If organisations are to continue adapting, they need to invest in training the skills they need for today and tomorrow. To address the digital skills shortage we need to see employers as educators, we each have a role to play in making up the shortage.
It’s the end of our first week in the latest Made Tech Academy cohort. My mind has been truly blown.
Many organisations have fallen behind in the digital race. They’ve been unable to keep up with the pace of change and therefore need to buy a digital transformation to catch up. Couldn’t this whole transformation business have been avoided?
At the time of writing this, I’m in the latter half of the Made Tech academy process, so I figured I would write about the experience so far and why the scheme is invaluable for people who have some technical skills but are trying to get started within the tech industry.
Some dos and don’ts for supporting and coaching less experienced engineers
The evidence is all around us: there is a shortage of digital skills. You only need to look at the ever inflating tech salaries and the array of benefits companies offer employees. Such offers are made in an attempt to get access to the limited supply of tech talent available in the market. We’ve got a problem and it’s only going to increase unless we do something about it.
Just over a year ago, I wrote about the lack of diversity at Made Tech and how it was something we needed to work on as a business. We’d recognised our ‘ignorance’ had led to inactivity in identifying problem areas, but once we’d accepted our failures, we had to stop being passive bystanders and actually take active steps to address them.
Made Tech is where we are because of our people. We see the importance and value in progress and self-improvement and encourage a culture of openness and sharing because it creates an enjoyable and productive environment. With learning at the crux of everything we do, we wanted to improve software delivery within our own organisation first and create capable mentors to help everyone in the team progress.
We therefore decided a new approach to employee development was needed. The idea was to provide clear paths for improving ability both internally and in customer teams. While reviews and continuous feedback systems work on a general level, we wanted to find the most effective way of increasing skill parity across a company, so we trialled a skills matrix.
We’re excited to announce the launch of a brand new initiative for our company: The Made Tech Academy.
Intersectionality, BAME, cis, anonymous hiring, inclusion. These words are likely not on your ticket if you are playing privilege bingo. Like a canary in a coal mine, a lack of understanding of these concepts will likely mean your daily actions reinforce systemic discrimination.