HELP BUILD THE NEXT GENERATION OF DESIGNERS: HIRE A CO-OP STUDENT TODAY!

Our students are excited to contribute to your business and build a better world. Here’s how they describe themselves:

“Open-minded to new ideas, resilient to demanding work environments, and loves to bring her sense of humor to the work environment.”

“Creative mind with an entrepreneurial spirit for business. Passionate about exploratory and experimental architecture.”

“Experienced in residential and commercial designs, with practice in space planning, design development, quantification, and budget works.”  

“Strong multi-tasking attributes allowing for smooth workflow in a highly active setting.”  

Employers schedule for hiring 2025 Summer Students:

• Job posting: January to May
• Application Review: according to the employer’s deadline
• Interviews and Offers: determined by the employer
• Work Term Start Date: May (exact date determined by the employer)
• Work Term End Date: August (or later for 8, 12, or 16-month work terms)

Co-op work terms must be full-time, paid positions for a minimum of 10-weeks. Employers may be qualified for Manitoba Paid Work Experience Tax Credits and other hiring incentives.  

Are you ready to post an opportunity?
Send the following details to faumcoop@umanitoba.ca or complete our online submission form

• Job title
• Job Location
• Length of Term
• Job Description
• Job Requirements/ qualifications
• Application details

The Co-operative Education / Integrated Work Program is available to students at both undergraduate and graduate levels in all disciplines: Environmental Design, Architecture, City Planning, Interior Design and Landscape Architecture. This year we have over 150 students looking to find a co-op placement.

For more information on the Faculty of Architecture Co-op Program please visit us online: https://umanitoba.ca/architecture/cooperative-education#employers

To read about our 2024 Co-op year, see “FAUM Co-op Program celebrates another successful year with strong alumni and employer support” on UM Today.

Learning & Organizational Development (LOD) has announced that registration is open for January 2025 workshops. LOD programs and services are fully funded by Human Resources as part of its commitment to employee development, with courses available exclusively to University of Manitoba employees.

All UM employees can visit the LODreg web page right now to view available programs. February workshops and sessions will open for registration in early January.

Some workshops that may interest you include:

Training: Design & Development
If you are ever called upon to train others, this half-day workshop will give you a solid foundation in the training design models used in LOD to support people to learn new skills in a collaborative and engaging environment.

Managing the Respectful Workplace
We all hold a responsibility to avoid behaviours that, even unintentionally, may reasonably offend, intimidate, embarrass or humiliate others.  This workshop explores ways that all of us, and especially those with people management responsibilities, can support a respectful workplace.

Influencing Change
Using influence to initiate and support change means having an impact on achieving results and being able to recognize the key moments, or conversations, where you can make a difference.

Change Models and Methods
There are several models and methods to approach, implement, coordinate and support change. In this workshop, participants will review the characteristics of several common change models and explore the strengths and challenges of each.

Introduction to Human Resources
This workshop explores the human resources aspects of the employee life cycle. While this is the first workshop in the UM Human Resources Essentials Program, it can be taken as a stand-alone workshop for those who want to learn more about human resource management at the university.

Introduction to Management
Learn the fundamentals about setting strategy, creating values, and developing management styles, along with practicing basic coaching skills. While this is the first workshop in the UM Management Fundamentals Program, it can be taken on its own by anyone who wants to learn about managing and supervising others at the university.

This is just a sampling of the available workshops. You can find course details and registration information on these and other workshops on the LOD website. 

Remember to check the website regularly in the coming months to view more sessions and dates as the winter unfolds.

Registration for new workshops typically opens six to eight weeks in advance, so employees are encouraged to regularly check back for workshop of interest.

For information on all of the LOD services and resources, visit the Career Development intranet page.

The LOD workshop registration page (LODReg) also lists sessions that can enhance your knowledge of Microsoft 365 products, boost your accessibility knowledge or teach you more about Aurora Finance, with sessions facilitated by subject matter experts across our institution. 

“LOD provides training and development opportunities intended for support and administrative staff,” says Sandra Woloschuk, Associate Director, Learning and Organizational Development in Human Resources. All LOD programs and services are fully funded by Human Resources and there is no cost or chargeback to units or departments. 

So, what are some of the fall workshops you should know about?

