The Multiverse blog

Leaders and workers alike are seeking opportunities to increase productivity, transform the customer experience, and unlock new product capabilities using AI tools.

But if workers aren’t also equipped with basic AI literacy to help them leverage new tech effectively and responsibly, AI may only create more headaches – rather than curing them.

Successful AI adoption is often held back by a lack of workforce skills, and leaders name AI as their most significant skills gap. Despite this, many workers still lack access to AI literacy resources, with the majority of workers (51%) having received under 5 hours of training so far.

In this article, we’ll assess how the AI literacy gap forms, and what employers can do about it.

What is AI literacy? Definition and examples

AI literacy refers to employees’ understanding of AI as a technology and how it can be applied in daily work. This includes understanding what types of AI exist, identifying use cases for AI, and knowing the basics of how to use it safely.

Examples of employee AI literacy can include:

1. Using AI tools – leveraging the likes of Microsoft Co-pilot or ChatGPT in their day-to-day role
2. Spotting use cases for AI – for example, streamlining processes or increasing speed of outputs.
3. Using AI safely and responsibly - protecting sensitive data, understanding ethical considerations, and mitigating risks.
4. Technical skills - to build or develop AI tools, or integrate AI into systems, like data analysis, data engineering, or machine learning.

Why is AI literacy important?

Many employees may well have started their journey to AI literacy– most commonly, they may already be experimenting with generative AI tools like ChatGPT to increase their personal productivity.

But if teams haven’t been equipped with a strong foundation in AI skills, challenges can easily appear.

Taking AI from “toy to tool”

A lack of AI literacy may mean employees struggle to identify use cases for new tech, or select the wrong AI tool for the problem they’re trying to solve.

In this scenario, AI won’t be used to its full potential to deliver real results or solve a genuine business issue. The new technology never fully becomes a tool – it remains a toy.

This can create headaches for teams down the line. Not only can they find themselves with the wrong solution in place, but they’ll also struggle to get the desired value back from any financial or time investment.

Offering AI literacy training can help teams to think critically about how and when to leverage AI, and select the correct solution for their needs.

Mitigating risks

As well as technical skills, employees will require AI literacy training to understand and mitigate the risks associated with the technology.

Leaders and workers cite risk as their top barrier to full AI adoption – yet only a small proportion of leaders strongly agree that their organisation has established best practice in providing governance structures to limit AI risk (28%), and less than half of strongly agree their business is ensuring responsible use of AI in business practices (43%).

Training teams on AI ethics, and how to identify and manage risks around data usage, can help to prevent pitfalls early on.

How build AI literacy across the organisational structure

AI literacy is best considered across the org chart, acknowledging the different types of skills employees may need, depending on their role and seniority.

Team level

A ‘bottom-up’ approach begins with building a strong foundation of AI literacy at a team level – arming teams with the basic know-how to use AI safely and effectively in their day-to-day roles.

At this stage you can also nominate designated AI champions within your teams, responsible for spotting new opportunities for AI use cases, sharing findings, and building your AI Center of Excellence (COE).

To avoid the ‘toys, not tools’ conundrum, those AI champions take an analytical and evaluative mindset to problem-solve through the lens of AI.

Management and leadership level

Business leaders and managers are then involved as they look to place their strategic bets on AI and deliver tangible return on investment from emerging tech.

In addition to developing their individual AI skills, leaders and managers can benefit from additional training in strategic thinking and change management - to help them empower and motivate employees at all levels to adopt AI solutions and use them in a way which aligns with their goals and strategy.

Strengthen AI literacy across your workforce

If you want to unlock potential in your business using AI, it starts with a strong AI literacy foundation.

Discover how to build AI literacy in your organisation with our AI upskilling courses, and equip teams with the essential skills needed to deliver impact from AI.

Thurrock Council has launched training for 30 of its staff through a new Data Academy, as part of its plans to modernise processes and provide better services for residents, while helping deliver savings.

The academy will include staff from key departments of the council, such as Corporate Services, Place, Adults, Public Health, and HR. This initiative aims to foster a culture of data confidence, while supporting critical organisational activities and advancing the broader programme to modernise technologies and transform the delivery of council services.

Skills attained by the cohort will also mean the accuracy of decision making at all levels will be better-informed than ever before, reducing room for error and supporting the ambitious cost-saving drive. Increased accuracy will also mean the upskilled staff can track and surpass goals set during the Council’s era of technological transformation.

Training is being delivered by Multiverse, a tech company delivering high-quality training through applied learning, funded by the apprenticeship levy. Multiverse has trained more than 16,000 apprentices in data and digital skills since 2016.

The Data Academy programmes include ‘Data Insights for Business Decisions’ which will equip the cohort with the technical skills and knowledge to confidently navigate the data landscape and make organisational decisions informed by data.

The 13-month ‘Data Fellowship’, a level-4 apprenticeship, will upskill data-literate colleagues into high-performing analysts and data science professionals, while those completing a 13-month ‘Business Transformation Fellowship’ will learn the skills most relevant to organisational operation in the digital age, including defining objectives, exploring opportunities for digital innovation and adopting agile ways of working.

Dan Fenwick, Executive Director Corporate Services at Thurrock Council said: “By giving specialist learning opportunities for 30 of our colleagues, we’re taking a step forward to maximise the use and value of data improving our ability to make evidence based decisions benefiting Thurrock’s residents.”

