A recent report from DeVry University and Reputation Leaders highlighted substantial upskilling barriers for many U.S. workers, particularly impacting women and people of colour. While 73% of men have access to upskilling, only 56% of women do. Furthermore, just 42% of Black, Hispanic, and Asian American/Pacific Islander workers have access to company-paid upskilling, posing significant disparities. Elise Awwad, DeVry University’s president and CEO, emphasized the need to address persistent inequities hindering access to essential career growth opportunities. Despite reports of 8 in 10 employers offering paid upskilling, only 51% of workers are estimated to use these benefits, hinting at potential bias and structural barriers.
While 55% of women deem upskilling crucial, merely 37% have used company-paid training, contributing to higher turnover rates. Family obligations and time constraints stand out as major barriers for women seeking upskilling opportunities. Interestingly, workers lacking access show high interest in utilizing such programs, particularly 80% of Black and 71% of Hispanic workers. Workplace bias and discrimination significantly impede skills development for about 37% of Black, Hispanic, and Asian American/Pacific Islander workers.
Both employers and employees acknowledge the importance of upskilling for professional success, yet only a third of workers believe employers fulfil their responsibility in this regard. Awwad stresses the urgent need for continued skills development to navigate the evolving job landscape effectively. Upskilling not only addresses skills gaps but also enhances hiring, engagement, and retention. Emphasis on soft skills like problem-solving and effective communication remains crucial in complementing technological advancements.
Workers value continuing education, correlating it with higher engagement and well-being at work. However, limited access and awareness hinder participation in nontraditional pathways and targeted training programs.
Efforts to bridge these upskilling gaps demand increased awareness campaigns, promoting nontraditional learning avenues to encourage broader participation and professional development.