“New this fall is our “Inclusive Hiring Practices” workshop,” says Woloschuk. “This three-hour workshop explores implicit bias and how it can impact decision making, particularly in the hiring process. Attendees will learn how to recognize bias and practice practical strategies and techniques to address both individual and systemic bias.”

“One of our most requested training topics relates to change,” continues Woloschuk. “We offer a three-hour workshop on “Influencing Change” that provides guidance on how to use influence to impact how we achieve results, communicate, collaborate, and commit to action.”

“Training: Design and Development” is another course available this fall. “Anyone who is, or may be asked to, develop training or to participate in training others can benefit from learning the simple instructional design model we use in LOD and following the the step-by-step process and templates that we provide in the workshop,” says Woloschuk.

Other sessions available this fall include:

• Presentation Skills
• Managing the Respectful Workplace
• Project Management
• Introduction to Human Resources
• Introduction to Management 

This is just a sampling of the available workshops. You can find course details and registration information on these and other workshops on the LOD website. 

Remember to check the website regularly in the coming months to view more sessions and dates as the fall unfolds.

Happy learning!

All UM employees can visit the LODreg web page right now to view available programs. Registration for new workshops typically opens six to eight weeks in advance, so employees are encouraged to regularly check back for workshop of interest.

Workshops and sessions include topics like:

• Microsoft Teams usage and optimization
• Compensation, benefits and wellness
• Human Resources
• Peer coaching
• Annual review and development planning
• Managing the respectful workplace
• Project management

More information on LOD programs and services can be found by logging in to the UM Intranet, selecting “Employee resources” and selecting “Employee career development” under “Learning and growth.”

On the employee career development Intranet page, you can find information for for:

• Internal certificate programs
• Workshops and sessions for support staff
• Tuition reimbursement for eligible employees
• Unique team building sessions for groups and departments
• Other employee support services

To view the full workshop schedule and register, visit the LODReg web page. If you have any questions about LOD’s offerings or registration, please contact Sandra Woloschuk at sandra.woloschuk@umanitoba.ca.

HELP BUILD THE NEXT GENERATION OF DESIGNERS: HIRE A CO-OP STUDENT TODAY!

Our students are excited to contribute to your business and build a better world. Here’s how they describe themselves:

“Open-minded to new ideas, resilient to demanding work environments, and loves to bring her sense of humor to the work environment.”

“Creative mind with an entrepreneurial spirit for business. Passionate about exploratory and experimental architecture.”

“Experienced in residential and commercial designs, with practice in space planning, design development, quantification, and budget works.”  

“Strong multi-tasking attributes allowing for smooth workflow in a highly active setting.”  

Employers schedule for hiring 2023 Summer Students:

• Job posting: January to May
• Application Review: according to the employer’s deadline
• Interviews and Offers: determined by the employer
• Work Term Start Date: May (exact date determined by the employer)
• Work Term End Date: August (or later for 8, 12, or 16-month work terms)

Co-op work terms must be full-time, paid positions for a minimum of 10-weeks. Employers may be qualified for Manitoba Paid Work Experience Tax Credits and other hiring incentives.  

Are you ready to post an opportunity?
Send the following details to faumcoop [at] umanitoba [dot] ca

• Job title
• Job Location
• Length of Term
• Job Description
• Job Requirements/ qualifications

The Co-operative Education / Integrated Work Program is available to students at both undergraduate and graduate levels in all disciplines: Environmental Design, Architecture, City Planning, Interior Design and Landscape Architecture.

For more information on the Faculty of Architecture Co-op Program please visit us online: https://umanitoba.ca/architecture/cooperative-education#employers

To read about our 2022 Co-op year, see “Launching Careers with Cooperative Education” on UM Today.

Micro-credentials are short, focused credentials that provide an opportunity to fill in learning gaps or build competencies, says Rod Lastra, Acting Dean, UM Extended Education. “They are an upskilling opportunity, to build on your knowledge and experience. This is one way we are responding to industry needs and the shift to ‘skills-first hiring’. Degrees are still valued but employers also want potential employees to show them what they can do. Micro-credentials like these micro-certificates can play an important role, complement a degree, be stand-alone and provide employers with what they are looking for.”

Artificial Intelligence: Machine Learning Solutions

The Micro-Certificate in Artificial Intelligence: Machine Learning Solutions is for anyone looking to understand the possibilities of AI and Machine Learning and what they can do for their business or organization, and for their career.

