'Recent studies have shown that a $1 investment in training returns a benefit to the employer of $1.38'
Low literacy levels among employees can negatively impact employers. Canadian HR Reporter spoke with Elizabeth Robinson, director of programs at ABC Life Literacy Canada, about what employers can do to encourage better literacy at work.
Q: What is the level of adult literacy today?
A: “A recent big international study looking at literacy levels [OECD Programme for the International Assessment of Adult Competencies, 2013] found that about 48 per cent of adult Canadians have low literacy skills. This means that their literacy skills are below what we would expect for a person who's graduated high school or the equivalent, like a GED. That's at a level where it's going to affect their day-to-day life, their ability to function in the workplace, and to complete all sorts of chores, personal errands, and things that they need to get done in the world. So it's a significant portion of the population.”
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Q: How do these programs benefit employers?
A: “There's any number of things that employers can hope to get from this investment. One, just thinking about the financial bottom line. Some recent studies have shown that a $1 investment in training returns a benefit to the employer of $1.38, so this is going to come through better employee retention, fewer layoffs, and having to do less hiring. You're going to have workers who are more satisfied with their jobs, more engaged in the workplace, and have additional skills and can take on additional responsibility.
“It can help build a sense of community learning and learning as a group activity, something that can break down barriers and help build relationships in a way that makes people feel more connected to their workplace and to their co-workers.
“Adults who have inadequate literacy skills are more likely to have poor overall health, lower salaries and the financial struggles that come along with lower levels of participation in the workplace. So if you're working with a population of people who are struggling with their literacy, they're probably also struggling with their social emotional skills and with their financial literacy as well. All of those things can work together.
“I think offering that kind of training and learning in the workplace can really help to reduce some of the stigma that exists around these kinds of training. People don't like to admit that they don't know everything about their own finances, but if it's a group learning experience with others that you know and trust through the workplace, it can really hit home that this information is complicated, and it's something that everyone can learn more about.”
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Q: How can HR promote literacy and learning in their organizations?
A: “One thing is just to be aware and understand that struggles with literacy and learning are common. So if you have a workplace, you probably have employees who struggle with literacy and learning, it's normal.
“Another important thing to understand is that most people want their workplaces to be places where learning happens. Studies have shown that many employees would take a pay cut to take a job elsewhere if there were better professional development opportunities. It's something that employees want, so offering something is likely to be met with enthusiasm and a positive response from your employees.”
Q: How can HR identify a need for adult learning programs?
A: “Speaking with managers is a great starting point, and looking at performance reviews, annually or semi-annually, to spot where there are ongoing problems. You know, a lot of the research suggests that, by and large, people who manage others are noticing a lack of desire for more social and emotional or soft skills. So being aware of whether there is extra conflict on your team, or are you noticing that motivation is lagging, people are showing up late to work often — these kinds of things can be a sign that people are unaware of expectations or how to handle problems arising in the workplace.”
Q: What types of learning programs work best?
A: “One of the foundational points of adult learning theory is that for adults to absorb and learn new information, it needs to be relevant to them, so one key factor I would be looking for in a program is something that speaks directly to the skills and capacity of your employees’ need to do their jobs easier. The more that they're able to make a connection between the material that they're learning and the work they’re doing, the more it's going to stick and the more of an impact it's going to have.
“I'd also look for something that's adaptable. I would look for programs that are designed to allow you to pick and choose the content that works for you, that speaks to the needs that you have, and can be adaptable to the time and the place that you have available.”
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Q: How should HR roll out the programs?
A: “Learning should happen across the organization. The more that there's support and encouragement from the top down, the more likely your employees are to take it seriously and understand it as an organizational priority. I think this can be a great capacity building piece for people who work in HR and it can be exciting to take on. Particularly, some of the introductory soft skills that are offered through programs are really designed to be taught by people who don't have particular expertise. So you don't need to be, for example, an accounting expert the way that you might need to be to run an accounting workshop, to talk through workshops on teamwork and confidence in these kinds of skills.
“For example, we have a program called UP Skills for Work. It helps learners develop key employability social emotional skills through free workshops and downloadable resources. We can send free materials that would allow you to host a workshop within your organization. There's also an option to offer it online, which can be great if you have shift workers or others who might need some time to go at their own pace, to learn on their own and in a more comfortable learning environment.”
