Sahem Azzam, Vice President for the Middle East, Africa & Turkey, at Orange Business Services gives his Opinion in ITP on Striking the right balance with edtech. So here is:
Striking the right balance with edtech
Sahem Azzam
While it’s true to say that video tools enabled remote learning and continuity of education during the recent crisis, it’s critical to get children back into classrooms and interacting with their peers and teachers
Thanks to the investment made in advanced ICT infrastructure in some parts of the region, technology has provided a lifeline to help keep students learning in the past two years, and this has brought many benefits. It also raises the question: How do you find the right balance of digital and in-classroom learning to ensure education is effective and sustainable moving forward?
This new shared experience of edtech (education technology) has generated some interesting feedback from the education community, and from parents who have undergone the shared challenges in terms of their children’s education. Parents typically believe that technology needs to be used to a certain extent in learning, but not too much – perhaps meaning not an over-reliance on technology.
Balance is something that has to be considered when discussing the evolution of e-learning, because (to use a technology industry expression) children are the end-users. So, while it’s true to say that video tools enabled remote learning and continuity of education during the recent crisis, it’s critical to get children back into classrooms and interacting with their peers and teachers.
According to United Nations International Children’s Emergency Fund (UNICEF), nationwide lockdowns impacted the education of over 110 million young people in the Middle East & Africa region, by far the biggest disruption to the education system in recent history. Furthermore, parents and children in the region – particularly those living in rural areas – simply didn’t have access to the resources they needed for online learning.
According to Microsoft, one in five students in the Middle East & Africa region did not have access to the internet or a device to support them during lockdowns.
Pros and cons of remote learning
When online schooling became mandatory practice, education establishments and parents had no alternative but to adapt quickly and make the best of a difficult situation. Technology enabled online learning, much as it did for remote working. It’s something that simply wouldn’t have been possible even a few years ago, as the technologies and tools just did not exist then to make large-scale online learning a reality.
Besides safety, many parents cited comfort and convenience as benefits of online schooling, removing the stress of a commute and school run. Parents also reported enjoying more time with their children, for those working remotely at home. Online learning was reported to encourage greater self-discipline in children, with pupils learning personal time management and organisation earlier in life than they would normally. Some parents and teachers also reported children becoming more confident during online lessons, feeling more empowered to volunteer answers to questions over a shared video call than they might be in a classroom.
However, after several months of home-schooling and online learning, some parents began to find their patience tested, reporting that children were becoming more distant, with the lack of social interaction with friends and other students in class becoming a major issue.
Peer-to-peer interaction has positive effects and can help pupils be more stimulated and engaged in classes, and it can help them establish emotional bonds with teachers and other children. Without these interactions, some students began to feel isolated.
The long-term impacts of enforced online learning are difficult to forecast. Young children don’t always make the best survey respondents, and parents have naturally been eager to get their kids back to some formof normality. However, the World Economic Forum did release a report that talked about a potentially tangible aspect of continued school closures: students risk losing $17 trillion in lifetime earnings (around 14 percent of today’s global GDP), because of Covid-19-related school closures and economic shocks.
Hybrid work, hybrid learning?
There are commonalities between remote working and remote learning, and the impacts of both practices on adults and children are similar. So perhaps one of the ways forward those enterprises have embraced could also apply to education, too: a hybrid model.
Recent times have seen many children engage in hybrid learning models without even knowing the term. Hybrid classes can be a mix of online exercises, pre-recorded videos, and other educational materials that support in-person classes.
When done with the right balance and tools, this approach offers the combination of the best aspects of in-person and online learning and gives students and parents the choice of what learning format suits them best at different times. Hybrid learning might fit very well but is indeed a challenge as it will not always be the perfect solution for some children.
Many of the same technologies apply in hybrid education as in hybrid working. Cloud-based infrastructure and use of managed mobile and video communication and collaboration systems can help education establishments keep students connected, engaged and participating.
According to Jaime Saavedra, World Bank Global Director for Education, “Hybrid learning is here to stay. The challenge will be the art of combining technology and the human factor to make hybrid learning a tool to expand access to quality education for all.”
