LEAN INTO

LEARNING
A look back on the state
of learning in 2022

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01 THE STATE OF
SKILLING 02 WHAT MAKES A STRONG
SOCIAL COMPACT 03 HOW TO GET
STARTED 04 THE FUTURE
OF LEARNING 05 RESOURCES
Table of Contents
03 SECTION 03
Welcome
Executive Summary 04 How to Get Started
Building a Learning Taxonomy 49
SECTION 01
Benchmark Assessments 51
Customer Story: Ferrero 52
The State of Skilling
Hybrid Work in 2023 10
SECTION 04
Building an Inclusive Work Environment 12
2022 IT Skills and Salary Report 15
2022 Learning Consumption 19 The Future of Learning
Codecademy Learner Spotlights 31
Customer Story: Boston Beer Company 32 2023 Digital Learning Predictions 55

SECTION 02
Additional Resources 58

What Makes a Strong About Skillsoft 59

Social Compact
Leading and Growing Through Change 34
The Importance of Leadership Skills within IT 36
Forging New Pathways for Women 38
Leading with Emotional Intelligence 40 LEAN INTO LEARNING REPORT 2022 2
Corporate Social Responsibility at Work 42

01
Customer Story:
THE STATE
SKILLING 02
OF CVS Health WHAT MAKES A STRONG
SOCIAL COMPACT 03
46 HOW TO GET
STARTED 04 THE FUTURE
OF LEARNING 05 RESOURCES
Welcome

We’ve been on a remarkable learning journey. COVID-19 thrust the world into crisis; hybrid work disrupted culture, process, and labor
markets; skills gaps and the great resignation forced business leaders to reassess how they build, nurture, and retain their workforce.

All of this disruption has given birth to a “skilling revolution.” Throughout this transformative time, we have worked closely with our
customers to help them leap into action, empowering their employees through learning, and ensuring they have the skills to succeed in
a new world.

And, as 2022 unfolded, a common question arose: How can organizations build learning programs that show clear ROI — not only to support
employee growth, but to drive enterprise-wide transformation?

We’ve discovered that while those giant leaps into learning can be the springboard for change, it’s the “steady leans” that create
sustainable gains: the day-to-day commitment to people and purpose, especially in times of crisis.

When you offer your employees purpose-driven learning, you invite them to make that commitment, too — leading to increased loyalty,
improved employee retention, and incredible ROI — along with the skills and competencies that ensure a future-fit workforce.

When they do well, you do well.

The world stands at a critical crossroads with public health emergencies, climate concerns, economic and social disparity, and rapid
technological change creating unprecedented and simultaneous disruptions. Today’s employees, partners, and customers are asking
organizations to support the greater good. And, business leaders are answering the call.

At Skillsoft, we believe that learning transforms lives. But, it also transforms organizations. The businesses that will thrive tomorrow are
those that embrace the new social compact of today: one where employers, their people, and their communities are leaning into learning
— and growing — together.

JEFFREY R. TARR
CEO, Skillsoft

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Executive Summary
They say that “Adversity is the greatest teacher.”

If that’s true, we’ve all acquired quite the education over the past three years. Just consider
what we’ve been through.

A pandemic. Economic uncertainty. Calls for diversity, equity, and inclusion. And despite the
current economic uncertainty, it is undeniable that the traditional balance between employee
and employer has shifted. The effects of such disruptive, seismic events are still being felt
today — and will continue to be felt for many years to come.

In Spring of 2020, the phrase “new normal” became ubiquitous. But, chances are you’ve
experienced and adapted to several new normals already. Now it’s time to focus on not just
what’s new, but what’s next.

A YEAR OF REFLECTION AND RECKONING

Society may be better equipped to manage the next wave of COVID-19, but it’s clear that we
won’t return to the organizational norms of 2019. “Business as usual” has evolved. Remote
and hybrid work models are here to stay. Employers face ongoing staffing challenges
from “The Great Resignation” and “Quiet Quitting.” And, skills gaps remain a challenge,
affecting everything from product development and operations to customer satisfaction and
succeeding in ever more competitive markets.

One major development that may present a challenge now, but great opportunity for the
future, is a distinct shift in the traditional balance between employee and employer.

WHAT EMPLOYEES WANT

WHAT EMPLOYERS NEED
Today’s employees aren’t just looking for money from their next opportunity. Now, they take
into consideration the company’s vision, mission, goals, and social responsibility as they look Today’s employers are under intense pressure to stay abreast of — and ahead of — digital
for employers whose values align with their own. transformation. This means constantly assessing and upgrading skills to stay competitive.

Perhaps most important, employees want to work for organizations that commit to and The challenge is exacerbated by current employment trends. In what remains a tight labor
provide growth opportunities and learning and development that lead to more enriching and market, finding, hiring, and then retaining a skilled workforce is more difficult, time-
rewarding careers. intensive, and expensive than ever.

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Foreword

THE NEW SOCIAL COMPACT BUILT ON GROWTH

The social compact between employer and employee has evolved. Businesses today must propel their people and
organizations to grow together.

Continual learning and skilling programs are critical. And, it’s just as important that the right kind of training is
offered in the right way. By investing in the growth of their people, employers ensure they have what they need, which
is a sustainable workforce, one that performs and adapts as the organization does — resulting in business growth.

However, both parties have to hold up their end of the bargain. When they do, there are mutually beneficial outcomes.
And, making the most of those opportunities is something employees must deliver back to employers.

٦
A strategy built on a culture of learning provides obvious return on investment to the business:

٦
Closing skills gaps for today

٦
Investing in a sustainable workforce for tomorrow

٦
Building in-demand tech skills
Reaching the next level with power skills

CLOSING SKILLS GAPS

According to the latest Fortune 500 CEO survey, leaders have identified the talent shortage, what countless headlines
term “skills gaps,” as the number one threat to their business. There are three reasons:

EVERY COMPANY IS A WORKFORCE DEMOGRAPHICS THE LIFECYCLE OF SKILLS

TECHNOLOGY COMPANY. ARE CHANGING. HAS SHORTENED.
Around the globe, virtually Forrester Research reports a Specific skills emerge and
every industry is still massive demographic shift. become obsolete more
experiencing accelerated There are simply fewer rapidly than ever before.
digital transformation. New professionals entering the This means that roles and
skills are constantly required workforce than there are job descriptions change
for immediate use and to fuel leaving it. This has forced constantly. Filling them is
initiatives planned for the a change in the way many a never-ending issue.
next few years. companies handle talent.

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Foreword

INVESTING IN A SUSTAINABLE WORKFORCE

By 2030, there will be a global human talent shortage of more than 85 million people. According to Accenture, failing to meet the
skills demand could put $11.5 trillion in potential GDP growth at risk over the next decade.

However, with the threat of a talent shortage, many organizations overinvested in hiring, and those that did so now have to make
difficult decisions. Hiring for new skills while laying off workers is not a sustainable solution. It’s increasingly difficult to recruit
talent for the most in-demand skills. Plus, the hiring cost can be exorbitant: 50-200% of an annual salary.

And in a period of economic headwinds, more will be expected from the existing workforce, as they take on tasks and
responsibilities of open roles whose backfill has been deferred. A theme impacting all sectors of the global economy. Bottom line?
Buying skills is no longer the solution. Today, organizations must build and bridge instead.

This approach drives positive outcomes for both employer and employee. In order to achieve true enterprise transformation,
employers need to be focused on investing in their employees to increase retention, enhance employee satisfaction, and develop the
talent needed to fill any skills gaps. Sustainable talent development must be a strategic imperative.

What do we mean by “sustainable?” Having the right people with the right skills to handle both current and future workload. The
key to being ready for opportunities, challenges, and future disruptions is building, nurturing, and leveraging a sustainable workforce.

BUILDING IN-DEMAND TECHNOLOGY SKILLS

In this year’s Lean into Learning Report, you’ll find learning usage data that demonstrates increasing demand for certain skills, such as
Application Security Awareness; Cloud Security; Secure Application Architecture; API Security; and Automated Software Testing.

Compared to usage data from last year, we’re seeing a decrease in Agile Development, which may indicate that organizations have
already implemented Agile and are already reaping the benefits. There’s also an increase in Cloud Fundamentals. This reinforces
data from our IT Skills and Salary Report; Cloud is the highest paid IT function for 2022.

Hard tech skills and certifications are crucial as they enable IT professionals — and the companies they work for — to remain
competitive in dynamic market conditions.

Without continued tech-based learning, organizations will:

Fail to keep current on Have difficulty retaining Struggle to achieve their

technology, decreasing current employees business imperative in an
productivity and output uncertain economic climate

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Foreword

REACHING THE NEXT LEVEL WITH POWER SKILLS

Regardless of role, learners have an insatiable appetite for power skills, such as leadership, collaboration, project and
team management, adaptability, and effective and empathetic communication.

In this year’s report, we found an increase in courses like Communicating with Confidence; Become a Great Listener;
and Trust Building through Effective Communication. Compared to last year, there was a decrease in other topics,
such as Interacting with Customers and Customer Service Skills — indicating, perhaps, that these timely skills are
reaching levels of competence.

LEVERAGING THE POWER OF DIVERSITY

Diversity, equity, and inclusion (DEI) is much more than a “nice to have.” Forward-thinking organizations recognize
it as a significant contributor to competitive advantage. Diversity leads to innovation, and innovation leads to growth.
Consequently, organizations need to recruit, build, and develop stronger teams through diversity — whether that’s
professionals who are women; from Black, indigenous, and people of color (BIPOC) communities; LGBTQIA+; people
of different abilities; or any other previously marginalized groups.

To empower employees and drive success, organizational leaders are building, advancing, and sustaining cultures that
promote employee respect, diversity, and equity. A robust DEI learning program — designed for learners and leaders
alike — is a foundational first step toward establishing and nurturing a culture that accepts and welcomes each
individual’s unique and valuable contribution.

TOP DEI-RELATED
COURSES FOR 2022
INCLUDE:

Workplace
Understanding
Diversity, Equity,
Unconscious
and Inclusion
Bias
in Action
Becoming a
DEI Ally and
Agent for
Change

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Foreword

TRANSFORMATIVE LEARNING EXPERIENCES

Most organizational decision-makers will assert that training is important. However, all training is not created equal. It’s
crucial that the right kind of training is offered in the right way.

٦
To ascertain what training is needed, organizations must:
Inventory current skills. To date, there is little standardization where skills are concerned. At Skillsoft, we collaborate
with forward-thinking institutions, such as the World Economic Forum, on the idea that there needs to be a universally

٦
understood skills taxonomy, a common language that can be used across industries and around the world.
Determine and create appropiate learning paths. Organizations can fill the gap between skills they have and skills they

٦
need by building and bridging internally, creating learning paths that connect the current workforce to future skills.
Measure success. Organizations — and individuals — can track progress with universally recognized and portable
credentials, like third-party or vendor-authorized Certifications or Digital Badges.

Understanding which skills are needed is important, but only the first step. How training and learning are delivered can make
all the difference. Employees must have access to learning experiences via a flexible platform so they can learn when, where,
and how it makes sense for them. Training must be customized, reaching learners where they are today, and directing them to
where they want to be tomorrow.

The most effective learning experiences are:

ABSORBING TRUSTED
Compelling content commands Vetted, rated instructors help
attention and piques curiosity inspire learners to perform at
that sinks in. their highest potential.

CONNECTED EXPONENTIAL
Lessons and technology that let Learning that begets learning
learners interact with peers is continually generates returns
proven effective. on time and investment.

And finally, organizations need to invest as much energy in communicating learning opportunities as they do in
building the learning programs themselves. Employees must see a clear path for growth and development, or they may
look elsewhere.

Through a commitment to a targeted, meaningful, and powerful culture of learning, leaders can effect lasting change.
An investment in an organization’s people is an investment in that organization’s future.
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Section I
THE
STATE OF
SKILLING

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CONSTELLATION RESEARCH

Hybrid Work in 2023

What People Leaders Need to Pay Attention to When Managing Hybrid Teams

Without question, the work environment became more challenging in 2022. Hybrid work — the orchestration of work between in-office and work-from-
home environments — has become both a powerful enabler and a critical challenge for people and their leaders. At the same time, enterprises are trying
to get their people to return to the office. Enterprise leaders realize that something is missing or not working in the hybrid work world — especially for
employees who recently joined the enterprise1. This segment takes a look at what will change in hybrid work in 2023 and what leaders can do to succeed
in the new environment.

WHAT WILL CHANGE FOR HYBRID WORK IN 2023?