For a limited time, students can register for all three courses to earn this convenient and compact credential for one special introductory price. They will complete the program in just 16 weeks.

When many people think of Artificial Intelligence, they think of that scary robot assassin in the Terminator movie. But don’t be afraid, says Briana Brownell, content provider for the Artificial Intelligence: Machine Learning Solutions micro-certificate program. AI is good for every industry and savvy professionals must be aware of the technologies and how they can determine effective solutions to their most important business challenges like retaining customers, making better products, reducing risk, marketing effectively, innovating and leading in their marketplace. The power lies in AI’s ability to quickly analyze large volumes of data, enabling complex pattern recognition, predictions and powerful decision-making capabilities.

“This is mission critical for most industries now. There is a push to have technology infrastructure, the ability to collect and analyze data quickly, and to create solutions,” says the founder and CEO of Pure Strategy Inc. noting examples of AI and Machine Learning in action are all around us providing us with relevant data from Netflix recommendations to Facebook news, and even auto-correcting us on our phones.

“One of the biggest challenges in any business is to understand the possibilities of AI and Machine Learning and how to use them in order to achieve what the organization most needs to do. It’s not about AI for its own sake. This program provides a basic understanding of what’s possible and how you can apply it,” says Brownell. “AI is such an effective and useful area for business.”

For alumni, professionals and graduate students
It’s designed for professionals who have some experience in the business world, to provide them with relevant, real-world AI and Machine Learning applications. It will also complement the studies of graduate students and IT professionals alike by providing them with additional practical experience with real-world data and problems.

Brownell’s courses, “Machine Learning Algorithms and Frameworks” and “Developing Machine Learning Solutions”, will incorporate examples and case studies featuring a variety of data including customer information, music, images, and photos. “It’s not just numbers and financial data. This applies in every type of industry.”

The courses will also have an important discussion of AI ethics including big questions like how to manage its privacy implications. “These are important conversations for everyone in every business or organization. It’s not just the responsibility of tech or governance. We want people to think about the implications and be involved in the conversations.”

With AI and Machine Learning, “It’s all about the data,” says Arooj Ahmed Qureshi, content provider for the “Introduction to Artificial Intelligence and Machine Learning” course.

“There is no magic. The processing is too complex for the human mind to understand so we train AI to make decisions. We need to understand the steps. We need the tools. We need to do this responsibly. That’s what this program is all about,” says the data scientist at EnPowered.

For IT professionals and aspiring CTOs
For this program, you don’t need to be a computer programmer to understand the industry, how to make a product, and how to keep a check on it. But experienced IT professionals who are usually focused on coding can also benefit from this program because it offers them the bigger picture of the industry. For those who would like to position themselves as Chief Technical Officer (CTO) in their firm, says Qureshi, she would especially recommend the first course. “It gives you the overall picture to add to your coding. That puts you in a strong position, providing you with good insights on the industry.”

As a busy data analyst with over a decade of experience, even Qureshi learned something new from creating this course. In the process, she finally realized why a previous AI Machine Learning project of hers was destined to fail. Medical privacy laws would never allow it.

“You just can’t make everything you can imagine,” Qureshi says. “You need to be responsible for what you design. You may have a great idea and good technical skills but you need to understand the rules and regulations that govern an industry and technology as well.”

Understanding “Responsible AI” or how to operate within privacy and other laws that apply to such technology, is also an important part of this program.

“I realized a lot by doing this content. Even as a working professional, you don’t always get time to look into things in so much detail. This also gave me a good insight and good perspective… Extended Education programs are created with industry people. It’s important to make this connection with the real world and prior experience or knowledge. This is very good.”

Artificial Intelligence is the backbone of all advances in technology, says Cuneyt Akcora, program consultant from the Faculty of Science. Over time, any intelligent developments in computer science are AI-related. If you want to use them, you need to know the basics.

A new kind of literacy
“I see it as an important new kind of literacy. If you don’t understand AI and Machine Learning, others have an advantage over you. You don’t need to program but you need to understand,” says the professor of computer science and statistics.

“Machine learning is the intersection between computer science, statistics and mathematics. It can be applied to anything, in any company with a lot of data like readings or photos, to clearly predict results. If you have data in a system, if you work in a company, it is good to have an overview of algorithms needed. Automation is becoming even better. These are easy things to do.”