Indeed, the hybrid model appears as a positive way forward, but education establishments will need the expertise and experience of technology providers to help guide them along that journey and to strike the right balance.
Sahem Azzam is Vice President for the Middle East, Africa & Turkey, at Orange Business Services.
How Autodesk is helping its customers in creating a sustainable future
Louay Dahmash, senior director at Autodesk, talks about the company’s vision to create real, meaningful impact with its technology and accelerate industry transformation
Tell us about the highlights of the Autodesk FY22 Impact report.
The Impact Report outlines our approach and performance within the business across important environmental, social and governance issues. Notably, we have neutralised greenhouse gas (GHG) emissions across our operations and entire value chain for the second year in a row. We believe we have the power to create real, meaningful impact and accelerate industry transformation. In October 2021, we issued our first sustainability bond offering, totalling $1bn, to further align our financial and impact strategies. In this year alone, Autodesk has reduced 1.4 million+ metric tons CO2 of GHG through the Autodesk Foundation’s global portfolio and $18.5m was raised in philanthropic funding by Autodesk and the Autodesk Foundation. We’re proud of the progress that has been made, but much work remains to be done, and we have multiple levers in place to drive progress across the business and that of our clients and the wider industry.
Why should sustainability be considered by tech companies and how are you incorporating it within your ecosystem?
Each year, we see a rise in demand for more and cleaner resources as the global population and standards of living continue to increase. We envision a low-carbon future with minimal pollution and waste, where renewable energy powers our world and materials maintain value while cycling through a circular economy. We remain steadfast in our commitment to advance sustainable business practices toward net-zero carbon emissions, both here in the region in line with the UAE net-zero goals, as well as globally. Technology, deployed appropriately, has the power to solve the most challenging global issues, measure, manage, and reduce greenhouse gas (GHG) emissions and improve global health and resilience. Our technologies create a positive impact across industries, by empowering customers to harness data, automation, and insights to improve the impact of design and make decisions – enabling them to reduce costs and energy.
Is there specific legislation that compels companies to declare their carbon production to achieve sustainability goals?
Approximately 19 per cent of global GHG emissions are from the manufacturing industry. In addition to that, the buildings sector represents 38 per cent of energy and process-related GHG emissions globally. Legislations can therefore, provide a framework to regulate the path to sustainability. For example, in order to comply with materials regulations worldwide, such as the European Union’s legislation, and the UAE’s National Climate Change Plan of the UAE 2017–2050, which sets a clear path to reducing emissions, companies face increasing pressure to assess and document the materials used in their products, and in some cases to ensure materials’ traceability throughout the supply chain. We work with our customers to better manage and measure their impact through advanced data and analytics and enable them to reduce embodied carbon, decrease construction waste, and develop smart and sustainable cities.
What are the challenges that you have faced when making your business model more sustainable?
There are specific technology related challenges to achieving the above goals as firms worldwide grapple with digital transformation. Supporting our customers with critical technology is therefore an important opportunity area for us. In addition, the accelerated pace of change today demands that we work beyond industries to drive cross-sector collaboration and catalyse industry-wide innovation. It is also imperative to upskill our employees for the challenges of Industry 4.0 to ensure a resilient and prosperous future. We prioritise the health, wellbeing, and safety of our employees, who advance our efforts in this area. They create and deliver the practices and technologies that our customers and other innovators can use to design and make products and places that are safer, healthier, and more resilient. Finally, for business models to be truly sustainable, it is important for the entire value chain to be sustainable. The focus should be on creating a truly sustainable business with efficient operations committed to net-zero carbon and 100 per cent renewable energy commitments alongside a prosperous workforce to enable a sustainable future for all.
How are you helping customers drastically reduce their own environmental footprint?
Our customers represent our largest opportunity to create a positive impact at scale. Our software platform helps automate complex processes and transform data into actionable insights that empower innovators to improve the impact of everything they design, make, own and operate. Cloud solutions and connected data environments fuel innovation – across technology, processes, supply chain and industries. Through our technology, we are empowering them to create solutions, connect their data, and accelerate the outcomes that matter to them.