The following are a few key trends that will start to emerge and evolve in 2023 and beyond:

٦ Hybrid work will become the norm. In 2023 even the last remaining
believers that the “old times” are coming back will realize that the
٦ Leadership best practices go vertical. The prevalence in some
industries versus the absence of hybrid work in others will create
traditional office work culture is not going to return. Hybrid work different best practices for leaders. And, the gap between leaders
will establish itself as the norm. The trend to watch will be whether in hybrid industries and leaders in in-person industries will widen.
industries that require onsite workforce presence (e.g., healthcare, Enterprises will start requiring leaders they hire to have two to three
and manufacturing) relax in-office requirements for people who can years experience in successfully managing hybrid working teams.
adopt a hybrid approach. Talent scarcity and candidate demands will Overall, this is good news, because leadership research and best

٦
force these industries to adapt. practices have stayed horizontal for way too long in a world that has
BY HOLGER MUELLER,
٦
become increasingly vertical.
Leaders will improve; some will master the new work
VP & PRINCIPAL ANALYST, environment. Great leaders excel by leading their teams to People management remains in the experimental phase.
CONSTELLATION RESEARCH successful operation, attaining and surpassing objectives. A lot can Leadership and people management in the hybrid environment will
go wrong, and challenges may require leaders to change the way continue in 2023 — and hit overdrive — without clear guidance and
they manage. Better leaders will create new best practices to help standards. Enterprises need to foster experimentation for the sake of
their teams succeed, foster a sense of purpose for team members, better best-practices evolution and must allow leaders to fail, recover,

٦
and create a sense of belonging — ultimately fostering a higher level learn, and experiment until new best practices crystallize.

٦
of resilience. New people management software will emerge. Enterprise software
Enterprises need to augment the office experience. Undoubtedly, automates best practices, and as best practices crystallize in 2023,
some in-person experiences still will have to happen. But because it new people management software will emerge. Innovation will come
is no longer a given that everybody is in the office Monday through from startups but also from traditional productivity system vendors
Friday, the office needs to provide a better employee experience. that want to stay relevant.
Better meeting facilities, more humane offices, easier nomad
1
Salesforce CEO Mark Benioff discussed the productivity of new hires in the work-from-
working options, child and elder care, open offices, better food home era. Jordan Novet, “Marc Benioff tells Salesforce workers that new employees are
and catering options, an experience-driven approach to in-office ‘facing lower productivity,’” CNBC, December 16, 2022. [Link]
[Link]
meetings, and more will be key for a better office experience in 2023.

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Hybrid Work in 2023

WHAT WILL PEOPLE LEADERS HAVE TO DO IN 2023?

Here are some key strategies people leaders should consider in 2023:

٦ Forget MBWA — it is now all MBTA. Remember how “managing by walking around”
once was revolutionizing leadership? Now the revolution is “managing by traveling
٦ Leverage the new global talent pool. The talent war is real, but with hybrid work
practices, the talent pool has opened up to encompass an entire time zone, if not adjacent
around.” Successful leaders will see employees and spend time with them in their homes time zones, and, in some cases, has even gone global. Thanks to hybrid work, leaders have

٦ ٦
or other out-of-office work locations. larger talent pools than ever to tap into for hiring and augmenting talent.
Your open door is nice; your open calendar is what matters. Much like MBWA, the Promote remote people. In the past, remote workers often were left out when it came
open-door policy was a change for office culture and enabled employees to see their to promotions and career progression. Hybrid work has effectively democratized the
leaders. In a hybrid work environment, doors are irrelevant but availability of leaders via promotion pool: Because everybody is working hybrid, remote workers are no longer

٦ ٦
calendar and point-of-presence (POP) systems such as chat is what matters. subject to stigma (and the risk of being overlooked).
Make “no team member left behind” your new mantra. It is critical for leaders to support Flexibility wins; foster and use it. People want more flexibility. Smart leaders will tap into
and embrace their whole team, not leaving people behind or excluding them, regardless of that desire, foster it, and use it to their team’s advantage. Embracing flexibility for their
their work location. team not as a nuisance but as a differentiator will be key for leaders.

MyPOV

Hybrid work management done right will not only

foster but will also propel what matters to enterprises:
Enterprise Acceleration2, the higher agility and
acceleration of all enterprise processes, applied to the
enterprise’s value chain and value creation. A more
flexible workforce will be more productive, more
successful, and more motivated and will show more
resilience than ever. It is time for leaders to create
environments that will unleash these key qualities for
their teams. 2023 is a great time to start.

2
Mueller uses the term Enterprise Acceleration to refer to the need for enterprises to
move faster and become more agile. For more, see: Holger Mueller, “Why the C-Suite
Must Embrace Enterprise Acceleration,” May 2, 2019. [Link]
research/why-c-suite-must-embrace-enterprise-acceleration
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Building an Inclusive
Work Environment
Every individual brings unique strengths and talents to the workplace. To
empower employees and drive success for organizations, leaders are building,
advancing, and sustaining cultures that promote employee respect, diversity,
and equity. And, learning plays a pivotal role in this.

ENCOURAGING INCLUSIVITY

Diversity, equity, and inclusion (DEI) is — and continues to be — a trending topic within
organizations. But, not everyone understands or is comfortable with the nuances of this timely and
emotionally charged subject.

There are a lot of questions — and learners, leaders, and organizations actively looked for answers,
particularly in the areas of communication and unconscious bias.

TOP DEI COURSES 2021 TOP DEI COURSES 2022

#1 Understanding Unconscious Bias #1 Workplace Diversity, Equity, and Inclusion in Action

DEI often
#2 Overcoming your Own Unconscious Bias #2 Becoming a DEI Ally and Agent for Change brings up more
#3 How Culture Impacts Communication #3 Understanding Unconscious Bias questions than
answers.
#4 Take a Deep Breath and Manage Your Stress #4 Moving from Bias to Inclusion in a DEI Journey

#5 Your Role in Workplace Diversity #5 Adopting an Inclusion Mindset at Work

#6 Overcoming Unconscious Bias in the Workplace #6 How Culture Impacts Communication What’s expected of me? What can
I do? What are you doing for me?
#7 Expert Insights on Unconscious Bias #7 Using Communication Strategies to Bridge Cultural Divides
How can I feel valued? How do I
#8 Using Communication Essentials #8 Overcoming Your Own Unconscious Biases make you feel valued?
#9 Expert Insight on Communication Essentials #9 Your Role in Workplace Diversity

#10 Bridging the Diversity Gap #10 Expert Insights on Communication Essentials

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Building an Inclusive Work Environment

INVITING WOMEN TO THE TABLE

The top courses on women and leadership in 2022 remain fairly consistent with those taken in 2021. The truly exciting story
is the number of people investing their time in these courses. In 2021, nearly 1.7 million learners were curious to know how
women could be valued more in the corporate world. In 2022 that figure rose 12%. It’s not a huge jump, but it’s a start.

There’s still so much to do as women continue to recover from the Pink Pandemic of COVID-19. In a survey conducted
by the Center for American Progress, 20% of stay-at-home mothers would enter the workforce if they had better access to
quality child care. And, another 42% would pursue a higher-paying job, and 29% would seek additional schooling or training
for career advancement. According to Teach for America, more than four million child care slots could be lost due to
COVID-19. And, most of these losses will affect low-income families and people of color.

However, gender equality continues to make small strides. And, that’s good news since women who work for companies
that focus on gender equality experience a higher percentage of productivity, mental well-being, job satisfaction, inclusive
behavior, and loyalty to their employers. It stands to reason that this creates a win-win for both employer and employee.

TOP WOMEN’S COURSES 2021 TOP WOMEN’S COURSES 2022

Women in Leadership: Moving Beyond Gender Women in Leadership: Moving Beyond Gender
#1 #1
Roles as a Leader Roles as a Leader

Women in Leadership: Building your Infrastructure

#2 #2 Leadership Insights on Developing Women Leaders
for Leadership

Women in Leadership: Mastering Key Leadership Women in Leadership: Building your Infrastructure
#3 #3
Competencies for Leadership

Leadership Insights on Developing Women

#4 #4 Expert Insights on Women in Leadership
Leaders

Women in Leadership: Mastering Key Leadership

#5 Expert Insights on Women in Leadership #5
Competencies

Women’s Career Development Amidst the

#6 Developing Women Leaders #6
Pink Pandemic

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Building an Inclusive Work Environment

WHY ACHIEVING MEANINGFUL DIVERSITY MATTERS

DEI in the workplace is critical to making employees feel involved, included, and engaged so they can be their whole, authentic selves both in and outside of
the office. It means recognizing, accepting, and appreciating individuals for their unique perspectives, and the ways they can enhance the employee experience.

By building skills through DEI programming, organizations can cultivate a culture centered around the needs of their employees. In turn, those employees can
learn, inspire, and do their best work, which directly translates to an organization’s success.

With diverse companies outperforming their less diverse peers, the business case for DEI is stronger than ever. According to McKinsey & Company,
organizations in the top quartile for ethnic/cultural diversity among executives were 36% more likely to achieve above-average profitability.

A CULTURE OF INCLUSION — WHAT DOES IT MEAN?

Building a culture of inclusion means establishing an environment where everybody’s voice matters. It means listening when someone has something to say,
regardless of who they are, where they come from, or what their role is. It’s welcoming new thoughts and ideas with an open mind, creating a space where the
most high-profile people and the most underrepresented voices are heard equally. Inclusion makes diversity and equity work.

“When we’re talking about building a culture of diversity, equity, and inclusion, it’s a pyramid.

At the bottom level is organizational awareness — what is bias? How does bias impact the way that I show up at
work? What is allyship? How can I be more inclusive in my language? The goal is to get people thinking about
their own behavior and help them identify the next step on their own journey. COURAGE
CULTURE

Level two is inclusive leadership. Leaders need active listening skills and emotional/cultural intelligence to
We asked build and maintain trust, and to create a psychologically safe environment for their teams. This helps
Christopher Whalen, them to recogonize, empower, and remove barriers to growth. INCLUSIVE
LEADERSHIP
Skillsoft’s Culture
and Inclusion That all leads to a courage culture — a culture that embraces active allyship, where feedback and
Specialist, for his new ideas flow freely and are embraced by leaders. That’s the pinnacle. But, you need the
two foundational elements before you can really have a courage culture. Which is what ORGANIZATIONAL
advice on creating AWARENESS
an inclusive we are all striving for.
environment.
Inclusion works best when it’s a bottom-up initiative. Let your people lead the way.”
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Skillsoft’s 2022
IT Skills and Salary Report
Skillsoft published the 17th edition of the IT Skills and Salary Report, illuminating
the most in-demand skills; current salaries and compensation; training;
leadership development and certifications; overall career satisfaction; and how
the IT industry is handling today’s most pressing disruptions.

The IT Skills and Salary Report provides a global view with input from both IT staff and IT decision-
makers throughout North America, Latin America, Europe/Middle East/Africa, and Asia-Pacific. It’s a
go-to resource for valuable data, worldwide trends, historical analysis, and educated projections to better
prepare IT teams for what’s ahead.

Not surprisingly, data shows that this has been a year filled with change and uncertainty as the vast
majority of us went into recovery mode in a post-pandemic world. And, despite a pendulum swing towards
layoffs, we’re still facing a global human talent shortage. While skills gaps are shrinking, recruiting and
maintaining qualified employees — especially those with tech skills — are still top concerns.

The IT world is ever evolving. No big surprise there. But, that means training needs to be at the forefront.
IT can’t just be a supporting role; it’s a critical and strategic component of any successful enterprise.

As we stated in the IT Skills and Salary Report, “Innovation starts with transformation and change happens
when diverse minds come together and shake things up.” Let’s take a closer look at how the past year shook
things up as the new normal became the everyday.

IT is coming out of the backroom and emerging as a major player within

organizations. And, hard technological skills are no longer the only means
to an end. IT professionals need to step out of their technology comfort
zone and embrace power skills — leadership, effective communication,
teamwork, time management, motivation, and adaptability — in order
to prepare for and embrace the next big thing.

