GENEDGE’s Post

🤔 Wondering if the tech industry is primarily for younger individuals or if there's room for professionals of all ages? 💡 Let's dispel that myth once and for all! The tech industry thrives on diversity and welcomes individuals of all ages, backgrounds, and experiences. Here's why: 1️⃣ **Experience Matters**: Older professionals bring valuable experience and expertise to the table. Their seasoned perspective and problem-solving skills are highly sought after in tech roles. 2️⃣ **Lifelong Learning**: The tech industry is constantly evolving, making it an ideal environment for lifelong learners. Whether you're just starting out or have decades of experience, there are always opportunities to upskill and stay relevant. 3️⃣ **Diverse Perspectives**: A diverse workforce leads to innovative solutions. Combining the fresh ideas of younger professionals with the wisdom of older generations fosters creativity and drives growth in tech companies. 4️⃣ **Inclusive Culture**: Many tech companies prioritize building inclusive cultures where individuals of all ages feel valued and empowered to contribute. Age is seen as just one aspect of diversity, alongside factors like gender, race, and background. 5️⃣ **Career Transitions**: It's never too late to pursue a career in tech! Whether you're transitioning from another industry or exploring new opportunities later in life, the tech industry offers pathways for individuals at every stage of their career journey. So, whether you're a recent graduate, a mid-career professional, or considering a late-career pivot, rest assured that the tech industry has a place for you. Embrace your unique strengths, embrace lifelong learning, and seize the endless opportunities that await! 💼💻 #TechIndustry #Diversity #Inclusion #LifelongLearning #CareerOpportunities 🌐👩💻👨💻

Business leaders and HR professionals... if you're always on the lookout for innovative ways to tap into a more diverse pool of tech talent, we've got some insight for you. It's widely known that the tech industry thrives on diversity and creativity, and yet hiring practices often remain unchanged, prioritising or requiring University degrees through the job application process. To create change, we need to mix things up. We've focused in on a few ways businesses can embrace alternative pathways that not only bridge the tech talent gap but also infuse fresh perspectives and diverse individuals into your organisation. 💡 Dive into our latest blog post: https://bit.ly/3MA8ImV If you've experienced successful alternative routes to tech, either as a business or individual, we've love to know more! #PathwaysToTech #TechTalent #DiverseTalent

Graduating from a top ranked institution is typically seen as a pre-requisite and a gateway to starting a tech career. But access to such institutions has been limited to full time students at campus. Further, various socio-economic factors caused several groups such as women, people of color, etc. to remain historically underrepresented in higher education, perpetuating a wider gap in building a diverse workforce. One of the good things that emerged from COVID-19 was remote hiring. It gave confidence that talent can be found everywhere. Today, with top academic institutions, big tech firms and edtech players coming together, access to quality education and high-end tech careers extends well beyond college campuses. Skills-first hiring approach has proven that diversity and merit can coexist. 'Tear the paper ceiling' movement is already picking up across the globe. I am happy to be part of TalentSprint, where unique high-impact programs (like WE, WISE, WISH, TechWise and more) are designed to enable diverse talent secure high-end tech careers. Glad to have the opportunity to co-author this piece with my mentor Debjani Mukherji and thanks to the Deccan Chronicle for covering it. Please do read and share your thoughts. https://lnkd.in/gB_-Bk6e #skills #skillsfirsthiring #diversity #highereducation #inclusion #paperceiling

𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗧𝗲𝗰𝗵 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲: 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗢𝘂𝗿 𝗬𝗼𝘂𝘁𝗵 𝗳𝗼𝗿 𝗮 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗙𝘂𝘁𝘂𝗿𝗲 It is becoming increasingly clear that merely providing young people with access to technology is not enough. We need to focus on instilling the confidence necessary for them to truly embrace digital challenges. There is a significant confidence gap among our youth – while many have access to tech, they often lack the self-assurance to engage with it fully and creatively. This gap is not just about preparing for future jobs; it is about building essential skills like problem-solving, digital citizenship, and innovation. To bridge this gap, we need multifaceted strategies. These include cultivating a growth mindset towards technology, creating safe spaces for experimentation, connecting tech to personal interests, and providing diverse role models. Schools and communities play an important role too, by integrating technology across all subjects and providing hands-on experiences. Of course, there are barriers to overcome, such as limited resources and persistent assumptions. Addressing these challenges is essential for creating an inclusive tech education environment where all young people can grow. Reflecting deeply it seems that "𝑶𝒖𝒓 𝒋𝒐𝒃 𝒊𝒔 𝒏𝒐𝒕 𝒕𝒐 𝒄𝒓𝒆𝒂𝒕𝒆 𝒕𝒉𝒆 𝒏𝒆𝒙𝒕 𝒈𝒆𝒏𝒆𝒓𝒂𝒕𝒊𝒐𝒏 𝒐𝒇 𝒕𝒆𝒄𝒉 𝒘𝒐𝒓𝒌𝒆𝒓𝒔. 𝑶𝒖𝒓 𝒋𝒐𝒃 𝒊𝒔 𝒕𝒐 𝒄𝒓𝒆𝒂𝒕𝒆 𝒕𝒉𝒆 𝒏𝒆𝒙𝒕 𝒈𝒆𝒏𝒆𝒓𝒂𝒕𝒊𝒐𝒏 𝒐𝒇 𝒕𝒆𝒄𝒉 𝒍𝒆𝒂𝒅𝒆𝒓𝒔." What strategies have you seen work well in building tech confidence in youth? How are you contributing to creating the next generation of tech leaders? Let's hear your take in the comments. #Edufuntechnik #TechEducation #YouthEmpowerment #DigitalLiteracy #FutureOfWork

=====>>Alot of people are trying to get into tech with unrealistic expectations<<===== The tech industry is witnessing a surge of aspiring professionals with unrealistic expectations. A prevalent misconception is the notion that acquiring technical skills ensures swift career ascent and financial prosperity. This perception neglects the nuanced demands of the ever-evolving tech landscape, where continuous learning is imperative. Unrealistic expectations manifest in significant consequences, leading to elevated dropout rates and pervasive burnout. Disillusioned entrants often find it challenging to reconcile their anticipations with the complex reality, impeding their professional development. To address this, individuals should prioritize understanding the specific requirements of their chosen tech role, while recognizing both the industry's successes and challenges. Nurturing a growth mindset and prioritizing building strong soft skills alongside technical proficiency are pivotal strategies that would help navigate the industry. In essence, tempering expectations and instilling resilience are pivotal in fostering sustainable and gratifying careers in technology. #breakintotech #techcareers #techcareerskills #techcommunity #techcareer #techcareerskills

*Innovation alert* One of the audiences I hear the most concerns about these days are: School-leavers. GenZ. Apprentices. Our kids, our nieces and nephews, our future... Everyone struggles with understanding, reaching and recruiting them. We clearly need new ideas here. So this spring I was particularly impressed when I saw Deutsche Telekom’s new “Open Application” tool that they built together with CYQUEST. It asks applicants a number of questions and automatically matches them with professions, based on skills and personality. Even if that profession is one that Deutsche Telekom does NOT offer. So by being truly helpful, the employer becomes a partner and supporter. It shows that Recruiting + Tech can be = a better way. So I’m not surprised that it won Potentialpark’s Innovation of the Year Award. And for the Talent Submarine blog, I interviewed the team behind it: Lisa-Maria Ebert and Cagla Kocayel. (Links to the English and German article in the comments) Some background - we all know what makes school-leavers such a difficult target group: - They have so many opportunities! - They want to be happy in life and really identify with their work! - But then they feel under enormous pressure to find their “perfect place”! - They have high expectations in terms of benefits, flexibility, work-life balance! - But applying can be a frustrating experience (to say the least)! - They easily drop out when they are not 100% happy. Some say GenZ is “spoiled”. I would rather say: in an ever-more complex world, they need all the support they can get to find their role in life. Who can help them find it? I don’t think we can leave it to parents and teachers. Who would be in a better position than employers? So now, how do you... - help school-leavers find their true profession, - generate more applications, - but also help those who are not a match, - use smart tech for it, - and then win an Innovation Award? By building the Open Application like Deutsche Telekom did together with CYQUEST. Check out the interview in the comments – have fun!