For example, a farmer may want to reduce the use of chemicals in farm operations so they would need to know which data and algorithms to use and then the robots can lead. Or, if you work for a bank, AI is used to assess credit applications. The algorithms automatically deny some applicants and approve others. Or if you work in human resources, algorithms on job search websites narrow down applications for specific jobs. You need to know how they are figuring this out.

“Understanding AI will help you and your company in most of the jobs today,” says Akcora.

“I very much like the practical aspects of this program. It is not coding, and not using data searches. Coding is often automated these days. It is about understanding the decisions made by AI, understanding the main direction, where to focus, the tools needed to know. It is a very nice view of this.”

Facilitating Older Adult Learning

Older adults want to keep learning, contribute to society, and find meaning in their lives. For those who work with them in every capacity, including university instructors who welcome older students to their undergraduate and graduate classes, there is a now a convenient and compact credential to help you to help them to continue their lifelong learning.

The Micro-Certificate in Facilitating Older Adult Learning was funded by the Centre on Aging at the University of Manitoba in its development. For a limited time, students can register for all three courses to earn this credential for one special introductory price. They will complete the program in just 12 weeks.

Knowledge and skills in a short time
“It’s not a whole degree. In a short time, you get a lot of knowledge and skills,” says Michelle Porter, Director, the Centre on Aging, noting the program could be beneficial for anyone who works with older adults.

“People are living longer and living well. I encourage everyone to think about older adults as part of the lifelong learning continuum. You may not have always aspired to work with older people, but then you do. You may not have the tools to do that.” Or maybe you would just like to learn more, she says.

With Facilitating Older Adult Learning, students will learn how aging affects learning by looking at the developmental lifespan. They will also learn to design and provide learning experiences for older adults, and to use appropriate learning technologies to do so.

Work more effectively with older adults
This is a micro-certificate for anyone who works with older adults, sometimes or all of the time. It’s for health care professionals and those who work in seniors’ organizations. It’s for teachers, instructors and educators. Potential students may volunteer, or work with them in other capacities like as a consultant working in banking and financial services.

For example, while the university is often focused on traditional age students, university instructors can find a diversity of ages in the classroom. They may not be used to having older students and like many people, may hold some misconceptions about older adults and their ability to learn.

Unfortunately, a lot of agism still exists, says Porter. People still often talk about providing care for older adults rather than supporting their need for autonomy and their desire to continue their lifelong learning. “Older adults may still be working. We are seeing more of that, so human resources and training professionals will work with them. Older adults may want to upgrade their education and skills. They want to learn. They want to find meaning in their lives. They are a great addition to any classroom, and we want them to feel welcome.”

Age-friendly
Older students do pursue degrees and audit courses and UM is an Age-Friendly University, trying to make the university a better place for people of all ages. “Older adults bring something to the university classroom, for intergenerational learning. Many didn’t get degrees when they were younger for many reasons.” 

There are still some unfortunate stereotypes that linger, but “most older people have skills for learning. They can be highly articulate and can achieve benefits from being involved in educational programs. Lifelong learning is important for all of us as we age. And we are all aging.”

UMextended.ca/programs

As published in the Winnipeg Free Press

Perhaps it provides just what you need to move forward in your life and career. Or perhaps, it is the first step on the road to completing a program and earning your next credential or micro-credential to add to your resume.

Either way, starting with Summer 2023 course registrations, Extended Education makes that first course more accessible and affordable than ever with the Extended Education Alumni Benefit.

“One course could be your gateway to the future. We are trying to fulfil our commitment to learners by offering this opportunity to ensure we are engaging with our alumni community and do so by embracing the principles of lifelong learning as defined by UNESCO (The United Nations Educational, Scientific and Cultural Organization) ,” says Rod Lastra, Acting Dean, Extended Education.  “Education is important because it changes our world.”

The Extended Education UM Alumni Benefit provides a discount of 50 per cent off course fees for a first course with Extended Education since 2014. Alum must apply for the discount by simply indicating their UM degree and choice of course. The discount must be applied at the time of course registration and cannot be combined with other offers.

The benefit offers UM alumni a fabulous opportunity, says Karen Woloschuk, Director, Business and Administrative Services, Extended Education. “We have such a large community of alumni. This is an opportunity for all to take a course with Extended Education through our flexible online options. We know it is really important to stay current in the job market, especially as we are heading into a recession.”

She invites alumni to try out a course with Extended Education and see where it takes them.