How does sustainability affect society and the future of work?
It is important to address workforce prosperity and the needs and desires of multiple stakeholders, from employees to customers to communities as well as investors. As more and more stakeholders become involved in business decision-making, it’s driving the movement toward more sustainable future operations. Governments can also support stakeholder capitalism with initiatives that protect consumer data and the environment and promote investment in employees. The UAE is an ideal platform to advance our future skilling initiatives as we align with the goals of the visionary leadership of instilling digital education and skills into the youth, and providing an array of opportunities for them to access lifelong learning which will empower them to become the change makers of tomorrow. The global economy is changing, and the workforce of tomorrow won’t look the same as today. While new technologies can enable great efficiency, we believe the future of work is still human.
Start-ups are these days rewriting the big MENA growth. A story that sums up the new trend at this conjecture in business life in the MENA region. Most importantly, it is showing the way of a hydrocarbon-based economy moving into a more diversified one . . .
The above featured image is of World Economic Forum that explored the same topic back in 2019. Here is the story as it stands in 2022:
Saudi start-ups rewriting the big MENA growth story
Start-ups from across the Middle East and North Africa (MENA) had raised nearly $375 million during the past month, with the Saudi firms taking a sizeable chunk of the pie, netting $219 million across 23 investment deals in February, according to a report.
With 58% of overall funding in the wider region going towards Saudi Arabia, it is no surprise to hear that headcount has grown by 20% within the kingdom’s start-ups over the past 12 months, said the report by leading recruitment consultancy Robert Walters Group, adding that this figure is expected to grow further this year as the government continues to create the ideal environment for start-up growth and international investment.
The competitive recruitment landscape between big corporates and start-ups continues to grow, with approximately 3 times the number of jobs posted vs available talent.
Faisal Saqallah, the Consultant from Robert Walters Saudi Arabia, shares his thoughts on why start-ups are winning the race on talent.
The Career Accelerator
With relatively flat structures and hands-on founders and CEOs – new starters can find themselves lining up into the senior leadership team from day one, explained Saqallah.
By taking on several different responsibilities and working closely with senior members of the team, start-up environments enable you to prove your worth early on, as well providing an opportunity for your work will be recognised if it has had a direct impact on the business, he stated.
Unlike within corporate structures, leaders will be able to clearly see your involvement in a project’s initial stages to completion, and as a result, the rate of advancement at start-ups tends to be much faster.
According to the Robert Walters Report – Act Like a Start-Up and Win the War on Talent – 50% of professionals in Saudi Arabia are interested in working for a start-up for their next career move.
“This is not surprising therefore to see that our survey found that over half of professionals (52%) would be willing to take a pay cut and join a start-up if they saw an opportunity to progress much quicker than they would do within a corporate set-up,” stated Saqallah.
“After any period of economic change, we typically see a wave of entrepreneurial or start-up activity – and so it doesn’t surprise me to hear of the success of this sector, so much so that Saudi Arabia now ranks sixth in global entrepreneurial competitiveness,” he stated.
“But what is most interesting is how these relatively-new 10-30 person companies are managing to draw some of the county’s top talent away from established firms who typically offer much higher levels of job security,” noted Saqallah.
“Post pandemic we have seen a significant shift in what professionals want from their employer – with purpose, culture, and people, rated above competitive pay and the well mapped-out corporate ladder,” he added.
Scale-Up Mentality
Start-ups are designed to have high growth potential – and so it is not surprising to see that on average decisions are processed 4x quicker in a start-up than within a large firm (250+).
The changing and fast-paced nature of a start-up will keep employees on their toes, encouraging them to develop new skills as they go, and push boundaries beyond the initial job description.
Working for a start-up, you’ll understand how the whole company works and develops commercial acumen not expected of you when lower down in corporate structures. Some start-up leaders argue that these on-the-job business lessons are in fact better than an MBA.
Our survey found that 33% of professionals are leaving their corporate jobs in order to ‘try something new,’ with a further 15% looking to reskill.
