It’s no surprise that digital technology has become a foundational element in workplaces of all types and sizes. Virtually every industry has been impacted by technological advances in both good and challenging ways.
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Despite the proliferation of digital technology and the high level of awareness of today’s available options, a recent report from the Rework America Business Network (RABN) suggests that there is a “digital blind spot” when it comes to HR and learning and development (L&D) leaders’ prioritizing training on digital skills.
The report doesn’t focus on the “big rocks,” like artificial intelligence (AI), machine learning, etc., but rather on the smaller, day-to-day implications of technology—the pieces that are being overlooked.
“Digital needs vary greatly across organizations,” says Alison Ascher Webber, Digital US and EdTech Center at World Education. “Employers must ensure they consider both basic digital literacy as well as more role-specific technology expectations, or they risk overlooking a pressing need to invest in foundational digital skills development.”
About the Study
The RABN report analyzed more than 700 occupations to determine the impact of digitization. The findings suggest that the impact of technology is far broader than the much-talked-about implications of AI and automation.
For example, the report points out that the digital skills required of personal care aides (of which there are 2.2 million in the United States) have increased by almost 200% over the past 10 years. For janitors (2.1 million in the United States), skills have increased by 45.7%.
Surprisingly, the report indicates, “On the contrast, software developers and engineers, who are at the top of the spectrum for overall digitization, have shown little to no increase in digitization in recent years.”
Interestingly, the report suggests that it’s not just the obviously technology-driven companies or professionals who will feel this impact but virtually all types of jobs across all types of industries.
As Stephen M. Subasic, Vice President of Human Resources, global tools and storage, and corporate talent management with Stanley Black & Decker and RABN member, says, “When we look forward in this era of rapid technological change, we know that technology and the interaction of our people with technology will impact nearly every role across our organization. It’s not just engineers and data scientists.”
Still, some of the top companies that proactively address issues related to digital blind spots are those that are known for their adoption of technology and focus on innovation.
Top Companies Setting the Pace
The RABN report notes some companies that are already tackling issues related to digitization in ways that focus on digital blind spots: Boeing, Stanley Black & Decker, AT&T, and Microsoft.
- Boeing, in the midst of a $100 million initiative to upgrade employees’ digital skills, is working “with a third-party provider to pilot skill definitions, assessments, and training across three key divisions,” according to the report.
- Stanley Black & Decker has formed a partnership with Coursera to offer micro-credential programs and is using a digital fitness app to assess its workforces’ digital competencies.
- In 2012, AT&T launched a reskilling initiative as the company shifted its focus from hardware to software.
- Microsoft, in partnership with its suppliers and in support of them and nonprofits around the world, has developed, and is making publicly available, training that has already been delivered to more than 75,000 people around the world.
Other companies can follow their lead.
Steps to Take
Every company in the country, from sole proprietorships to global multinational organizations, is already being impacted by technology in both large and small ways. Based on its analysis, RABN suggests taking the following steps in a Getting Started Guide based on the emerging best practices of its members and other leading employers. These steps include:
- Align on an enterprisewide definition of digital literacy, and then map the definition to specific skills. Engage a broad range of stakeholders throughout the company in the process.
- Assess workforce skills. “Many digital skill assessments exist already for out-of-the-box use,” the report says. “If these don’t meet your needs, you can partner with educators to develop new models.”
- Identify target roles for upskilling pilots. Start with a manageable number of roles based on priority needs, and then expand from there.
- Do deep dives on occupation-specific skills by working with functional area leaders and managers.
- Select an implementation partner. This isn’t a task to take on alone, and fortunately, others have already paved the way and can be emulated to expedite the process.
- Monitor results, iterate, and expand. Technology will continue to change, and organizations—and their L&D leaders—also will need to adapt and change as new technologies, and new use cases, emerge.
While the task of identifying and addressing digital blind spots can seem overwhelming, employers are not alone in their need to skill, upskill, and reskill employees.
“Over the next decade, technology and automation will continue to drive changes across the American economy and workforce,” says RABN member Bryan Hancock of McKinsey & Company Partner and Global Talent Practice Leader. “Employers recognize the critical importance of upskilling their people, but many are still trying to figure out the right model,” he says.
It’s not just a task for corporations, of course. Educational institutions from K–12 through higher education need to ensure that students are receiving the foundational education and information they need to keep pace with technological change.
“With the pace of technological change quickening and today’s rapidly evolving labor market, it’s time to rethink the way that we equip students and adult learners alike with the sort of technology skills that will empower them for mobility and independence in the digital age,” says RABN member Brian Krinock, SVP of vehicle manufacturing and production engineering for Toyota Motor Manufacturing North America.