BHEF Winter 2020 Member Meeting Board Advance Materials

® Creating Solutions. Inspiring Action. WINTER MEMBER MEETING February 13-14, 2020 InterContinental Washington D.C. — The Wharf Washington, D.C. © BHEF 2020 2 2:30 p.m. 4:30 p.m. 5:00 p.m. 5:15 p.m. 6:00 p.m 7:00 p.m. 7:45 a.m. 8:20 a.m. 8:30 a.m. Board Meeting Pearl, 12th Floor Executive Session Pearl, 12th Floor Board Photo Oyster Hall, 12th Floor Break Chair’s Reception Seaport I & II, 2nd Floor Chair’s Dinner Seaport I & II, 2nd Floor Breakfast Algonquian, 12th Floor Welcome Algonquian, 12th Floor Welcoming Remarks: Randy Woodson, chancellor, North Carolina State University Session I (Working Breakfast) Market Intelligence Briefing: The Digital Upskilling Supply-and- Demand Challenge in the D.C. Region Algonquian, 12th Floor Presenters: • Brian Fitzgerald, CEO, Business-Higher Education Forum • Jennifer Thornton, vice president, Programs, Business-Higher Education Forum • David Metnick, managing director, Accenture North America agenda February 13, 2020 InterContinental Washington D.C. — The Wharf Washington, D.C. February 14, 2020 InterContinental Washington D.C. — The Wharf Washington, D.C. © BHEF 2020 3 agenda February 14, 2020 InterContinental Washington D.C. — The Wharf Washington, D.C. 9:35 a.m. 10:35 a.m. 11:35 a.m. Session II Enabling Lifelong Learners: Insights from Learning Science and the Credential Marketplace Algonquian, 12th Floor Facilitator: Joseph Aoun, president, Northeastern University Panelists: •Holly Custard, deputy director, Institute Partnerships and Outreach, Strada Education Network •Douglas Harrison, dean, School of Cyber and IT, University of Maryland Global Campus •Matthew Miller, senior lecturer on education, associate dean for learning and teaching, Harvard University •Andrew Tein, vice president, Government Affairs, Wiley Session III Connecting Work-Based Learning with Credentials Algonquian, 12th Floor Facilitator: Mike King, vice president, Global Education Industry, IBM Corporation Panelists: •Michael Carren, head, Corporate Social Responsibility, The Guardian Life Insurance Company •Angie Kamath, dean, Continuing Education and Workforce Development, The City University of New York •Bonnie Zuckerman, manager, LXP, Apprenticeships, and Digital Skills, Northrop Grumman Corporation Break © BHEF 2020 4 agenda February 14, 2020 InterContinental Washington D.C. — The Wharf Washington, D.C. 11:45 a.m. 12:45 p.m. 1:50 p.m. 2:00 p.m. Session IV Upskilling and Credentials: Winning Strategies for Talent Retention and Development Algonquian, 12th Floor Facilitator: Judy Olian, president, Quinnipiac University Panelists: •Yvette Burton, professor, Professional Practice in Human Capital Management; academic director, Columbia University •Megan Hanik, US Tax Human Capital Director, PwC • •David Zaharchuk, research director, IBM Institute for Business Value, IBM Corporation Session V (Working Lunch) Supplement or Supplant — Credentials and Academic Degrees Algonquian, 12th Floor Facilitator: Mary Papazian, president, San José State University Panelists: •Monique Baptiste, VP program officer, Workforce Strategies, Global Philanthropy , JPMorgan Chase & Co. •Ken Eisner, director, Worldwide Education Programs, Amazon • •Holly Zanville, strategy director, Future of Learning and Work, Lumina Foundation Closing Remarks Algonquian, 12th Floor Adjourn Kemi Jona, assistant vice chancellor, Digital Innovation and Enterprise Learning, Northeastern University Jacqueline Welch, chief human resources officer and c hief diversity officer, Freddie Mac 5 W CEO WELCOME 2020 © BHEF 2020 elcome to the Business-Higher Education Forum’s Winter 2020 Member Meeting. This meeting, with its focus on upskilling, represents another strategic evolution in BHEF’s digital talent ecosystem initiative. BHEF will present the newest market intelligence on the demand for upskilling, engaging practitioners and thought leaders in conversations to advance our work. As long-time members may recall, BHEF began to pivot in 2012 with the launch of its National Higher Education and Workforce Initiative. With subsequent awards from the Sloan Foundation, the Office of Naval Research, the William and Flora Hewlett Foundation, the Commonwealth of Virginia, the National Science Foundation (NSF), and others, BHEF used market intelligence to establish business-higher education partnerships and innovative talent solutions in high-demand digital fields. These collaborations align higher education with the evolving needs of today’s workforce. Subsequent grants, partnerships, case studies, and thought-leadership publications followed. With BHEF’s expertise and market intelligence, our members launched programs in cybersecurity and