principles of skills-first learning, applied learning experiences, customized and flexible learning; and by adopting competency-based assessment and recognition, Canada can build and sustain a resilient skills ecosystem, one that will help meet the evolving needs of its workforce and drive sustainable economic growth and prosperity.

May 6, 2024
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The Imperative of Up – Upskills Lessons from Abroad
Part 2 of a 3 part series

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The global need for up-skilling and re-skilling

Our global economy is a rapidly evolving one and there has never been a more pressing need for up-skilling and re-skilling programs. As industries undergo transformative changes driven by technological advancements and globalization, it has become ever more essential for individuals to continually expand and enhance their skill sets in order to remain competitive in the workforce. These programs empower workers to adapt to the shifting demands of the job market and contribute to enhanced productivity and economic growth at the national level.

International success stories

Internationally, countries such as Ireland and Singapore have long recognized the critical importance of investing in up-skilling and re-skilling initiatives as a means of bolstering their countries’ economic competitiveness. As one example, Ireland’s government has implemented the Skillnet Ireland program, promoting and offering a wide range of up- skilling and re-skilling courses specifically tailored to the needs of their industries. By creating strategic partnerships with industry associations and educational institutions, Skillnet Ireland has been able to provide accessible and relevant training opportunities that will ensure their workforce is equipped with the necessary skills to succeed in a modern economy.

Similarly, Singapore has launched the SkillsFuture initiative, aimed at empowering their workers to develop their skills over the entire course of their working lives. By providing subsidies and support for training programs, SkillsFuture enables Singaporean workers to maintain relevant skills and be prepared to adapt to a rapidly changing job market.

Upskilling in a Canadian context

In the Canadian context, there have been some commendable efforts to promote up-skilling and re-skilling, but there exists a need for expanded strategic investment and a strengthened commitment to collaboration between public and private sectors. This is essential if we are to ensure Canadian workers are equipped with the evolving skills and workplace competencies they’ll need to thrive in our evolving economy. It will be through fostering a culture of lifelong learning and providing accessible, high-quality training opportunities, that Canada can harness the full potential of its workforce, and drive sustainable economic growth that provides prosperity for all.

This is part 2 of a 3 part series. Click here to read part 1: “The need for Upskilling in Canada“.

April 30, 2024
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The Imperative of Up – The need for Upskilling in Canada
Part 1 of a 3 part series

By UpskillingNo Comments

Increased investments in providing upskilling and further training opportunities for Canadian workers are not just a matter of choice. The reality of today’s shifting economy and workplace make them a strategic imperative if we hope to sustain economic growth and ensure our competitiveness in the global marketplace. There are three compelling reasons why Canada should prioritize such investments.

Individual Empowerment

Firstly, upskilling and further training can empower individuals enabling them to better adapt to the rapidly evolving demands of the modern workplace. Technological advancements and automation are reshaping industries at an unprecedented pace. Expanding opportunities for workers to acquire new skills and knowledge, will help Canadian companies and industries by ensuring our workforce is agile, resilient, and capable of meeting tomorrow’s challenges. Adaptability both enhances employability and fosters innovation and productivity, driving overall economic growth.

Social Inclusion and Equality

Secondly, upskilling and further training promote social inclusion and reduce inequalities. Equitable access to quality education and training is a cornerstone of socioeconomic advancement.  Strategic investments in the continuous development of their workforce, enables countries to create pathways for upward mobility and economic empowerment for their citizens. This is especially true for individuals from marginalized communities and disadvantaged backgrounds. Expanding training opportunities benefits individuals and families and also strengthens social cohesion and promotes a more equitable society.

Economic Prosperity and Competitiveness

Finally, upskilling and further training contribute to long-term economic prosperity and competitiveness. A skilled workforce is a key driver of innovation, productivity, and economic resilience. By investing in human capital development, countries will attract investment, stimulate entrepreneurship, and foster increased industry growth. By creating a highly skilled workforce a country also contributes to its global competitiveness, enabling it to position itself as a hub for talent, innovation, and high-value-added industries. In this increasingly interconnected world, those countries that prioritize upskilling and further training will be better positioned to thrive in the knowledge-based economy of the 21st century.

Investing in Canadians’ upskilling and further training is both a wise investment in human capital and a strategic imperative as we seek to secure our future prosperity and competitiveness. It is by empowering individuals, promoting social inclusion, and driving economic growth through expanded investments in workforce training that we will lay the foundation for a more resilient,  innovative, and prosperous society. It is well past the time for countries like Canada to recognize and prioritize upskilling and further training as one of the fundamental pillars of their economic and social development agendas.

April 17, 2024
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