South African educator Debbie Schäfer, a former member of the National Assembly, provides insight on how governments and private enterprises can empower the workforce with critical skills for the era of digital transformation.
Business leaders around the world face a shortage of IT talent and the problem is most acute in developing economies, where the gap between enterprise tech requirements and the digital skills of the current workforce is particularly wide. Economic growth requires a workforce with knowledge and skills that promote higher productivity and foster innovation, and in PwC’s 22nd Annual Global CEO Survey, 97 percent of African respondents indicated that skills availability was hindering growth and profitability.
But as population growth levels off in other regions of the world, Africa’s large and expanding workforce potentially can be a source of competitive advantage on global markets. As a result, with digital transformation accelerating among enterprises internationally, governments across Africa are grappling with how best to equip working age populations with the digital skills appropriate for the future of work, and how to work with private enterprise to do so.
In this interview Schäfer explores related subjects.
What are some of the skills you think are critical for jobs of the future?
Critical thinking, communication, creativity, collaboration, flexibility, digital skills.
In view of rapid changes in the labour market contributing to an increase in skills mismatches, how important is the role of apprenticeships in aligning skills supply to the future of work? What strategies could be used to ensure better gender equality and disability inclusion in apprenticeships?
Apprenticeships are very important and in the Western Cape we are making every effort to expand our offering in basic education to provide more places for technical and vocational skills. But we need business to come to the party and assist with apprenticeships and workplace experience. They cannot want people with experience but not be prepared to give it.
What governance mechanisms will be suitable for the efficient provision of and engagement in relevant Life Long Learning (LLL) for all? What are the respective roles of governments, the private sector and the social partners?
I think that lifelong learning is mainly for the private sector to offer. Government has a role to play, and there are Adult Education and Training Centres run by the national department of Higher Education. These are important for upskilling people and, I think, could be far better utilised.
But the national government cannot even afford what we need in basic education, and has now promised free higher education, which our country can also not afford, so to expect the government to provide free lifelong learning is unrealistic for the foreseeable future.
There are already many free online courses available, so if the government and the private sector together can provide the enabling tech environment, that will open up many more opportunities for people to engage in lifelong learning.
What strategies, policies and incentives will be needed to increase the uptake of LLL?
Publicity regarding what is on offer, the enabling environment (broadband, access to computers), and perhaps financial assistance for the fees if there are fees, with the promise of a job once finished.
What are the appropriate delivery mechanisms of LLL that will make learning accessible and relevant for youth, adults and older workers, embrace new technologies and forms of learning and balance needs for wide access, flexibility and quality in the learning offer?
Online free courses are probably the best, and that is certainly the way things are going. Also distance learning in general for those who can afford to pay. Nowadays one can study at almost any university/institution in the world via distance learning.
What financial mechanisms might be used to encourage the provision of and participation in training; who should bear the cost and how? What are investment priorities for Life long learning to harness economic growth and minimise social risks?
In general, if one wants to upskill oneself, you should pay. If you can’t afford it, then I think employers could play a role in paying for study fees if it will benefit their business.
What innovations are needed to make apprenticeships more attractive for youth and employers respectively, particularly small and medium-sized enterprises (SMEs)?
This does not really fall within my area of expertise, but I do think that SETA’s can play a far better role in this space.
Digitisation is more than just a technology trend; it’s a transformation of society and the economy as a whole. What immediate action can companies take to keep up with the pace of change? How can IT management create a sense of urgency to achieve responsiveness from the business?
They need to keep up to date with technology and trends. They need to ensure they employ the right expertise to manage risks posed by technology also - cybersecurity and data protection are crucial aspects. But of course it is also very expensive to keep up with technology that is constantly changing, and many businesses cannot afford to do so, and this is often why they do not respond as they perhaps should.
Different countries have taken different approaches to promoting inclusive growth through skills development. Yet, is it about broadening access to formal training institutions? Is it about improving the quality and perception of Technical and Vocational Education and Training (TVET)? Is it about specific skills that could promote disadvantaged groups in gaining decent and productive jobs? What is your view and experience?
TVET has for too long been seen as a “second-rate education”. This perception needs to change, and there has been a lot of effort nationally and in our province to do that. The fact is that the skills we are producing in schools are not providing the skills that are needed in the economy, and this misalignment needs to change.
It makes no sense that we have a youth unemployment rate that is highest in the world, and yet we have shortages in critical skills that have to be imported. So we need to ensure that we better align what we teach in schools with what is needed in our economy, and many of those are technical and vocational skills.
We all know that skills alone may not be sufficient for realising inclusive growth. How do SA's skills development initiatives connect to broader programmes that promote inclusive employment and equality of opportunities?
To have inclusive growth, we first need growth, which we are not seeing in our economy. So the best in my view is to create the skills that are needed currently.
Is the African continent ready for the exponential nature of the change that 4IR will bring and its impact? How should ICT leaders foster this change and ready their organisations and consumers for the fast-paced change presented by technologies such as AI, Blockchain, IoT, Robotics, and Cloud Computing?
We aren't ready, no. There is not nearly enough access to the internet and technology required to use it. In the W Cape we have been focusing on the enabling environment, and about 1200 of our approximately 1500 schools have broadband. Over a third now also have LAN’s, and we are continuing to roll this out, if budget permits, which is becoming increasingly difficult. Also, certainly in South Africa (I cannot speak for other countries), data costs are exorbitantly expensive, which is prohibitive for many people.
Many jobs are threatened by redundancy in the next wave of industrialisation, however, existing jobs are expected to go through step-changes in the skill sets required to perform them. How should businesses or governments facilitate relevant skills and knowledge acquisition to unlock future opportunities for workers?
Government should provide a suitable basic education, equipping our young people with the basic skills they will need. Then people need to take responsibility for accessing further opportunities. I think businesses could also assist in providing access to further courses for employees who need to upskill themselves.
What would be your advice to businesses in Africa that are trying to inspire innovation within their organisations? Should there be someone who is defined and assigned to facilitating innovation or should it just be ingrained in the culture of the organisation?
Personally, I think that innovation happens when the culture is created in an organisation that encourages it, which boils down to having the right leadership.
Originally posted on CIO Online