data science, and created more opportunities for women, students of color, and veterans to earn degrees, credentials, and gain access to successful careers in financial services, aerospace and engineering, and professional services. In 2017, propelled by the Accenture strategic vision, BHEF exhibited its thought leadership with joint publications with PwC and IBM on the demand for digital talent. Two AtanticLIVE events ensued. BHEF forged a key alliance with Business Roundtable in 2018 and funding from the JPMorgan Chase Foundation followed, enabling BHEF to replicate our talent ecosystem development process in almost a dozen sites across the country. T oday, BHEF is at another critical inflection point. With the $1M NSF C-Accel planning grant and support from Accenture, BHEF is poised to release an innovative analytical model to measure upskilling demand and assess higher education’s capacity. As part of the planning grant, we are also designing a replicable upskilling talent ecosystem model focused on diversity. New market intelligence will inform an implementation plan for meeting demand, and BHEF will apply for a Phase II $5M NSF grant to support implementation in the D.C. region and scale with partners throughout the country. I will describe in Friday morning’s briefing how BHEF business and academic members can engage as scaling partners and benefit from data, insights, and credentials developed in the D.C. region. Competition for Phase II grants will be fierce; only the 43 grantees (eight percent of proposals) selected for the p lanning grant may apply for the Phase II grants, of which 10 are expected to be awarded. But BHEF’s unique combination of business and academic members and their success in developing and deploying innovative digital programs and credentials represent significant differentiators. I firmly believe that the caliber of our membership and our outstanding track record with NSF will be deciding factors. I applaud our members who embraced this journey from its inception, am grateful for those who stepped up along with way, and am excited to invite members to join in our next stage of development. With your participation, BHEF will execute a national talent ecosystem strategy that not only supports new digital talent development, but also engages employers and higher education to design and provide affordable and accessible credentials to upskill adult learners in the most in-demand digital skills. Regards, Brian K. Fitzgerald, Ed.D. CEO, Business-Higher Education Forum 6 © BHEF 2020 BHEF WINTER 2020 MEMBER MEETING MEETING OVERVIEW Since 2012, BHEF and its business and higher education members have utilized the latest market intelligence to form innovative partnerships that created scores of undergraduate digital credentials and educated thousands of digital professionals. However, meeting the explosive demand for digital skills will require inclusive upskilling strategies for millions of current employees of private, governmental, and nonprofit organizations. BHEF’s National Science Foundation Convergence Accelerator planning grant provides a unique opportunity to both quantify upskilling demand and develop new strategies for engaging adult learners in agile digital learning. BHEF’s Winter 2020 Member Meeting convenes experts in learning science and credentialing to highlight key dimensions of the upskilling challenge and expose solutions to advance BHEF’s upskilling strategy. The exponential growth in automation and AI-based analytics tools has accelerated the development of the digital economy, led by the tech sector. However, it is imperative for non-technology companies to develop digital business models, as well as compete with tech companies for scarce digital talent. This imperative is not new: as early as 2012, McAfee and Brynjolfsson reported in the Harvard Business Review that companies that transformed their business models, adopted digital technologies, and integrated digital skills throughout their enterprise gained a significant competitive advantage within their sectors. But for this transformation to occur, companies must close the skills gap by attracting new employees and equipping current employees with both leading-edge digital skills and essential behavioral skills. In 2017, PwC and BHEF documented the propagation of digital skills from a relatively small number of experts to large numbers of data-driven decision-makers and functional analysts, driving demand for digital skills globally. PwC’s Talent Trends 2019 global survey of CEOs documents a steep increase in concerns—to nearly three-quarters of respondents—about the availability of skills, and over half reported that this shortage is limiting innovation. Moreover, nearly