Being a start-up team member comes with great responsibilities. No matter what your title is, your work will make an impact on the company’s growth and success – and so in turn this will make you feel like the job you’re doing has an actual purpose and is a huge motivation.
In fact, a third of professionals (34%) state that the reason they move to a start-up is for challenging and interesting work – with many stating that the skills they adopt in self-management and task prioritisation then cross over into their personal life.
According to the Robert Walters, working for a fast-growth start-up can be an intense experience, so you’ll inevitably become more proactive and ambitious outside of work too.
You’ll be constantly thinking about how to improve things, be more aware of problems and how to solve them and become more open to new cultures and ways of thinking. You’ll also learn to love challenges and even look for them!, it stated.
True Team Spirit
Almost half of professionals (42%) state that the most important value when looking for a future workplace is ‘colleagues and culture that inspire them to do their best – that’s why the company culture at start-ups is something to be valued.
Due to their smaller size, start-ups tend to foster a close-knit, collaborative environment, that encourages people to help where they can on tasks outside of their original remit.
“You’ll be surrounded by highly hardworking, talented, and ambitious people willing to do the impossible. There is a huge motivation to learn from others and contribute with your own knowledge and experience,” explained Saqallah.
Start-ups often favour a fluid structure over a rigid corporate-inspired hierarchy, enabling open discussion and co-operation between all team members.
It is not surprising then to hear that 30% of professionals state that the most appealing thing about a start-up is the open & effective management structure.
Talent the only criteria
Start-ups have a core focus of finding the very best talent who can help achieve their ambitious goals, and as a result, remove any sort of socio-economic or geographical barriers in order to find their stars.
As a result within a start-up, it is not surprising to come across all kinds of co-workers, from all kinds of nationalities, backgrounds, and ideologies – and due to the small nature of the teams, there will naturally be ample cross-over working with colleagues with different skill sets or working styles.
This strong multicultural environment can open your mind beyond work and tasks. It also leads employees to have a global vision.
And diversity doesn’t just rest with the people, it is safe to say that almost no two days are the same within a start-up. Typically, most members of the team have to ‘juggle many hats and take on duties outside of their specific role to contribute to the success of the wider business.
The diversity of tasks helps you to develop new skills very quickly, added to that you will often be learning directly from the founder of the company and/or senior employees.
This an invaluable opportunity when you are in the early stages of your career. Not only will this keep you stimulated in your day-to-day role, but it will also give you the opportunity to find out what you are most interested in and discover what you are best at.
Innovation is the key
Start-ups are different from traditional businesses primarily because they are grounded on disruptive innovation, created to address a perceived ‘problem’ in the market.
Joining a start-up means adopting an ‘out of the box’ mindset – an ability to think on your feet and get creative with smaller budgets and fewer resources.
Autonomy is not considered a perk within a start-up but a given – in fact, it is the reason why 28% of professionals leave a corporate job to join a newly established business.
However, it is not all ‘small-time,’ in order to aid your creativity you’ll find yourself learning and using the most modern and innovative tools and platforms on a daily basis – whilst shaky to start off with you’ll soon start to embrace and speak the ‘start-up language’ in no time!
Exit Strategy
Many start-ups have an ‘exit strategy’ in mind, which means you will be working towards an ambitious deadline right from the get-go, according to Robert Walters Group.
Growth targets will be ambitious, but if achieved by the team then they stand to cash in from significant rounds of funding as shares are often offered as part of job packages as a way of competing with corporate pay, it stated.
At a start-up, your hard work can payback sometimes 10x the amount you’d get in yearly corporate bonuses within 5-7 years of joining a fast-growth start-up. The key here is to join a business whose product and vision you will truly believe in, it added.
Here is Gilgamesh Nabeel in MENA Region Digital Transformation Can Create More Jobs as per a recent report that says so.
Over 230 students attend a workshop held by the Elaf Center and the Earthlink Telecommunications at Diyala University, northeast of Baghdad, to be better prepared for the labour market. (Photo Courtesy: Elaf Center for Media Training, 2021).
Lack of digital infrastructure contributes to high rates of youth unemployment in the MENA region, a new report says.