Multiverse is a new tech-first institution that combines work and learning to unlock economic opportunity for everyone. It works with more than 1,500 organisations including 50+ UK councils to close critical skill gaps in the workforce in AI, data and tech, through a new kind of apprenticeship.

Gary Eimerman, Chief Learning Officer at Multiverse said: “The data Councils have access to can be crucial to the delivery of essential services that directly impact people's lives. Putting it to use can be transformative. With the launch of this new Data Academy, Thurrock Council is taking a proactive approach to strengthening its future as an organisation, by encouraging a progressive, data-led culture through the training of its dedicated team.”

HCLTech's AI academy aims to upskill its workforce in AI and generative AI (GenAI) to deliver significant business value to clients with AI solutions and boost overall productivity.

The partnership will see select HCLTech employees in the UK embark on a 13-month ‘AI for Business Value’ program, with a focus on business benefits and ethical aspects of AI projects. This initiative aligns with HCLTech’s goal of upskilling 50,000 employees in GenAI by 2025, improving productivity and enhancing client and employee satisfaction.

Upon completion of their training, employees will be better equipped to analyze their AI-integrated performance metrics, fostering a culture of insightful continuous improvement and maximizing individual and team potential.

"This strategic initiative underscores HCLTech's commitment to harnessing AI responsibly to drive business outcomes. By partnering with Multiverse, we are not only equipping our workforce with advanced AI competencies but are also amplifying our capacity for innovation and excellence in service delivery," said Ashish Kumar Gupta, Chief Growth Officer, Europe and Africa, Diversified Industries, HCLTech. "Through this collaboration, we aim to position HCLTech at the forefront of ethical AI deployment, ensuring that our clients benefit from the transformative power of AI while upholding the highest standards of integrity and productivity."

"Capturing the potential gains from AI doesn’t just rely on technology and deploying the right models, it also requires individuals equipped with the right skills to apply it in the real world. HCLTech plays a pivotal role in the global tech arena and their clients depend on its cutting-edge capabilities. By empowering teams with advanced AI skills and instilling confidence, HCLTech and its clients are set to unlock the transformative potential of ethical, precise and productivity-enhancing AI," said Euan Blair, CEO at Multiverse.

Multiverse has trained more than 16,000 apprentices in data and digital skills since 2016.

Tell us about your recent career change at Multiverse.

I joined Multiverse two and a half years as a Business Operations Manager, working on things like driving efficiency during secondments, or Project Managing software sunsetting journeys. After 6 months in the role I was promoted to Head of Business Operations and was looking after a small but mighty team of internal fixers!

Shortly afterward I was diagnosed with Cancer which saw me need to take extended medical leave whilst undergoing treatment. Now I am back (Cancer-free!) and the scope of my role has become both broader and deeper. I now look after internal operations, covering the services needed for Multiversers to get their jobs done.

How are you enjoying your new team and remit?

It’s been an incredible six months, and I’m loving my new role! The opportunity to bring functions together—and, in some cases, to build them from the ground up—has been both exhilarating and rewarding. We’ve accomplished a great deal in a short time, delivering significant value for the business and Multiversers, with even more exciting plans on the horizon.

Any career change comes with its challenges, what did you have to overcome and how did you approach this?

One of the most interesting challenges has been balancing sustainability with velocity - we aim to strengthen Multiverse’s security and maturity while fostering innovative growth. In this role, my team and I have been passionately focused on optimizing ‘Time to Value’, which means making things more effective and efficient. Many systems and processes have been built to address specific needs, but as the organization expands, it's crucial for us to adapt our ways of working to accommodate new priorities, even when they don’t fit neatly into our current framework. For example, we’ve built an internal ticketing system, Multibot, and are leading Project Fortress, which aims to enhance our security and achieve multiple ISO certifications.

To tackle these challenges, we embraced a proactive mindset, taking ownership of identifying and bridging the gaps wherever identified. This means having strong relationships cross-functionally to encourage collaboration and creative problem solving. We also aim to be as agile and flexible as possible to ensure we not only meet current demands, but lay a robust foundation for future growth. It’s been a rewarding journey that has taught me the importance of adaptability and the value of a cohesive team in navigating change.

If you could share one piece of advice for someone looking to develop their career or move internally, what would it be?

Engage with others! It can be daunting when you’re unsure about the unknowns in your career, but gaining insights from those around you is invaluable. Reach out to a senior leader you admire or connect with a colleague who has faced similar challenges; remember, your situation isn’t unique (and that’s perfectly okay). Learning from others who’ve walked a similar path can provide guidance and clarity.

Moreover, embrace change—it’s the only constant! While navigating change can be challenging, it doesn’t have to be overwhelming. Take a moment to reflect: when was the last time you embraced change, and when did you resist it? Understanding the gaps in your approach can help you fine-tune your adaptability to transformation. By cultivating this skill, you empower yourself to thrive in an ever-evolving landscape.

Ola’s journey from Business Operations Manager to Head of Business Operations showcases our Career Mobility approach at Multiverse and highlights the importance of embracing change and the challenge that comes with it when wanting to make a career change. Want to join a company where career mobility is a priority? We’re hiring.

77% of business leaders say they plan to increase training and development budgets by 2030, according to Multiverse data. As organisations move to adopt new digital workflows and technologies, they have an opportunity to centre employees in their workforce transformation initiatives.

But what steps can HR leaders take to drive workforce transformation efforts, rather than just execute them?

