Long Life Learning

How will future generations navigate a world where lifelong learning is not optional but essential?

1. Education Must Align with Workforce Needs

Many students attend college with the hope of securing a career, but traditional education isn't meeting their expectations. Surveys like The Freshman Survey have shown that students' main goal for higher education is to enhance employment opportunities, not simply personal growth or curiosity. Yet, only 36% of graduates believe they have the skills needed in the job market.

Higher education institutions have been slow to adapt and bridge this gap. They mostly rely on legacy teaching methods and extensive, inflexible curriculums that don't cater to modern demands. Innovative approaches like modularized learning could address this issue by allowing learners to focus on relevant skillsets instead of wasting time on unrelated coursework.

Examples of how technology can support this include standalone online modules that teach practical skills, such as financial calculations or persuasive writing. These flexible options allow students to learn what they need for their careers without committing years to obtaining full degrees.

Examples

• 50 years of Freshman Survey data shows careers are students' top motivator for attending college.
• Only 36% of grads feel prepared for work post-graduation.
• Modularized learning programs let users pick targeted skills rather than full courses.

2. Employers Should Play a Role in Education

Companies often overlook the value of reskilling their employees and instead focus on hiring already-qualified candidates. Yet, this approach isn't sustainable, especially as workers live longer and are prone to switching roles as industries evolve.

Companies will need to rethink their role in worker education. They can offer tailored programs to help their employees transition into new roles or entirely new career paths. For instance, older workers like Steve—a 51-year-old IT specialist—need flexible education pathways to reskill without forfeiting their income.

By providing these opportunities, businesses can support employees while addressing unemployment risks. Moreover, companies investing in education for workers could offset societal strains on pension funds and social welfare by ensuring older employees remain productive.

Examples

• Steve, an IT specialist, struggles to reskill for teaching due to financial limits and rigid degree standards.
• Workers in lower-income brackets without college degrees are 50% more likely to face poverty.
• Social Security Trust Funds are projected to deplete by 2035 unless long-term job solutions arise.

3. Clear Guidance for Learners is Essential

Navigating the vast pool of education options and emerging career fields remains challenging for students and mid-career workers. Unlike consumer products that come with detailed reviews, educational programs often fail to provide reliable data on outcomes.

Learners need advisors to help them determine which skills to prioritize for their chosen fields. For example, AI-powered tools can assist job seekers by identifying transferable skills from past experience and suggesting new career paths. A barista might not consider HR positions until an AI tool highlights their customer service and team management skills.

Moreover, these advising systems should be accessible early on, even before students choose a major. Such supports can prevent learners from wasting time on irrelevant courses and focus directly on industry-relevant demands, such as coding or IT expertise for journalism careers.

Examples

• Lack of public data on college outcomes makes choosing the right degree harder.
• AI-powered tools identify overlapping skills across occupations, helping job seekers.
• A journalism student might mistakenly prioritize writing over IT-related skills like HTML.

4. Support Systems for Adult Learners are Lacking

Adult learners often lack the resources they need to achieve their goals. Age-related isolation, financial constraints, and logistical barriers make educational opportunities less accessible to mature students.

Universities and companies alike need to build better support systems to meet learner needs. For instance, a program in New York assigns case managers to students, guiding them in resolving mental health concerns or financial stressors. Similarly, Philadelphia Works offers personalized assistance for new hires transitioning into jobs.

Support systems can be as simple as providing practical aid, such as transportation passes that allow students to commute and balance work or family obligations. Solutions like this can help more learners complete their courses successfully.

Examples

• City University of New York’s transit passes eased commutes for underprivileged students.
• STRIVE’s case managers help adults tackle financial or mental health challenges.
• Philly Works supports employees post-hire to ensure long-term success.

5. Education for Specific Skills Saves Time

Traditional degrees take years and often repeat lessons adults already know. Instead, workers need short, targeted programs that focus directly on filling knowledge or skill gaps.

For instance, a machinist who risks job loss due to automation can gain supervisory skills suited to evolving roles without committing years to night school. Programs that teach through real-world simulations, augmented reality, or virtual challenges can also better prepare workers to handle everyday tasks.

Short-term training initiatives like i.c.stars already serve as pathways into tech jobs, teaching targeted skills in just four months. The scaling-up of similar "on-ramp" programs could benefit millions of adult learners seeking quick solutions.

Examples

• Jaylen, a machinist in Kansas, needs short, impactful reskilling options.
• Simulations using augmented reality are growing in popularity for technical learning.
• i.c.stars provides 4-month programs that directly address the tech sector’s needs.

6. Learning and Working Must Combine

Separating education and work creates unnecessary barriers for adult learners. Financial responsibilities and lack of time often force workers to abandon long-term goals in education, perpetuating cycles of underemployment.

Income share agreements (ISAs) and lifelong learning accounts offer practical solutions. These programs let students start their education debt-free, paying only when they secure jobs. Meanwhile, employers like Prada have been testing programs where employees learn workplace strategies during shifts, fostering immediate results.

Integrating work and education ensures continuous improvement for both workers and businesses while meeting the demands of evolving industries.

Examples

• Singapore’s learning accounts let citizens enroll in hundreds of job-skills programs.
• Prada and GLEAC allow employees to learn on the job and measure results fast.
• Poor workers struggle when education prohibits working simultaneously.

7. Fairer Hiring Practices Benefit Everyone

Modern hiring processes, often dominated by algorithms, block access for many talented individuals. From résumés to job postings, the focus on rigid credentials limits qualified candidates while leaving employers struggling with talent shortages.

Skills-based hiring could transform the system entirely. Tests like the Collegiate Learning Assessment evaluate candidates on problem-solving rather than degrees. Companies could also standardize job descriptions and prioritize demonstrable skills, ensuring clearer communication with potential employees.

The Body Shop's open-hiring model shows how inclusivity speeds hiring while reducing costs. By prioritizing general skills like lifting or collaboration, they efficiently filled openings.

Examples

• The Collegiate Learning Assessment evaluates decision-making using real-world scenarios.
• Résumé formats could change to prioritize demonstrated skills over work history.
• The Body Shop improves hiring processes through skill-based filtering.

8. Data Networks Are Vital for Connecting Systems

Education and workforce data currently exist in silos, unable to communicate effectively. For robust job-matching or curriculum planning, these data points must become interconnected, like the root system of the Pando tree in Utah that spans 160 acres.

The Chamber of Commerce's Jobs Data Exchange is one project paving the way for such networks. It aligns résumés with employer job descriptions, creating faster and more reliable hiring matches. Other initiatives, like the Greater Houston Partnership, focus on bringing together stakeholders to address skill shortages regionally.

Ultimately, collaboration between education systems, policymakers, and businesses can ensure meaningful workforce pipelines, reducing mismatches in skills and demand.

Examples

• Pando’s interconnected ecosystem symbolizes how data-sharing ensures growth.
• Jobs Data Exchange standardizes hiring platforms for better compatibility.
• Greater Houston Partnership unites education and industry to address talent shortages.

Takeaways

1. Start looking beyond educational degrees by identifying skills and training programs specific to your career goals.
2. Encourage your employer or organization to invest in upskilling or reskilling opportunities for employees.
3. Utilize AI-driven tools to discover transferable skills and explore pathways in emerging job markets.