The LearningNext campaign is all about recognising that learning never stops, and that developing new skills and capabilities is something that should last a lifetime
We want to challenge the myth that qualifications and learning are limited to schools and universities, and demonstrate that whether you are a learner, employer, policymaker, or training provider, we all have a part to play in getting learning at the heart of what we do.
30 January 2019
We’re calling on people all over the world to share what they are #LearningNext, and demonstrate that they know there is always more to learn, always more to discover, always more to master.
If people from every walk of life hold their hands up and show how proud they are to learn, and if it inspires just one person to focus on their own development or one business to take another look at their training programmes, we’ll have done a world of good in getting people ready for the future – whatever it looks like.
Why we need to change
Over the past 140 years, City & Guilds has worked closely with businesses of all sizes and sectors, and with people who are just starting out in their employment through to those who are at the top of their professions. We focus on equipping workforces with the right combination of skills that will help people into a career, that they can develop as they progress in the workplace and as the world around them evolves.
We are in a rapidly evolving socioeconomic climate, and the nature of work is continually changing. An increase in technology and automation is impacting the way we work and the jobs that we do, as well as the way we learn and the demographics that make up the workforce. In this environment, we know that the skills needed today may not be the skills needed tomorrow, and that it’s not always easy to manage the seemingly competing priorities of fulfilling the needs of a job today, with getting equipped with the capabilities to thrive in jobs of the future.
Overcoming the barriers to learning
We explored the current perceptions of lifelong learning, and how we could shift the perceptions and emphasis put onto training, amongst individuals, organisations, and economies. We uncovered a number of challenges preventing people from learning more – everything from lack of time to lack of investment to lack of feedback – and this is something we want to change.
Britain faces skills gaps crisis as employers fail to develop their entire workforces
A third of workers in Great Britain – and almost half of those aged 55 and over – did not learn any new workplace skills last year.
Our research reveals that British workers are being denied critical opportunities to up-skill for the future.
The research – carried out amongst 2,000 full and part-time workers in Great Britain in partnership with YouGov and launched as part of celebrations to mark the City & Guilds 140th anniversary year – highlights that 76% of the workforce believe it is important to continuously update their workplace skills regardless of age or career stage.
However, less than half (46%) are getting enough help and support from their employer to develop the workplace skills they need.
The findings go on to show that while 81% of workers believe the skills they need to do their job will change over the next five years, a quarter (24%) are not getting sufficient feedback from their managers on the skills they should be learning.
Chris Jones, City & Guilds Chief Executive, commented: “With Brexit uncertainty overshadowing the economy and a burgeoning skills crisis, skills development has never been higher on the agenda. At a time of rapid technological change, the skills used by today’s workforce are becoming obsolete quicker than ever before and there is a clear need for continued Investment In learning. Skills gaps are a stark reality and employers have a responsibility to enable critical training for their entire workforce, from graduate entrants through to senior leadership.”
According to the findings, the issue appears to be even more acute amongst certain groups within the workforce. Older workers are much less likely to receive workplace training than their younger counterparts and have less appetite to learn new skills: almost half (48%) of those aged 55 and over did not learn any new workplace skills last year.
Those working part-time are also less likely to receive workplace training, with 42% reporting not having learnt a new skill in the last year.
Jones continued: “As working lives get longer and the age of the workforce Increases, now is the time for employers to prioritise up-skilling and re-skilling people at all ages and stages within their current workforce and to recognise the value and potential of every employee. However, our data clearly shows that people aren’t receiving enough employer support to develop the skills they need today, let alone those they may need over the next five years.”
When looking at the barriers to learning new workplace skills, taking time away from the day job is viewed as the biggest blocker (42%); followed by a lack of investment in training and development by employers (29%) and a lack of personal budget or funds (28%).
City & Guilds published the findings from the research in tandem with the London Guildhall event on 30th January 2019 in celebration of our 140th anniversary year.