“Extended Education is committed to continuing education, and we want to provide alumni with this opportunity to take a course. Whether they are looking for a fresh start, or to increase their knowledge, we have so many incredible programs and courses to choose from.”

There really is something for everyone, says Woloschuk. “Take one of our courses while you are working. We are here to help you be resilient in the job market. From business to human resources, counselling and more, our courses and programs are a good complement to your degree. Another course, another credential could give you the edge.”

Explore the Extended Education UM Alumni Benefit

“In business, most AI projects fail. I see a lot of challenges now. The technology is important, but it is even more important to understand how it can affect business outcomes. We need to know what we want and how we can get there,” said Briana Brownell of Pure Strategy, one of three speakers at Extended Education’s Rise of the Machine Age: Act II webinar on Nov. 18. Brownell is also a content provider for Extended Education’s new Artificial Intelligence: Machine Learning Solutions program.

Strategic approach
Jason Shields, Assistant Professor, Interior Design, agreed. “We need to understand what we want. We have to use the tools accurately.” Shields is also a consultant on Extended Education’s upcoming Building Information Modeling program.

Kari Kumar, Associate Dean (Academic), Extended Education noted that the role of a university is not changing. It is still to develop a skilled workforce and a critical society. “We want our grads to be both skilled and critically reflective,” Kumar said.

Extended Education Acting Dean, Rod Lastra moderated the discussion. Lastra set the stage by reminding us how when the machine age arrived 250 years ago, it changed everything – supplanting metabolic energy with steam power. And now, with the second machine age, he says, “Human cognitive power is being extended by machines, and it is hard to understand what the immediate future will hold.”

To make us more human
Brownell challenged stereotypical assumptions about AI. “My mom still thinks I develop killer robots but I want to challenge that. We need to think about ways AI can make us more human, not less human.”

She started her career in data science and Machine Learning 15 years ago. “Things were exciting back then and now we are seeing faster developments and new capabilities. AI can do things we once thought were exclusively the domain of humans.”

For example, she says, people doubted AI could play chess, but as soon as it could do so competitively, she says, “We moved the goal posts. AI created art and music. We moved the goal posts again. AI is encroaching on the domains of humans. This is the perfect moment to think of what we want the future to be. I am excited to see where it goes.”

Shields says technology has changed how industry and research works. For example, he says,  “Design programs can now relay a 3-D virtual reality so we can engage with a space not yet created. Integrated mixed reality headsets overlay digital information on reality. I can walk around with a device on my chest, scanning in every direction.”

Design has gone from sketching to AutoCAD to Building Information Modeling, allowing for a holistic approach to design. “I am looking forward to seeing 3-D environments generated. Of course, we have to understand the fundamentals before we use the tools. We will use AI to augment our previous existing knowledge.”

Responding to the skills gap
In university continuing education and lifelong learning, it is essential to respond to the skills gap, says Kumar. “We are synergists. We try to create conditions for synergy to happen, with our expertise and subject matter experts.”

For education providers, creativity and innovation are very important, she says. “It’s essential to respond to the skills gap, which has been exasperated by digital transformation. It’s important to weave new tech skills and human-focused skills into our programming, to provide access to learners with programming including shorter, micro-credentials (like our AI program).”

In design, Shields says people did not want AI at first but now they realize its strengths. For example, using BIM to build and share models with stakeholders conveniently brings them together in a virtual space, reducing their carbon footprint. Machine Learning for material selection provides data to look at materials used and understand the impact on forestry, for example. Physical building sensors can tell a digital model what is happening, gathering appropriate data before a person is sent in to respond. Mixed reality can offer a disabled person access to engage in a space they could not access physically.

We must remain adaptable, flexible and competitive for the future, says Kumar. At the university, data can be a strategic asset. Learning management systems, multi-media tools, synchronous and collaborative technology are here and new and exciting things are likely to come. “AI can help us to better understand how students are engaging with materials, support adaptive learning, and detect plagiarism. It would have been great to have it when I taught anatomy and physiology.”

With technology comes responsibility, she adds. “Let’s be very careful to create equitable learning opportunities, not creating barriers for some.”

Watch the webinar

Over the past six weeks — and for the next six and a half months — I have embarked on
a co-op work term placement through the faculty of architecture in Iqaluit, Nunavut as a
facility planner with the territorial government.

