Latest news with #skillsgap
Forbes
4 days ago
- Business
- Forbes
Bridging The Global Skills Gap: The Power Of Cross-Sector Partnerships
Jay Garcia | Expert in global tech education and strategic partnerships, specializing in cybersecurity, data analytics and higher education. In a rapidly evolving digital economy, the widening skills gap presents one of the most critical challenges to sustainable economic growth, workforce development and national security. Technology is advancing faster than traditional education systems can adapt, leaving industries, especially in fields like cybersecurity, data analytics and AI, struggling to find qualified talent. Solving this issue requires more than curriculum updates or internal training programs; it demands bold, intentional partnerships between academia, industry, government, the military and nonprofit organizations. The Growing Urgency Of The Skills Gap Recent global reports indicate that millions of jobs are going unfilled due to a lack of qualified candidates with the right technical and soft skills. According to ISC2, in cybersecurity alone, there is a projected shortfall of nearly 4.8 million professionals worldwide. Meanwhile, data analytics and artificial intelligence roles are increasing across every sector, from healthcare and finance to logistics and public service. The reality is clear: No single corporation or institution can solve this problem alone. It will take unified collaboration across sectors to design, build and scale talent development pipelines that are inclusive, agile and aligned with industry needs. The Role Of Global Partnerships Cross-sector partnerships offer a scalable solution to this challenge. By combining the strengths of academia (curriculum design and credentialing), industry (real-world tools, certifications and trends), government (policy and funding), military (discipline and leadership talent) and nonprofits (community access and support), we can accelerate the development of future-ready talent pipelines. These collaborations allow for: • Curriculum alignment with in-demand skills and technologies. • Access to industry tools and certifications from platforms like Alteryx, Tableau, UiPath, Fortinet, Palo Alto, Cisco and AWS. (Disclosure: I have previously worked for both Fortinet and Alteryx and partnered with the other companies listed during those employment terms.) • Experiential learning through internships, capstone projects and apprenticeships. • Upskilling and reskilling initiatives for transitioning military personnel and underserved communities. • Policy advocacy and funding that supports long-term systemic change. Commitment To Building Bridges Over the past 10 years, I've had the privilege of working at the intersection of these sectors while leading workforce development and education initiatives for some of the world's leading cybersecurity and data analytics companies. From spearheading veteran and K-16 upskilling initiatives to forming partnerships with over 400 universities across the globe, I've witnessed firsthand the impact that strategic partnerships can have on bridging the skills gap. One of my proudest accomplishments has been collaborating with higher education institutions, nonprofit organizations and global employers to design talent creation initiatives that not only fill jobs but also build careers. Whether working with the military community to transition service members and military spouses into cybersecurity roles or partnering with regional governments to bring analytics education into public institutions, the mission remains the same: to create equitable pathways into high-demand careers. How To Optimize Partnerships Now more than ever, we need bold leadership and visionary collaboration. The skills gap is too complex to be solved by any single entity. True progress requires cross-sector partnerships. Here's how each sector can work together to drive meaningful change and maximize impact: Industry can take several proactive steps to partner with academia, the military/government and nonprofits. Here's a breakdown: • With Academia: Collaborate on designing relevant, future-focused courses aligned with real-world job requirements and help educators stay current by offering training, certifications and access to emerging technologies. • With The Military: Partner with transition assistance programs to offer direct pathways into industry roles for veterans and military spouses, and create programs that map military skills to civilian job roles, especially in tech, logistics, leadership and cybersecurity. • With Nonprofits: Fund and support nonprofits that provide training to underserved populations, including at-risk youth, women and communities of color, and join forces to launch regional or national workforce development initiatives focused on in-demand industries. Solving the skills gap isn't about checking a box; it's about building an ecosystem where everyone has a seat at the table and everyone has a path to success. I've spent the past decade building these types of partnerships, especially in the military, cybersecurity, analytics and education sectors. The results? Life-changing opportunities for thousands of learners and highly capable talent for forward-thinking companies. Let's keep building that table together. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
Fast Company
24-07-2025
- Business
- Fast Company
Looking to retain top talent? Invest in employee education
