As 2026 gets underway, businesses, educators, and policymakers face a pressing question: how do we equip South Africa’s workforce to thrive in a world defined by constant change?
By Andrew Horsfall, CEO of Milpark Education
Recent years have shown us how industries can be upended almost overnight – through economic shocks, social and environmental pressures, and rapid technological advancements. Traditional training and education models, while effective in the past, are increasingly struggling to keep pace. The result is a growing mismatch between what employers need and what graduates entering the workforce are equipped to deliver.
This is more than a skills issue; it is a national competitiveness issue. Without intervention, South Africa risks falling further behind in an interconnected global economy, with direct consequences for growth, productivity, and employment.
The skills gap: an urgent challenge
The World Economic Forum predicts that nearly half of all employees worldwide will need reskilling by 2027. In South Africa, the challenge is amplified by high youth unemployment and systemic barriers that limit access to quality education.
Some of the most pressing skills gaps include:
- Accessible quality education: Many South Africans still face barriers to entry, from geographic limitations to affordability and infrastructure challenges.
- Adaptive leadership and critical thinking: Organisations need leaders who can manage complexity and navigate uncertainty with confidence.
- Sustainability and responsible business practice: ESG (Environmental, Social, and Governance) considerations are no longer niche; they are essential for long-term organisational survival.
If these gaps remain unaddressed, businesses will struggle to find the talent they need, and individuals will face increasing difficulty in building meaningful, future-proof careers.
The evolution of learning delivery
Education is not just about content – how people learn matters as much as what they learn. Globally, there has been a noticeable shift towards more engaging, collaborative, and flexible learning models that move beyond passive study to create active, experiential learning environments.
These models are designed to bridge the gap between theory and practice by helping learners apply knowledge, experiment safely, and develop real-world problem-solving skills. For example, a business student might engage in a live simulation that mirrors the complexities of running an organisation, or a manager might build leadership skills through scenario-based group exercises.
While these approaches often rely on digital platforms, their value lies not in the technology itself but in how they foster connection, engagement, and deeper understanding.
One practical example of this shift is the move from traditional distance learning towards immersive, interactive online learning environments. Such environments give students structure and flexibility, combining personalised support with opportunities for collaboration.
At Milpark, for instance, this evolution has taken shape through the introduction of Immersive Online (IO) Learning, which blends scheduled interactions, peer collaboration, and interactive course material to make online learning more connected and impactful.
Preparing for 2026: Three focus areas
To tackle South Africa’s skills challenge and build a workforce ready for the future, organisations, educators, and policymakers must focus on three key priorities:
- Widening access and inclusion – Education must be accessible to all, regardless of location, income level, or prior opportunities. Flexible models of delivery are essential to reach underserved communities and bring more people into the economy.
- Developing adaptive leaders – Future leaders must be comfortable with complexity, diversity, and rapid change. Experiential and collaborative learning approaches are vital to nurturing these capabilities.
- Embedding sustainability into education and business – ESG principles must be built into both curricula and corporate strategy, equipping professionals to lead with purpose and responsibility.
Collaboration for systemic change
Addressing these challenges cannot fall to one sector alone. A joined-up approach is needed:
- Businesses must clearly articulate the skills they need and partner with education providers to shape relevant training.
- Education institutions must continuously innovate and align their curricula with emerging market needs.
- Policymakers must create supportive frameworks that incentivise lifelong learning and upskilling.
This type of collaboration ensures that learners are equipped with skills that are not just academically sound, but practically relevant and aligned to the realities of the job market.
Looking ahead
The coming years will bring unprecedented change – but also significant opportunity. Preparing South Africa’s workforce is not just an educational priority; it is a social and economic imperative.
By embracing flexible, experiential, and accessible approaches to learning, we can close the skills gap and create a future where individuals and businesses do more than adapt to disruption, they lead it.
The shift towards immersive, connected learning models, such as those being implemented by some forward-thinking institutions, is a step in the right direction. These innovations demonstrate how education can evolve to better support both students and the industries they will one day lead.
For South Africa, the challenge is urgent, but the potential rewards are immense, if we are willing to rethink how education is delivered, and work together to prepare for the future.