🎥 Did you miss the launch of our Annual Skills Report 2026? In front of an online audience of almost 300 Commission members, stakeholders and practitioners from across the financial services industry, we published ‘Skills gaps: a moving target.’ Our annual report on the state of skills in the sector found that technological change is placing increasing pressure on financial services firms to continually adjust their skills strategies. If you weren’t able to join the session, you can watch it back in full on YouTube: https://lnkd.in/et6FDxBV The report’s findings demonstrate that: 📣 AI is continually shifting workforce needs, making skills gaps a moving target 📣 Early careers employment is up 2.5%, largely driven by apprenticeships 📣 Investment in learning and internal mobility has held steady, with more than 50% of roles being filled internally 📣 Artificial intelligence and adaptability skills have become the most in-demand capabilities Now in its fifth year, the Annual Skills Report has become an invaluable source of information for firms, and a timely assessment of the sector’s skills challenges. Based on data collected from Financial Services Skills Commission members, and insights from the wider sector, this is our most comprehensive report to-date, with a 33% larger sample size, driven by our growing membership. For an overview, and comments from our Chief Executive Claire Tunley, read the news story on our website: https://lnkd.in/egFHji5b You can also download the full report, including further data and analysis: https://lnkd.in/eEPdNcdA

I’ve said it before…and I’ll say it again…. Well worth reading the FSSC Report on skills in our sector. The question that comes next is….how are firms responding? Happy reading.

Our friends at the Financial Services Skills Commission have published their latest Annual Skills Report, with findings that are encouraging, and some… a bit uncomfortable. Here are my thoughts..... Headcount is down, but vacancy postings are slightly up - We talk a lot about internal mobility, but are organisations really looking inward first when new roles open up? Or are we defaulting to external hires out of habit? Apprenticeships are now overtaking graduate roles - This feels like a positive shift towards opening up opportunities beyond traditional degree pathways, a big win for social mobility. But it also raises a bigger question: Are universities struggling to keep pace with the skills the industry actually needs? No surprises that AI skills and adaptability are topping the “most in demand” list. What’s more interesting is what sits beneath that… Learning and upskilling activity is stable but not accelerating at the same rate as change. And I can’t help but wonder how much of this data is based on course completions alone. Because let’s be honest, a company wide course on Copilot (or any tool) is just the starting point. The real value comes when people apply that learning in their day-to-day work. So how are organisations encouraging on-the-job learning? And more importantly, how are they measuring it? Non-mandatory learning is still sitting at around two days per year per employee. That seems very low. Is that a capacity issue? Are people simply too stretched to prioritise their own development? Which reminded me of when Ben Auty from Lloyds Banking Group shared his DEAL initiative (Drop Everything And Learn) at the FSSC conference last year. Giving space for people to learn is essential to keep pace with skill needs. Maybe the answer isn’t more formal learning, but better integration of learning into the flow of work itself. And then there’s a real split in opinion around data skills, some believe data skills will become less critical as automation takes over, others argue they’ll become even more important to manage data quality and underpin AI. Personally, I think organisations need to understand how a skill is applied to work and at what proficiency level to decide if a skill is critical or not. We still need people with data skills to check the outputs of AI, especially in regulated environments. Overall, the report highlights something all FS orgs are feeling, change is accelerating and the approach to skills and learning is struggling to keep up Would love to hear you thoughts on this, especially around internal mobility and on-the-job learning. #Skills #FutureOfWork #AI #LearningAndDevelopment #FinancialServices

Global Skills Week kicks off this week in Washington, D.C., bringing together leaders from higher education, industry, government and technology to tackle one of the sector’s biggest challenges: translating learning into real workforce opportunity. Registered? Don’t miss this case study with Northeastern University, where Amy Shackelford (CodeSignal) moderates a conversation with Benjamin Hescott, Senior Associate Dean at Northeastern University, on how the university is embedding employer-verified skills assessments into the student experience to strengthen co-op outcomes and career readiness in an AI-shaped labour market. It’s your last chance to join the conversation shaping the future of skills: https://lnkd.in/ej3FaFQR #GlobalSkillsWeek