The term 'skills gap' gained prominence in recent decades. Today, many business leaders are still struggling to keep pace with the skills their organization needs to remain competitive. The 2025 LinkedIn Learning Survey found that 49% of learning and talent development professionals agree their executives 'are concerned that employees do not have the right skills to execute [their] business strategy.' At the same time, half of full-time employees in the U.S. are concerned about gaining the skills they need to advance at their current job, according to a 2024 Workforce Survey commissioned by Strategic Education, Inc. The same survey found that 91% of U.S.-based full-time employees believe employers should invest in employees' continued education, up 8 percentage points from 2022 (83%). HOW EDUCATION BENEFITS CAN BRIDGE THE GAP Subscribe to the Daily newsletter. Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters Promoting career advancement through education can be a powerful retention tool that signals to your employees you are invested in their advancement in the organization. Specifically, tuition benefits, in which an employer pays for all or part of an employee's tuition, can help reinforce a message of trust: We believe in your ability to independently excel in a program that is right for you. This investment is also a partnership that, when designed effectively, should mutually benefit both the employer and the employee. In our experience, Strategic Education Inc. has found that the most effective education investments balance the skills gaps within the organization with the upskilling desires of the employee. Here is what they have in common: 1. THEY ALIGN WITH BUSINESS OBJECTIVES Whether it's transferable skills such as communication and technology or more specific credentials or degrees, a strategically built-out tuition benefits program can help prioritize and promote degree and non-degree programs that align with business objectives. At the same time, these programs still give employees the flexibility to select the specific type of program that is right for them. For example, an employer may decide they need to build a pipeline of employees with strong technology skills. They may incentivize enrollment in specific technology programs but allow employees to select among several program options, such as cybersecurity, data analytics, and software development. 2. THEY OFFER MULTIPLE PATHWAYS advertisement As working adults, employees often need the autonomy and flexibility to choose how they pursue an education. Successful tuition programs offer multiple pathways, or educational programs and providers, to earn a degree or certificate and give employees the flexibility to take courses on a schedule that works for them. For those employees who may not have completed a college degree or may need general education requirements, alternative pathways may also be offered. For example, Sophia Learning, an online, on-demand, self-paced learning platform, provides college-level courses that are ACE-recommended for college credit (full disclosure: Sophia Learning is a subsidiary of Strategic Education, Inc.). 3. THEY PROVIDE ENCOURAGEMENT AND SUPPORT Working adults have likely been away from the classroom for quite some time. Successful programs support these learners as they transition into their academic careers. Employers should look for an education benefits provider with dedicated success coaches and tutors who support success through the transition and check in often to provide encouragement and reminders of how continued education can impact their role with the organization. Remember to communicate about the tuition assistance benefit regularly so employees know how they can fully take advantage of it. A NEW ERA OF LEARNING Central to any strong partnership is the ability to meet the needs of both parties. By aligning around business objectives and offering employees multiple pathways and support, business leaders can create powerful, long-lasting partnerships that advance the organization. As workforce needs continue to evolve, it is probably safe to assume that concerns about 'skills gaps' are here to stay, along with the employers' role in skill development.
Forbes
24-07-2025
- Business
- Forbes
Tech Retirement Crisis: Vulnerable Industries And What They Must Do
As seasoned tech professionals with decades of institutional knowledge approach retirement, many industries risk losing the expertise required to maintain aging systems and tools. These legacy technologies often power critical operations but are unfamiliar to younger tech professionals, creating a widening skills gap. The retirement of veteran tech experts is a wake-up call for industries still tethered to outdated systems—the challenge isn't just replacing those systems, but also preserving the knowledge that keeps them running. Below, members of Forbes Technology Council highlight the industries most at risk and share what leaders can do now to transfer essential know-how and prepare the next generation to step in with confidence. 1. Ports Ports still rely on terminal operating systems (TOS) and EDI standards from the 1980s. Young engineers face a steep learning curve with cryptic interfaces and minimal documentation. To future-proof, leaders must digitize maritime workflows using AI-integrated APIs while creating simulation labs for cross-training younger talent on legacy systems—before the sea of knowledge ebbs away. - Jagadish Gokavarapu, Wissen Infotech 2. Financial Services Financial services is one industry that relies on legacy systems younger tech professionals can't maintain. To ensure continuity as technology leaders retire, organizations must urgently modernize by migrating to the cloud, unlocking AI and attracting top talent for future growth. - Chetan Mathur, Next Pathway Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify? 3. Automotive; Heavy Machinery Industries like