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Skillsoft’s 2022 IT Skills & Salary Report

REGIONAL SALARY BY LEVEL

SALARIES

Overall, most regions reported stable or slightly lower salaries across the board. Asia Pacific
led the way on bonuses with 59% of respondents reporting having received one. North
America continues to lead globally with a base salary of $108,165.
$127,676 $108,165

As expected, IT staff and decision-makers earn more money as they accumulate more
$59,538 $48,771
experience. $73,207 $67,711 $57,258 $57,710

$94,302
Data suggests that through job performance and/or by learning new skills, employees are $40,886 $64,097 $58,336
making a direct impact on salary increases. In most regions, raise percentages increased
year-over-year with slight discrepancies between IT decision-makers and staff.
NORTH AMERICA LATIN AMERICA EMEA ASIA-PACIFIC

IT Decision-maker IT Staff Overall

CERTIFICATIONS

IT professionals — and their employers — still see great value in certification. As we reported
last year, 91% of respondents hold at least one certification and the average IT employee holds CERTIFIED PROFESSIONALS BY REGION

87+13+R 96+4+R 91+9+R

four. Forty-one percent of those were earned in the last six months, demonstrating a current
and robust value perception around certifications. 13% 87% 4% 96% 9% 91%

Interestingly, although North America leads with salaries, they fall to the lowest position
when it comes to holding certifications (although it should be noted that 87% still hold at least
one). Ninety-six percent of Latin America IT professionals are certified. NORTH LATIN
EMEA
AMERICA AMERICA
Enterprise Architecture certification nets the highest salary in North America ($163,205),
EMEA ($94,586), and Asia-Pacific ($92,016). In Latin America the highest netting certification

94+6+R 91+9+R
goes to Dev Ops with an average salary of $90,053.
6% 94% 9% 91%
The most popular non-cyber security certifications are Microsoft, Google Cloud, Amazon
Web Services (AWS), Cisco and ITIL, and IT Service Management. The most popular security, Certified
governance, compliance and/or privacy related certifications are Microsoft, ISACA, CompTIA, Non-certified
Cisco and (ISC)2.
ASIA-PACIFIC WORLDWIDE

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Skillsoft’s 2022 IT Skills & Salary Report

IT DECISION-MAKER INSIGHTS

The majority of IT decision-makers reported concerns around retaining and attracting skilled and
talented professional to fill key staff positions. Skills gaps remain a top concern for many, but the good
news is that fewer reported current skills gaps in their organizations. More concerning is that a small
percentage of decision-makers surveyed were unsure of whether or not they had a skills gap. This
uncertainty implies a significant lack of awareness around skills needed and may lead to big problems
in the future.

Increased stress, delays, talent acquisition costs, and operating costs, as well as decreases in productivity,
customer satisfaction, and innovation are real byproducts of skills gaps. When it comes to budgets,
decision-makers feel comfortable, with nearly 60% worldwide seeing an increase in their IT budget. And
that means more money to invest in certifications. This is good news for the 55% of respondents who plan
to train existing people to combat skills gaps. Ninety-six percent of IT managers believe certified staff
adds value to their organization.

Cloud computing is the top certification priority for 41% of decision-makers; cybersecurity (ranked
number one last year) falls to second place with 31%. AI/machine learning and infrastructure/systems are
also top priorities. The hardest positions to fill are cloud computing (30%), analytics/big data/data science
(28%), and cybersecurity (25%). When it comes to vendors, decision-makers are investing in AWS (41%) and
Google Cloud (33%).

PROFESSIONAL DEVELOPMENT

Perhaps one of the most important takeaways from the report is that IT professionals see real value
in professional development and training. More than half of those surveyed have participated in FORMAL TRAINING TYPES OF TRAINING
certification-focused IT training in the last 12 months. Slightly less have gone through some type of OFFERED BY COMPANY OFFERED BY COMPANY
skills-based training. Even more promising is the fact that nearly a quarter of all respondents have
Online third-party training
received training in management competencies, reinforcing that the IT world recognizes — and supports 69% Formal (instructor-led, structured) 66%
(e.g., digital, on-demand, etc.)
— development of leadership skills.
Informal (peer-to-peer,
Live instructor-led training 61% 54%
impromptu, unstructured)
Globally, web-based, on-demand sessions are the preferred learning format. This became the number one
Internally-led IT training
choice by far (63%) in the post-pandemic world, with only 18% saying they prefer an in-person, instructor- 58% None 14%
(e.g., training staff, supervisors)
led program. Fifty-four percent say they have taken advantage of subscription-based learning and value
Employees attend conferences
it for the quality of the content (46%), opportunities for hands-on practice (41%), updated content (33%), and events
50%
multiple learning methods (24%), and authorized content and year-long access to content (19%).
Other 1%
Although the report demonstrates a high perceived value of training, there is still a disconnect when it
comes to leadership training. While 90% offer compliance training for new technology, only 17% report
active leadership development programs.
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Skillsoft’s 2022 IT Skills & Salary Report
JOB SATISFACTION

27+46+1782R
JOB SATISFACTION 8% 2%
27%
Extremely Neither satisfied
Seventy-three percent of respondents are satisfied with their chosen field and 37% say they feel extremely good 17% satisfied nor dissatisfied
about their job security. Across industries, employees are more likely to switch job roles than employers.
Somewhat Somewhat
While less than a quarter switched employers in the past year, more than half of our respondents are planning to satisfied dissatisfied
make a switch — and the number one reason for doing so is compensation. This shows that employers need to
invest in employees now, before their talent looks for satisfaction elsewhere. Extremely
dissatisfied
Employers need to make certain IT professionals feel valued for their contributions and give them the 46%
opportunity to grow. A stagnant career path leads to a quick exit — and high turnover rates can be disastrous for
an organization.

MANAGING DISRUPTION

No assessment on the state of skills and salary in the IT industry (or any other) would be complete without
examining the disruptions we all faced in the past couple years. From pandemic recovery to the possibility of a
global recession and rising inflation (or shrinkflation), to international conflicts, and supply chain troubles, the
past year had its fair share of issues. Employees want more from their employers — especially when it comes to
development and opportunities to grow — and if they don’t get it, they’ll take their skills elsewhere.

Most of our respondents are satisfied with the diversity, equity, and inclusion (DEI) policies within their
organizations. But, a quarter have experienced microaggressions, and some have experienced blatant harassment
and/or discrimination in the workplace. Clearly there is still work to be done.

WHAT ARE THE NEXT STEPS

There was good news in the most recent IT Skills and Salary Report, but there is also room for improvement. As
business evolves, people and the investments made in them will be as important as the technology we use. In some
cases, even more so. Companies that are resilient, agile, and adaptable will succeed by building, nurturing, and

٦
retaining employee skills. The mission critical steps to success are clear:

٦
Determine where your skills gap exists or will exist

٦
Research which certifications will keep you competitive

٦
Create a learning environment

٦
Decrease skills gaps by increasing diversity
Rely on trusted partners who will help you reach goals

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2022 Skillsoft Learning Consumption
If 2021 was centered around settling into a new normal, 2022 has been about forging new pathways.
There’s no time to step back and see what’s coming at you. The time to act is now.

Whether adding critical new skills to stay competitive, aligning current staff with future needs, or embracing compliance as a key part
of business culture, learning is at the heart of forward movement. Upskilling, reskilling, and committing to the continual professional
development of employees pays off in dividends. Employees that feel seen — and valued — by leadership will bring passion and loyalty,
as well as experience and skills, to their job. And, employers who retain employees will also find it easier to recruit new talent. The good
news in 2022 is that learning and development was given the respect it deserves, with companies worldwide investing in their people.
Those that did looked at challenges with a growth mindset, made plans, and acted rather than reacted.

EMBRACING CHANGE

Every company is a technology company. And, technology by its

very nature, is always in a state of flux. We’re always looking for
Year-Over-Year Learning Consumption

26+74+R 37+63R
new innovations, ways to do things faster, smarter, with less effort.
If we slow down, technology passes right by. Get stuck in one Learning by via Skillsoft Percipio Platform
mindset and you’re missing growth opportunities. That’s why it’s industry
Trends in key
imperative for organizations to embrace change. And, for learning geographies Most popular
to keep pace with technology. topics 26% 37%
Increase Increase
The employer that invests in its employee is ahead of the curve. Trends in Skillsoft in unique in learning
regard to Aspire learners hours
DEI, ESG, Journeys
LEARNING: WHAT’S NOW? WHAT’S NEXT? & Women SKILLSOFT completed
LEARNING
This included:
In this report, we’ve looked at Skillsoft learning consumption CONSUMPTION Skillsoft
Productivity &

32%
for 2022 and compared it to 2021. The results demonstrate many Digital Increase in Leadership & Business
Collaboration
year-to-year consistencies — and reveal emerging trends to keep Badges Skills learning hours
trends
in mind for the future. earned

Leadership
& Business
Technology
& Developer
39% Increase in Technical Skills
learning hours

trends Compliance
trends
trends
27% Increase in Compliance learning
hours across all platforms

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TOP 20 INDUSTRIES THAT LEVERAGED LEARNING

The top industry, Business Services and Consulting, remained constant from 2021 to 2022. But, there were some noticeable shifts in the rest of the top 20.
Manufacturing left the second spot and moved down to the fifth. Telecommunications, on the other hand, advanced from tenth on the list to second.
Government and Military made a significant jump from fourteenth to third place, while Banking and Finance dropped from third to seventh.

TOP INDUSTRIES 2021 TOP INDUSTRIES 2022

#1 Business Services/Consulting #1 Business Services/Consulting

#2 Manufacturing #2 Telecommunications

#3 Banking/Finance #3 Government/Military

#4 Medical #4 Manufacturing

#5 Technology (e.g., computers, software, ISP, etc.) #5 Retail

#6 Insurance #6 Banking/Finance

#7 Education #7 Education
Overall, it’s
#8 Retail #8 Medical
encouraging to see
#9 Pharmaceuticals #9 Insurance
so many different
#10 Telecommunications #10 Technology (e.g., computers, software, ISP , etc.) industries lean into
#11 Aerospace #11 Transportation learning to develop and
#12 Healthcare #12 Training and Development:
nurture workforce skills.
#13 Transportation #13 Non-Profit

#14 Government/Military #14 Health Care

#15 Oil & Gas #15 Pharmaceuticals

#16 Non-Profit #16 Mining

#17 Training & Development #17 Construction

#18 Legal #18 Oil & Gas

#19 Mining #19 Legal

#20 Media/Entertainment #20 Aerospace

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TOP 20 TRENDING TOPICS ACROSS DISCIPLINES VIA SKILLSOFT PERCIPIO

Looking at 2022’s trending topics — from technical “hard skills” like Cloud Security and Java Programming, to cross-discipline “power skills”
like Communication Essentials and Working Effectively as a Team — the depth and breadth of learning are evident.

TOP TRENDING TOPICS 2021 TOP TRENDING TOPICS 2022

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TOP 20 MOST COMPLETED SKILLSOFT ASPIRE JOURNEYS

A clear, navigable path makes it easier to succeed in a learning environment. Aspire Journeys provide sequential learning that builds on current skills as learners
progress and move through guided roadmaps to success.

TOP ASPIRE JOURNEYS 2021 TOP ASPIRE JOURNEYS 2022

#1 Virtual Work in the New Normal #1 First Time Manager Journey

#2 Leadership Development Core Journey #2 Leadership Development Core Journey

#3 First Time Manager Journey #3 Agile for Software Development

#4 Product Management Journey #4 Delighting Customers with Design Thinking

#5 Delighting Customers with Design Thinking #5 Mid-Level Manager Journey

#6 Building Resilience in Your Personal and Professional Life #6 5G Technologies and Practices

#7 Automated Testing with Selenium #7 Virtual Work in the New Normal

#8 Network Security Specialist to CloudOps Security Architect #8 Customer Service Representative Journey

#9 Python Novice to Pythonista #9 Corporate Trainer Journey

#10 Agile for Software Development #10 Agile for All

#11 Forging New Paths: Women’s Advancement in Life and Work #11 Creating an Inclusive Culture of Trust and Belonging

#12 Software Project Lead to Advanced Scrum Master #12 Building Resilience in Your Personal and Professional Life

#13 5G Technologies and Practices #13 Sustainability and Restoring our Earth

#14 Inspiring Engagement and Resilience #14 Automated Testing with Selenium

#15 Sustainability and Restoring Our Earth – Earth Day 2021 #15 Enriched Web Development with Angular 11

#16 Mid-Level Manager Journey #16 Finance for Non-Financial Professionals Journey

#17 Enriched Web Development with Angular 11 #17 Administrative Assistant Journey

#18 Programmer to Secure Agile Programmer #18 Forging New Paths: Women’s Advancement in Life and Work

#19 Beyond Status Quo: DEI and the Future of Work #19 Product Management Journey

#20 Human Resources Journey #20 Leader of Leaders Journey

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TOP 20 SKILLSOFT DIGITAL BADGES EARNED

In 2022, learners were proud of their achievements and earned accredited records in the form of digital badges that were shared via social media channels. In fact,
learners collected and celebrated 15.8 million digital badges in 2022, up 25% from 12.7 million earned in the 12 months of 20213.

