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Job skills in digital and green technologies are believed to constitute the core foundation of productivity and competitiveness in the global market. A lacking in these skills is feared to affect Bangladesh's economy considerably. Many skills are getting obsolete at a faster rate while some new skills are replacing them in the midst of emerging disruptive technologies in the fast-changing today's world, say experts.
According to a recent global report, employers today require a workforce with a skill-set that did not exist 20 years ago. Artificial intelligence (AI), digital and green skills have all come to the fore.
Bangladesh ranked 61st, out of 83 countries, indicating its weaker position in terms of adopting new skills, according to the report styled 'QS World Future Skills Index 2025'. The first edition of the report evaluated the readiness of higher education systems of the countries to meet the evolving demands of the job market. Bangladesh scored overall 49.1 out of 100 points in the first edition of the index released in January 2025. The index assessed countries across some key indicators, where Bangladesh scored 39.1 points in 'skills fit', 65.7 points in 'academic readiness' and 42.6 points in 'future of work' categories. However, Bangladesh is one of the early adopters of the AI national strategies as released in 2019. Quacquarelli Symonds (QS), the publisher of the report, is a London-based global higher education research platform.
According to the report, skills like AI proficiency, digital literacy and environmental sustainability will form the bedrock of tomorrow's industries. Countries that fail to adapt risk losing their competitive edge and missing opportunities for economic growth.
The same is true for the adoption of green technology. The idea of green technology is still nascent in Bangladesh. But it is becoming important day by day to ensure the optimum use of resources like water and energy to run manufacturing. International buyers are also shifting to such companies who are greener in their manufacturing process.
The National Skills Development Authority or NSDA, a government agency to administer skill-related activities, has been conducting studies to identify the extent of gaps in different sectors. A FE report, quoting tech experts, says skill gap is not only a challenge for institutions, but it also reveals symptoms of a broken system. According to an expert, "The reality is we don't hire people based on a checklist of skills. We look for people with intelligence, curiosity and the ability to learn---because the skills we need today won't be the ones we need tomorrow. Upskilling human resources after hiring by a company is also crucial to shorten the gap." The rise of automation, data analytics and AI-powered systems will require people who can build, adapt and think beyond traditional frameworks, he adds.
It is important here to note that technological advancement is moving at such a pace that talent development struggles to keep up. The time needed to master a new technology and fully exploit its potential is often longer than the speed at which these technologies evolve. This is the primary cause of the growing gap between the innovative potential a company could achieve with a technological investment and the actual results it manages to reach on account of a lack of qualified talent.
The main challenge companies are facing in this phase of rapid digital development is the shortage of technological talent. On the one hand, technologies are evolving at an astonishing rate, while on the other, education and training are not keeping up. The reason is simple--- learning, especially when it comes to new, complex, and experimental concepts, takes time. This gap not only slows down the adoption of new technologies, but it can also seriously compromise a company's ability to innovate and stay competitive. Teams lacking the necessary skills may struggle to develop new ideas or improve existing ones, falling behind competitors who are able to invest in cutting-edge technology.
A direct consequence of the talent shortage is the imbalance between supply and demand. It's not just a matter of numbers but of deep repercussions on the ability of companies to execute technological strategies effectively. The intense competition for a few qualified experts has led to an escalation in recruitment and retention costs, forcing many companies to revise their compensation and benefits policies. This creates a scenario where financially stronger companies dominate the talent market, leaving smaller or less structured businesses struggling to compete for the same professionals. In this context, it is important to keep in mind the transformative context in which companies are operating. Digital trends are radically redefining job roles, pushing companies to rethink not only the skills required but also the very structure of work.
What is critically needed in this situation is a strong collaboration between industry and academia. This issue, though repeatedly stressed upon, has not been heeded to until now. Government policies should also be aligned with needs and trends. Tax incentives for companies that invest in workforce training, funding for AI and digital literacy programmes, and regulatory flexibility for new education models will also be critical.