half of surveyed CEOs reported that their companies will employ retraining or upskilling to close the skills gap. While employers’ engagement with higher education to develop new sources of digital talent has been significant (see, for example, BHEF’s playbook on the impact of business-higher education partnerships), companies—and economies—face a far greater and more complex challenge when it comes to upskilling current employees. This challenge will require companies to create an inclusive culture of continuous learning and transparency around digital skills and pathways to career advancement. The U.S. is not alone in confronting the challenge of upskilling millions of current employees. A 2019 report from IBM’s Institute for Business Value, The Enterprise Guide to Closing ® 7 © BHEF 2020 the Skills Gap, estimates that 120 million employees in the world’s 12 largest economies may require retraining or upskilling in the next three years—suggesting the need for both coordination among governments, businesses, and postsecondary education, as well as new digital upskilling solutions with impact at scale. In addition to leadership from the C-suite and engagement from chief human resource and learning officers, comprehensive upskilling strategies will require partnerships with education and training providers, as well as a clear-eyed view of the necessary digital skills across functions. For example, the use of analytics in virtually every function within many companies makes the ability to analyze data essential; however, not everyone needs the skills of a data scientist. The ubiquity of AI and machine learning adds another element to the digital-skills puzzle that currently includes cybersecurity, data science and analytics, cloud, and mobile devices. But what levels and mixes of skills are required? How does the degree of automation and functions employees perform within companies determine this skills mix, and how can companies upskill incumbent employees for digitally intensive functions? New research from BHEF and the labor market analytics firm Emsi documents the scale of upskilling demand. A national employer survey, interviews, and focus groups with employers and employees provided insights that will shape BHEF’s upskilling implementation strategy. This analysis is also an opportunity to map these skills into programs and credentials offered by higher education to identify and close gaps and more effectively prepare new graduates and upskill incumbent employees for high-performing digital environments. Exhibit 1 presents a profile of a blended digital professional and the interplay of disciplinary or domain knowledge, foundational digital skill clusters, business-process knowledge, and 21st-century workplace competencies. MEETING OVERVIEW 2020 Exhibit 1 8 © BHEF 2020 BHEF WINTER 2020 MEMBER MEETING SESSION OVERVIEWS Enabling Lifelong Learners: Insights from Learning Science and the Credential Marketplace Northeastern University President Joseph Aoun makes a compelling case in Robot Proof: Higher Education in the Age of Artificial Intelligence that automation and advances in the application of AI to a range of business processes pose a significant risk of job losses, but also opportunities to create new ones. However, these changes spurred by AI present an even larger shift in digital skills required for all jobs, not to mention the specialized skills needed for new jobs. In response, employees in all public, private, and nonprofit organizations must become agile, continuous learners, mastering new technologies and acquiring new digital skills. Over the last decade, BHEF’s academic members have been leaders in the development of degree programs in digital fields, but the scope of the upskilling challenge requires innovative new solutions. Consequently, the demands on higher education to serve as nimble partners for continuously upskilling adult learners by providing high-quality, accessible, and affordable digital credentials and just-in-time delivery will be significant. This session explores how new learning science combined with over a decade of delivering online credentials can suggest strategies for upskilling adult learners at scale. Connecting Work-Based Learning with Credentials Work-based learning—a category of academic learning that is embedded in the real world of work—is an underutilized approach for employers to recruit and develop talent, while also providing learners with the necessary skills to enter and succeed in the workforce. Types of work-based learning include internships, apprenticeships, co-operative learning, and student research experiences. Most of the partnerships BHEF has fostered between companies and two- and four-year colleges and universities include work-based learning as a key component, particularly in digital fields like cybersecurity and data analytics that require a bridge between theoretical and applied learning. For example, in the Chicago Business Roundtable project, Accenture and Aon are leading the Chicago Apprentice Network, which provides “white-collar apprenticeships” to students in the City Colleges of Chicago system with companies across sectors. In the D.C.