We need to do more to connect working adults to upskilling opportunities. Here are four key ways our skills development systems need to change.
Canada’s skills development systems are still traditional in many ways, built around the expectation that the education we complete in our early lives will equip us with the skills we need for the rest of our working lives. It’s a linear way of thinking about skills – first we learn, then earn, then rest. This doesn’t align with the realities of workers who may be exiting and returning to the workforce more than once due to caregiving responsibilities, or who may need to upskill or reskill due to industry-wide layoffs, technological changes or the transition to net-zero emissions.
The most recent data shows that upskilling for working adults is beneficial but limited. A recent Statistics Canada study found that only a small proportion of laid-off workers participate in further education or training. However, those who do enrol in, and complete, short-term credentialled training (college or CEGEP certificates or diplomas) experience substantial earnings gains relative to those who don’t.
It’s clear that we need to do more to connect working adults to upskilling opportunities. Inspired by the work of skills expert Michelle R. Weise, we articulate four key ways that our skills development systems need to change:
- Better navigation: Many working adults don’t know how their skills and interests align with in-demand career paths, and what new skills they might need to develop. We have to provide working adults with the information and support they need to take ownership of their career journey.
- More financial and wraparound supports: It’s time to design programs around the needs and circumstances of working adults – understanding how they learn best, what their primary motivators are and where they may need supports like mental health counselling, transportation subsidies and childcare.
- Targeted training: In the current training marketplace, people struggle to find what they need. We need to invest in building a curated marketplace of accessible, targeted and high-quality training. And as credentials continue to flood the market, learners need support to compare programs on cost, time to complete, modality of delivery and learning outcomes to ensure they are maximizing their return on investment.
- Integration of working and learning: Waiting until workers are laid off to help them upskill is inefficient and damaging. Employers need to view talent development as a business requirement, and ensure employees have the time and resources to seamlessly combine learning and earning.
Source: Building upskilling pathways for the future – CERIC
Upskilling Pathways in Canada – Need to do more to connect working adults to opportunities
We need to do more to connect working adults to upskilling opportunities. Here are four key ways our skills development systems need to change. Canada’s skills development systems are still traditional in many ways, built around the expectation that the education we complete in our early lives will equip us with the skills we need … Continue reading
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