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The UK's Local Government Association last month predicted that, by 2022, millions of Britons would be fit only for jobs that no longer existed. According to its forecasts, 9.2m low-skilled workers would be chasing 3.7m low-skilled jobs.
Meanwhile, in a survey conducted in the second quarter, the CBI, the employers' organisation, warned that two in five companies cannot find staff with the required skills in science, technology, engineering and maths.
Britain is not the only country facing a skills crunch. In continental Europe, despite a region-wide unemployment rate of nearly 12 per cent, and youth unemployment of close to 25 per cent, employers struggle to find workers with the qualifications they need.
The problem is not only in finding graduates. There are not enough skilled technicians. For every STEM graduate sought by UK companies, the CBI points out, they need five to six people with key technical skills. An ageing population also means that Europe will struggle to replace the retiring generation of skilled workers.
While national and regional governments perceive the problem, their responses differ across Europe. Unsurprisingly, youth unemployment is lowest in countries, such as Germany and Austria, which have the most effective apprenticeship schemes. But others are now trying to catch up.
The European Alliance for Apprenticeships is one of several region-wide bodies attempting to address the issue. Britain has implemented many of the recommendations of the 2012 Richards Review, which aims to improve the quality of apprenticeships. But there is more to be done.
Schools and universities need to get better at turning out graduates with the knowledge and aptitudes that businesses require. Too often UK companies have to divert resources to tackle weaknesses in basic skills of numeracy, literacy and IT competence, much of it directed at young people joining from school and college.
And while progress is being made, business should do more to train staff. An increasing number of companies across Europe are offering apprenticeships and provision is spreading into new sectors such as professional services.
Companies like Rolls-Royce have extended their scheme down the supply chain. But still, half of Britain's small and medium-sized enterprises have no apprentices at all. Creating hubs so smaller businesses can connect with schools and universities, or receive advice on accessing government support for apprenticeships, is one necessary step.
Businesses should engage more with schools to make the case for choosing a career involving STEM skills. In particular, they must make this case to girls, whose STEM qualifications across Europe lag behind those of boys.
Several are doing so. National Grid, the UK gas and electricity network operator, has teamed up with charity City Year to get the message across in primary schools. But more large companies must take the lead in explaining to schools and… 剩下见评论区……
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鱼小圣
Money is not the only reason to pursue a career; job security and satisfaction matter too. But higher pay would attract more engineers and it cannot be overlooked as an incentive.（3）
鱼小圣
In the car industry, for example, where 30 years ago mechanical engineers were the greatest requirement, now it is electrical engineers. Companies must also rethink financial incentives. Despite bewailing the lack of engineers, for example, most bankers' salaries still trump those of engineers.（2）
鱼小圣
universities what the skills are that they require, not just now but in the future. Making sure young people have the right skills is only half of the battle. Retraining and retaining older people to meet the demands of fast-changing workplaces is equally important.（1）