The Swedish labour market is undergoing a major structural transformation. The government has announced a historic package for universities and polytechnics and CSN will be granted from 2022 up to the age of 62. Lifelong learning is in focus.
Many jobs are disappearing rapidly and just as many new ones are being created, but this requires skills that are sorely lacking, especially in technology and IT. What are companies and organisations doing today to get everyone involved in retraining and upskilling in technology and IT? How can we ensure that investment in lifelong learning benefits everyone? If we are going to work until 70-75, how can we ensure that older employees also benefit from retraining and do not end up in structural change because of stereotypes about older people's ability to learn?
To shed light on these issues, we have brought with us
John Mellkvist, senior consultant and expert on ageism Kreab Stockholm, who will start by talking about "late blooming" and arguments against stereotypes about older people's digital abilities and interests.
Ana Andric, business policy expert at TechSverige, who reflects on the government's education initiative, how it might impact positively on the tech sector, and gives his view on the matching problem between the tech/IT sector and the workforce and what companies should do internally to solve their skills problems.
Jonas Mauritzson, a counsellor at TRR, who talks about those who find themselves in transition after their jobs disappear due to digitalisation and the professions that TRR supports older people to retrain for.
Malin Wretman, Manager Learning ICA Gruppen, with colleagues, who tell how ICA retrained customer service staff to become automation specialists when it was impossible to recruit that skill externally.
Raquell Blomberg Automation lead ICA Groups. ICA's automation team whose goal is to automate and simplify for its employees and customers. Her main focus is digital assistants and supporting conversational designers who build them. Raquell is the one who carried out the retraining of employees.
Damir Sisic, Head of Growth at AW Academy, tells us what trends in retraining are underway and gives us a look at the place of older people in the future of skills development.
Part of Damir's job is to meet with organisations, large and small, to talk about learning and skills development. The other part is about gathering all this experience by meeting with many organisations and turning it into opportunities where we can continue to have quality training that enables more people to keep up with the rapid developments.