Why Germany needs a “digital mindset”

Is Germany at the bottom of the list when it comes to digitalization? A new study is raising the alarm: In a new ranking by the European Centre for Digital Competitiveness (ECDC), Germany comes in second to last place in Europe.

Among all the world's major industrialized nations, only Japan is progressing more slowly on the path to a digital future. Labor market researcher Professor Enzo Weber is convinced that Germany could catch up if the right course is set now.

“Small and medium-sized companies in particular should act and invest more proactively in digitalization,” said the head of the “Forecasts and Macroeconomic Analyses” research department at the Institute for Labor Market and Vocational Research of the Federal Employment Agency at the 1st Virtual Forum of the “Digital Competence Network” founded in Eastern Bavaria.

Preparing companies, employees, specialists and managers for the increasingly digitalized smart economy of tomorrow and involving employees in this process: This was the founding idea of ​​the “Digital Competence Network” initiated by Eckert Schools at the beginning of 2021.

At the first Digital Network Forum with experts, initiators and multipliers from all over Germany, the focus was on the question of how the transformation towards the digital future can succeed in German companies.

Professor Weber sees Germany in a transformative recession. In concrete terms, this means that the core area of ​​the German labor market - where vocational training is located - will be put under massive pressure in the coming years.

The consequences are dramatic: by 2030, around 800.000 jobs for skilled workers in Germany will disappear, partly due to increasing digitalization.

"But we will not run out of work," says Professor Weber, who holds the chair for empirical economic research at the University of Regensburg. At the same time, new jobs are being created on the same scale, but these require higher qualifications.

By 2030, around 600.000 experts and around 200.000 specialists will probably be needed. "Lost and gained jobs will balance each other out, but new skills are needed to fill these new positions," says the scientist.

The new skills that Professor Weber sees as key to the digital world of work include, in addition to classic IT skills, a number of areas that have often played only a minor role in vocational training and further education: independent and interdisciplinary work, process know-how, working under high mental stress, multitasking or a fundamental openness to new skills and competencies.

"These overarching qualifications - a digital mindset - allow employees to think and work beyond their own area of ​​work," says Professor Weber. And this is precisely the prerequisite for successful digital transformation and integration.

How can this future knowledge be integrated into the world of work and careers? On the one hand, during the discussion of the "Digital Competence Network", Professor Weber called for a support program that supports companies and employees in the transformation. According to him, both equipment and training and further education of staff should be supported. At the same time, the labor market expert suggests a type of student loan for older employees.

"People who decide to continue their education after 20 or 25 years should be able to do so with financial security," he says. In addition, short-time work should be used more for qualification than has been the case so far. More flexible, modular and, if possible, digital offers and more intensive advice are needed here.

Saskia Grossmann also made it clear how important these training courses will be. She is the academy director at Nuremberg-based Onestoptransformation AG. The company is a member of the "Digital Competence Network". "Everyone talks about technologies, processes and business models, but the digital mindset is the key to everything," she said.

According to her, this includes what Professor Weber also describes as important fundamentals: interdisciplinary skills such as creativity, openness, agility, the ability to accept criticism and the open handling of mistakes. A "personal location analysis" with tools such as a digital competence indicator for each employee can ensure that learning is defined in a new and, above all, more individual way.

Two figures from her presentation caught people's attention: According to a study by the World Economic Forum, every second employee will need new or further training by 2025. In addition, according to a survey by Etventure, more than two thirds (72 percent) of companies in Germany see the qualifications of their employees in the area of ​​digital transformation as "insufficient".

How can we get Germany's skilled workers excited about digital transformation? Markus Bruckmeier, who works as a digital coach and trainer in education and training, sees collaboration as an important building block.

"The collaboration between specialists and managers with experts, educational institutes and universities is essential," said Bruckmeier. He also mentioned the use of digital learning media with web-based training or explanatory videos as well as a corporate culture of learning as further prerequisites.

© Photos: John Schnobrich, Unsplash / Source: obx-news