The report, “COVID-19 and Internet Accessibility in the MENA Region”, was published in mid-December by the U.S.-based Woodrow Wilson International Center for Scholars. It assesses the readiness of the MENA region countries to shift employment online, both in terms of Internet availability and digital literacy among the populace.
Its authors, Alexander Farley and Manuel Langendorf, argue that increasing internet accessibility and investing in digital infrastructure development can help governments’ efforts to form a digitally-enabled economic recovery strategy.
While the MENA region is projected to have 160 million potential digital users by 2025, the paper draws a bleak image of its internet infrastructure and accessibility.
Last year, 34 percent of the population in Arab states was not using the Internet, according to ITU data. In 2019, the GSMA, which represent the interests of mobile network operators worldwide, found that almost half the people in countries such as Egypt and Lebanon, which have a mobile broadband network, are not using the Internet. Around 60 million people in the MENA region were not covered by a mobile network.
“Studies have shown that broadband development leads to increased GDP and has a positive impact on employment in the short term – part of the picture are newly created jobs to build new digital infrastructure,”
Manuel Langendorf A researcher focusing on digital transformation in the MENA region and co-author of the report
Furthermore, with the exception of the UAE and Qatar, which cover about 80 percent of households directly with fiber, only nine out of 100 inhabitants in Arab states used fixed broadband subscriptions, the second-lowest rate of all world regions, after Africa.
The paper says the development of digital infrastructure overall continues to lag behind the rest of the world. This holds back the region’s digital transformation and deprives it of the benefits of investment in improving national core networks.
Digital Infrastructure Development Boosts Jobs
Overall, unemployment in the MENA region stood at 11.6 percent with the “the low-skilled, the young, women, and migrant workers were affected the most” by the pandemic, the report says. In 2019, youth unemployment was over 25 percent, with further decline in youth employment by an additional 10 percent in 2020.
Manuel Langendorf, a researcher focusing on digital transformation in the MENA region and co-author of the report, argued that proper investment in digital infrastructure can help government confront unemployment.
“Digital transformation is not a silver bullet to solve the MENA region’s protracted unemployment problem, but it can create new job opportunities, especially for the large young and relatively tech-savvy population,” Langendorf told Al-Fanar Media.
“Studies have shown that broadband development leads to increased GDP and has a positive impact on employment in the short term – part of the picture are newly created jobs to build new digital infrastructure,” he added.
While the longer term effects seem less clear, Langendorf thinks a country-wide improvement to digital infrastructure can bring new economic opportunities, including for disadvantaged populations and rural areas.
“These include the expansion of remote working, as an employee or freelance worker, and also allows workers to search for employment opportunities more widely,” he added. “An improved digital infrastructure also opens up new job opportunities in online education.”
Iraqi students and graduates attend a workshop held by a local training centre and the Earthlink Telecommunications to improve their skills to better meet the labour market needs. (Photo Courtesy: Elaf Center for Media Training, 2021).
Citing the installation of ten submarine internet cables between Europe and Africa, he said: “We found a significant and large relative increase in the employment rate in connected areas when fast internet becomes available.”
Do We Need More IT Graduates?
In the Internet era, when many traditional jobs might disappear, students see IT-related courses as a route to secure jobs.
However, the report highlighted that some countries, like Jordan, graduate around 5,000 students in IT-related fields each year, yet less than 2,000 are hired. Still, some see an opportunity for ICT graduates from the region to fill the shortage of skilled IT workers in Western countries.
Alexander Farley believes the region needs more people with IT knowledge.
“University curricula in most MENA countries are slow to update, thus creating a situation where many fresh graduates hold a diploma but are not ready to start working in the IT sector as their knowledge is outdated,” he wrote to Al-Fanar Media.
“Nevertheless, many MENA startups have had great success in the past years. In 2021, MENA-based startups raised close to $3 billion, a new record for the region.”
Alexander Farley
He called on the education and the private sectors to collaborate to improve the university-job pipeline and close the skills gap. “Both sides should make sure that the latest IT knowledge is integrated into curricula and set up internship opportunities for students and graduates,” he said. “Beyond universities, the private sector and educational institutions can hold more workshops to bring people up to speed.”