We recently held a panel discussion at our London headquarters, bringing together HR leaders from multiple industries to discuss how we can put our people at the forefront of workforce transformation initiatives.

The panel was composed of Ioana Nicolae, Senior People Specialist at Mastercard, Hayley Crossley, Senior People Specialist at Mastercard, and Paige Rinke, Multiverse’s VP of People and Talent.

We discussed Mastercard’s innovative approach to career development through the ‘Own Your Career’ programme, and the steps HR leaders can take to drive workforce transformation from the ground up.

These are the five key takeaways from our discussion:

Offer on-the-job learning opportunities

Internal movement can be a valuable tool to connect employee skills to the projects that require them. At Mastercard, there is a culture of internal movement – employees are encouraged to explore other roles and areas of the business where their skills may transfer.

Ioana explained: “Internal movement is a great thing – and I think from a personal perspective, it just helps to see how great it is to have different perspectives of the same thing, and there are transferable skills.”

“From every role that you do, you can learn something new, and you can expand your skill set.”

From this idea came Mastercard’s talent marketplace, an internal platform launched in 2022 to match people and skills to projects within the business. Employees upload their CVs, skill sets and desired skills, then AI matches people to jobs that need resourcing.

Hayley told us: “We saw quite a few projects take off, and in that first six months, we had two people actually change their roles because of it and get a role with their new team. It became really apparent quite quickly that this is a great tool to use for people to test their skill set.”

This style of learning helps Mastercard employees to upskill, share knowledge and contribute to workforce transformation on their own terms – participating in the projects that interest them the most.

“As a manager, even if you were to lose a staff member on your team, but Mastercard keeps them, it’s a win.”

Build tailored learning pathways

Every industry has skills gaps. When addressing those shortfalls, learning and development opportunities should be tailored based on what employees need to succeed in their roles and develop in their careers.

Using data from yearly talent reviews and the talent marketplace, Mastercard provides employees with tailored learning opportunities.

For example, Hayley explained that the team’s AI platform can record employees’ owned and desired skills to set up personalised learning pathways through providers like LinkedIn Learning and Harvard Online Courses.

The tool helps employees identify their skills gaps and assess what their next role or project should be to fill those gaps. It helps to build both technical skills and vital soft skills required in day-to-day work, like communication and change management.

Provide smarter mentorship

Mentorship programmes are a common learning and development tool for businesses – but AI adds an additional layer of value. At Mastercard, mentorship opportunities are intelligently matched according to skill set.

It’s not a system where a more experienced manager will simply mentor a less experienced member of the team. Instead, mentorship takes place across multiple departments and levels of maturity. For example, if an employee tells the system they want to build their communication skills, they could be matched to another employee who possesses these – regardless of their level of seniority.

AI-powered mentorship helps support cross-functional learning and builds relationships across departments, levels of seniority and territories – which is critical for a large, dispersed organisation like Mastercard.

Currently, over two-thirds (69%) of business leaders believe that their organisation will need different workforce skills to stay competitive by 2030. Learning through peer expertise could become increasingly valuable as the workforce looks to expand its digital skills and encourage knowledge sharing between multiple generations of the workforce.

Create a culture of employee learning and development

One of the greatest challenges that HR teams contend with is retention. According to CIPD, the average turnover for UK workers – the proportion of staff who move on to a new employer or are not working after a year from hiring – is 34%. It means companies lose talent, and when certain skills are scarce, recruitment can be expensive.

The AI-powered talent marketplace is solving talent retention challenges for Mastercard. The tool helps employees identify, communicate and find opportunities to accelerate their career development, leveraging the resources and budget available to them through initiatives like the Apprenticeship Levy.

A people-first approach to learning and development gives employees autonomy over their career growth, helping them feel supported and more likely to stay with the company. On how Mastercard assesses the value of an opportunity, Hayley said “the one question we ask is, is it going to benefit you in your role?”

Sell workforce transformation projects through your leaders

Equipped with a breadth of workforce data and new AI-powered systems, HR teams are well-positioned to support skills-based workforce transformation. However, business leaders need to be at the forefront of communicating with the organisation and securing buy-in for transformation projects.

When leaders are seen as advocates for learning, and authentically communicate the benefits from the top down, it can help convince decision-makers of the business value of learning and development opportunities.

Ioana highlighted the importance of selling through your leaders. She explained: “If you spend a bit more time with leaders and understand what their challenges are in the business, you have a better idea of how you can match up what they’re missing with what you can add. That’s when they really see the value that HR can bring to the table.”

Since its launch, the talent marketplace has established executive sponsors across the business and engaged staff in transformation initiatives. It has an adoption rate of over 80% within Mastercard, a testament to the success of the project.

Multiverse helps businesses deliver workforce transformation

Upskilling has a central role to play in workforce transformation – and HR professionals are the key facilitators.

Closing the discussion, Paige said, “In the background in HR, we can do the work to help determine skills gaps and what leaders need to be at the forefront of it, but we must make sure that we're really open and honest with the commitment upfront, because it is a commitment, but one that can hopefully be transformational and life-changing.”

The Multiverse team works closely with Mastercard to identify skills gaps and offer upskilling programmes to employees based on their learning and development aspirations.

To learn more about how to align your workforce’s skills with strategic goals, explore Multiverse’s transformation solutions.

The skills needed to thrive in today’s working environment look drastically different to those needed a decade ago.

