The Gender Skill Gap: Upskilling A Strategic Response

The Gender Skill Gap: Upskilling A Strategic Response

The Gender Skill Gap: Upskilling A Strategic Response

"Find your identity, your true self and live your mission … Your power is your radical self. Find it." — Aya Chebbi

We're aware that technological innovation and automation are changing the way we work. Businesses that continuously offer their employees the latest technology will be the ones most likely to prosper and draw the best talent.

SheJobs expert says the trend of upskilling is growing in popularity because companies focus on learning new abilities to keep up with the ever-changing demands of an increasingly technological world. It's also a perfect option to bridge the gap in skills between men and women. Businesses must prioritize the upskilling of female employees so that they can give them equal chances.

These are a few suggestions from the SheJobs team to improve Gender Skill Gap:


This reskilling requirement could be an opportunity to bring about real change in the battle to ensure gender diversity. This will allow companies to help more women get into high-paying jobs, keep women in the workforce and even bring back those who quit. Upskill has been trying to change the stereotypes of gender that persist in our society despite many years of technological advancement. 

SheJobs expert team says women returning from their studies are looking for curated classes. They've realized the value and importance of enhancing their skills in building confidence and providing them with a taste of working in a corporate Women professionals are determined to step back into the workforce and are actively looking for opportunities for both upskilling and career comebacks.

Investing in comprehensive, specific training programs for digital technology will provide women who are in danger of losing their jobs capabilities and give former workers the chance to be productive. With a workforce that is balanced and equipped with the essential skills that are needed, companies are able to thrive in future, according to SheJobs.


SheJobs says business leaders can use their influence to increase the company's gender equality by making diversity elements an agenda. For example, sponsoring women could help establish an empowering and gender-balanced leadership system. Modelling a lifestyle that makes leadership appear real through flexible hours and remote work schedules may ensure that women are on board.

But the executives have not been able to take on this issue with the urgency that is needed, and the gender gap within the workplace is far too large. Reskilling revolutions could drastically boost the rate of change.

If business leaders increase the pace of their investment in reskilling in the coming decade, they could benefit from female talents and ensure that women don't end up losing their jobs. While at the same time, the focus on improving skills can equip women with the abilities they'll require to lead in a new digital age.


SheJobs expert says instead of allowing the digital revolution in the workplace to put women off, reskilling offers the opportunity to create advantages in difficult times and significantly increase the speed of advancement in diversity. This is a strategy that is beneficial for women and vital to the long-term viability of companies.

World Economic Forum research has shown the 95% of the workers who are in danger of being eliminated by technology can be trained to work in jobs that pay or more. Retraining can change the odds and provide huge possibilities for women, especially in sought-after STEM positions.

As women mostly hold clerical or administrative jobs start to go away, women can develop new skills and be retrained to meet the demands of companies evolve.

Reskilling can also be a fascinating method of bringing women who quit working at the midpoint of their careers back to work. Women quit the workforce at a higher rate than men, and the speed of technological advancement within skilled jobs is so rapid that they are less confident in returning.

A specialized reskilling program like SheJobs returnship program targeted at women keen to return to work can be a major difference.

Leaders must follow a set of steps to ensure their reskilling programs are successful and help keep women working. Reskilling and training offerings for areas of business with excessive women, such as administrative and human resources teams. These are the areas where women are most at risk.

It is necessary to have a large percentage of women, for example, 50% of girls, enrolled in the programme. Include female leaders in the program, and provide women with crucial role examples.


As per SheJobs one of the most important characteristics of a business that will succeed and flourish is its diversity. This is a trait which we have observed drives both the business Imperative and the Business Imperative Diversity.

However, increasing diversity is among the most difficult things to cross off. While we must keep up with air and ground battles against gender inequality at every level. Reskilling and upskilling have the potential to boost the slow pace of change and help organizations to be successful in the coming decade.

The women of today can reap the benefits from enhancing their skills through the acquisition of the digital world and other essential technical skills that are expected to be sought after throughout the next decade. 

These programs also teach soft skills, such as negotiation, leadership and the resolution of conflicts. Female leadership at work is required, and upskilling women is a great step in this direction.

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