TOP SKILLSOFT DIGITAL BADGES 2021 TOP SKILLSOFT DIGITAL BADGES 2022

#1 Application Security Awareness & Validation #1 The Open Web Application Security Project (OWASP) Top 10 List Items

#2 Secure Application Architecture & IAM #2 Cloud Security Fundamentals: Cloud Application Security
15.8
#3 API Security #3 API Security MILLION
DIGITAL
#4 The Open Web Application Security Project (OWASP) Top 10 List Items #4 Application Security Awareness & Validation BADGES

25+75+R
#5 Cloud Security Fundamentals: Cloud Application Security #5 Secure Application Architecture & IAM

#6 Automated Software Testing #6 Become a Great Listener

#7 Agile Test-Driven Development #7 Communicating with Confidence

25%
Increase
#8 Agile Software Development – Scrum #8 Trust Building through Effective Communication Over 2021

#9 Cloud Computing Fundamentals: Introduction #9 Workplace Diversity, Equity, and Inclusion in Action

#10 Need for Design Patterns & the Principles Guiding Design Patterns #10 Becoming a DEI Ally and Agent for Change

#11 Communicating with Confidence #11 The Art and Science of Communication

#12 Developing the Product & Sprint Backlogs #12 Writing Effective E-mails and Instant Messages

#13 Agile Principles and Methodologies #13 Aligning Goals and Priorities To Manage Time

#14 Release & Sprint Planning #14 Agile Principles and Methodologies

#15 The Language of DevOps: DevOps Tools & Processes #15 Developing Emotional Intelligence

#16 Software Data Analysis: Project Management Metrics #16 SOLID & GRASP

#17 Using Kanban in IT & Software Development #17 Understanding Unconscious Bias

#18 Trust Building through Effective Communication #18 Cloud Computing Fundamentals: Introduction

#19 Understanding Unconscious Bias #19 Maximize Your Productivity by Managing Time and Tasks

#20 Become a Great Listener #20 Automated Software Testing

3
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TOP 10 TRENDING TOPICS: TECHNOLOGY SKILLS

Once again, Cloud Security tops the list of trending Technology Skills topics. However, changes to the other items
on the top 10 demonstrate that nothing moves quite as fast as the speed of tech. The second and third place trends
from 2021, The Open Web Application Security Project (OWASP) and API Security, don’t even make 2022’s top
10. Meanwhile, we find Networking Core Concepts, IT Hardware Technician, Java, Java SE Programmer, Security
Core Concepts, Microsoft Certified Azure Fundamentals, and Linux Administration on that list, none of which
ranked as high in 2021.

TRENDING TOPICS 2021 TRENDING TOPICS 2022

#1 Cloud Security #1 Cloud Security

The Open Web Application Security Project

#2 #2 Networking Core Concepts
(OWASP) Top 10 List Items

#3 API Security #3 IT Hardware Technician

#4 Agile Basics #4 Java

#5 Scrum #5 Cloud Basics

#6 Cloud Basics #6 Scrum

#7 CompTIA A+ Certification Prep #7 Security Core Concepts

#8 Agile for Software Development #8 Oracle Certified Professional, Java SE Programmer

#9 Software Testing Automation #9 Microsoft Certified Azure Fundamentals

#10 IT Project Management #10 Linux Administration

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TOP 10 TRENDING TOPICS: LEADERSHIP AND BUSINESS SKILLS

In 2022, business skills continued to emerge and evolve as organizations responded to disruption. Pertinent topics
like Virtual Work in the New Normal enabled teams to approach challenges — and opportunities — from a
common ground so they could continue to thrive in the modern workplace.

Interest in leadership, which is a competency not a role, increased as well. Whether an individual manages a large,
global team or simply their own tasks and time, acquiring and strengthening leadership skills is key to success.

In the category of leadership and business, Written Communication takes over as the the top trend for 2022. This
year, we see increased interest in Unconscious Bias; Fostering Diversity, Equity, and Inclusion; and Inspiring
Engagement and Resilience.

TRENDING TOPICS 2021 TRENDING TOPICS 2022

#1 Customer Service Skills #1 Written Communication

#2 ITIL® Foundation #2 Unconscious Bias

#3 Working Remotely #3 Virtual Work in the New Normal

#4 Agile Project Management #4 Working Remotely

#5 Time Management #5 Communication Essentials

#6 Unconscious Bias #6 Essential Customer Service Skills

#7 Developing Agile and Growth Mindsets #7 Time Management

#8 Trust and Relationship Building #8 Learn Agile Fundamentals

#9 Communication Essentials #9 Fostering Diversity, Equity, and Inclusion

#10 Accountability and Managing Yourself #10 Inspiring Engagement and Resilience

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2022 Skillsoft Learning Consumption

TOP 10 COURSES: COMPLIANCE

Legal and workplace safety issues affect everyone. That’s why effective compliance training has to be more than a
“check-the-box” activity. Forward-thinking organizations think of compliance as a mindset rather than a mandate. In
fact, a thoughtful and effective compliance program, built firmly on an organization’s values and principles, can be a
competitive advantage.

TOP COURSES 2021 TOP COURSES 2022

#1 Global Anti-bribery #1 Active Shooter

#2 Global Cybersecurity Basics #2 Information Security and Privacy

Hazard Communication: An Employee’s

#3 #3 Anti Corruption Compliance
Right to Understand

US Professional Conduct and Anti-Harassment

#4 Harassment Prevention #4
Compliance | US Employees

Professional Conduct and Anti-Harassment in the

#5 Fire Safety and Prevention #5
Global Workplace | Employees

#6 Bloodborne Pathogen Awareness #6 Cybersecurity Short: Avoiding Phishing Attacks

#7 Active Shooter #7 Fire Safety and Prevention

Level 2 Information Security and Privacy

#8 Slips, Trips & Falls #8
Compliance

#9 EU General Data Protection Regulation #9 Bloodborne Pathogen Awareness

#10 Global Privacy and Information Security #10 Back Safety and Injury Prevention

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2022 Skillsoft Learning Consumption

REGIONAL LEARNING CONSUMPTION

We also measured the trending topics within the 100 most consumed courses by geographic region, determined by companies headquartered in each region. Communication is key in APAC, North
America, the UK, and France, while project and time management dominate the list for Germany, Austria and Switzerland. Learning new technologies is important in India and North America.

TOP 20 TRENDING TOPICS IN AUSTRALIA, PHILIPPINES, TOP 20 TRENDING TOPICS IN FRANCE TOP 20 TRENDING TOPICS IN GERMANY, AUSTRIA AND
SINGAPORE AND NEW ZEALAND SWITZERLAND
#1 Excel
#1 Essential Customer Service Skills Project Management Professional (PMP) ATP
#1
#2 Working Remotely Bootcamp: 8 Day UK Cohort
#2 Networking Core Concepts
#3 Unconscious Bias #2 Project Management Fundamentals Bootcamp
#3 Virtual Work in the New Normal
#4 PowerPoint #3 Essential Customer Service Skills
#4 IT Hardware Technician
#5 Essential Customer Service Skills #4 Time Management
#5 Security Core Concepts
#6 Communication Essentials #5 Working Remotely
#6 Working Effectively on a Team
#7 Word #6 Communication Essentials
#7 Communication Essentials
#8 PMP® #7 Virtual Work in the New Normal
#8 Marketing in the Digital World
#9 Time Management #8 Excel
#9 JavaScript Core Concepts
#10 Fostering Diversity, Equity & Inclusion #9 Written Communication
#10 Presentation Skills
#11 Python for Data Science #10 Project Management Essentials
#11 Written Communication
#12 Personal Productivity #11 Selling Essentials
#12 Harnessing Disruption through Data Analytics
#13 Power BI #12 Customer Service Operations
#13 Windows Client
#14 Virtual Work in the New Normal #13 Leadership Foundations
#14 Working Remotely
#15 Learn Agile Fundamentals #14 Learn Agile Fundamentals
#15 Excel
#16 Enriched Web Development with Angular 11 #15 Managing Yourself
#16 Customer Service Operations
#17 Data Visualization Core Concepts #16 The Art of Great Consulting
#17 Learn Agile Fundamentals
#18 The Art of Great Consulting #17 Presentation Skills
#18 Project Management Essentials
#19 Machine Learning #18 Inspiring Engagement and Resilience
#19 Selling Essentials
#20 Google Cloud #19 Self-Development
#20 Certified Business Analysis Professional (CBAP®)
#20 Career Planning
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TOP 20 TRENDING TOPICS IN INDIA TOP 20 TRENDING TOPICS IN NORTH AMERICA TOP 20 TRENDING TOPICS IN THE UNITED KINGDOM

#1 Virtual Work in the New Normal #1 Excel #1 Fostering Diversity, Equity, and Inclusion

#2 Cloud Basics #2 Written Communication #2 Leading DEI In The Workplace

#3 Oracle SQL #3 Cloud Security #3 Embracing Diversity

#4 Java #4 Unconscious Bias #4 Web Accessibility

#5 Inspiring Engagement and Resilience #5 Virtual Work in the New Normal #5 Unconscious Bias

#6 Software Testing #6 Working Remotely #6 Excel

#7 Working Remotely #7 Communication Essentials #7 ITIL®

#8 Self-Development #8 Essential Customer Service Skills #8 Critical Thinking

#9 Time Management #9 Time Management #9 Communication Essentials

#10 The Art of Consulting #10 Learn Agile Fundamentals #10 Virtual Work in the New Normal

#11 Managing Yourself #11 Scrum #11 Working Remotely

#12 Communication Essentials #12 Networking Core Concepts #12 Managing Across Generations

#13 Marketing in the Digital World #13 Web App Vulnerability Analyst- 2022 Update #13 Diversity, Equity, and Inclusion Leadercamps

#14 Excel #14 Java #14 Time Management

#15 Working Effectively on a Team #15 Fostering Diversity, Equity, and Inclusion #15 Essential Customer Service Skills

#16 Web App Vulnerability Analyst - 2022 Update #16 IT Hardware Technician #16 Keynotes

#17 Cisco Networking #17 Presentation Skills #17 Yellow Belt

#18 Personal Productivity #18 Inspiring Engagement and Resilience #18 Written Communication

#19 Presentation Skills #19 Microsoft Certified Azure Fundamentals #19 Java

#20 Essential Customer Service Skills #20 Cloud Basics #20 Managing Diversity

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2022 Codecademy Learning Consumption

TECH-FORWARD LEARNING THROUGH CODECADEMY

Last year, Skillsoft acquired Codecademy, a leading online learning platform for technical skills. Through Codecademy, millions of people
worldwide have unlocked modern technical skills to help them reach their potential in a tech-enabled workforce.

Acquiring in-demand technical skills has enabled millions of people around the world to build rewarding new careers or advance in their
current ones. With Codecademy’s hands-on learning environment, they study at their own pace, see progress, and build confidence.

Search and course consumption via Codecademy’s learner-driven platform provide an enlightening snapshot of current tech learning trends.

When it came to the most searched topic in 2022, Python led the way and Java came in second. Full-Stack Engineer held the number one spot,
while Front-End Engineer came in second.

TOP SEARCH CATEGORIES TOP SUBJECTS BY PATH ENROLLMENTS TOP COURSES BY ENROLLMENTS TOP PATHS BY ENROLLMENTS

#1 Python Web Development Learn Python 3 Full-Stack Engineer

#2 Java Data Science Learn JavaScript Front-End Engineer

#3 SQL Machine Learning Learn HTML Code Foundations

#4 JavaScript Computer Science Learn Java Computer Science

#5 HTML Data Analytics Learn Python Analyze Data with SQL

#6 React Data Visualization Learn SQL Data Scientist; Machine Learning Specialist

#7 CSS Code Foundations Learn C++ Build a Website with HTML, CSS, and GitHub Pages

#8 C++ Web Design Learn CSS Data Scientist: Analytics Specialist

#9 C# Interview Prep Learn C# Back-End Engineer

#10 Web Development Mobile Development Learn React Analyze Data with Python

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2022 LEARNING TRENDS AND PREDICTIONS

In 2022, the quest for new technical skills continued to increase. Kunal Ahuja, General Manager, Consumer at Codecademy, credits the uptick
to remote work. “More and more people, due to digital transformation and remote work, will begin to enter the technical field and technical
roles,” he observes.

“Attending in-person, live training is not for everyone — especially those also juggling a full-time job and family responsibilities — and online
alternatives can be more appealing. They’re looking for flexible and affordable learning, which can even supplement in-person training.”

Search and course consumption via the Codecademy platform provide an enlightening snapshot of current tech learning habits. Ahuja sees
three major growing trends as we move into 2023: the continued growth of career opportunities in tech, the democratization of data science
and data analytics for all, and the use of AI in programming.

Another prediction is that there will be continued upskilling in power skills outside of technical topics. Ahuja asserts, “In technical roles,
you learn a lot on the job. But for many developers, their career trajectory is often determined by their problem-solving skills, ability to
communicate, and work in a team.”

Finally, Ahuja also anticipates the growth of learning for the purpose of onboarding via customized onboarding solutions.