The report also identified management skills as one of the biggest challenges to expanding potential of IT in the MENA region. “The lack of management skills affects the scalability of projects and businesses that can make use of the surplus of advanced IT skills,” said Farley.
Moreover, the authors said the MENA region lacks truly innovative IT ventures, and is focused instead on adapting ideas created elsewhere.
“In this context, the region is often described as a consumer rather than a creator of technology,” said Farley. “Nevertheless, many MENA startups have had great success in the past years. In 2021, MENA-based startups raised close to $3 billion, a new record for the region.”
Fruitful Digital Transformation Tips
Governments and other stakeholders need to ensure that the expansion of digital infrastructure focuses not just on connectivity (areas covered by Internet), but accessibility, the authors went on.
“Is using the Internet affordable? Do people have access to devices to use the Internet?” wondered Langendorf. “Mobile industry body GSMA estimated those living in areas with a mobile broadband network but not using mobile internet increased from 41 percent to 48 percent between 2014 and 2020.”
To enable investments in digital infrastructure to tackle unemployment, Langendorf calls on governments to support entrepreneurship. “They need to facilitate starting a business and obtaining loans, and decriminalizing bankruptcy,” he said.
“Besides, they should enable cross-border trade and the movement of skilled people between countries.”
Modern Diplomacy advises that in Iraq: an Urgent Call for Education Reforms to Ensure Learning for All Children is nowadays a requirement that is not only to prepare people for life, with all knowledge and skills to contribute to a thriving society. It is to be noted that Iraq historically witnessed writing in its earliest form as a means of communication and education, etc.
Learning levels in Iraq are among the lowest in the Middle East & North Africa (MENA) region and are likely to decline even further because of the impact the COVID-19 pandemic has had on education service delivery, including prolonged school closures.
These low learning levels are putting the future of Iraqi children and the country at risk. A new World Bank report says that while, now more than ever, investments are needed in education to recover lost learning and turn crisis into opportunity, these investments must be accompanied by a comprehensive reform agenda that focuses the system on learning outcomes and builds a more resilient education system for all children.
Human capital is essential to achieve sustainable and inclusive economic growth. However, according to the World Bank’s 2020 Human Capital Index (HCI), a child born in Iraq today will reach, on average, only 41% of their potential productivity when they grow up.
At the heart of Iraq’s human capital crisis is a learning crisis, with far-reaching implications. Iraq’s poor performance on the HCI is largely attributed to its low learning levels. COVID-19 has led to intermittent school closures across Iraq, impacting more than 11 million Iraqi students since February 2020. This report highlights that, with schools closed over 75% of the time and opportunities for remote learning limited and unequal, Iraqi children are facing another reduction of learning‑adjusted years of schooling. Effectively, students in Iraq are facing more than a “lost year” of learning.
“Iraq can use lessons learned from the current health crisis, turn recovery into opportunity, and “build forward better,” to ensure it provides learning opportunities for all Iraqi children especially its poorest and most vulnerable children” said Saroj Kumar Jha, World Bank Mashreq Regional Director. “The World Bank is ready to support Iraq in building a more equitable and resilient post-COVID-19 education system that ensures learning for all children and generates the dividends for faster and more inclusive growth”.
The report Building Forward Better to Ensure Learning for All Children in Iraq: An Education Reform Path puts forward for discussion sector-wide reform recommendations, focusing on immediate crisis response as well as medium and long-term needs across six key strategic areas:
1. Engaging in an Emergency Crisis response through the mitigation of immediate learning loss and prevention of further dropouts.
2. Improving foundational skills to set a trajectory for learning through improved learning & teaching materials and strengthened teacher practices with a focus on learning for all children.
3. Focusing on the most urgently needed investments, while ensuring better utilization of resources.
4. Improving the governance of the education sector and promoting evidence‑based decision‑making.
5. Developing and implementing an education sector strategy that focuses on learning and “building forward better”.
6. Aligning skills with labor market needs through targeted programs and reforms.
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