Universities have long been seen primarily as degree-granting institutions. But in a labour market defined by rapid technological change, workforce mobility, and constant reskilling, that model is no longer sufficient on its own. Increasingly, learners and employers alike are looking to universities to act as lifelong workforce partners – institutions that support learning across an entire career, not just at one point in time.
In a recent episode of the Illumination Podcast by Modern Campus, Jo-Anne Clarke, Dean of Continuing Studies at the University of Victoria and current CAUCE President, shared insights on how continuing education (CE) units are uniquely positioned to lead this shift, drawing on a long history of responsiveness, collaboration, and innovation.
Continuing Education Has Always Been Here
While the idea of universities responding directly to labour market needs may feel new to some parts of higher education, it is anything but new to continuing education. Jo-Anne pointed to a powerful historical example from the University of Saskatchewan: the “Better Farming Train,” an agricultural teaching train that travelled across the prairies beginning in 1914 to deliver hands-on education directly to farming communities.
“That legacy reminds us,” she noted, “that we’ve been providing access to practical, workforce-oriented education for a very long time.”
What has changed is the pace, scale, and urgency of workforce transformation – and the growing recognition among credit partners that CE’s approach is essential to meeting these demands.
Moving From Transactional to Authentic Employer Partnerships
True workforce alignment requires more than employers requesting a program and universities delivering it. Jo-Anne emphasized the importance of authentic collaboration which requires relationships grounded in trust, listening, and mutual respect.
At the University of Victoria, this work is guided by an Indigenous principle meaning “being in right relationship.” Applied to employer engagement, this means moving beyond transactional exchanges to deeper partnerships where:
- Employers share real-world insights into skill gaps and workforce challenges
- Educators listen, ask questions, and clarify underlying needs
- Each partner contributes their expertise—industry knowledge on one side, adult learning and curriculum design on the other
When roles are clear and strengths are aligned, collaboration becomes not only more effective, but more sustainable.
Micro-credentials as Pathways, Not Pit Stops
Few topics have gained as much attention in recent years as micro-credentials. While often framed as a new innovation, Jo-Anne noted that short, applied learning has always been central to adult continuing education. What micro-credentials now offer is a shared language and an opportunity to rethink how learning accumulates over time.
Rather than treating micro-credentials as isolated skills boosts, CE units are increasingly designing them as stackable and laddered pathways. These pathways allow learners to:
- Build competencies incrementally
- Skip content they already know
- Target specific gaps in their skillset
- Combine short credentials into longer-term career progression
For adult learners and working professionals, this flexibility is critical. It respects their experience and places them in control of their learning journey.
Balancing Speed, Quality, and Academic Rigor
In an era of AI disruption and rapid job-market change, speed matters, but not at the expense of quality. Jo-Anne highlighted the challenge universities face: delivering programs quickly while maintaining rigorous academic and governance standards.
Universities bring a critical strength to this work: the ability to embed higher-order thinking into applied learning. While on-demand content can efficiently deliver information, CE programs add value by helping learners ask deeper questions:
- How do I apply this technology responsibly?
- What ethical considerations matter here?
- Is this the right solution for my organization or context?
These critical, creative, and analytical skills are consistently identified by employers as essential, and and they are a core strength of higher education.
Workforce Readiness as a Lifelong Ecosystem
One of the most important re-framings Jo-Anne offered was moving away from workforce readiness as a single outcome. Instead, it should be understood as part of a learner lifecycle.
Longer degree programs play a vital role in helping early-career learners develop foundational thinking skills and a sense of who they are. Shorter programs are ideal for applied, skills development.
Call to Action For Continuing Education Leaders
Now is the moment for CE units to step confidently into their leadership role. Use your agility, employer relationships, and learner-centred design expertise to influence institutional strategy, pilot new credential pathways, and demonstrate what lifelong learning can look like at scale.