When it came to the most searched topic in 2022, Python led the way by far and Java came in second. There was also a significant disparity
between the number one spot for top paths by number of unique user enrollments in 2022. Full-Stack Engineer held the number one spot,
while Front-End Engineer came in second.

“More and more people are entering tech roles and working for tech companies, enabled
by remote work as remote teams become more mainstream. And today, technology drives
every industry. Earlier, people may have thought that low code and no code tools would
make the developer obsolete. That’s not going to happen. Development is not about hitting
buttons. There’s a lot of logic that goes into it. AI will make the practice, habit, and process
of development much more efficient.”

KUNAL AHUJA, General Manager, Consumer @Codecademy

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CODECADEMY LEARNER SPOTLIGHTS

From Product Owner to Front-End Engineer at Adidas in 15 Months

I was a Product Owner at Adidas for 10 years; that’s how I discovered how cool coding was. I had a comfortable salary
already, but I felt limited because I wasn’t learning anymore.

In August 2019, I subscribed to the ‘aspiring engineer’ program. I developed a plan to learn HTML, CSS, JavaScript, and
React — all programs I needed to apply for a Software Engineer position.

When the pandemic struck, learning from home with Codecademy not only helped me learn new technical skills, but also
guided me through the daunting process of changing careers. I prepared for technical interviews, studied data structure
and algorithms, and practiced solving coding problems. The hands-on environment helped me write real code from my
very first lesson.

After five months, the Head of Software Engineering asked, ‘When are you going to apply?’ I was confident from all the
work I’d done with Codecademy. And you know what? I nailed it.
SERENA ISONE
At Adidas, our motto is, ‘Change is a team sport.’ I had a mentor, a great organization supporting my growth, and
Software Developer, Adidas
Codecademy in my corner.

From Project Manager to UX Designer in 3 Months

In my last job as a Project Manager, we were developing a platform that connects people with tech jobs. I kept reading
about user experience, and thought it was the right career for me. But I also knew I had a lot to learn.

I made a list of books, blogs, and Codecademy courses, and worked my way through them. With kids at home, it was a
juggle — I was up until 2:00 in the morning studying. But I loved it so much that I had to pull myself away to go to bed.

Codecademy’s UI/UX course was brilliant for learning Figma. I came out of it with real projects and something to show.
Then I shared my journey on LinkedIn, which was a game-changer.

Qrious, the experience transformation design studio, didn’t have a vacancy advertised, but they saw my LinkedIn post,
which included coding skills learned with Codecademy.

DR ELENA GORMAN I started my first UX course in April and was hired as a UX Designer in July. I’m proud for my children to see that
UX Designer, Qrious women can have careers, progress, and follow their dreams.

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CUSTOMER STORY

Leadership Development is Brewing

at Boston Beer Company
The Boston Beer Company began in 1984 with a generations-old family recipe that Founder and Brewer
Jim Koch uncovered in his father’s attic. Aptly named Samuel Adams Boston Lager, in recognition of one of
the U.S.’s founding fathers, that beer soon became a catalyst of the American craft beer revolution, ultimately
producing millions of jobs in communities coast-to-coast.

From walking bar-to-bar with a suitcase full of beer, to leading one of the world’s most awarded breweries at international beer competitions,
Jim and his team at the Boston Beer Company know a thing or two about growth and innovation. In fact, their mission is “to seek long-term
profitable growth by offering the highest quality product to the U.S. beer drinker.” They also know that sustainable business growth is dependent
on empowering employees to grow, too. One way they’re doing just that is by working with Skillsoft Coaching to offer powerful leadership
development opportunities. “Working with Skillsoft Coaching has
helped us open up new leadership
To succeed during workforce transformation, businesses must prepare all employees to be leaders — not just the C-Suite. And in our virtual-first development opportunities across the
world, digital coaching can play a critical role throughout the employee lifecycle.
organization. At first, we thought it
We recently checked in with Bailey Borzecki, Leadership Development Program Manager at Boston Beer Company, to see how its coaching program might be overwhelming: what if everyone
is developing: “We naturally follow the 70-20-10 model for learning and development. Seventy percent comes from hands-on experiences. About 10% raises their hand? But we quickly saw
comes from coursework. The final piece, that critical 20%, is exposure to coaches, mentors, and masters. Skillsoft Coaching represents a huge piece that people who really want to grow into
of that practical magic — through relationships, conversations, encouragement, feedback, and shared expertise.”
leadership roles are going to find a way
With Skillsoft Coaching, Boston Beer Company has access to: to do it — and if you’re not on board,
they’ll go elsewhere. Feedback around the
A PERSONALIZED COACHING SCALABLE LEADERSHIP MEASURABLE BUSINESS
program has been incredibly positive so
EXPERIENCE DEVELOPMENT IMPACT far, and we’re taking learnings from our
Employees work one-on-one with Hundreds of employees, not just a Coaching engagements, satisfaction, teams to make it even better. Offering
expert, ICF-accredited coaches to handful, benefit from coaching. and performance are tracked across coaching has found us these great, high
define goals and develop strategies Skillsoft’s turnkey digital solution all employees.
potential folks who are loyal, motivated,
tailored to their needs. can be integrated with a vast
collection of learning resources. and want to learn. And that’s what we
want in this program.”

Boston Beer Company’s leadership curriculum targets three levels: developing leaders, leaders of functions, and the executive leadership team. BAILEY BORZECKI,
Coursework and coaching are designed to facilitate each level, while selection of candidates is largely based on their desire to transition, Leadership Development
taking on new roles or responsibilities. Program Manager,
Boston Beer Company
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Section II
WHAT
MAKES A
STRONG
SOCIAL
COMPACT

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Leading — and Growing — through Change

In an age of tremendous change and upheaval, we’re witnessing a new social compact between
employers and employees. And, it’s based on more than a paycheck.

But creating that environment is far more complex and reaches beyond pay and flexibility,
although both are important.

Employers must evolve their value propositions across many dimensions to attract and retain
talent. This might include creating inclusive environments, evaluating childcare and leave
policies, focusing on employee well-being, and understanding and making strides across other
aspects of the employee experience. Leaders must be acutely aware of these themes and be
willing to connect with employees on the issues that are most important to them.
Across industries and
And, there’s one lever, one dimension, that’s essential to both companies and their around the world,
employees: Growth.
employees are pushing
the companies for
which they work to
Employees crave personal growth — in their abilities, in their careers, create better, more
BY MICHELLE BOOCKOFF-BAJDEK and ultimately in their professional fulfillment.
innovative working
CHIEF MARKETING OFFICER, environments.
SKILLSOFT

Employers crave business growth — not only financially, but growth

that prepares the organization to meet new challenges, head-on.

Of course, we’re used to thinking of corporate growth and individual growth separately. But,
it’s becoming obvious that the two are inextricably linked. Where we work, why we work, and
the skills we need to develop are all changing, and business leaders need to lead their teams
through the change.

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Leading — and Growing — through Change

HOW CAN ORGANIZATIONS LEAD THROUGH CHANGE? As leaders, we’re learning, too — to meet people where they are and
By investing in the growth of their people, employers ensure they have what they need, which is
empower them to grow both personally and professionally, even in
a sustainable workforce — one that performs and adapts as the organization does — resulting times of upheaval.
in business growth. And, making the most of those opportunities is something employees must
deliver back to employers.

Much of this revolves around strategic workforce transformation and adopting a “build
and bridge strategy” rather than a “buy strategy.” Continual learning and skilling programs
are critical. And, today’s organizations mustn’t simply focus on “hard skills,” like technical
competencies. They also need to develop and nurture “power skills,” such as agility, flexibility,
inclusivity, and communication.

BUILDING A SUSTAINABLE WORKFORCE

Going forward, the main story will be about organizations building a sustainable workforce, one
that breathes and grows along with the business rather than the old — and less sustainable —
practice of finding the skills needed from outside the organization.

In the face of economic uncertainty and especially during times of massive disruption, we
know that organizations must stay nimble and competitive. And, to do that, they must invest in
their people. They must make talent development — and building a sustainable workforce — a
strategic imperative.

This is an opportunity for us to help build a culture of continuous learning that recognizes and
empowers employees to grow as whole people, with vast potential to give to our workplaces and
our world.

The best business leaders are passionate about their work. And, it seems like today, more than
ever, a significant part of that passion stems from believing in the purpose of the business, one
that serves customers, sustains the planet, and provides growth and development opportunities
for its people.

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The Importance of Leadership Skills within IT

We all know Leadership is not about seniority or title; it’s about solution options (be those people, process, data, or technology related),
characteristics any individual in the organization can display that deliver and enabling cross functional teams to work together to deliver a
improved results and outcomes. It’s not about what we do; its about how solution to meet expectations. This requires effective listening and the
we do it, how we show up each and every day. Leadership skills benefit ability to communicate clearly with impact, crafting a strong narrative,
the individual, the team, and the company. Much has been written about not dissimilar to the art of storytelling.
leadership skills, but I still find it’s the most obvious of those skills that
are undervalued and are areas where most all of us have something Impactful IT leaders will ultimately spend much of their time influencing
to learn and can continue to improve. Perhaps it’s a reflection of the to achieve desired outcomes. As a cross-functional team, we have the
ever-changing landscape we operate in, whether that’s the new norm benefit of seeing across the organization, with the opportunity to break
of hybrid work, or adapting to how advances in technology continue to down silos, and therefore advance company agendas even where it’s not
change what’s expected and needed for us to be effective. It is no surprise our direct responsibility. The ability to effectively influence is therefore
therefore, that we see a wide spectrum of skill areas in the Trending key to ensure that others can see the bigger picture and ensure the best
Leadership Topics each year. interests of the company are promoted.

So, if leadership skills are key, it stands to reason they are also essential Technology team members are also very familiar with the challenge
within technology teams. But which leadership skills are most important of demand far exceeding available capacity, that voice that always
to master? comes across the loudest, the tyranny of the urgent over the important.
Therefore, the ability to prioritize is a key leadership skill that while
important in any capacity is particularly important in IT. The ability
FOUNDATIONAL LEADERSHIP SKILLS FOR
BY ORLA DALY to effectively prioritize also calls on the other skills we just spoke
TECHNICAL TEAMS of, the ability to communicate and influence to drive alignment and
CHIEF INFORMATION OFFICER,
understanding of the prioritization, and subsequently the ability to get
SKILLSOFT A key objective for any technical team is to understand how their people to adhere to that prioritization.
work can advance company goals. Leadership skills are essential to
understanding and delivering business outcomes. Whether that’s the Finally, if you have mastered the ability to communicate, influence, and
skills to understand and appreciate the business challenge, decipher have now achieved a clear set of priorities, you may feel your work is
which areas are most important to focus on, or identify and deliver the done. But, as we know, the only thing we can count on with certainty is
best solutions, it all requires the ability to communicate effectively, change! This is why I would highlight resiliency as a key leadership skill
prioritize and influence, while being resilient and adaptive to change. to master, now more than ever.

I am sure most IT team members have experienced being asked for an Resilience can be considered a collection of skills or characteristics that
enhancement or a new solution, and when said solution was delivered, it require development and practice, such as self-awareness, openness
didn’t meet expectations, even if it met the specifics of the ask. Effective to and acceptance of change, self-confidence, and — my favorite —
communication skills are critical to helping teams fully outline their perspective. Perspective is like an anchor around which the other
business problem or need, identifying the implications of different elements of resilience can develop and thrive.

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The Importance of Leadership Skills within IT

HOW LEADERSHIP SKILLS BENEFIT THE INDIVIDUAL

Like any skill development, learning a new skill is beneficial for the new skill we acquire, but equally
important is the act of learning, which increases our curiosity and broadens our perspective, creating an
appetite to learn and explore further.

It goes without saying, that developing leadership skills has a direct impact on our ability to be effective in our
role, while elevating team performance. Leadership skills are important for career growth, but also help us
gain a better understanding of how our role connects to company goals, and effectively prioritizing to solve for
business challenges, which creates a greater sense of purpose and stronger engagement, key contributors to
creating a more positive work environment.

We can also directly apply leadership skills we develop in advocating for ourselves or our team, broaden our
networks, get exposed to or explore new areas of the business. Foundational leadership skills also spill over
into how we navigate our personal lives, how we communicate, influence, prioritize our personal time, and
deal with change. For every opportunity we have, to practice these skills at work, we are building the muscle.

CREATE SAFE LEARNING SPACES

Whether it’s mastering a new hobby, or developing a new leadership skill, there is a sense of satisfaction and
excitement when we see improvement. We also recognize if we only sporadically engage in that new hobby, we
are unlikely to see much improvement. Therefore, it’s important to find opportunity to practice and apply our
leadership skills, to improve, gain confidence, and avoid getting rusty.

