In today’s workplace, the relationship between upskilling and social value has never been so important. Social value, which is a reflection of a company’s commitment to positive social impact, has become a useful tool in addressing the skills gap and other pressing issues facing the workforce.
Social value initiatives have proven to be an effective way to provide opportunities for learning, growth and development.
Upskilling can be incorporated into the social value strategy of a business to help address both economic and social challenges. Businesses can empower individuals and their future workforce by providing them with the necessary skills, especially those who come from underserved or disadvantaged communities.
The foundations
There is growing agreement among leaders in the industry that early intervention is necessary to close the skills gap. The focus on formal education is not enough. Academic institutions play an important role. However, businesses should partner with educational programs and schools to offer alternative paths to employability. Businesses can provide young people with relevant skills and experience by engaging them before they enter the workplace.
Businesses can have a major impact on young people by helping them understand that success in a career does not necessarily follow the traditional academic path. It is especially important for sectors like facilities management (FM), which often have undervalued job opportunities. Many young people do not know about the many career paths available in this sector, due to lack of exposure. Companies should visit schools to engage directly with students and give them a sense of their potential future careers.
The growing popularity of FM apprenticeships, for example, offers students an opportunity to “earn as they learn”, a vital aspect for those that may struggle with classroom-based education. It is important to not only equip people with technical skills, but to also instill a confidence in themselves. These initiatives help close the skills gap by providing opportunities for marginalised individuals.
Ensure equitable access to skill development
Any upskilling plan is based on the belief that everyone should have access to equal opportunities. Many businesses, as part of a broader social movement, are taking steps to make sure that skill development is accessible to all, regardless of background. Businesses must work to remove the barriers that prevent marginalised groups entering the workforce and achieving success.
Organisations in the UK are increasingly prioritising initiatives that promote diversity, equity and inclusion (DEI). DEI programmes are being adopted by many businesses to provide support for underrepresented groups such as women, persons of color, and people with disabilities. To upskill these individuals, it is important to address the wider socio-economic issues that may limit their potential. In order to provide these groups with the resources and support they need, it is important to partner with local charities and non-profit organizations.
Create a culture of continual learning
Businesses must foster a culture that encourages continuous learning in their organisation. While early intervention, inclusive practices and other measures are important, they also have to take on the responsibility of fostering this culture. The process of upskilling employees should continue throughout their career, not just when they are hired. Businesses can help their employees stay motivated and adaptable by providing training and career paths.
Leadership is one of the most important elements of a culture of upskilling. Learning must be a priority for organisations to demonstrate their commitment to skill development. It can be done by offering management training, creating cross-functional collaboration opportunities, and integrating skills development into performance evaluations. This sends a strong message to employees that investing in them is as important as investing in their products and services.
Mentorship and peer to peer are also crucial. Employees who have developed their skills over the years are best placed to help develop less experienced colleagues. Businesses can use the collective knowledge within their workforce, whether through formal mentoring programmes or informal knowledge-sharing.
Talent and purpose: the future of talent
Looking to the future it’s clear that the workforce will require a variety of skills in order to adapt to an ever-changing workforce. Good news: Businesses are increasingly aware of their role in shaping the future. This includes not only technological innovation and financial investments, but also nurturing and upskilling talent that will drive success.
Businesses must adopt proactive and long-term strategies to truly realize the potential of their future workforce. The skills gap is not something that can be addressed by a company alone. They must work with schools, communities and other organisations to create a workforce which is more agile, resilient and inclusive.
Here is where social values and upskilling meet. Businesses can create a workforce with not only the necessary skills, but also a strong sense of purpose by integrating social value principles in their skill development programmes. In the future, organisations that invest their resources in their employees, empower their communities and adopt a learning culture will lead the way.