BAE are helping to alleviate a major misconception around gaining a career in Tech by opening up the sector with apprenticeships and trainee positions to bring in more opportunities for diverse talent early on in their careers. With these opportunities helping support and improve upon the current and future diverse skills shortage within the Tech sector. Two other of the main perceived barriers fall within the lack of information and education for career paths within Tech in schools, so should it just be the responsibility of the education sector, or should the wider tech industry have a more hands on approach?

Reflecting on the challenges of 2023, we understand that breaking into the tech industry was not easy for non-technical individuals. However, the good news is that the landscape is evolving, and there are incredible opportunities ahead for those determined to make their mark in the tech world! Here are a few positive trends and tips to empower your journey into tech next year: Upskilling is Key: Invest in developing your skills through online courses, workshops, and boot camps. Continuous learning is the key to staying relevant in the dynamic tech industry. Networking Matters: Connect with professionals in the tech community through this platform, attend virtual events, and engage in meaningful conversations. Building a strong network can open doors to exciting opportunities. Showcase Your Projects: Create a portfolio showcasing your projects and practical skills. Whether it's coding, design, or any other tech-related field, a strong portfolio is a powerful tool to demonstrate your abilities. Embrace Diversity and Inclusion: Tech companies are recognizing the value of diverse perspectives. Highlight your unique strengths and experiences, and seek out employers who prioritize diversity and inclusion. Stay Persistent and Resilient: The tech journey may have its challenges, but persistence and resilience are key. Learn from setbacks, adapt to changes, and keep pushing forward. Let's make 2024 the year where non-technical individuals break into the tech world and thrive! If you have success stories, tips, or insights to share, please do so in the comments. Together, we can inspire and support each other on this exciting journey! #TechJourney #CareerGrowth #TechOpportunities #BreakingIntoTech #2024SuccessStories

The Engineering Change Lab - USA is at the forefront of addressing the critical engineering #talentshortage, which is driven by a combination of factors, including low unemployment rates, high demand for talent, a nearly flat number of new graduates, the retirement of baby boomers, and significant #infrastructure investments. The upcoming virtual summit titled "The Engineering Workforce of the Future: Challenges, Key Leverage Points, and Innovative Strategies" on June 18, 2024, promises to be a pivotal event for exploring systemic forces and innovative strategies to confront #workforce challenges. Participants will dive into key questions such as how to attract, educate, and retain talented individuals to meet workforce needs in the next decade. It will also address the transformation of engineering organization cultures to be more welcoming to women and under-represented minorities and to embrace purpose-driven practice. #CalltoAction: Join us at the summit to be part of the conversation and contribute to shaping the future of the engineering workforce. Register now and be a change leader in the engineering community!

Did you know the construction industry is struggling to find skilled workers?  This becomes more apparent every day, so what can employers do to attract and retain the next generation?  Sarah Sladek, CEO and Chief Strategist at XYZ University shared useful tips in 2020 for helping businesses appeal to the next generation, and this still rings true today.  👷♀️Understanding the current state of the industry can help you identify gaps, spread awareness and influence other businesses to take action too, whether it's a lack of technical education programmes, awareness in schools or a shortage of workers.  👷♀️Create a space for open dialogue to help raise voices within the industry. Having open conversations can also bring people together who may have different experiences, backgrounds, and skill sets. This can increase intergenerational collaboration, build team relationships and create unity within the team.  👷♀️Prioritising your employees means to put them first. This culture is becoming what younger generations want. They want to feel valued and supported and enjoy their job. This helps employees choose where they want to work.  👷♀️Get started now as there's no better time to start. Foster teamwork, put people first, and be more mindful of the future. This will make a huge difference.  We agree with all these points. Each one is just as important as the previous one.  Small steps can help to change your organisation into one that's focused on people, and making a positive impact on future generations.  Read more about this topic by clicking the link in the comments! We're passionate about breaking open STEM and empowering the next generation of leaders through the power of community marketing. Helping brands that are transforming the future through Science, Technology, Engineering, and Maths. Get in touch to learn more! #construction #nextgeneration #STEM #engineering #DEI #gendergap