As technology advances, new innovations like AI have transformed the skills that employees need most, resulting in skills gaps.

It’s a growing problem for business leaders: 48% say their organisation has significant skills gaps across key functional areas of the business. But it’s a solvable one – and organisations can get ahead by identifying, quantifying, and fixing skills gaps in their workforce.

In this article, we’ll unpack what a skills gap is and the different types that exist in the workplace. We’ll also dive into the data – exploring the digital skills gap statistics that demonstrate the scale of the challenge – and how leaders are adapting to meet demand.

Skills gap definition

A skills gap is the difference between the skills that employees possess and the skills that the business requires.

Today, they pose a significant challenge to businesses. According to a recent Multiverse report, 68% of business leaders anticipate gaps in key tech and data areas heading into 2030. Half (49%) believe these skills gaps will have a negative impact on key business performance metrics including profitability, employee retention, and customer satisfaction.

As a result, leaders are reordering their strategic priorities. Currently, they rank learning and development as their fifth largest priority, rising to fourth when looking ahead to 2030.

Read the full report for more insights and learn how to build the future workforce of 2030

Types of skills gaps

Our data suggests that organisations are currently struggling to address skills gaps across several business-critical areas, spanning both technical and soft skills.

Examples of technical skills gaps in the workplace

A technical skills gap is the difference between the technical skills employees have and those the business needs, especially relating to abilities in certain software, technologies, or processes.

Modern organisations are affected by skills gaps encompassing a range of specific technologies and platforms. Key areas where technical skill gaps are most acute include:

Artificial intelligence (AI)

AI skills gaps occur when workforces lack the skills to develop, deploy, or manage AI systems effectively. These include expertise in machine learning, data engineering, and solution design. Currently, leaders name AI as their most significant skills gap (45%).

Data

Data skills gaps occur when organisations lack the necessary skills to organise, store, and govern data effectively. 77% of leaders say data management is the skills gap most likely to persist into 2030.

Many organisations also have skills gaps when it comes to standard workplace productivity software. According to the Multiverse Skills Intelligence Report 2024:

• 57% of employees have basic or no Excel skills.
• 55% have no PowerBI or Tableau skills.
• 86% have no Python skills.

Cybersecurity

Cybersecurity skills gaps exist when organisations lack skills in protecting digital assets, data, or systems from cyber threats. Abilities in areas such as network security and threat detection are crucial to building a strong cyber posture, and business leaders name cybersecurity as their second largest skills gap (35%).

Cloud computing

Cloud computing skills gaps refer to a lack of skills for designing, managing, and optimising cloud-based infrastructures across platforms like AWS and Microsoft Azure. Leaders name cloud computing as their third largest skills gap (28%).

Examples of soft skills gaps in the workplace

Beyond technical abilities, workforces may also have skills gaps across soft skill areas. A soft skill gap is the difference between the non-technical abilities employees have and those the business needs.

A recent Multiverse survey on the power of on-the-job learning revealed that business leaders see soft skills as the largest predictor of potential – with leaders twice as likely to prioritise durable skills (64%) over degree results (27%) when assessing applicants for junior roles.

When asked to name the three most important soft skills their companies will need over the next five to 10 years, leaders cited the following skills gaps:

Critical thinking

Critical thinking skills gaps arise when employees lack the ability to analyse business problems and assess solutions effectively. 37% of business leaders consider it one of the top three most important skills their organisation will require.

Communication

Skills gaps in communication refer to the ability to clearly and effectively convey information, verbally or in writing. As remote and dispersed workforces become more common, 37% of business leaders name communication as a top priority.

Adaptability

Adaptability skills gaps emerge when employees struggle to adjust to new technologies or working processes. 35% of leaders see adaptability as a crucial skill for their future workforce.

Creativity

Creativity skills gaps are present when organisations lack the ability to generate innovative ideas or solve problems in novel ways. 34% of business leaders believe creativity will be critical for success over the next five to 10 years.

Why is it important for businesses to close skills gaps?

Over two-thirds (69%) of business leaders believe that their organisation will need different workforce skills to stay competitive by 2030. But to effectively implement new technologies like AI, workforces need new skills – both technical and soft.

When skills are missing, leaders see risks to business success. Half of leaders believe a lack of AI skills will negatively impact revenue growth (50%), productivity (50%) and profitability (49%).

How to identify and fix skills gaps

To maintain their competitive foothold, organisations can invest both in emerging technologies and the skills needed to implement them. 77% of leaders say they plan to increase training and development budgets by 2030. As a priority, 83% say their organisation is moving quickly to implement AI skills development.

Many choose to develop employee skills through upskilling or reskilling programmes. Upskilling refers to expanding existing skills and knowledge to stay competitive and relevant in the workplace, while reskilling is the process of building brand new skills and knowledge unrelated to your current skill set.

However, even though they recognise they have skills gaps, some businesses struggle to assess where those gaps are. As a result, decisions made to close gaps are often top-down and heavily influenced by guesswork or industry trends.

The Multiverse team can help map your skills gap with speed and precision. Book a consultation to identify your skills gaps today.

ERGs are groups created by and for employees, bringing together people who share common life experiences or identities. Typically, these groups are comprised of people within communities that have been historically and systemically marginalised. ERGs provide support and a safe space for underrepresented and/or marginalised communities. They help employees in their professional development, increase engagement and retention, champion their members’ point of view, and help us drive towards our organisation-wide goal of a Multiverse where every employee can Grow and Thrive.

