LISLE, Ill. – Nov. 3, 2025 – In DeVry University’s third annual report on the state of upskilling in the U.S., Bridging the gap: Overcoming a silent standoff in America’s talent economy, three key themes emerged that are actively shaping the new era of work. In an increasingly technological and fast-paced world, addressing these three themes—talent dissonance, untapped human potential and growth gridlock—are essential in transforming uncertainty among employers and workers into confidence.
DeVry University Provost and Chief Academic Officer Shantanu Bose, Ph.D. sees this period of exponential change from a unique vantage point. Dr. Bose understands that today’s workplace and tomorrow’s talent economy demand agile thinkers who can solve problems creatively and face uncertainty head on through critical thinking and nuanced judgement.
In this Q&A, Dr. Bose offers his perspective on the state of upskilling in the U.S., as well as how employers and workers can come together to promote developmental pathways for a new era of work and inspire a culture of continuous learning.
Q: DeVry’s third annual report uncovers what the University is calling a “Silent Standoff” at the heart of the American workplace. What is the “Silent Standoff,” and what do employers and workers alike need to be made aware of when it comes to this growing divide in today’s talent economy?
A: After surveying over 1,500 workers and 500 hiring-decision makers about the state of upskilling in the U.S., DeVry’s research demonstrated a “Silent Standoff,” or a widening divide between perception and reality that is stalling workforce progress and inhibiting economic prosperity. Specifically, DeVry’s research found that both workers and employers are confident that they are doing enough for now to stay relevant in today’s talent economy, yet both groups simultaneously fear they aren’t equipped with the skills needed for what’s coming next in the workplace of the future.
According to DeVry’s research, three in four employers believe they are already doing enough to help make workers’ skills resilient and 72% report that most or all their workers have access to upskilling or tuition benefits. In contrast, workers report that access to upskilling and reskilling is waning. 55% of workers say they have access to employer-provided upskilling in 2025 compared to 67% in 2024. In addition, 45% of workers say they have access to employer-provided reskilling compared to 61% in 2024.
This widening perception gap is costing employers and workers alike, underscoring the urgency around both groups joining forces to co-create a productive path forward. Economic advancement and business growth can only be sustained through meaningful efforts made by both employers and workers. The time is now for employers and workers to come together and promote developmental pathways for a new era of work.
Q: Where are workers and employers in agreement already, and how can we leverage this common ground to move forward together?
A: Fortunately, there is some common ground, especially when it comes to concerns of the future. Both employers and workers report anxiety around economic headwinds. Nearly half of workers (47%) say economic uncertainties make them question how ready they are for the future of work, and over half of employers (61%) question how ready their company is for the future.
By acknowledging and validating the anxiety both employers and workers feel right now, we can foster empathy and leverage this common ground to move ahead as a united front. Specifically, employers and workers can use this uncertainty as fuel to overcome the “Silent Standoff” and power a mindset of continuous learning across the workplace to ensure all are equipped to excel in tomorrow’s talent economy.
Q: What is the role of upskilling in one’s career journey beyond formal education?
A: Upskilling is a non-negotiable part of one’s career journey. To think of education as a stationary, one-time investment is concerning for one’s long-term career trajectory. To that end, DeVry’s research found employers and workers agree on the value of education in today’s economy.
For example, 44% of workers report willingness to spend personal time taking classes or gaining qualifications to keep their current job. That type of attitude will only increase their ability to adapt and stay relevant throughout the lifespan of their career. This investment in upskilling also doesn’t go unnoticed by company leadership, as 85% of employers say workers who are on top of the latest industry developments benefit the whole organization.
Q: How does continued education help learners at any stage of life be prepared for the future talent economy?
A: Continued education is an ongoing process, but it’s not about speedrunning every course or certificate possible, nor is it about earning another degree for another degree’s sake. DeVry’s research illuminates the criticality of targeted skill development and intentionality in upskilling.
Every industry is different, and the way AI will change every industry will be different too. For professionals and students, identifying the skills needed to succeed in one’s chosen area will help them refine their expertise and become an invaluable asset to their organization.
That’s why I’m proud of DeVry University’s offerings which go beyond traditional degrees. By leveraging stackable credentials, we’re able to provide accessible pathways to skills-based learning that empower learners to build their resumes on their timeline while preparing for the ever-changing demands of today’s workplace and tomorrow’s talent economy.
Read DeVry’s full report to learn more: Bridging the gap: Overcoming a silent standoff in America’s talent economy.