automotive and heavy machinery rely on proprietary software and specialized control systems. As experienced engineers retire, there is a risk of knowledge gaps emerging. Leaders should implement mentorship programs in which older professionals share their expertise with their younger counterparts. Investing in intuitive training materials can also help bridge the generational divide. - Neel Sendas, Amazon 4. OT And Manufacturing Operational technology and manufacturing often run on legacy operating systems and hardware and rarely incorporate AI into critical workflows. While these sectors require deterministic outcomes, pairing AI models with strict guardrails—such as limiting outputs to a predefined set of approved results—can still boost efficiency and innovation without introducing undue risk to sensitive environments. - Keren Katz, Tenable 5. Corporate Banking Corporate banking risks falling behind as legacy systems outlast the talent trained to maintain them. To stay competitive, banks must modernize with interoperable cloud, SaaS and AI solutions; ensure structured knowledge transfer between generations; and foster a culture of innovation to future-proof operations, enhance compliance and meet rising customer expectations. - Alex Ford, Encompass Corporation 6. Professional Services Many professional services firms still rely on outdated tools—spreadsheets, siloed systems and tribal knowledge held by a few. Younger talent isn't trained on or drawn to these ways of working. As experts retire, firms risk losing both continuity and edge. Leaders must modernize workflows and capture knowledge in connected, accessible systems to future-proof their teams and retain their advantage. - Sarah Edwards, Kantata 7. Energy The energy sector still leans heavily on legacy SCADA systems and custom PLC setups that younger professionals rarely encounter. As veteran engineers retire, leaders should invest in cross-generational training programs and gradually modernize infrastructure—bridging knowledge gaps before they become operational risks. - Kirill Sagitov, COYTX GLOBAL LLC 9. Healthcare The healthcare industry continues to rely on legacy technology, such as EHR systems built with platforms like MUMPS, a language that is now unfamiliar to most new professionals. As experienced staff retire, younger pros lack the skills to maintain them. Leaders should prioritize mentorship, detailed documentation and phased modernization to ensure continuity and prepare for a tech-forward future. - Tannu Jiwnani, Microsoft 10. Aerospace The aerospace industry still relies on legacy systems, such as Fortran-based simulations and outdated telemetry tools. As seasoned experts retire, leaders must document key knowledge, modernize tools and build mentorship pipelines. Just as NASA blends Apollo-era wisdom with Artemis-era innovation, bridging generations ensures mission continuity and tech evolution without losing institutional memory. - Shelli Brunswick, SB Global LLC 11. Retail Retail is a prime example of an industry still dependent on legacy systems, siloed data and the deep expertise of long-tenured employees. As these experts retire, leaders should accelerate the shift to unified commerce platforms, modernize tools for frontline staff, and leverage AI for both onboarding and customer engagement to future-proof their operations. - Zornitza Stefanova, BSPK 12. Global Logistics Global logistics runs on fragile legacy EDI pipes, which younger pros rarely touch. Instead of patching, leaders should build a blockchain-backed trade graph. Pair retiring EDI experts with AI agents to translate workflows, compress the past and future-proof the industry. - Akhilesh Sharma, A3Logics Inc. 13. Utilities The utilities industry still runs on SCADA and COBOL—tools young tech talent rarely encounters. Leaders must build simulation labs for training, capture tacit knowledge digitally and layer modern APIs over core systems to ensure continuity before the grid's human backbone retires. - Mark Mahle, NetActuate, Inc. 14. Broadcast Media The broadcast media industry still runs on decades-old video playout servers, SDI hardware and proprietary codecs. As tech veterans retire, leaders must digitize tribal knowledge, modernize with IP-based workflows and train new talent through virtual production labs—before the signal fades on this critical yet aging infrastructure. - Roman Vinogradov, Improvado 15. Life Insurance The life insurance industry uses policy administration systems that need to be maintained for the lifetime of the insured (which is usually up to 40 or 50 years). The older books of business need to be migrated to modern systems to mitigate the risk of a loss of support due to retiring professionals. - Arnab Mukhopadhyay, VNS Health 16. Government Agencies Too many government agencies run COBOL systems, managing payments on half-century-old infrastructure. We can prioritize 'bridge' roles, pairing retiring experts with younger staff to transfer knowledge of both technical systems and the legal frameworks behind them. Leaders must modernize while preserving privacy protections through gradual adoption of new technologies. - Nick Hart, Data Foundation 17. Airlines The airline industry is deeply reliant on legacy reservation and operations systems built in languages like Fortran and TPF, which are unfamiliar to modern developers. Leaders should launch dual-track modernization: Pair retiring experts with junior engineers on active systems while building cloud-native replacements. Preserve tribal knowledge now or risk turbulence tomorrow. - Sandipan Biswas
Yahoo
23-07-2025
- Business
- Yahoo
Do workforce development programs bridge the skills gap? Researchers say yes.
