The UK government has set out an ambitious plan to position Britain as a global AI leader. But, for once, technology isn’t the biggest barrier. The vision will be nothing more than a pipedream if we don’t have the people to drive it forward.
And that’s where the problem comes in. There simply isn't enough skilled talent currently available to deliver the government’s vision.
According to the World Economic Forum, AI and machine learning specialists are among the fastest growing job roles globally. Yet a Microsoft survey found only 17 percent of UK employees are being re- or upskilled for AI. Four in five workers are getting no training to use the very tools that are supposed to transform their jobs.
This mismatch between demand and supply of skills is already a roadblocker for AI in Britain. This view was echoed at a recent industry event we hosted between industry, trade and the government. A common theme was that businesses struggle with AI adoption, policymakers often lack understanding, and workers fear automation. Addressing all of these comes down to closing the skills gap. This isn't just a tech issue, it's an economic and social imperative too.
So if we’re serious about leadership in this space we need to do more and rethink how we can create, grow and nurture AI-enabled talent.
Equipping Generation-AI
Computing has been part of the UK school curriculum for over a decade now. But it’s never had a substantial review of its current relevance. Pause and think about that: chunks of today’s national computing curriculum date as far back as 2014!
Teaching children about algorithms, data and AI concepts is no longer a luxury but a necessity, because this cohort needs more than basic digital literacy. AI fundamentals must be integrated into the curriculum so that they will thrive in a world where every sector is shaped by intelligent systems.
Equipping teachers is just as crucial, providing training and resources so they can confidently introduce AI topics.
Creating and nurturing near-term talent
Britain’s universities are home to world class AI research, but we need stronger collaboration between academia and our industry to create a skilled workforce. It means shaping curricula to match our real-world needs, giving students exposure to applied AI problems.
It’s a two way street: academia infuses cutting edge research into industry, while industry guides academia on practical needs. The result is a talent pipeline finely tuned to the real requirements of our national AI ecosystem.
Closer collaboration between industry and academia also means supporting regions beyond the usual tech hubs or the Golden Triangle of universities. Through greater collaboration, opportunities become more evenly spread across the UK. Ultimately the AI revolution creates jobs and growth in all parts of the country, not just a few hotspots.
But universities form just one part of creating near-term talent. Another promising approach is for retraining opportunities and apprenticeship schemes that open AI career pathways to people from other backgrounds.
We’ve put these principles into practice in my organisation by investing in apprenticeships and early career talent. We hire apprentices and graduates, training them in data, AI and digital delivery skills.
It reflects our belief that investing in apprentices is about strengthening Britain’s leadership in innovation today, while ensuring our workforce is ready for what’s next. It also helps address an acute issue: SME tech firms struggle to hire from the same talent pool as their larger rivals. Creating and growing our own talent via apprentices and training is both a business necessity for Scrumconnect as well as a social good.
AI as an enabler of industry diversity
An exciting funding pilot in 2022 aimed to kickstart wider diversity in our industry. It had a budget of £17million to provide 2,000 fully-funded scholarships in AI and data science university conversion courses. The results have been positive, so the pilot was extended in the 2023-2024 academic year, and once again in the 2024-2025 academic year.
Universities offering these conversions, backed by industry mentors and placements, are producing graduates with both academic grounding and practical experience. It is a smart model to grow the talent pool.
Crucially, these scholarships are ringfenced for underrepresented groups like women, people of colour, people living with disability and those from lower socio-economic backgrounds.
So who knows? If it continues through upcoming academic years, it might build a great AI talent pipeline while addressing tech’s diversity challenge too.
Upskilling isn’t a one and done
Tech evolves quickly, so lifelong learning isn’t a new concept in our industry. But it isn’t the norm in others. Employers across the UK need to foster a culture of continuous learning so that mid-career professionals can refresh their skills and adapt to new AI tools.
Many workers are eager to learn. One training provider saw enrolment in its AI courses surge by 372 percent in just six months.
By empowering staff with AI literacy - not just developers, but also the organisation’s internal end-user community too, people will understand how AI can make their work easier, instead of replacing them. They’ll become more confident and innovative in the ways they use it. This buy-in across the entire workforce is as vital as technical training. It is about building a mindset that sees AI as a collaborator, rather than a threat.
The gap between vision and reality lies not in technical power, but in human power.
The UK's ambition to lead in AI is not misplaced. But it is access to human talent that determines how far we can go.
This means:
This isn’t just a skills issue. It’s a strategic one. If we want the UK to lead in AI, we can’t rely on fragmented initiatives or short-term fixes. We need an end-to-end pipeline that starts in schools, strengthens through universities and apprenticeships, and continues into the workplace.
It means that the UK will close the skills gap, but also achieve its vision of becoming a global AI leader.
Britain’s AI ambitions risk stalling without the talent to drive them. From classrooms to workplaces, the UK must invest in skills, training, and inclusion to turn its AI vision into reality. So could it be that the challenge isn’t really technology... it’s people?
Ever wondered what makes Scrumconnect, Scrumconnect? Well, with a one-team approach, along with embedded quality and user-first design, we’ve built trusted, long-term relationships and we've delivered resilient systems for customers where failure isn’t an option.
In high stakes public sector delivery, quality assurance is not a final step but the foundation. Shift left testing, evidence led assurance and embedded QA keep services resilient, give leaders confidence and protect citizens from the costly impact of failure.
Scrumconnect is pleased to announce its successful award of G-Cloud 14 Lot 4 Framework Contract.
We are committed to continuously providing the best in tech with our people, practices and technology through our certifications.
Scrumconnect is committed to disability rights.
This enhanced government-endorsed standard demonstrates that we have implemented the essential plus security requirements for protecting your data, and that of your client’s, against unskilled internet-based cyber attackers.
We are a supplier on Crown Commercial Service’s (CCS) Cloud Compute 2 framework, a testament to our commitment to providing high-quality services to the UK public sector.
An integrated management system, designed for ISO 9001:2015 and ISO 27001:2015, operates across our business. These are regularly reviewed in order to ensure the continuous improvement to meet the needs of our customers and stakeholders.