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Upskilling your workforce in the Era of AI

Aïda Berkla

Artificial intelligence (AI) is rapidly transforming the world of work, and with it comes the need to reskill people so that they can remain competitive in the workforce. However, it is important to approach reskilling with a DEi lens, ensuring that everyone has the opportunity to learn new skills and thrive in the AI era.

THE HISTORY

What can History teach us?

The Industrial Revolution (1760-1840)

This revolution had a profound impact on the job market and workforce. It led to the creation of new jobs in factories and other industries, but it also displaced many workers who had previously worked in agriculture or in small businesses.

The factory system led to a decline in the importance of skilled artisans and an increase in the demand for unskilled labor. This was because machines could now perform many of the tasks that were previously done by skilled artisans. As a result, many skilled artisans lost their jobs and were forced to work in factories.

The Industrial Revolution also led to a significant increase in productivity. This was due to the use of machines and new manufacturing processes. As a result, businesses were able to produce more goods with fewer workers. This led to job displacement for some workers.

The growth of industry and trade also led to the rise of new cities and the urbanization of the population. This created new opportunities for workers, but it also led to overcrowding and poverty in many cities.

Impact of the Information Revolution (1980s-present)

This revolution also had a profound impact on the job market and workforce. The Information revolution has also had a significant impact on the job market and workforce. It has led to the creation of new jobs in the computer and technology industries, but it has also displaced many workers in other industries.

The development of computers and the internet has led to the automation of many tasks that were previously done by humans. This has led to job displacement for some workers. For example, the development of self-checkout machines has led to job displacement for cashiers.

The Information Revolution has also led to the outsourcing of many jobs to countries with lower labor costs. This has led to job displacement for some workers in developed countries. For example, many call centers have been outsourced to countries such as India and the Philippines.

However, the Information Revolution has also created new jobs in the computer and technology industries. For example, the rise of the internet has led to the creation of new jobs in web development, social media marketing, and e-commerce.

5 consistent trends observed during the two last technological revolutions

  • Automation of tasks & job destruction: machines and new technologies automated many tasks that were previously done by humans. This led to job displacement for some workers.

  • Creation of new jobs: new technologies created new jobs in new industries. For example, the Industrial Revolution created new jobs in factories.

  • Changes in the nature of work: technologies changed the nature of work for many workers. For example, the Information Revolution led to the rise of the knowledge economy, which requires workers to be creative and think critically.

  • Increased productivity: technologies led to increased productivity in many industries. This was due to the ability of machines to work faster and more efficiently than humans.

  • Changes in the skillset required for employment: technologies changed the skillset required for employment in many industries. For example, the Information Revolution requires workers to have computer skills and other technical skills.

THE CHALLENGES

Why is reskilling important in the era of AI?

AI is automating many tasks that were previously done by humans, and this trend is likely to continue in the years to come. This means that workers need to be prepared to learn new skills in order to stay ahead of the curve.

According to a report by McKinsey Global Institute, AI could displace up to 800 million jobs globally by 2030. However, the report also found that AI could create up to 950 million new jobs during the same period. This means that there will be a net increase in jobs, but many of the new jobs will require different skills than the jobs that are lost.

Why is it important to have a DEI lens when reskilling?

Underrepresented groups, such as women and minorities, are already disproportionately affected by job displacement. For example, a study by the Brookings Institution found that black and Hispanic workers are more likely to be employed in jobs that are at risk of automation than white workers.

If reskilling is not done in a way that is inclusive and equitable, it is likely to exacerbate existing inequalities. For example, if reskilling programs are only available to people who can afford them, then underrepresented groups will be less likely to have the opportunity to learn new skills and thrive in the AI era.

THE WAY FORWARD

There are a number of things that can be done to reskill people with a DEi lens:

a. Be strategic and proactive:

  • Identify skill gaps and create tailored L&D plans for your workforce: this could involve conducting skills assessments, interviewing employees, and working with industry experts to identify the skills that will be most in demand in the future of work. Once the skill gaps have been identified, employers can develop tailored L&D plans to help employees develop the skills they need.

  • Widen career paths: employees should not feel like they are stuck in a rut. Employers can widen career paths by offering lateral moves, job rotations, and opportunities for employees to develop new skills and expertise. This will help employees to stay motivated and engaged in their work.

  • Recruit from underrepresented groups: underrepresented groups are often overlooked for hiring and career advancements. Employers can make a conscious effort to recruit from underrepresented groups by partnering with non-profit organizations, attending diversity and inclusion events, and offering scholarships and internships to underrepresented students.

b. Make accessible upskilling to everyone:

  • Customize training and mentoring paths for everybody, with a special focus on underrepresented groups, women and people with low incomes: not everyone learns in the same way. Employers can customize training and mentoring paths to meet the needs of individual employees. This could involve offering a variety of training formats, such as online courses, in-person workshops, and on-the-job training. Employers can also provide employees with access to mentors who can provide support and guidance as they develop new skills.

  • Move as an industry: reflect on the topic as an industry. AI is transforming the workforce across all industries. Employers need to work together to develop industry-wide standards for reskilling and upskilling. This could involve creating shared training programs, developing common skills frameworks, and sharing best practices.

  • Don't go alone: partner with consulting firms and academics to have advice and a change management approach. Employers can partner with consulting firms and academic institutions to get advice on how to reskill and upskill their workforce. Consulting firms can provide expertise in change management and training development. Academic institutions can provide research-based insights into the latest trends in AI and the workforce.

In addition to the above, it is also important to create a culture of learning safety in the workplace. This means encouraging employees to test, and learn new skills as well as providing them with the resources they need to do so. Employers can also work with employees to identify their skills gaps and develop individualized reskilling plans.

Examples of DEI-focused reskilling programs

There are several DEI-focused reskilling programs that are already underway. For example:

  • The Anita Borg Institute provides training in tech skills to women and other underrepresented groups.

  • The Code for America program TechHire provides training in tech skills to low-income adults.

These programs are just a few examples of the many DEi-focused reskilling programs that are available. By investing in reskilling programs with a DEI lens, we can ensure that everyone has the opportunity to thrive in the AI era.

Conclusion

Reskilling is essential for workers to remain competitive and employable in the AI era, but it is important to approach it with a DEI lens, ensuring that everyone has the opportunity to learn new skills and thrive.

Employers can play a leading role in reskilling their workforce by developing tailored L&D plans, widening career paths, and recruiting from underrepresented groups. They can also make upskilling more accessible by customizing training and mentoring paths to everyone’s needs, moving as an industry to develop industry-wide standards, and partnering with consulting firms and academics.

In addition, it is important to create a culture of learning safety in the workplace, where employees feel comfortable taking risks and learning from their mistakes. By investing in reskilling with a DEI lens, we can ensure that everyone has the opportunity to succeed in the AI era.

Author: Aida Berkla

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