It’s important to find opportunities to practice our skills, and as leaders of others, we need to create
opportunities to broker learning experiences to help with new skill development. For example, for those
looking to improve presentation skills, create an opportunity to present in front of a small audience to gain
confidence, and then create an opportunity for that individual to present to a larger group. The individual
becomes more proficient, and when others see their peers willing to go outside their comfort zone, they are
also more likely to stretch themselves, augmenting the impact one individual’s learning has on the overall
team, creating an environment that’s recognized as a safe place to learn.

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Forging New Pathways for Women

I’m often asked how organizations can retain female employees and OVERCOMING THE MOM-GAP
attract women back into the workforce.
More than a decade ago, in the middle of tax season, I was sitting in
The biggest piece of advice I have is to find ways to support women my boss’s office. I had been at this major accounting firm for five years,
having both a career and being a mom. Moms don’t want to miss out on part-time as a single mom, and I was looking for more hours and a raise.
their kids’ lives, as they go by so fast. But, at the same time, they need to When I approached him, with a list of accomplishments that illustrated
feel that their skills and contributions are valued and rewarded. my high value, he looked me in the eyes and said, “No.” He told me I
couldn’t have a raise due to the ‘mom gap’ in my resume.

٦
Here are some examples of what businesses can do:

٦
Instate flexible work hours. Without a second of hesitation, I looked at him and said, “I quit.” Just
like that. Without a plan or even knowing what I was going to do next.
Provide ways to increase skills via online course scholarships or

٦
visiting instructors. What I did know is that I could do it better. I could create my own firm,

٦
Offer work from home opportunities, even if hybrid. that not only serves small businesses with higher quality, but one that
supports moms who want more in their own lives. Too often, women

٦
Extend part-time and full-time work options.
are faced with having to choose between motherhood and a career,

٦
Create community with initiatives and events around women. when that should never have to enter their mind to begin with. I knew I
Enhance employee benefits in areas that matter to women, never wanted another mom to feel the way I did in that moment — small
and unvalued.
BY NESHA PAI like childcare.
CPA TURNED AUTHOR So, that day back in 2011, I had what I look back on as my “Jerry Maguire
Women are grateful for any of these offerings, depending on the size of
AND SPEAKER your budget and company.
moment.” I called my one big client and explained what I could do
for them. They decided to come with me. I started Pai CPA and never
looked back.
If there’s one thing I’ve learned about navigating the corporate world,
it’s that all of our situations are different. We come from diverse Pai CPA’s model is based on hiring stay-at-home moms so they can have
backgrounds and have unique relationships to work. This is especially flexibility and work from home. It gives them purpose outside of raising
true for women, whether they’re trying to combat gender inequality they tiny humans. Today, I have six on my team, and they are the hardest
feel at the office or are looking to re-enter the workforce after being a working, most dedicated women I know. In fact, being a mom gives
stay-at-home mom. women an extra superpower; they are the best of the best in “quality
multitasking,” a phrase I coined for how moms get the work done on
I can relate because I’ve experienced these issues first-hand. time and in high quality.

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Forging New Pathways for Women

REENTERING THE WORKFORCE — AND REGAINING POWER

I meet with a lot of moms, many of whom have been out of the workforce a long time. Skilled, experienced,
and eager to work, they wonder how to reenter the workforce and regain the career power they may have left.

First off, we live in a world where working from home is common (it wasn’t in 2011 when I started my firm),
and there are far more opportunities now. I tell them that there are plenty of ways to sharpen and catch up
their skills.

Here’s the advice I typically share:

Decide what you Find online courses

want to do and what to fill any gaps and
motivates you. hone your skills.

Employers want to see that you’re investing in yourself to learn a skillset that’s valuable to them.

Fortunately, with technology running so much of our world, it’s easy to find courses to get up to speed in any
given industry.

BUILDING A WIN-WIN SITUATION

Working toward gender equity requires a concerted effort by both women and the organizations that
employ them. But, it’s worth it. Study after study has shown that businesses with women in leadership roles
outperform those without.

Again, I speak from firsthand experience.

Pai CPA started on my kitchen table, and now has 80+ clients and six part-time employees. Women are resilient
and we will always find a way — especially if we create it ourselves.

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Emotional Intelligence: A power skill for leaders

25+75+R
If we look back on leaders in the early 90s, we see that the main ingredient to moving up the
leadership ranks was a solid, skills-based resume. But in the latter part of the decade a new
skill was emerging, and people started noticing its importance and its necessity in leadership
development. Emotional Intelligence (EQ) had evolved to become a core component in
effective leadership. 90%
Top performers
WHAT IS EMOTIONAL INTELLIGENCE & WHY DOES IT MATTER? have high EQ

EQ, at its simplest level, is a superpower. Brought to the forefront by psychologist Daniel
Goleman, EQ is the ability to understand and manage your own emotions, as well as others’,
to control or navigate through situations. It’s a set of skills that helps leaders effectively According to a Talent
communicate, collaborate, and engage with their teams. It gives context as to who leaders are
as unique human beings and provides competencies as to how they show up and treat people. Smart survey, EQ is
responsible for 58%
of success in all types
Sometimes viewed as “soft skills” by critics,
EQ skills are more appropriately positioned
of jobs and is the
as “power skills.” strongest predictor of
TERRI WILLIAMS performance.
ICF PROFESSIONAL
To be an effective leader, it’s critically important to manage yourself, manage your network,
CERTIFIED COACH and manage your team — in that precise order.

EQ helps leaders identify and navigate their own emotions and become more self-aware,
forcing them to face any unconscious biases and lead with a sense of authenticity, purpose,
and trust. When a leader gets in touch with what drives or motivates them, what holds them
back, how they interact with people, when they feel empowered or in control, they are better
able to empathetically lead their people.

And, while some people feel that technology is driving people away from communicating
with one another or stifling emotions, the reality is that technology is bringing disparate
groups together. The need for self-awareness and emotional intelligence is huge.

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Emotional Intelligence: A power skill for leaders

So, too, is the need for emotional intelligence when dealing with different generational groups.
Generation Z, individuals born after 1997 and a rapidly increasing part of the workforce, is the
most emotionally astute generation in history. They’ve grown up expecting dialogue and free
expression, and possess social emotional awareness. The idea of emotions being present and on
the table is very much alive for them. Leaders will need to keep pace with EQ to effectively lead
this group.

But EQ is not always an intuitive skill. Its four pillars (self awareness, self management, social
awareness, and relationship management) need to be learned and coached. An EQ assessment
is invaluable for identifying strengths and weaknesses. It involves taking a step back to examine
self awareness and looking at oneself through a different lens in a safe, judgement-free space
that ultimately broadens perspectives.

After assessing your EQ, accountability is the next step. What needs to be done differently? How
do you act on your shortcomings? What can be done to change a situation? What ownership do
you have?

This is when you know you’re not dealing with a soft skill. This is hard, boots-to-the-ground
work. It’s going from a simple, black-and-white transactional conversation to a transformational
conversation, where meaningful change can happen.

This isn’t an easy process or one that can be accomplished in a vacuum. Effective coaching
allows for respectful dialogue that challenges thought and presents new lenses for you to see
what you might not see otherwise.

Coaching is also valuable when dealing with gender, geographical, or cultural preconceptions.
Conscious and unconscious biases create barriers to assessing and ultimately strengthening EQ.

With the guidance of a coach, leaders can ask themselves: Am I using past experiences or
norms to reject or create barriers to EQ? Is asking for help seen as a weakness or a strength?
Are my beliefs clouding my thought process with false perceptions? The negative brain can
lead to a distorted assessment. But, effective coaching allows for clarity, which leads to growth
and change.

The most effective EQ is ongoing and taught in the flow-of-work. It’s intentional and
transformational. It’s at the core of a successful, productive workplace, and needs to be valued
for its contribution to building productivity and performance.

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Corporate Social
Responsibility at Work
As long as there have been organizations, there have been those that chose
to behave ethically, to give back, and to safeguard the health and welfare
of people and planet. However, we are experiencing a new era in corporate
social responsibility — one in which customers and employees are driving
organizations to make or renew their commitments to the greater good.

The phrase “Corporate Social Responsibility” (CSR) describes how organizations

demonstrate accountability through economic, social, and environmental efforts. Today’s
CSR activities focus on issues of social justice, economic disparity, climate change, and
balancing profits with purpose.

We recently conducted a Corporate Social Responsibility at Work study on how

organizations are making an impact with their CSR efforts.

One of the big takeaways is that CSR efforts are on the rise. More than 60% of our
respondents report an uptick in CSR interest and investment from both employers and
employees alike. In fact, the vast majority report that they would leave a company that
didn’t support CSR efforts.

Private companies report being more likely to have a dedicated

CSR budget (57%) than public companies (43%), and industrial
sectors have more defined programs than the agriculture, forestry,
and mining sectors.

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Corporate Social Responsibility at Work

PRIORITIZING CSR WHICH OF THE FOLLOWING MOST INFLUENCES YOUR

ORGANIZATION’S CSR PROGRAM?
Diversity, equity, and inclusion efforts lead the way when it comes to where companies are focusing their CSR

40+32+15121R
energy, followed closely by fair trade and labor policies. Fewer organizations prioritize community volunteering and 1%
12% A commitment to “doing the right thing”
disaster relief.
40%
15% Business directives
Not surprisingly, CSR priorities differ between countries and cultures. In India, CSR is mandated by the Current events
government and often centers around education, charitable giving, and health and wellness. In the United States,
Personal passions
top survey priorities include DEI, improving labor practices, participating in fair trade, and reducing carbon
footprint. These priorities could be considered responses to a nationwide call for social justice, growing economic Other
disparity, and consumer awareness of environmental issues threatening the future of our planet.
32%
However, a significant percentage of survey respondents are aligned when it comes to the factor that primarily
influences their CSR priorities: 40% of those who responded say it is a commitment to “doing the right thing.”

THE RESPONSIBILITY OF CSR

CSR is typically spearheaded by executive leadership or human resources. But, when it comes to getting employees DEPARTMENTS RESPONSIBLE FOR CSR EFFORTS
involved, 37% of survey respondents say that offering training opportunities to help scale CSR initiatives across the

8684+ 8377+ 76+7572+ 65

organization makes a big impact on a program’s success. Operations 86%

Organizations vary by country in how they report CSR initiatives. The United States doesn’t require reporting, Investor relations 84%
while some countries (India, China, Denmark, Malaysia, and South Africa) have reporting mandates in place.
Finance 83%
Currently, there isn’t a global, cross-industry structure for reporting, although most organizations communicate key
information, hold themselves accountable, and showcase areas of improvement. Marketing 77%

Sustainability 76%
MEASURING CSR SUCCESS
Philanthropy 76%
It can often be difficult to quantify success metrics for CSR, given the long-term vision of most programs. Many
organizations look at the overall health and security of employees and community members, social contributions, Executive leadership 75%
and industry awards and recognition to gauge CSR success. Most, however, don’t factor in employee-satisfaction
ratios, number of CSR activities completed, or community members outreached as measures of success. Compliance 72%

HR 65%
The top barriers to implementing a successful CSR program include reputation value (20%), regulations and
standards (18%), customer awareness (17%), and stakeholder awareness (15%). These figures drive home the
importance of communicating clearly with all stakeholders and securing cross-organization buy-in from the
top down.

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Corporate Social Responsibility at Work

THE RELATIONSHIP BETWEEN CSR AND ESG DOES YOUR ORGANIZATION HAVE AN ESG PROGRAM?

74+14+12R
ESG refers to an Environmental, Social, and Corporate Governance framework through which 12%
organizations invest in and report outcomes of investments in their communities and the planet as a
whole. However, 54% of our survey respondents use the terms CSR and ESG interchangeably. 14% 74%
Yes

The majority of respondents who report having a CSR program also have an ESG program. Seventy percent No
report having an ESG program in general, although our study shows that CSR programs are preferred
Not Sure
because they cover a greater range of issues.

CSR tends to have a broader perspective, while ESG is more measurable. For example, 69% of respondents
say that CSR is what they do within their organization from a sustainability and corporate accountability
point of view; ESG is how it’s reported to investors. Fifty-nine percent feel that CSR is used to
communicate initiatives; ESG measures how well they adhere to the objectives of those initiatives. In
simpler terms, CSR often serves as a footnote in the typical annual report, while ESG’s quantifiable results
are given more real estate. The study shows that nearly half of the companies who responded will be
replacing their CSR efforts with ESG programs.

WHAT’S THE FUTURE OF CSR?

For most organizations, CSR efforts are still evolving, but successful CSR programs should follow the same

٦
blueprint to reap the highest rewards:

٦
Offer training to employees

٦
Invest in long-term plans, not short-term campaigns

٦
Commit time and people resources

٦
Create authentic connections and partnerships
Break CSR silos and integrate throughout all departments

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Top Environmental, Social, and
Governance Courses
More and more, companies are asked to articulate and comply with commitments to the environment,
to society, and to corporate governance (ESG).