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Workforce development programs — funded through public-private partnerships — appear to bridge the skills gap by helping companies to scale and expanding opportunities for less skilled workers, according to recent research published by the National Bureau of Economic Research. After training, organizations had longer employment growth and down-skilling in job posts, as compared to a matched control group, the researchers found. They looked at 18 states with grant subsidies for training. 'The evidence we present suggests these grants resolve a skills gap which previously prevented firms from operating at optimal scale,' the researchers wrote. 'The fact that labor inputs change post grant receipt means that these grants are not purely crowding out private sector funds.' Typically, the researchers wrote, these workforce development programs operate with explicit goals of upskilling the state's workforce, especially in transferable skills that could apply across employers. In practice, the grants are more likely to be used in competitive labor markets, particularly based on the concentration of hiring firms or market tightness. In addition, the grants seem to be disproportionately allocated to larger and higher-paying firms and labor markets, as well as companies seeking to hire more skilled workers, the researchers found. Grants aren't typically used to even out prospects across neighboring markets or target emerging markets, they wrote. After receiving a training grant, companies tended to experience higher employment levels and reduce education and work experience requirements, the researchers found. Grants appeared to help companies shift to a long-term higher growth trajectory, potentially resolving specific skill shortages that blocked growth or training investments, they wrote. Notably, most organizations' training plans targeted professional skills, such as leadership and process management, which opened up recruitment for lower skilled roles post-training. This could mean that firms needed managerial skills to accomplish institutional change, and once achieved, they could focus on productivity growth through low-wage expansion, the researchers wrote. Beyond that, training focused on production-related skills, particularly pivoting employees to work with automation technology. In these cases, training likely helped with worker retention or avoided layoffs, the researchers wrote. Sign in to access your portfolio
Associated Press
21-07-2025
- Business
- Associated Press
Business Reporter: Proactive workforce planning
Investing in the agility and resilience of the future STEM workforce LONDON, UNITED KINGDOM, July 21, 2025 / / -- In an article published on Business Reporter, Timo Lehne, CEO of global STEM workforce consultancy SThree talks about the findings of the company's recent research regarding how proactive workforce planning and strategic partnerships with educators can help businesses sustain a continuous pipeline of STEM talent. The global STEM sector is facing a persistent and growing skills gap, threatening to stall progress in critical areas like AI, green energy and biotechnology. The research has also shown that even top-performing countries face structural challenges. The UK, for example, ranks eighth globally for its foundational and specialised education but is lagging behind in innovation output. Forward-looking organisations, however, are already shifting their approach. As an international STEM workforce consultancy, SThree is seeing successful companies invest not just in filling vacancies but in building adaptable, future-ready ecosystems. That involves proactive workforce planning, recognising transferable skills and embracing talent from non-traditional backgrounds such as sector switchers and self-taught developers. Industry leaders also take an active part in co-creating the talent pipeline, building strategic partnerships with universities and training providers and supporting non-traditional pathways such as bootcamps and apprenticeships while also adopting skills-based hiring models. To remain competitive in a rapidly evolving landscape, companies must invest in internal upskilling and embrace diversity too. Innovation can only flourish when businesses are built on resilient, agile teams prepared to tackle tomorrow's challenges. To learn more about how to ensure unbroken access to a pool of STEM talent, read the article. About Business Reporter Business Reporter is an award-winning company producing supplements published in The Guardian and City AM, as well as content published on Business Reporter online hubs on Business Insider Germany and Le Figaro, delivering news and analysis on issues affecting the international business community. It also hosts conferences, debates, breakfast meetings and exclusive summits. About SThree SThree is a global STEM workforce consultancy, which partners with forward-looking organisations to build the resilient, skilled STEM workforces needed for a business to thrive in a changing world. SThree partners with its clients to shape strategy, build expert teams and deliver end-to-end project solutions through its seven specialist brands. Each brand brings deep sector knowledge to high-demand fields such as life sciences, tech and engineering, energy, digital and creative and financial services. Business Reporter Press + +44 20 8349 6488 email us here Legal Disclaimer: EIN Presswire provides this news content 'as is' without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
