THE RISE OF
MICRO-CREDENTIALS
E D U C A T I O N F O R P R O F E S S I O N A L S
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earn or be left behind. This is the
imperative that's driving many
mid-career (and, increasingly, early-
career) professionals to gain a competitive
advantage in today's tough employment
market through upskilling.
"Today, artificial intelligence is not a
futuristic concept but a mainstream reality
reshaping industries and professions," says
Jo-Anne Clarke, dean of Division of Continuing
Studies at the University of Victoria (UVic).
"Add the complexities of tariffs, geopolitical
uncertainty and economic volatility, and it's
clear that both employers and employees
are navigating an increasingly dynamic and
unpredictable landscape."
In this context, a person's initial creden-
tials, degrees or training may not be enough
for prospective employers, or for existing
employers hiring for a senior role.
"Employers expect significant skill disrup-
tion over the next few years, so professionals
who keep learning stay employable, promot-
able and resilient through cycles," says Chen
Liu, associate dean and business professor at
Trinity Western University (TWU). "Upskilling
is now a strategy for business continuity as
much as for personal growth."
S P E C I A L F E A T U R E
In a shifting employment
environment, continued
education could be the
key to staying hireable
and promotable.
BY REMI WRIGHT
At the heart of this push to upskill is a
demand for accessible and specific courses
that help professionals quickly learn new
skills. Enter: micro-credentials. "Short,
flexible learning formats have long been a
staple in continuing education, but the rise of
micro-credentials has significantly increased
interest," says Clarke. "Professionals are
seeking targeted, immediately applicable
skills rather than lengthy, more theoretical
programs."
Micro-credentials are often delivered
via career-oriented programs where
professionals learn targeted skills and
receive a displayable (e.g., on LinkedIn)
digital certification upon completion.
The B.C. government recognizes both
the need and demand for micro-credential
upskilling. In 2021, the province created
the British Columbia Micro-Credential
Framework, followed in 2023 by the Micro-
Credential Toolkit for B.C., which supports
the standardized development and delivery
of these courses to provide transparency
for employers and learners. And there
is no shortage of options. According to
EducationPlannerBC, there are over 250 (and
counting) micro-credentials available in B.C.
for professionals to enrol in.
"Micro-credentials have gained significant
traction among employers who are seeking
practical ways to assess job applicants' skills
and support targeted upskilling or reskilling
of their teams," says Clarke. "In some cases,
employers are partnering directly with
universities to co-design programs aligned
with their business needs, ensuring that
the credentials carry immediate workplace
relevance." Clarke emphasizes that micro-
credentials can vary widely. "A one-day
workshop in change management is not
equivalent to a 120-hour learning program."
Still, says Chen Liu, even students
enrolled in larger and longer programs
Jo-Anne Clarke,
dean of Division of
Continuing Studies
at the University of
Victoria (UVic)
Continuing Studies
at the University of
Victoria (UVic)
