Deadline: 09-Jul-21
The PWC is seeking nominations for its Upskilling Reporting Award 2021 to focus on how they contribute to society, and how their business decisions can contribute to greater trust and solving important problems.
The rise of automation and new technologies has increased productivity, but has also resulted in a stark mismatch between the skills they have and the skills they need for jobs at the heart of their economy, now and in the future.
COVID-19 has accelerated these trends, widened disparities and demonstrated the need to create more inclusive and sustainable economies.
Upskilling people around the world has never been more important. According to recent research, half of all employees will need to reskill by 2025 to remain employable.
Equally important are nurturing aspirations and developing life-long skills to keep people resilient and adaptable to change.
The Upskilling Reporting Award will shine a light on the organisations that are driving change. They will review their upskilling plans, their leadership approach and the integration of their plans into the wider organisational strategy.
Their goal is to identify the organisations that are driving the most innovative change — not just those investing the most capital.
Awards Criteria
Specific areas they will focus on in their review will include, but are not limited to:
- Assessing need
- Business case: Has the organisation articulated its upskilling business case? How has this been communicated to stakeholders?
- Gap analysis: How has the organisation assessed the skills gap between their existing and planned future state?
- Roadmap: Has there been a review or creation of an upskilling roadmap? How comprehensive are the milestones?
- Benchmarking: Is it clear what investment has been made pre and post upskilling and how this compares to industry peers?
- Measuring impact
- Measuring outcomes, not inputs: Is the organisation going beyond measuring input metrics (e.g. Es spent on L&D) to measure return on investment? Is the organisation being innovative in terms of the metrics it is choosing to use? Qualitative and quantitative: Is the organisation capturing qualitative data and learning on its upskilling journey?
- Learning application: Is the organisation taking an approach of continuous learning in order to constantly improve its upskilling strategy?
- Building interventions
- Holistic: Has the organisation considered a holistic range of skills, as part of its upskilling strategy i.e. not just digital skills, but complementary personal and interpersonal skills such as resilience and empathy?
- Ambition: How ambitious and innovative has the organisation been in developing a suite of upskilling inter ventions? Is the organisation looking beyond its own employees to build the skills of members of its wider communities?
- Accessibility, inclusivity and diversity: Has the organisation taken into account the needs of individuals who might otherwise struggle to engage? Have efforts been made to ensure interventions enable equality of opportunity across demographic divides, contributing to the UK’s levelling up agenda?
- Culture change: How invested ate the organisation’ leadership in this change? Are interventions part of driving long-term, positive culture change rather than just another initiative?
- Rewarding and sharing success
- Incentivising: How has the organisation used reward structures to encourage uptake of its upskilling inter ventions?
- Sharing internally: How is the organisation raising the profile of individual success stories internally to encourage employees to join in?
- Sharing externally: Is the organisation sharing learning and progress in an open and transparent way in order to inspire others outside the organisation and help cross sector peers to learn horn their efforts?
Eligibility Criteria
- All UK-based organisations are invited to self-nominate for this award.
For more information, visit https://www.pwc.co.uk/services/human-resource-services/insights/upskilling-reporting-award.html