As the title suggests, I help with the planning stages of all government-owned and
operated facilities throughout Nunavut. This includes, but is not limited to, assisting with any
new builds being constructed or existing buildings that require renovations, and providing
feasibility studies or business cases on how to approach or prioritize any facility
requirements within the other branches of government.

Throughout my brief time here, I must say that this area is truly its own little corner of the
world. It certainly offers similarities to other southern Canadian communities, but the
paradigm shift in the culture is immediately noticeable and quite pleasant in its own way.

Read more

“Canada does not have enough workers for the future,” says Yvonne Kinley from Economic Development Winnipeg. Kinley joined Extended Education’s Acting Dean Rod Lastra and Program Manager Paul Jenkins for our Homecoming 2022 webinar.

According to Statistics Canada, all provinces except the Maritimes are continuing to experience low unemployment and our population growth has slowed, from  1.2 per cent in 2019 to .only 71 per cent in 2020. As well, the gap between the general population and the working-age population is growing.

“We need to build a sustainable talent pipeline. The goal is to create a robust economy to provide opportunities for the future. Investment follows talent,” says Kinley.

She explains that skilled workers earn higher wages and support economic growth. Manitoba businesses want to increase their ability to retain youth and attract skilled workers from other provinces. More skilled workers can attract more companies that create more jobs.

“There is a global shortage of talent.”

Understand employer need
To benefit from this shortage, graduates must understand what their potential employers need. Businesses are looking to increase their productivity and potential employees should showcase what they can do to support and improve business.

“Businesses love hiring UM grads. They have fantastic knowledge. But they are also wishing students had more chances for business experience and to develop skills you need to have for a job. Those are what we call the soft or power skills. The way to improve them is by sheer practice. Work opportunities are really important to gain skills. Businesses have a role to provide them,” says Kinley.

Retired professionals and fellow alumni can also mentor and create experience opportunities. “A lot of small businesses don’t have the opportunity to offer mentorships. In other countries, for example, they are tapping into the retirement community.”

She reminds grads that not all jobs require a degree from a specific faculty or school. For example, Arts and Science graduates looking for work should consider how to articulate their skills and how those skills might align with business needs. “Don’t just say you have an Arts degree in History. What can you do? That is so important. Translate what you are able to do into business language.”

Struggles to define skills
Understand that businesses are struggling to figure out their current operating models due to many factors: COVID-19, supply chain issues, international wars and conflicts. The move to working from home means any company can now poach local talent. Busy leaders are trying to figure out what they need and how to find it. Articulating this is a challenge because there is no common language for skills. And when it comes to post-secondary training with a large institution like UM, they are often unsure how to go about it.

That’s where Canada’s Skills Strategy comes in. But we don’t have one yet.

While other places like Singapore and the United Kingdom have a skills and qualifications framework and learning strategy, “Within Canada, there is no national strategy,” says Rod Lastra. “We need to work together to reimagine learning for a working world.”

Lastra highlights how the working world is changing from an industrial one to a digital one. “The transition will require upskilling and reskilling (continuing education). A major shift in skills is needed for economic development based on the requirements of industry,” he says.

The current labour market has its challenges. Unemployment of Indigenous, minorities, and adults 55 and older is high. Not everyone has equal access to reliable internet. Parents need childcare. Lifelong learning must be accessible and equitable, says Kinley.

The business community is interested in diversity and inclusion. And from a business perspective, lifelong learning involves more than just university. It’s not the university’s role to fill every need. The value to the employer is to be able to train a person in a short amount of time in order to increase productivity.

“It’s not as straightforward as taking a course and moving forward in your career.”

Paul Jenkins agrees, noting he often receives requests for faster and cheaper education options from partner organizations.

So, businesses need skilled workers. Graduates need skills. What are those skills and who needs to contribute in order for you to get them? The discussion continues.

In the meantime, post-secondary must prepare youth for work and grads have additional opportunities to embrace lifelong learning.

Be self-aware
For grads, being self-aware is very important, says Lastra. “To learn a lot of soft skills and apply critical thinking.

“The future is uncertain. It will include disequilibrium and disruption. It will require a greater collaboration between education and business, innovation in higher learning, and refining lifelong learning,” he says.

Graduates will need to upskill and reskill in order to succeed in their careers. But they are starting with a good foundation.

“It is surprising how much people don’t know about what we do know… You know more than you think you know.”

Take that knowledge, and build on it.

Watch the webinar