ESG is used as a framework to evaluate how an organization manages risk and opportunities that shifting market and non-market conditions create.

But, ESG is also about creating and sustaining long-term value.

Organizations need to promote from within that they are trustworthy and transparent. With short-term profits in mind, ESG efforts can sometimes
be overlooked. But, they are critical to longer-term, corporate value creation.

Today’s consumers, employees, and investors are looking at ESG. To that end, we’re seeing an increase in the number of organizations investing in
ESG education. The hottest course topics for 2022, like those of 2021, point towards DEI and building a culture of inclusion.

TOP ESG COURSES 2021 TOP ESG COURSES 2022

#1 Expert Insights on Unconscious Bias #1 Workplace Diversity, Equity, and Inclusion in Action Today’s leaders are holding
#2 Bridging the Diversity Gap #2 Becoming a DEI Ally and Agent for Change
themselves accountable,
ensuring their policies and
#3 Leading by Motivating #3 Adopting an Inclusion Mindset at Work practices benefit customers,
Psychological Safety: Building a Culture of Inclusion and employees, shareholders,
#4 Acting with Diplomacy and Tact #4
Innovation and the greater community.
#5 Expert Insights on Managing a Culturally Diverse Team #5 Expert Insights on Unconscious Bias If we are to effect lasting
and meaningful change now
#6 Expert Insights on Diversity & Inclusion #6 Acting with Diplomacy and Tact
and in the future, we need
#7
CompTIA Security+: Social Engineering & Techniques &
#7 The Effects of Environmental Change on Business to embrace sustainability
Other Attack Types
principles and guidelines for
#8 The Effects of Environmental Change on Business #8 Demystifying the E in DEI both the greater good and
#9 Building a Strategic Commitment to Sustainability #9 Expert Insights on Managing a Culturally Diverse Team more responsible business.
#10 Leadership Insights on Developing Women Leaders #10 Leading by Motivating

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CUSTOMER STORY

When People Make the Difference

CVS Health is a purpose-driven company committed to “making healthier happen” together with millions of
patients, members, and customers. At the core of its achievements are local presence, digital channels, and
dedicated colleagues. CVS Health takes on many of the country’s most pressing health care issues and works to
deliver accessible, affordable, human-centered care.

From the top down, CVS Health is passionate about developing people. Its belief is that when an employee has a great day and feels good
about the work they’re doing, that same enthusiasm trickles down to the customer, member, and patient experience. And, that’s why L&D is
such an important part of its corporate culture. CVS recognizes that to be great today and tomorrow, dedicated time and intentional activities
focused on nurturing and developing colleagues is not only needed, but highly valued. CVS Health leverages Skillsoft to help augment the
many ways it reaches colleagues where they are with what they need to grow and develop.

Skillsoft has been instrumental in partnering with L&D to curate content and create learning journeys. Spending the time and energy to
create curated journeys and content is important because what matters the most to colleagues and to the business align most of the time, but
not always at the same time. And Eileen Cooke, CVS’s Vice President, Enterprise Learning, says she’s okay with that, because she believes
that engagement and development are both personal and professional.

“The paradigm or premise my team and I work by is that corporate L&D isn’t only about what you learn. It’s about what you do with what you “When you think about it, it’s the
learn. It’s not just knowing something new, but being able to do something new,” she explains. “The curated learning journeys we’ve created workforce at the front lines, their skills
with Skillsoft aren’t just focused on what needs to be ‘known,’ but continues the development to include what to do with what has been and purpose, that create the consumer
learned. Working with Skillsoft to include the critical ingredient of ‘what to do’ makes the time and energy devoted to development much
experience. It’s at the front line where we
more likely to have impact, and makes the difference the colleague was hoping for when they started the learning journey.”
meet our patients, our members, and our
customers on the phone, in the pharmacy,
or clinic. We often talk a great deal about
leader development, which is important,
but the emphasis and investment in L&D
must be where we meet our customer and
Having excellent curated learning journeys at the ready means you that’s at the frontline.”
meet both the business and the colleagues when they are ready to
EILEEN COOKE,
learn, grow and develop, regardless of subject matter. It’s always there. VP, Enterprise Learning
for CVS Health

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When People Make the Difference

Learning at CVS Health is organized into “Four Es”:

EXPLORE ENGAGE EXECUTE EVALUATE

Employees benefit from Learning is cohort-based Learning is available, Colleagues and leaders
on-demand learning, available and social, with ample easy to access and can measure if their
whenever they’re curious opportunities to apply simple to use. learning has had an
about a skill or topic. what’s been learned. impact.

How well people are doing their job is of utmost importance. And, at the enterprise level, employee engagement and
retention are two of many primary goals of CVS Health’s L&D program. Cooke credits development with playing a big
role in keeping employees passionate about their work and about being a part of the CVS Health enterprise. The goal
is not just the work they’re doing now but preparing them for whatever comes next.

As a large organization with multiple lines of business, there is never a shortage of rewarding L&D work to tackle.
For example, CVS Health has many distribution centers that ensure all stores and pharmacies are stocked with
what our customers and patients need. Leaders saw a great opportunity to reimagine approaches and processes and
distribution centers that create a welcoming experience for new colleagues and engaging experience for tenured
colleagues. Part of this exciting work includes L&D and an investment in onboarding, orientation, new hire training,
and ongoing development. It’s a powerful combination when the business and L&D come together to welcome, engage
and retain colleagues.

Another role that universally presents great opportunity for L&D is that of CVS’s frontline managers. Typically,
frontline managers are promoted from within and know the work of their team inside and out. They supervise and
greatly influence the experience of the colleagues who create CVS’s customer, member, and patient experiences. And,
because CVS is dedicated to ensuring that those experiences are exceptional, the organization provides exceptional
manager development. The ROI on the investment in manager development can’t be overstated.

Ultimately, CVS Health is committed to an L&D program that is a powerful combination of self-serve and curated for
their colleagues. Cooke strongly advocates that, “You don’t experience sustained high performance and success across
a large complex dynamic organization unless L&D is a core component of your colleagues’ work experience.”
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Section III
HOW
TO GET
STARTED

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Building A Learning Taxonomy

In 2022, the hot topic around learning was building a skills taxonomy. With 40% of core skills changing in the next five years, according to
the World Economic Forum, and 50% of employees needing reskilling, organizations need a roadmap of where to go and which path will
bring the most talent and skills into their fold.

A common taxonomy helps manage this complexity. It provides a way for businesses to organize and measure skill sets and a foundation
for data-driven insights into talent development. In short, talent delivers a competitive edge, and the right skill set sharpens that edge.

But as we shift from a job description environment to a skill-based model, many questions arise about whether workforces have the skills
they need now and into the future. And that leads to more questions about a learning taxonomy: How do I evaluate and categorize skills?
How do skills build into my career architecture? How do I use them to create a path for opportunities within my workforce?

To determine what career growth and aspirations look like for the individual — and what capability development looks like for the
organization — we recently sat down with three members of our Skillsoft Executive Advisory Board:

BY MARK ONISK
CHIEF CONTENT OFFICER,
SKILLSOFT

Shannon Costigan Peter Sheppard Nancy Varela

Head, Leadership, Head of Global Learning North America Learning &
BMO Financial Group Ecosystem, Ericsson Leadership Development
Lead, Accenture

Here’s what they had to say about skills taxonomies …

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Building A Learning Taxonomy

In a skills-based world, how do taxonomies and ontologies How can taxonomies and ontologies be leveraged within an
accelerate progress? Why are skill taxonomies increasing organization? How do you create a skills taxonomy? What
in adoption? resources do you leverage?

“Skills have become a strategic imperative, and increasingly are becoming the connective Some business leaders started with a dedicated cross-functional skills team whose first task
tissue underpinning every aspect of people, programs, and systems (from workforce was to create a unique skills taxonomy. Varela used this approach at Accenture. Armed
planning, job design, and hiring, to learning, performance, data, and analytics),” with individual skill libraries, they worked on rationalizing them into one list. They also
reports Costigan. employed an external third party to help validate the market relevance of skills. The final
skills library is now the pick list for everything done throughout the HR ecosystem —
She further explains, “Skills taxonomies are essentially organizing frameworks to provide bringing standardization and consistency to skills.
structure, and help companies prioritize and make sense of skills they have and those
they need. On the flipside, BMO Financial Group made a deliberate choice to not create their own
skills taxonomy. Instead, they became part of the World Economic Forum SkillsLink
Skills ontologies look at the relationships between skills to help create a common language Alliance (WEF) — an ecosystem of employers, governments, and technology and learning
across platforms and contexts and manage skills data. As more and more companies are providers. WEF has developed a skills taxonomy, with input from a range of learning/skills
making the shift from matching people to jobs to dynamically matching skills to work, technology companies, to incorporate a universal view into their platforms.
it’s more important than ever to have a clear and manageable way to prioritize and
interpret skills.” How have taxonomies influenced learning strategy? How are
skill taxonomies embedded in the business? How do you go
How have AI, ML, NLP and other technologies supported skill about enlisting support from the business? And, how does the
taxonomy development? How do you align with your current leadership of the organization participate?
workforce hierarchy, job titles and descriptions?
According to Varela, “As the shelf life of skills continues to decrease and pace of change
Both Sheppard and Varela used a similar approach at Ericsson and Accenture of utilizing a continues to increase, employees need to build marketable skills faster, and better, than
patented algorithm to infer skills using natural language processing, artificial intelligence, ever.” This is essential to serving clients, and to enable workforces to grow.
and machine learning. Skills are inferred on the employees’ behalf and the organization
determines what roles, learning, and certifications have been completed and therefore, “As skills journeys evolve, new ways need to be developed to put skills at the center of
can create a holistic skill profile for someone. These profiles are confirmed by employees. everything — from recruiting, to onboarding and staffing, and learning how people begin to
The data and the algorithms automatically calculate proficiency. Once proficiencies are build their own skills list and see the benefits of how it shapes their employee experience,”
calculated, a person is matched to specializations. she explains.

Costigan used another approach at BMO Financial Group. She reports that they “ensure Sheppard, Varela, and Costigan all agree that successful companies start at the top with
skill development efforts are anchored in what matters most to the business — and to C-level and senior leaders who recognize the importance of investing in talent development.
employees. It’s enabling personalization at scale, improving time to proficiency, and Costigan believes that to do this, “senior leaders need to equip themselves with the skills
breaking down barriers to inclusion by leveling the playing field.” and knowledge required to lead a digital-first organization into the future.” These skills
create digital transformation strategies, operating models, technical architecture, data,
As a result, they are “seeing the building of skill labels into job descriptions, workforce and analytics. Leaders then become key in prioritizing, contextualizing, evangelizing, and
plans, hiring decisions, ongoing job and career development, talent mobility decisions, and actively sponsoring learning and skill development to advance BMO Financial Group’s
using AI to match employees in peer-to-peer mentoring networks.” strategy and digital transformation.

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Benchmark Assessments Propel
Workforce Transformation Strategies
More and more clients are making significant investments to ensure their organization stays competitive,
TOP SKILL BENCHMARKS 2022
future-ready, and poised for innovation. But the challenge is, how do enterprise leaders know they have the
talent to maximize those investments? How can they ensure their workforce’s skills match changing corporate #1 Communication Essentials
goals, strategies, markets, and business models — especially when hiring new talent is costly? #2 Customer Service Essentials

#3 Presentation Skills

#4 Excel 365 (2021)

In 2022, Skillsoft launched Skill Benchmarks within our immersive learning platform to empower organizations to assess, fortify, index,
and track in-house skills to align with the strategic needs of their business. Skill Benchmarks enable leaders to make informed, data-driven #5 Oral Communication
decisions based on a talent inventory to put the right people into the right roles at the right time.
#6 Python Programming Proficiency

Skill Benchmarks take an innovative, criterion-based approach to assessing skill proficiency. Rather than comparing knowledge to the #7 Written Communication
performance of other learners, our approach measures capabilities and mastery of the subject matter against specific objectives defined by
leading subject matter experts. This makes learning more aligned to what each organization requires to be successful today and in the future. #8 Agile Methodologies

#9 Excel 2019
In 2022, the top Benchmarks revolved around communication. This might not be surprising as the how we work, where we work, when we
work, and whom we work with transformed in the post-pandemic world. More employees worked from home. Meetings weren’t in person. #10 Innovation & Creativity
Face-to-face became screen-to-screen. Traditional means of communication changed — and smart companies kept pace with these changes.
Teamwork, adaptability, and security were also hot topics. #11 Driving Performance

#12 Microsoft Teams 2022

#13 Effective Teamwork

#14 Security+: Architecture and Design Competency

#15 Time Management & Managing Priorities

#16 Problem Solving & Decision Making

#17 Adaptability

Security+: Attacks, Threats, and Vulnerabilities

#18
Competency

#19 Building Collaborative Relationships

#20 Managing Yourself

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CUSTOMER STORY

Shared Growth adds up to Sweet Success

The Ferrero Group has a strong global presence, and Ferrero products like Nutella, Tic Tac, and Kinder are sold and
enjoyed, directly or through authorized retailers, in more than 170 countries. Today, the organization uses Skillsoft
to support its learning and development in a variety of ways as part of Ferrero University, the corporate learning
function inside the company.