-Maryland-Virginia region, Northrop Grumman engages with a number of academic institutions and companies in the Greater Washington ® 9 © BHEF 2020 SESSION OVERVIEWS 2020 Partnership to develop new credential pathways in digital fields and provides internships and other work-based learning opportunities to students in the region and throughout the nation. Guardian Life provided seed funding for the co-development of curricula in digital fields throughout The City University of New York System (CUNY) and supported internships for students from underserved communities in New York and New England. In addition to its partnership with Guardian, CUNY works with a range of companies, government agencies, cultural institutions, and other organizations in placing students in educationally enriching and career relevant work-based learning experiences. A number of these experiences carry academic credit and other credentials with value in the job market. The panelists will explore the connection between work-based learning and credentials, highlighting model programs and offering on-the-ground learning and insights as a guide for replication and scale. Upskilling and Credentials: Winning Strategies for Talent Retention and Development As the digital economy changes business and talent models, employees must be as agile as their employers. Employees must be entrepreneurial in how they organize and manage their skills, treating those skills like assets that can optimize earnings and career advancement. Employers must also foster a new relationship with employees, particularly now that maintaining and growing their skills is an imperative for business success. In this session, human resources leaders will share their experiences building credentialing and upskilling into talent development, retention, and diversity strategies. Panelists will highlight environments where both business and employees recognize and are rewarded for investing in upskilling, describe how this approach provides a solution to the digital skills talent shortage, and offer practical approaches to advancing upskilling and credentialing initiatives. Supplement or Supplant – Credentials and Academic Degrees In response to the demand for digital talent, an increasing number of businesses and organizations are advocating for skills-based employment practices—emphasizing badges, certificates, and other credentials demonstrating skills—over academic degrees. Announcements from a number of prominent companies that they will no longer require new hires to hold a four-year degree have made a splash, furthering the debate. So, is the question of skills versus degrees real, or is it a false dichotomy? Northeastern University’s 2018 survey of 750 human resources professionals found that the relative value of educational credentials in hiring has held steady or increased for most employers over the last five years. The survey also found that employer awareness and experience with candidates who hold non-degree credentials is 10 © BHEF 2020 SESSION OVERVIEWS 2020 still relatively low, with these types of microcredentials typically serving as supplements rather than substitutes for traditional degrees. However, the market for all types of credentials is evolving rapidly. Experts from business, philanthropy, and education will lead this session and provide their perspectives on the extent to which skills and academic degrees are being considered in the hiring process, along with any anticipated changes in the preferences for credentials in the next five years. They will also offer their insights into lifelong learning and the importance of skills-based practices and degrees in employee career growth. 