Create opportunities for employers and job-seekers alike with these proposed policies to help close chronic skills gaps.
A tightening labor market, persistent skills gaps (in fields from manufacturing to technology), and the short shelf life of skills in the rapidly changing digital economy, have led to a seemingly paradoxical narrative in the education-to-employment pipeline.
In manufacturing, for instance, 70 percent of companies now face shortages of workers with the necessary technology skills. And yet millions of Americans struggle to find jobs that put them on a path toward social and economic mobility or, at least, a comfortable perch in the middle class.
What’s worse, the compounding forces of automation and artificial intelligence (AI) will begin to dislocate a growing number of workers — putting unprecedented pressure on an education and workforce development system that is ill-equipped to tackle looming reskilling and training challenges.
New Models Emerge
In the last five years, an array of non-accredited education and training providers has surfaced to address these challenges, including General Assembly, as well as on-demand learning platforms, ultra-low-cost course providers (like StraighterLine or Coursera), and new approaches to “education as an employee benefit” (pioneered by companies like Chipotle, in partnership with Guild Education).
Taking a class can be a step toward that promotion you’ve been angling for, or lay the foundation for a full-on career change. But for many adults, committing to weeks, months, or even a day of lessons can be nerve-wracking.
It’s true: The back-to-school jitters are real at any age. Learning new skills often involves rearranging your schedule, planning for additional expenses, or combating the nerves that come with venturing out of your comfort zone. But if you can overcome these barriers, your potential will skyrocket.
Skilling up has innumerable benefits: It can give you a competitive edge in the job market; increase your value within your company; and, of course, keep you ahead of the curve in a rapidly changing tech environment. On a personal level, it can boost morale and give you creative inspiration. There’s truly nothing to lose.
Individuals thrive professionally and personally when they can live openly and without fear. The strength and security of our communities — and economy — depends on it.
At General Assembly, we’re in the business of empowering people to pursue work they love and careers that allow them to realize their passions. We’re also big believers that when people bring their whole selves to work — and all the identities, experiences, and ideas that make them unique — they’re more productive, engaged, and innovative.
Apparently, the Department of Justice doesn’t agree. On the heels of the president’s surprise ban on transgender service members in the military, on July 26 the Department of Justice issued a brief that states that Title VII — the law that protects workers from sex discrimination — does not extend to the LGBTQ+ community.
Early in my tech career, as a web developer, I was constantly stressed out. Every time somebody needed something from me, I felt I had to drop everything and do it right then. I was overwhelmed by my growing to-do list, and doubly stressed for not doing enough quickly.
All developers face a lot of pressure. When you’re coding or creating something, clients, teammates, and managers want it fast, and they want it perfect. Plus, today’s tech teams are always expected to be on and responsive through email, phone, Slack, and beyond, which digs into time you want to spend on the work itself. These aspects of coding culture can often lead to stress, unhealthy habits, and emotional burnout, which all keep you from reaching your potential on the job. That ultimately leads to more stress, more unhealthy habits…you get the picture.
For HR leaders, especially those who focus on talent acquisition, making fair and equitable salary decisions is a daily struggle, and one that can frustrate even the most experienced leaders.
It is common practice to make compensation decisions based on salary history. When considering costs and the bottom line, companies are often tempted to leverage opportunities to pay as little as possible for a role, offering whatever a candidate will accept — and not a penny more. This is true for many industries, but especially in tech, where salary data is scant due to ever-changing programming languages, skills, and platforms.Continue reading →
Facebook COO Sheryl Sandberg talks leadership lessons with Reid Hoffman on the Masters of Scale podcast. Photo by Jacqui Ipp.
Leading a high-growth company and scaling it into a tech empire involves working through countless challenges: You need to constantly innovate, adapt with the economy, navigate relationships with executives, evolve your team, and more. Sheryl Sandberg knows this experience intimately, from her time as Google’s VP of global online sales and operations — during which she scaled the company’s online sales team from four to 4,000, driving two-thirds of the company’s revenue — through her past nine years as Facebook’s chief operating officer.
To get to where she — and Facebook — is today, Sandberg has learned hard leadership lessons about growing a team and a company.
Sophie Houser and Andrea Gonzales, creators of Tampon Run and authors of Girl Code.
Coding knowledge can be used to do more than build a great website or land a lucrative job. It also has the power to inspire personal growth and shine a light on social issues.
Andrea Gonzales and Sophie Houser learned this firsthand when the video game they created, Tampon Run — in which players throw tampons at bullies and tackle taboos surrounding menstruation — went viral in 2014. Gonzales and Houser, then teenagers, met as students at the all-girls coding program Girls Who Code in New York City and created the game as their final project.
Revamp your Rolodex with tips from this pro, Andy Whelan! Illustration by Rob Goodman.
Think about the people who have made the biggest impact on your life — the friends, family, and teachers who have invested in you as a person. They push you to be better, can be a sounding board for bold new ideas, and have your back when you’re facing life’s harshest challenges.
The road to professional success can be tumultuous, and as you navigate the highs and lows, it’s equally important to have these kinds of people in your work life, too. Rewarding professional relationships are critical to your career and need to be nurtured as authentically as ties to friends and family. If you find yourself floating around solo on your jobs journey, there’s a good chance you may be doing it wrong.
When it comes to building a reliable professional community, we could all benefit by taking a lesson from career guru, speaker, and teacher Andy Whelan, a career coach at General Assembly’s San Francisco campus.
This piece has been adapted from Talent Economy. Read General Assembly and Whiteboard Advisors’ full white paper, Investing in Talent, here (PDF).
Amid complex external and economic pressures, companies must face the reality that the nature of business is changing. The pace of technological change continues to accelerate, and in an era in which the shelf life of skills is less than five years, it is critical for employers to prepare their workers to adapt to the shifting demands of work in the digital age.
The good news for employers is that current federal policy provides tax-advantaged opportunities for companies to support employees’ educational aspirations. Rooted in sections 117, 127, and 132 of the tax code, educational tax benefits are somewhat unique in that they provide a double benefit: They are both deductible for the employer, and tax free to the employee.
In this digital age, employee roles and responsibilities are changing as quickly as industries are evolving. Most jobs available today don’t have higher education programs, standardized exams, or textbooks that definitively tell people which skills they need in order to land them. Without this industry standardization, employers also struggle; they don’t have clear boxes to tick when evaluating job seeker’s qualifications. How can companies get a better sense of which skills job candidates and employees need? How can job seekers become more savvy about developing and communicating their qualifications?
At General Assembly, we work every day to answer these two questions. We provide job seekers with the competencies they need to be successful in today’s workforce. We also help employers understand how to evolve with their industry and connect with skills and talent that will enable them to grow. But in order to provide guidance to employers and job seekers most effectively, we must have a clear definition of each field ourselves. As the job landscape changes and General Assembly grows, we constantly refine our offerings and frameworks to better unite our product and message.
Let’s look at the field of digital marketing, which has seen exponential change in the last few years.