The digital skills gap among workers is a growing concern. Technological change, digitalisation and automation are creating changes in jobs, requiring workers to adapt continuously to use evolving digital tools. Digital literacy and upskilling are critical, as articulated in global frameworks like the Global Digital Compactxvii and UN definition of digital inclusionxviii, to ensure workers can effectively adapt to and benefit from digital advancements. The World Economic Forum and McKinsey highlight the transformative impact of technological disruption on jobs, stressing the urgency for corporate-driven upskilling and reskilling initiatives. By integrating workforce development into their strategies, digital technology companies address economic disparity, safeguard employee futures, and align workforce capabilities with evolving business needs. This approach is also an opportunity for inclusive growth and innovation.


Research Guidance:

The company reports the number or share of employees that have been laid off during the reporting year.
The company can either report the rate of redundancy, the involuntary turnover rate, the number of severance packages, or other similar metrics.
The voluntary turnover rate alone is not accepted, as it captures resignations and retirements rather than job losses due to transitions. However, if the company reports both the total turnover rate and the voluntary turnover rate, this is sufficient as the involuntary turnover rate is implied.
It is not necessary to cite the reason for dismissal (e.g. automation, plant closure), though this is noted as best practice.