Black @ Multiverse is a network fostering support, connection, and development for individuals identifying with the Black Diaspora. Our aim is to cultivate a sense of belonging, aiding in the advancement and retention of our members at Multiverse. Whether you identify as belonging to the African Diaspora or as an ally, everyone is welcome to join us in our mission to promote diversity and inclusion!

We sat down with Sarah Olubunmi, a Product Manager based in our London office and our Black @ Multiverse Chair, to talk about her new role.

What inspired you to run for Chair of the Black @ Multiverse ERG?

I have a deep understanding of both the unique challenges and the strengths that come with being Black. I wanted to channel my lived experience, alongside my leadership and business expertise, to create an even more inclusive community within the company. My inspiration comes from a desire to empower and uplift Black employees, while also educating our allies. By sharing Black narratives and celebrating diversity, I hope to make a lasting impact and foster a greater sense of belonging for everyone.

What is the main goal of your ERG?

Our primary goal is to support the ongoing work to create a truly inclusive environment, where Black employees feel supported, empowered, and valued. We aim to achieve this by focusing on three key objectives:

1. Enhancing career development and mentorship opportunities for Black employees.
2. Celebrating Black culture and educating others about the richness and diversity of our experiences.
3. Addressing the challenges that Black employees may face, particularly around inclusion and belonging, and working to create tangible solutions.

Why do you think the ERG is important?

The ERG plays a vital role in creating a space where Black employees can feel seen, heard, and respected. It helps build a community where people can share their experiences and find support, both professionally and personally. The ERG also serves as an educational tool for the wider organisation, allowing allies to learn more about the Black experience and how they can contribute to a more inclusive workplace. Ultimately, it’s about fostering a culture of understanding and celebration of our differences, which makes the entire company stronger.

What is your favourite event you’ve put on so far?

One of my favourite events was the fireside chat I hosted in partnership with BYP Network, where I shared insights into my own career progression. It was an amazing opportunity to provide tangible advice and tips to help others advance in their careers.

I also loved hosting our Notting Hill Carnival panel in August - it was incredibly powerful and informative. We discussed the history and cultural significance of Carnival, helping to dispel some of the common misconceptions. The feedback was overwhelmingly positive, and we had over 100 attendees, which made it feel even more impactful.

What are the big plans for the ERG this year?

We have an exciting year ahead! One of our key events will be attending the Black Tech Fest, which is an incredible opportunity to connect with like-minded professionals and showcase the talent within our community. We’re also planning a series of Black History Month celebrations, including a dynamic panel event followed by an after-party. These events are all about celebrating Black culture, empowering our members, and continuing to build a stronger, more inclusive environment for everyone.

If our commitment to diversity inspires you and you wish to be a part of a company that invests genuinely in its people, we would love to have you on board. See open roles.

As technology advances, though, professionals in the tech sector are required to continuously develop their skills to remain competitive. For them, reskilling and upskilling should be top of mind.

But there’s also general confusion over the differences between upskilling and reskilling. If you’re looking to accelerate your career, you might wonder whether it makes more sense to reskill, upskill, or a combination of the two.

This article will help clear up some of the confusion over these distinct concepts. Below, we'll cover:

• What does it mean to reskill or upskill?
• Should I reskill or upskill to advance my career?
• The best ways to upskill in 2024

Let’s dive in.

What does it mean to reskill?

To reskill, a professional generally must develop new capabilities and specialised knowledge outside their existing skill set.

Reskillers come from all ages, specialisms, and industries. But unlike upskillers, reskillers aim to switch careers entirely.

For example, let’s say you've worked in sales and business development for five years. You’ve developed skills related to this career path, such as those based on customer-facing communications and outreach.

You recently learned, though, that the average data analyst salary is higher than your current pay. To become a data analyst, you’d need to develop a new core skill set. So, you retrain through a technical programme outside of working hours and switch from a sales specialist to a junior data analyst.

What is upskilling?

Upskilling is when a professional improves or develops the core job skills or abilities related to their existing career path.

Upskillers come from all ages and industries. But they share a desire to progress in their current field or industry to propel career growth, rather than switch careers entirely.

To illustrate an example: Let’s say you've been a generalist Software Engineer for three years. You enjoy the work, but you'd like to specialise in cyber security, as that skill set is in demand. You upskill and progress from Software Engineer to Cyber Security Engineer.

Should I reskill or upskill to advance my career?

It’s natural for working adults to question whether it makes greater sense to reskill or upskill to advance their careers.

Both upskilling and reskilling offer unique opportunities and benefits to professionals (more on this below). But to answer the question of which is right for you, it’s best to start from your unique, long-term goals and work backwards.

Here are some questions to ask:

• Do I enjoy the work I currently do? Does it feel meaningful to me?
• Does my current career path align help me achieve my long-term goals, be them personal, professional, or financial?
• Are there options to develop or expand upon my current skill set for greater success in my industry?
• Will demand for my current skills continue to grow in the future? Or could I do more to future-proof my career path?

While a simplification, the above questions can be a useful starting point for further exploration. But before we go any further, let’s examine some of the benefits of upskilling or reskilling for your career.

The benefits of reskilling or upskilling for employees

Workforce training benefits more than just HR Managers and business owners. Here are six ways reskilling or upskilling can also help you as an employee.

