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What Learning Should Be What learning should be Keeping skills fresh requires a multimodal journey #GoodTechIBM What learning should be 2 Content overview It’s time for new modes 3 of education It’s time to level up 4 Profiles 5 Principles 7 3 IBM Corporate Social Responsibility It’s time for new modes of education We are in the midst of the fourth industrial revolution. At IBM, we believe that artificial intelligence (AI) will change 100 percent of all jobs in the next 5 - 10 years.1 To create an inclusive and vibrant economy, we must address the disconnect between what is taught in schools and the skills employers are seeking in their new hires. This is true for workers of all ages and experiences who seek new jobs throughout their careers. An upside exists for those This is a business imperative. LinkedIn Learning’s Workplace who build new skills Learning Report found that 81% of executives say talent is the number one priority at their company.2 The Conference Board’s CEO study found that “failure to attract and retain The dynamic global economy offers rewards for people top talent” is now the number one issue on the minds of who can adapt along with it. When jobs change, an upside international CEOs, even more important than competition exists for those who build the skills to change with them. or the disruptive nature of technology.3 For example, France expects a shortage of 80,000 workers in IT and electronics jobs by 2020—which represents a Careers today have more significant opportunity in a country experiencing widescale protests over economic inequality.7 velocity and volatility Enabling all people, especially the most vulnerable, to build their skills doesn’t just happen. Government and business play Careers today have more velocity and volatility. It’s not critical roles, understanding that upfront investments surprising that only 35% of corporations feel new recruits lead to long-term economic and social benefit. and students are well-prepared with both technical and professional (or people) skills to perform at a high level in a competitive professional environment.4 Even those who enter the labor market successfully will need to continually update their skills or they may struggle to adapt to rapidly shifting economies. By 2030, as many as 375 million workers globally will have to master fresh skills as their current jobs evolve alongside the rise of automation and AI-capable machines.5 6 — In our increasingly digital world, lifelong learning—and 4 Building Tomorrow’s Talent: Collaboration Can Close Emerging Skills Gap., The Bureau of National Affairs, Inc., PDF. Bloomberg Next. Copyright © 2018 by The Bureau of National new ways of enabling such learning—is a must for success. Affairs, Inc., http:// unitedwayswva.org/wp-content/uploads/2019/07/Building-Tomorrows- Talent-Collaboration- Can-Close-Emerging-Skills-Gap.pdf Failure to address this challenge will diminish or close off economic opportunities for many citizens, potentially fueling 5 Jobs Lost, Jobs Gained: Workforce Transitions in a Time of Automation., McKinsey & Company, ASHX Document. McKinsey Global Institute, Copyright © McKinsey & Company, social unrest and instability. December 2017, https://www.mckinsey.com/~/media/mckinsey/featured%20insights/ Future%20of%20Organizations/What%20the%20future%20of%20work%20will%20 mean%20for%20jobs%20skills%20and%20wages/MGI-Jobs-Lost-Jobs-Gained-Report- — December-6-2017.ashx 1 IBM CEO Ginni Rometty: AI will change 100 percent of jobs over 6 The Future of Work: How New Technologies Are Transforming Tasks., Martin Fleming, Wyatt the next decade. Lori Ioannou, CNBC, 2 Apr 2019, https://cnb.cx/2Uy53fg Clarke, Subhro Das, Phai Phongthiengtham, Prabhat Reddy, 31 October 31 2019, https:// mitibmwatsonailab.mit.edu/research/publications/paper/download/The-Future-of-Work- 2 2018 Workplace Learning Report, Rachel Lefkowitz, PDF. Linked In Learning, How-New-Technologies-Are-Transforming-Tasks.pdf https://bit.ly/2t7VWFA 7 Skill Shift Automation and the Future of the Workforce., McKinsey & Company, 3 In 2019, CEOs are Most Concerned About Talent and a Recession, Joseph DiBlasi, PDF. ASHX Document. McKinsey Global Institute, Copyright © McKinsey & Company, May 2018, The Conference Board, 17 January 2019, https://www.prnewswire.com/news-releases/in- https://www.mckinsey.com/featured-insights/future-of-work/skill-shift-automation-and-the- 2019-ceos-are-most-concerned-about-talent-and-a-recession-300779592.html future-of-the-workforce What learning should be 4 It’s time to level up We already have the answer to the skills challenge and We need new powers to surmount new challenges, and it the way to seize the opportunity. It’s learning—and humans is digital technology that provides the breakthrough for more are great at learning, especially learning from others and flexible and continual learning. Learning