As National Careers Week comes to a close, I’ve been reflecting on our week and one of the biggest challenges myself and many Careers Leaders face is Gatsby Benchmark 4: Linking curriculum learning to careers. We all know how powerful early career intervention can be in raising aspirations and reducing the risk of students becoming NEET, particularly for disadvantaged learners. But ensuring careers is consistently embedded across every subject is easier said than done. I have already put several structures in place: • Department Careers Champions • Explicit focus weeks where career-linked learning should be visible in student work • Drop-ins and feedback • Audits at the start, middle and end of the year But the reality is that implementation and consistency are the real challenge. Chasing evidence, ensuring it is happening in lessons, and making sure it is embedded rather than occasional can feel like a constant battle and I know I am not the only one, so I’m really interested to hear from others working in this space. How many schools have curriculum maps with explicit career links built into schemes of learning? How are you measuring and evaluating Gatsby Benchmark 4 consistently across subjects? How are you ensuring Teaching & Learning teams support the accountability for this, rather than it sitting solely with the Careers Leader? Always interested to learn how others are tackling this challenge. #NationalCareersWeek #CareersEducation #GatsbyBenchmarks #Benchmark4 #CareersLeadership

Honored to facilitate today’s panel with Judith L. Goldstein and Martín Serrano: The Next Era of Navigation: Supporting Career Discovery with Real-World Data. At a moment when pathways beyond high school are expanding and changing quickly, students and the adults that support them need clearer, more transparent information to make informed decisions about their futures. At TNTP, we are thinking deeply about what it takes to expand opportunity for all young people—ensuring students graduate with strong academic foundations and real pathways to economic mobility and choice. #MyTNTP #GlobalSkillsWeek

We're hearing great things about Global Skills Week from Tim Taylor and Michael J. Crawford, Ph.D. We love to see partners like Crystal Harmon (TNTP), Judy Goldstein (Britebound), and Martin Serrano (QS Quacquarelli Symonds) leading the conversation on career discovery. Strong career pathways start with durable skills, helping learners navigate choices, communicate clearly, and adapt to a changing workforce. #GlobalSkillsWeek #DurableSkills #CareerDiscovery #FutureofEducation #FutureofWork

There’s a growing shift happening in how skills translate to actual job opportunities. Learning platforms can no longer operate in isolation. The real value is in connecting: → skills development → validation → employment pathways We’ve been exploring how platforms like JobStreet, SeekPass, and skills-based ecosystems are evolving — and how learning providers like UpskillNowPH can play a more active role in that journey. Still early, but one thing is clear: The future isn’t just about courses — it’s about outcomes. Excited for what’s ahead.

📊 Introducing the SKILLS GAUGE SPRING 2026 | Have Your Say on the Future of Skills in the UK At The 5% Club, we believe employers should be at the heart of shaping the UK's skills system - and now, more than ever, your voice matters. In collaboration with The St Martin's Group, we're proud to launch the SKILLS GAUGE SPRING 2026 - our approach to capture regular, essential insights from employers on: 🔹 The evolving skills landscape 🔹 Government reforms to the skills system 🔹 'Earn and learn' provision within your organisation With over 1,300 employer members collectively employing more than 2 million people across the UK - including over 167,000 in 'earn and learn' roles - we have a powerful voice in policy and practice. The findings of the SKILLS GAUGE will be used in our engagement with Government, Skills England, universities, further education colleges, and training providers, and will directly inform discussions at our Business Leadership Council, chaired by the Rt Hon Anne Milton. ✅ Just 10 questions ⏱️ Takes only 5–10 minutes 🔒 Fully confidential - responses used for statistical purposes only Your honest insight will help us engage with policymakers and key stakeholders in a drive to ensure we have skills system fit for the future. 👉 Please take a few minutes to complete the SKILLS GAUGE today - and please feel free to share widely with your colleagues and networks. https://lnkd.in/gNn2_xPv #SkillsGauge #EarnAndLearn #UKSkills #WorkforceDevelopment #Apprenticeships #EmployerVoice #FutureOfWork