1. Increased salary and responsibilities

Data shows that upskilling or reskilling can lead to new job responsibilities, career advancement, and potentially higher earnings. In fact, 69% of apprentices who completed one of our upskilling programs have gained new job responsibilities, while 75% of employees who participated in upskilling have experienced career advancement. Additionally, over 5% of those who upskilled have seen an increase in average earnings compared to those who didn't.

While you're looking to progress in your current role or start a new career path, upskilling or reskilling is a solid business case for achieving your goals. You can learn the abilities needed for new and potentially more complex tasks in your existing role by upskilling. On the other hand, reskilling can provide you with the skills needed to start a new career with more responsibilities and higher earning potential.

2. Greater job security in 2024 and beyond

OpenAI released a demo of ChatGPT in late 2022. By early 2023, demand for new professions, like Prompt Engineers, had emerged. A full 69% of business leaders predict AI will create more demand for professionals with this specialism.

AI has shown us how quickly tech advances can change the way we work. Now is the time to learn the skills of the future and bring innovative approaches to your role. Doing so will increase your job security in the present, and it will also give you the new skills you need to adapt to future tech changes in the workplace.

3. Fewer education gaps

You don't need a new degree-level qualification to advance your career. For some careers, it helps. But there are other factors to consider.

Putting your career on pause to attend university is expensive and a significant time commitment. There's also no guarantee of a job after graduation. The pace of technological change, especially in the tech industry, means new graduates often emerge from university with skills gaps.

Fortunately, you have options. Multiverse offers learners the ability to earn a degree qualification through an upskilling programme without leaving your current role. You'll also earn a nationally recognised certification while working on real projects, meaning no career breaks or learning endless theory.

Check out our programme options for more information.

4. Enhanced productivity and problem-solving

More and more businesses see the value of employees investing time into their skills. One study showed that 93% of CEOs introducing advanced upskilling programmes see increased workforce productivity and fewer skills gaps or mismatches. A further 94% see greater innovation and accelerated digital transformation. Additionally, 95% see better employee engagement. But when your employer upskills or reskills the workforce, what does that mean for you as an employee?

Whether you're at the start of or mid-way through your career, evolving your skills will help you solve advanced problems. Plus, when your employer invests in you, you feel more valued and engaged. Being empowered to solve problems and feeling more engaged at work makes you more productive. You'll also be less likely to switch jobs, which is an indicator of greater job satisfaction.

5. Better work-life balance

Regardless of your position on the work-from-home debate, fully remote or hybrid working opportunities may bring better work-life balance. Still, that all depends on your preferences or commitments.

Some professionals prefer a clear separation of work and home, in which case an in-office role might be best. Others may prefer the option to eliminate the office commute so they can spend that time with their families.

In either case, learning in-demand tech skills lets you choose your preferred workplace setup. That's especially true of remote work, as many tech professionals can do their work from anywhere.

6. Increased confidence in the workplace

Experts predict that 85% of all job roles in 2030 have yet to be invented. Even as we speak, 90% of workers see the need to update their skills annually at a minimum.

So, if you want to thrive, rather than survive, in the future of work, now is the time to learn transformational skills.

With your new skills, you'll gain confidence in your abilities. That confidence will put you in the driver's seat of your career and help you meet current and future workforce demands. You'll also have the knowledge to effectively lobby for new tools, processes, and workflows that bring actual business results.

Best ways to upskill or reskill in 2024

Now you know why you should upskill or reskill, here are three ways to get started.

Take courses through learning platforms

Platforms like Coursera offer flexibility and the ability to use any professional development budget you have through work. Still, you might have to pay for them if your employer doesn't offer professional development. You may also have to dedicate time outside work to learning the course content. There could also be no support from industry experts or any actionable job-ready skills.

Take a full-time or part-time boot camp

Full-time and part-time boot camps give you the chance to upskill and reskill. If your employer offers a professional development budget, you could use this to pay for the boot camp. But even if your employer funds it, you still have to invest time—aka, use your own time outside of work to study. If you go full-time, you'll have to put your career on pause for course outcomes that might not suit your goals.

Pursue an on-the-job upskilling programme

Like online courses and boot camps, on-the-job upskilling programmes can allow you to upskill in the areas needed to advance your career. But unlike online classes and boot camps, you don't need to quit your job, self-fund the programme, or spend personal time completing the course.

Upskill for free with Multiverse without quitting your job

With a Multiverse programme, you can upskill on the job for free. There's also a focus on applied learning so you won't be stuck in a classroom reading endless theories. You'll get paid to learn and use your new abilities in your day-to-day role.

We tailor our programmes to give you durable and future skills, setting you up for success beyond the present. Plus, you'll learn from experienced professionals who have been where you are.

Fill out our quick application to get started today Our team can then double-check your eligibility and discuss apprenticeship options with you — including how to upskill with your current employer.

The AI for Business Value programme apprenticeship aims to equip team members from business functions across the organisation with advanced, industry-relevant AI and machine learning capabilities. Delivered by the tech-first company Multiverse over a 13-month period, the AI for Business Value programme trains apprentices to identify business value gains that can be achieved through using AI and executing ethical AI projects.

