Almost 60% of the UK’s workforce are unable to do all 20 digital tasks that the government have defined as essential for work. This is just one of the key findings in a report on the UK workforce digital skills gap [1]. And it’s a gap that extends far beyond specialist skills like coding or data science.
Introduction
The digital skills gap is one of the most pressing challenges facing today’s workforce. Put simply, this refers to the mismatch between the digital skills employees currently have and those required to perform their roles effectively in today’s technology-driven workplace. It also covers everyday competencies, from using workplace platforms effectively to embracing emerging technologies such as AI.
In the chemicals and life sciences industries, the capacity to adapt and evolve has always been essential. When it comes to digital skills, however, there are several barriers that can prevent employees from keeping pace. Addressing these barriers is crucial to ensuring a diverse and highly skilled workforce that can meet the demands of a rapidly changing sector.
Causes & Implications of the Digital Skills Gap
Several factors contribute to how the digital skills gap has become as wide as it has. Most obviously, technology is advancing so rapidly that it can be extremely hard for workforces to keep adapting to these changes. For many employees, particularly those who have already adapted to several waves of change, the expectation to continuously reskill can feel overwhelming. The COVID-19 pandemic certainly intensified this, with the immediate need for employees to be able to work from home, requiring them to quickly adapt to new technologies and work cultures.
Another contributing factor is that training programmes for new changes are often few and far between, with employees often expected to already know about the new technologies and automatically translate this into use at work. This puts those without regular exposure to digital tools at home whether due to socioeconomic background, digital awareness, or lack of opportunity, at a clear disadvantage [2].
As roles evolve alongside technology, the demand for digital expertise has become a barrier for both employers and job seekers. Companies are struggling to fill vacancies with suitable candidates, while workers without advanced digital skills are facing reduced opportunities, which is widening inequality in the workplace. Addressing this skills gap is not only required for businesses in several industries to continue to thrive, but also a matter of fairness and inclusion when it comes to hiring.
Bridging the Gap
There are several ways organisations can take a proactive approach to closing the digital skills gap. A key step is investing in high-quality training programmes that not only help employees develop the digital expertise needed for their roles but also ensure those skills are retained and applied effectively. Employers should avoid assuming that all workers naturally possess these abilities and instead implement structured learning opportunities, ultimately building confidence and capability across the workforce.
Businesses may also need to rethink how they assess their candidate requirements. Traditional qualifications, such as university degrees, often serve as unnecessary barriers that filter out capable candidates. By broadening hiring criteria and prioritising practical digital skills where necessary, companies can tap into more diverse talent pools while finding great candidates who possess the skills necessary for the modern workplace [3].
The Power of Reverse Mentoring
In a traditional workplace, mentoring is seen as older, more experienced employees passing their expertise along to the younger, less experienced members of staff. However, when it comes to the digital skills gap, reverse mentoring can be an extremely powerful tool. This type of mentoring flips the dynamic as younger employees share their expertise with older generations. This can sometimes be controversial as it can be seen as patronising or disrespectful to those with considerable years’ experience or a high level of seniority within an organisation. However, at its core reverse mentoring is about pairing the strengths of different generations to produce a workforce that is highly skilled in a number of areas[4].
For companies, embedding reverse mentoring into your training strategy can be extremely beneficial. The training programmes that do not yet exist to allow employees to upskill digitally will not be necessary if younger, sometimes more tech-savvy employees are encouraged to share their expertise with their older generation colleagues. It can equally create strong employee relationships between groups that may not otherwise interact, and boosts retention by making younger employees feel valued and influential.
Time to Rise to The Challenge
The digital skills gap is a challenge that affects employees, employers, and industries alike, but there are ways to overcome it. By investing in structured training, rethinking recruitment strategies, and embracing innovative approaches like reverse mentoring, organisations can equip their workforce with the skills needed to thrive in a rapidly evolving technological landscape.