11 © BHEF 2020 BHEF WINTER 2020 MEMBER MEETING ® NEW MEMBER BIOGRAPHY Laura has more than 25 years of experience as a technology executive, working to drive transformation in the public and private sectors and spur adoption of comprehensive solutions in high-growth industries. Laura joined Ellucian from Oracle Corporation, where she most recently served as general manager and senior vice president for Oracle Marketing Cloud—leading all customer-facing aspects of the business, including sales, account management, marketing, and customer services. Previously, she served as corporate vice president of Microsoft’s worldwide public sector organization, where she led a team of more than 2,000 sales and marketing professionals serving government, education, and non-privatized healthcare customers in more than 100 countries. Laura’s experience also includes more than a decade at Cisco Systems, where she led an effort to transform how the world manages energy supplies and build smart-grid solutions for utilities around the world. Prior to that, she established and managed Cisco’s global policy and government affairs division, where she led the company’s public policy agenda as it related to the Internet and global adoption of broadband access. Laura has also held leadership roles at PricewaterhouseCoopers, Acer America, and Hitachi Data Systems. Laura currently serves as a member of the Board of Directors for Verisk, a leading data analytics provider. She previously served on the Board of Directors of Monsanto for nearly eight years prior to its acquisition by Bayer in 2018, and as the chair of the Washington, D.C.-based Information Technology Industry Council. Laura holds a bachelor’s degree in international relations from the Woodrow Wilson School of Foreign Affairs at the University of Virginia, and she studied Arabic at Yarmouk University in Jordan. She is also a Senior Fellow of the American Leadership Forum, Silicon Valley Chapter. Laura K. Ipsen President and Chief Executive Officer, Ellucian 12 © BHEF 2020 BHEF WINTER 2020 MEMBER MEETING ® Attendee List Suzanne Amoonarquah Business-Higher Education Forum Joseph E. Aoun Northeastern University Mutsuhiro Arinobu The Business-University Forum of Japan Jeffrey D. Armstrong California Polytechnic State University Naguib Attia IBM Corporation Monique Baptiste JPMorgan Chase & Co Steve Barkanic Business-Higher Education Forum Suzanne Bentzel West Virginia University Ianka Bhatia MassMutual Stephanie Blochinger Business-Higher Education Forum Stacey Brown Business-Higher Education Forum Yvet te Bur ton Columbia University Brandon Busteed Kaplan University Partners Michael Carren The Guardian Life Insurance Company of America Janet Chen Business-Higher Education Forum James P. Clements Clemson University Holly Custard Strada Education Network Christina Cutlip TIAA John J. DeGioia Georgetown University Ken Eisner Amazon Web Service Nariman Farvardin Stevens Institute of Technology Brian K. Fitzgerald Business-Higher Education Forum Wayne A.I. Frederick Howard University Ursula Gross Business-Higher Education Forum Martin Guay Stanley Black & Decker Kaye Hacker State Farm Insurance Companies 13 © BHEF 2020 Megan Hanik PwC David R. Harris Union College Douglas Harrison University of Maryland Global Campus Laura K. Ipsen Ellucian Kemi Jona Northeastern University Sharyn Jones MassMutual Angie Kamath The City University of New York Michael D. King IBM Corporation Shigeru Kitaba Japan Science and Technology Agency Satoshi Kohara The Business-University Forum of Japan To m o h i s a K o y a m a Nagoya University Oscar Loynaz Miami Dade College Jim MacDonald Northrop Grumman Corporation Marty Martin Drake University Steve McKnight Virginia Tech David Metnick Accenture Matthew Miller Harvard University Liz Moran SAS Markis Nicholson PwC Ryan Oakes Accenture NA Judy D. Olian Quinnipiac University Mary A. Papazian San José State University Amanda Pumphrey Business-Higher Education Forum Pradheepa Raman Stanley Black & Decker Brian Roach SAP NA Larry Royce Amazon Web Services Tom Sadowski University System of Maryland Timothy D. Sands Virginia Tech Martin Schedlbauer Northeastern University Seiichi Shimasaki Embassy of Japan 2020 Attendee list 14 © BHEF 2020 Louis Soares American Council on Education Terah Speigner Business-Higher Education Forum M i hoko Ta ke d a Takeda & Associates Shuzaburo Takeda Takeda & Associates Jennifer Thornton Business-Higher Education Forum Andrew Tein John Wiley & Sons Danielle Troyan Business-Higher Education Forum Hiroyuki Usuda New Energy and Industrial Technology Development Organization Etienne Vazquez Bloomberg LP C lay Wa h l Follet Higher Education Kathy Warden Northrop Grumman Corporation Jacqueline Welch Freddie Mac David Williams The Ohio State University Heather Wilson The University of Texas at El Paso JoAnn Winson IBM Corporation Randy Woodson North Carolina State University Yu z o Ya m a g u c h i New Energy and Industrial Technology Development Organization Hiroshi Yamamoto Nippon Telegraph and Telephone Corporation Rie Yamamoto New Energy and Industrial Technology Development Organization David Zaharchuk IBM Corporation Holly Zanville Lumina Foundation David W. Zolet LMI Bonnie Zuckerman Northrop Grumman Corporation 2020 Attendee list