The training is part of The Crown Estate’s ambition to better utilise AI to drive value for the nation. A significant national landowner, The Crown Estate delivers financial value to the Treasury and creates wider environmental, social and economic value for England, Wales and Northern Ireland through its diverse £16bn portfolio that includes urban centres and development opportunities; one of the largest rural holdings in the country; and Windsor Great Park. It also manages the seabed and much of the coastline around the same parts of the UK, playing a major role in the country’s world leading offshore wind sector.

Participants on the AI for Business Value programme will be embedded across the organisation, delivering AI innovation and utilising real-time data in areas ranging from administration and property management through to urban design and marine planning.

The programme will enable teams to identify new opportunities to improve operational and design efficiencies, reduce emissions and carry out optimum planning, among other strategic outcomes, supporting The Crown Estate’s objectives on net-zero, economic growth and productivity and stewarding the UK’s natural environment and biodiversity.

With businesses predicting that almost half (44%) of workers’ core skills will be disrupted by 2027, with AI widely reported to be a key disrupter, the training will also enhance the careers of apprentices who are enrolled, empowering them with the most in-demand skills in the economy today, and allowing them to act as champions for AI within the organisation.

Aruj Haider, Head of Digital Emerging Technology & Innovation, The Crown Estate, said: “AI represents an enormous opportunity for us, that will increase our ability to effectively serve the country and give a huge boost to our efficiency and capability to achieve net zero and grow our productivity. This training will unlock our team’s ability to define the role AI will play in our organisational journey. Just as importantly, it gives our people access to some of the most in-demand skills in the workplace today.

“At The Crown Estate, our AI strategy is geared towards developing the skills, mindsets and behaviours to use AI effectively within our organisation. This apprenticeship is a key marker on that journey, and I really look forward to seeing some of the plans and impacts participants make on this programme over the next 13 months.”

Multiverse is a new tech-first institution that combines work and learning to unlock economic opportunity for everyone. It works with more than 1,500 organisations to close critical skill gaps in the workforce in AI, data and tech, through a new kind of apprenticeship.

Gary Eimerman, Chief Learning Officer, Multiverse said: "The Crown Estate has recognised the potential of AI to upscale innovation and increase efficiencies across its portfolio. The skills development provided is empowering the Crown Estate team members to use emerging technology to achieve their aims; while also enriching their career opportunities.”

According to the World Economic Forum’s latest Future of Jobs report, almost two-thirds of companies globally predict AI will grow in importance, with AI and big data the number one priority for company training strategies with more than 50,000 employees. It’s becoming ever more critical for employers to heed the advent of AI, both to harness the numerous benefits it can yield for their business and to prepare their people for the future of work.

U.K. professionals can use many resources to gain in-demand skills and advance their careers. For example, Multiverse’s tuition-free upskilling programs combine structured curricula with applied learning in the workplace. Upskillers can study AI, data analytics, transformative leadership, and other future-proof fields. Other effective strategies for upskilling include taking online courses and volunteering.

This guide explores the best ways to upskill in 2024. We’ll also highlight critical skills and emerging career opportunities to accelerate your professional journey.

Upskilling defined: Hard skills vs soft skills

Upskilling is a way to strengthen your core skill set and gain new knowledge related to your current career path. This process involves learning new best practices, methods, and technologies to adapt to industry changes.

People often confuse upskilling and reskilling, but they’re different processes. Upskillers expand their existing expertise to take on more advanced responsibilities and roles in their current fields. By contrast, reskillers learn new skills to pivot into different career paths or industries.

Upskillers typically focus on enriching two types of competencies: hard and soft skills.

Hard skills

Hard skills are the technical skills and knowledge needed to handle job-specific responsibilities and tasks. For example, Software Engineers must know how to use programming languages to write code for applications, while Data Scientists need a strong understanding of statistics to analyse datasets effectively.

The demand for hard skills has skyrocketed as industries increasingly become tech- and data-driven. However, many employers struggle to find employees with the right training. The British Chamber of Commerce’s June 2024 Business Barometer found that 62% of U.K. businesses face a skills shortage.

Upskillers can help meet this critical need by learning in-demand technical competencies and tools. According to the Robert Half 2024 Salary Guide, the most sought-after technical skills in the UK labour market include:

• Cloud computing
• Data analytics
• Data management
• Financial modelling
• Marketing automation
• Programming languages
• Software engineering

Soft skills

Soft skills are behaviours and interpersonal abilities that enable professionals to build relationships and navigate complex workplace dynamics. Workers use these skills to collaborate, lead teams, and resolve conflicts effectively.

A 2024 LinkedIn survey shows that 90% of U.K. employers value soft skills more than educational qualifications. Here are a few of the most in-demand soft skills:

• Communication
• Customer service
• Management
• Leadership
• Teamwork
• Project management
• Problem-solving

These universal skills transfer across many industries and roles. For instance, Product Managers and Marketers both need strong communication skills to coordinate cross-departmental projects.

How to assess your hard and soft skills

Evaluate your existing skill set to understand your strengths and identify opportunities for upskilling.

Start by self-reflecting on your current abilities and areas of expertise. What skills have you used in your current and past roles? What areas do you excel in, and where would you like to improve?

As you answer these questions, create a list of your hard and soft skills. Consider rating each skill as “Advanced,” “Proficient,” “Developing,” or “Needs Improvement.” This exercise allows you to assess your current abilities and detect areas where you could build your expertise.

Next, ask trusted colleagues and mentors for feedback on your performance and skills. Invite them to share their observations about your strengths and areas for growth. These conversations can help you evaluate your abilities objectively and gain fresh insights into the skills that matter most in your field.