needs to be more learning from experiences. frequent, more relevant, and more focused—providing learners with an experience that is more like a news feed than a set The challenge isn’t that progress is outpacing our learning of encyclopedias. abilities. The challenge is that many traditional learning approaches are designed, optimized, and scaled for situations The way we now receive and can compare news from many that seem more like our past than our future. different sources and perspectives is a form of multimodal learning. Technology is great at this as we have all seen across Our schools and colleges were mostly created in a world the internet with reporting, commerce, social media, music, where people had one career and those careers didn’t etc. Technology is also increasingly available with over 5 billion change much. people owning mobile devices at the end of 2018.8 And what has been built has often left people behind who lacked access or were burdened with challenges. We need new structures for new times. If we don’t change, those underserved people will be left even farther behind, creating more economic segregation and disparity. Consider how fast social media technology changes compared to how fast your local schools change. Even if they were perfect, however we want to define that, the idea of giving students one big boost—even a sustained one spanning pre-kindergarten through college—to help them with the rest of their lives doesn’t work. It’s like trying to jog across a large desert with a single bottle of water. We need to address the gap between the need for new skills and mainstream training for those skills. We can jog across that desert if there is a route that passes restaurants and hotels along the way. — 8 The Mobile Economy 2019, GSMA Intelligence, PDF. 2019, https://www.gsmaintelligence. com/research/?file=b9a6e6202ee1d5f787cfebb95d3639c5&download 5 IBM Corporate Social Responsibility Case study profile: Chris—From Case study profile: Deja—From the frontlines of the army refugee to web developer to cybersecurity Chirs, cybersecurity expert in IBM Global Business Service Deja graduated in full-stack web development Chris served in the Army fresh out of high school until an Deja did have the opportunity to attend college and study injury forced him to retire. He joined the civilian workforce coding and design. However, the war in Syria forced him as a law enforcement officer and pursued an associate to drop out and to leave his home country. degree in cybersecurity at night. He traveled to Turkey and then Germany, where he realized Magic happened for Chris in early 2017 when he was he needed updated skills to find a good job. He connected advised by his school counselor to apply for IBM’s Veterans with CodeDoor—a network of developers using technology Employment Accelerator, which is focused on equipping to expand access to education. Given his prior experience, veterans with the software skills widely used in the two he was able to graduate from a program in full-stack web professions he is most passionate about: defense and development in only 5 weeks. law enforcement. Deja is now using his new skills as a successful developer. The training and certification Chris received have given him a high-demand skillset and today he is a cybersecurity expert in IBM Global Business Service helping clients achieve their missions. What learning should be 6 The answer is learning— Case study profile: Karuna—Re- nontraditional, multimodal learning starting a career in technology Multimodal learning doesn’t replace important face-to-face interactions and hands-on practice—it organizes and extends those vital elements. We know online learning alone is not enough. A meta-analysis of research done by MIT’s Abdul Latif Jameel Poverty Action Lab showed that, “initiatives that expand access to computers and internet alone generally do not improve kindergarten to 12th grade students’ grades and test scores”10 We need to pair what technology can do with what we know works in classrooms to deliver hybrid learning experiences. Some of the best multimodal learning that addresses economic skill needs will be created by public-private partnerships, which combine the expertise of educators with Karuna re-started her career in technology through IBM Tech Re-Entry the expertise of companies. Karuna left IBM India to move to the United States and start a family. She knew she would miss the joy of working with her team, but worked on her own to learn new skills so that she might one day return to work. Despite working with a non-profit and taking online courses, Karuna had difficulty finding a new position. Even though she landed some interviews she felt like she was always the oldest or oddest applicant. She was proud of taking a break to raise her girls and was not going to hide that fact on her resume.
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