How is your education and upskilling strategy adding inequity?

Collectively, employers spend over $20 billion annually on education initiatives. And despite that the the vast majority of these programs are misaligned with the strategic objectives of the employers paying for them, there’s another more pressing problem: Education programming is often inequitable simply by design. 

Simply providing education benefits does not increase equity, diversity, inclusion, or any other form of social equality.

At our current pace, it will be 95 years before Black employees to reach talent parity with their white colleagues. The time it will take to close the global gender gap is 135 years. 

The intersection of education and upskilling has the power to close these gaps at a much faster timeline than predicted. The right education programming not only drives up enrollment, participation, and engagement rates, but it prioritizes underserved and underrepresented populations that have been overlooked for far too long. 

And, a more diverse workforce is a better workforce. When education programming is created with accessibility and mobility in mind, the possibilities for positive business outcomes — like retention, attraction, and profitability — are endless. 

So why do so many employer-sponsored education and upskilling programs limit mobility and exacerbate gender and racial gaps? 

Read more about the hidden ways your organization’s education and upskilling is adding inequity.

Written by Guild Education

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