Finally, consult job profiles on LinkedIn, Indeed, and other career boards to learn about the necessary qualifications and skills for your career path. Compare these competencies to your existing skill set to identify gaps and focus on these areas during your upskilling journey.

Upskilling and the jobs of the future

Professionals have always needed to upskill throughout their careers, but recent technological advancements have made this process more critical than ever.

Businesses across industries have increasingly embraced AI, automation, data science, and other innovations. This shift has profoundly disrupted the U.K. job market, with many traditional roles evolving or becoming obsolete. The Institute for Public Policy Research predicts that AI could affect the jobs of up to 8 million U.K. professionals in the next few years.

Upskillers can prepare for this shift by strengthening their digital fluency. Employers in all sectors seek candidates with proficiency in AI, data analysis, and emerging technologies, even outside traditional tech roles. For example, Marketers can use AI to generate content and automatically send emails. Developing these skills will help you drive innovation in your organisation and increase your marketability.

Upskilling can also unlock exciting career opportunities in emerging fields. According to a 2024 LinkedIn report, the fastest-growing jobs in the U.K. include:

• Sustainability Manager
• Sales Development Representative
• Underwriting Analyst
• Chief Revenue Officer
• Dental Therapist
• Home Health Aide
• Artificial Intelligence Engineer

Many of these roles require cutting-edge technical skills. For instance, Sustainability Managers must analyse environmental data, while Artificial Intelligence Engineers need proficiency in deep learning and machine learning algorithms. Continuous upskilling will enable you to future-proof your career and pursue leadership roles in these high-growth fields.

How to upskill in 2024

U.K. professionals can take advantage of many upskilling resources, from short YouTube tutorials to 18-month apprenticeships. The most effective upskilling opportunities focus on career-ready skills and allow you to practise applying your knowledge in real-world scenarios.

Digital learning and flexible courses

Online courses and certifications allow upskillers to acquire hard skills without the financial commitment of attending university. Platforms like Coursera and LinkedIn Learning offer online courses on various skills, such as data visualisation, prompt engineering, and user experience (UX) design.

Digital learning allows students to study countless topics at their own pace without commuting to campus. This flexibility and versatility make this approach ideal for busy professionals.

Volunteering and practical experience

Volunteering allows you to gain valuable hands-on experience while giving back to your community. Look for opportunities that enable you to gain relevant hard and soft skills as you contribute to meaningful causes.

For example, you could strengthen your JavaScript skills by developing a website for a local homeless shelter. Similarly, you might learn digital marketing by running social media campaigns for a food bank. These activities can boost your career progression and help you build a portfolio to show potential employers.

Upskilling on the job

Multiverse’s upskilling programmes allows professionals to gain new skills while working at their current roles. Upskillers expand their knowledge by attending live workshops, collaborating with peers, and completing virtual modules. They also gain hands-on experience by applying their newfound skills in their current roles.

Multiverse learners develop in-demand AI, business, data, and tech skills. For example, one apprentice used the tech skills he gained during his apprenticeship to launch a charity platform and secure a Project Manager job. Meanwhile, Jeffrey Owusu was promoted to a senior management role during his apprenticeship and helped his colleagues improve their productivity. These case studies demonstrate how Multiverse empowers professionals to make valuable impacts in their organisations and advance their careers.

Creating a SMART career plan

Follow the SMART framework as you shape your career development plan. This roadmap should include these elements:

• Specific: Set clear, short-term goals for consistent growth.
• Measurable: Identify specific metrics and milestones to track your progress.
• Achievable: Create a realistic plan that won’t interfere with your existing job, family responsibilities, and other commitments.
• Relevant: Choose upskilling activities that directly contribute to your career goals.
• Time-bound: Establish fair deadlines to meet milestones and goals.

Update your resume or CV frequently as you complete learning experiences and projects. This practice will allow you to track your skill development and stay prepared for unexpected job openings.

Why Multiverse is the best way to upskill in 2024

A Multiverse apprenticeship is the most effective way to upskill and future-proof your career. Our innovative programs combine practical experience with personalised coaching and industry-recognized certifications.

Apprenticeships receive hands-on training in high-demand fields, including:

• Advanced Software Engineering - Deepen your knowledge of cloud computing, data engineering, machine learning, and other advanced topics.
• Data Fellowship - Strengthen your data analysis and visualisation skills.
• AI for Business Value - Apprentices learn how to leverage AI responsibly to drive business outcomes and accelerate their careers in the workforce of tomorrow.

These flexible learning pathways allow professionals to upskill without sacrificing their current job or work-life balance. Depending on the programme, apprentices often receive several hours of protected learning time each week and apply their skills by completing relevant projects for their employers. They also get personalised coaching and mentoring to support their professional development.

A Multiverse apprenticeship can lead to rapid career growth. One in three learners get promoted during their apprenticeship or within six months of completion. Additionally, 52% of learners saw a salary increase since starting the program.

Accelerate your professional growth

Upskilling has become a necessity in 2024 as industries race to adapt to emerging technologies and changing market demands. Professionals must continuously expand their hard and soft skills to meet new challenges and stay relevant.

U.K. workers can pursue many upskilling opportunities, including online courses, certifications, and volunteering. Consider Multiverse’s upskiller programs if you’re looking for a structured, career-advancing upskilling experience – with no cost to participants. Apply today to get started.