As the pandemic hit, Ferrero was still working on adopting a new learning management system and slowly migrating to a more blended
learning model. While some training had been conducted via video conferencing platforms, the company were not heavy users of a virtual
classroom approach and while there was eLearning, it wasn’t heavily subscribed and usage was low. The University team also needed to support
a company growing immensely, beyond the strong Europe reach to a multinational organization. It was time to address the learning needs of a
more diverse employee base.

As the business’s learning program matured, one big push was to utilize the Ferrero University platforms and content to integrate new hires, “We were examining who was
support line managers in managing differently, and to disseminate the company know-how across functional areas. getting in and who was engaging
Management wanted to work with a key segment of their population to support the line manager in the shift from managing presence to
with the Percipio platform. We
performance — a key change in a virtual workforce forced to work from home in the pandemic. They also felt the need to address the aging weren’t looking necessarily at
population of their workforce because knowledge was retiring along with the individuals who were stewards of much of the company’s completions. The great thing was
proprietary knowledge. that once they got into Skillsoft
Percipio, we could map where
Mary Jo Anderson, Director, Head of Ferrero University, appreciated that the Percipio learning platform didn’t dictate specific learning,
but instead encouraged people to explore curated journeys and channels. With the help of a strong communications campaign encouraging they were going. This allowed us
entrance into the learning platform, Anderson saw some significant wins. to react to the learner behavior
and ensure we could continue
to give them more of what they
accessed before.”
With the help of Skillsoft, Ferrero was able to switch gears quickly to
meet the demands of pandemic-era business and adopt blended, 24/7 MARY JO ANDERSON,
on-demand learning. Skillsoft’s Percipio platform rounded out the Director, Head of Ferrero
University
University’s learning offerings making it easier to keep learners engaged
inside Ferrero’s firewall, instead of going through Google to access other
learning platforms. Currently Ferrero has 12,000 expert 2.0 licenses.

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Shared Growth adds up to Sweet Success

Ferrero, with the help of Skillsoft, was able to focus on three pillars within the organization:

The Welcome To Ferrero pillar, The Know How Academy pillar The Leadership pillar, which has
which showcases the spirit of the focused efforts to develop and seen the most growth in the last
company through a “mini-MBA” capture the institutional know-how few years in terms of new content.
of their value chain. Contents in in the company and siphon it down Keeping pace with evolving
various languages were integrated into learning aligned with the needs management and leadership
with proprietary online learning of each function providing business practices, this pillar consists of a
to support integration of the many continuity. Skillsoft content has bespoke master’s program through
people hired in the pandemic who been embedded into the Know How Bocconi University in Milan and a
never were able to get to an office. frameworks that drive functional manager excellence initiative that
skill development. focuses on engaging line managers
in the development of their people
and in the accountability for their
actions toward themselves, their
team, and the company as a whole.

Anderson was also impressed with the speed of content curation. “Oftentimes, we’d say, look, we need this and within 24
hours, we got something back from our customer support team.”

Users have been happy with the 24/7 availability and the breadth and variety of the content — particularly video formats that
can be downloaded for learning anytime, anywhere, on any device.

After this success, Ferrero has big plans for the future. “We’ve been kicking the tires on the Percipio learning experience
platform mining functionality because we can get really good data from the system and then use that data to drive new
programs.” The next step will be diving deeper and exploring artificial intelligence and how it can be used to maximize
simulated learning in the era of digitalization.

Ferrero University uses the tagline, “Together we grow,” and they’re seeing the rewards. As employees have access to greater
knowledge banks, they’re growing their skills and directing where they want to learn. All of that will result in support
Ferrero’s growing business. A partnership like Ferrero and Skillsoft — success in learning never tasted so sweet.

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Section IV
THE
FUTURE OF
LEARNING

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2023 Digital Learning Predictions
– Our Experts Weigh In
The Great Resignation. The Great Reshuffle. Quiet Quitting. And, the newly-coined phrase, Shift Shock. 2022
has certainly had its fair share of twists and turns when it comes to the global labor market. While many have
attempted to capture the latest trend with catchy terminology, it’s fair to say that “uncertainty” accurately
sums up the last 12 months.

What we can say with certainty is that this year has been a wake-up call for both employers and employees. While there has, at times,
been tension between the two sides, a few themes have risen to the surface providing significant opportunities to create a plan and
impact meaningful change that benefits the entire workforce and business:

٦ Employees don’t view work in the same way they did even just a few years ago. And, pressure has never been greater for employers to

٦
proactively plan for the future to stay current, relevant, and competitive...
At the end of the day, everyone is craving growth. Employees want more enriching and rewarding careers, while organizations want a

٦
sustainable, adaptable workforce. A social compact has emerged underpinned by learning and skilling...
As a result, investing in learning and growth is no longer a nice-to-have, but rather a business imperative.

With all signs pointing to 2023 starting off down an equally “uncertain” path,
we sat down with three of our experts to attempt to demystify the year ahead
with regards to digital learning and workforce transformation to provide
suggestions on how we can move forward with a mindset of mutual growth.
These predictions were all derived through observed trends, professional
insights, and intimate knowledge of our industry. Let’s dive in.

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2023 Digital Learning Predictions

SUSTAINING GROWTH IN UNCERTAIN TIMES REQUIRES A “FULL-STACK” CULTURE

We’re living in a time when organizations are getting smaller and employees are absorbing more responsibilities — likely in areas that they
aren’t necessarily experts in. As this shift continues and existing talent is required to take on new challenges, there must be even more urgency
placed on learning and training to build broad and deep skill sets — or full-stack capabilities. More classically defined as the “T-shape”
employee, the ability of the workforce to agilely shift between adjacent tasks and projects will require an increasingly diversified skillset, while
maintaining critical specializations, as enterprises navigate the economic murkiness that is 2023.

In the tech world, for instance, developers can’t just be focused on building front end applications. They also need to be able to do the back
end, or full-stack. Now, full-stack extends to every function whether it be sales, marketing, operations, product, or technology.

Building a full-stack culture — where all employees have a level of proficiency in everything from power skills like problem solving to tech
skills like data analysis — is a win-win for employers and employees alike. For the former, it transforms an organization into one built upon
MARK ONISK adaptability and agility, while also helping to retain momentum in uncertain times. For the latter, individuals become more efficient with their
CCO, Skillsoft time, have more command over where, how, and on what they want to work, & cushion their careers in the event of an unforeseen change.

THE ROLE OF THE CHIEF ETHICS AND COMPLIANCE OFFICER WILL BE (RE)DEFINED

Years ago, the executive role of Chief People Officer (CPO) rose in popularity. Organizations realized that if they were going to refer to
their people as their most valuable asset, then their people would need executive-level representation. CPOs are responsible for overseeing
human resources and ensuring that employees have what they need to effectively do their jobs.

2023 will be the year of the Chief Ethics and Compliance Officer (CECO) — a nod to the increasing value that organizations are placing
on ethics and compliance. But, even as the CECO role is now being elevated around the world, we need to think carefully about the
responsibility it shoulders, or should shoulder. CECOs are stewards of corporate culture; they are responsible for regulatory, societal,
cultural, and legal risk. Their job description has become more complex than a typical Chief Compliance Officer, which has traditionally
focused more on purely regulatory compliance. CECOs do more than make sure that people comply with laws.

Even if your organization has the most gorgeous code of conduct that has ever been written, if you have not moved ethics and compliance
ASHA PALMER to an executive role responsible for the cultural stability in your organization, you’re at risk for misconduct. Your CECO should be critically
SVP, Compliance Solutions, Skillsoft analyzing what’s working — and what’s not working — for your organization, and helping to build and shape your corporate culture.

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2023 Digital Learning Predictions

PROGRAMMATIC LEARNING WILL EVOLVE INTO ASSESSMENTS WITH OUTCOMES

Organizations that have an effective culture of learning are deliberate about employee development aligned with strategic business needs.
They assess and benchmark skills, build and maintain individual development plans, and provide blended learning programs that future-fit
employees for roles of the future.

In a world where efficiency and performance are essential, blended, multi-modal learning will become even more important next year.
Best-in-class companies will infuse learning methods like videos, books, and live and virtual instructor-led training (ILT), while using
all-in-one platforms that engage the learner with recommendations, social cues, badges, goals, reminders, and much more.

In 2023, falling behind and failing to invest in the growth of employees through a blended approach to learning will be a guarantee for
obsolescence.

APRATIM PURAKAYASTHA
CTO & CPO, Skillsoft

MENTAL HEALTH WILL BE FRONT AND CENTER AT EVERY ORGANIZATION

To deliver on their key strategic initiatives, organizations must ensure their employees can perform at their top potential. The relationship
between work and wellness can no longer be fragmented. Research shows that only 34% of employees say their company’s leadership speaks
openly about mental health, and only three in five employees agree that their manager cares about their emotional well-being. When it
comes to employee well-being, it is a shared responsibility between the organizations and their employees as burnout continues to rise.
For many decades, hospitals, insurance companies, and businesses have treated mental health as a step-sibling of physical health. That will
change in 2023.

According to the CDC, nearly one in five Americans experience mental illness in any given year. We will see corporate policies evolve
to address workplace burnout and provide optimal conditions for employees to perform at their best. We will see a rise in mental health
startups and more investors investing in wellness solutions. And we will see organizations providing employees with tools and resources to
take charge of their mental wellness.
RASHIM MOGHA
GM, Leadership & Business, Skillsoft Ensuring your organization recognizes mental health and has proper support for employees is a must-have to create a more inclusive
workplace environment. When building out your plans for 2023 keep in mind that learning, training, culture, compliance, and employee
wellness should top priorities for your organization to keep pace of.

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Additional Resources
IT SKILLS & SALARY REPORT
The 17th annual survey — one of the largest of its kind — asks professionals about compensation,
certifications, job roles, challenges, and more.

CORPORATE SOCIAL RESPONSIBILITY AT WORK

Skillsoft’s first annual CSR survey asked professionals to share how their organizations are approaching
sustainability to benchmark our collective progress.

WOMEN IN TECH REPORT

Findings from our in-depth survey help demonstrate how to close organizational gaps and arrive at
meaningful solutions to empower women in tech.

DIVERSITY, EQUITY, AND INCLUSION LEARNING CENTER

Find Leadercamps, led by DEI coaches, as well as books, videos, and other tools on this timely topic.
Build a workplace culture around DEI leadership.

TRAINING DAY: CLOSE THE IT SKILLS GAP WITH A WELL-SCRIPTED

RESKILLING PLAN
CIOs face a series of challenging hurdles. Download the IDG-Skillsoft white paper to see why 98% of
them say training and skills development are today’s top priorities.

CASE STUDIES
Read how employers in every industry across the globe have made a new compact with employees
centered around growth. They’ve made learning a powerful competitive edge.

THE EDGE PODCAST

Listen to a variety of guests — from customers, to partners, to industry influencers — engaging in
thought-provoking conversations and open dialogue on learning and growth in the workplace.

SKILLSOFT BLOG
Share our team’s insights on everything from the latest learning industry research and trends to timely
tips for success. Subscribe today and get the latest right in your inbox.

INVESTOR RELATIONS
Skillsoft delivers transformative learning experiences that propel organizations and people to grow
together. Find the latest news, financials, stock data, and other resources for our investor community.

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About
Skillsoft
Skillsoft (NYSE: SKIL) delivers transformative learning experiences that propel organizations and people to grow together. The Company
partners with enterprise organizations and serves a global community of learners to prepare today’s employees for tomorrow’s economy.
With Skillsoft, customers gain access to blended, multimodal learning experiences that do more than build skills, they grow a more capable,
adaptive, and engaged workforce. Through a portfolio of best-in-class content, a platform that is personalized and connected to customer
needs, world-class tech and a broad ecosystem of partners, Skillsoft drives continuous growth and performance for employees and their
organizations by overcoming critical skill gaps and unlocking human potential.

Learn more at [Link].

MEDIA INQUIRIES

Please contact Cameron Martin

[Link]@[Link]

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