Employees seek leadership development—but access gaps may hold them back, new report finds – GlobeNewswire

2025 Talent Priorities Report: Aligning Corporate Strategy with Sustainable Development Goals

Advancing SDG 4 (Quality Education) and SDG 8 (Decent Work and Economic Growth) through Leadership Development

InStride’s 2025 Talent Priorities Report indicates a significant opportunity for organizations to align with Sustainable Development Goal 4 (Quality Education) and SDG 8 (Decent Work and Economic Growth). The findings reveal a workforce eager for professional advancement, which is a key component of promoting lifelong learning and decent work. A substantial majority of employees are prepared to grow into leadership roles, presenting a clear path for companies to foster internal talent, thereby ensuring inclusive and sustainable economic growth.

• 90% of surveyed employees expressed interest in leadership development opportunities.
• The largest group demonstrating strong interest was mid-career professionals aged 29–44.
• Two out of three HR leaders confirmed that leadership development is a primary organizational focus, suggesting strategic alignment with employee aspirations.

Bridging Access Gaps to Promote SDG 10 (Reduced Inequalities)

The report uncovers a critical disconnect between corporate talent strategies and employee needs, highlighting a barrier to achieving SDG 10 (Reduced Inequalities). While HR leaders concentrate on talent gaps such as retention and attraction, employees identify access gaps, particularly in education, as the primary obstacle to their growth. Removing financial barriers to education is a direct mechanism for reducing inequality and promoting social and economic inclusion. As noted by Lauren King, Vice President of Talent Strategy and Workforce Development at Novant Health, “You can’t use the word gap unless you’re willing to build a bridge.”

• 78% of employees affirm they would be more likely to pursue further learning if their employer paid tuition costs upfront.
• This finding suggests that traditional reimbursement models may perpetuate inequality by placing a financial burden on employees, hindering access for those with fewer resources.

Key Findings: Pathways to Sustainable Workforce Development

The report outlines several key areas where corporate investment in education can drive progress toward the Sustainable Development Goals.

1. Education as a Driver for Employee Loyalty and Talent Retention (SDG 8)
   Providing educational benefits is a powerful tool for fostering stable employment and decent work. The data shows a direct correlation between access to education and employee loyalty.
   • 61% of employees state that education benefits make them more likely to remain with their current employer.
   • 65% report that such benefits influence their decision when applying for new jobs.
2. Embracing Technological Advancement for Future-Ready Skills (SDG 4 & SDG 9)
   There is widespread demand for skills related to Artificial Intelligence (AI), reflecting the need to prepare the workforce for technological shifts in line with SDG 9 (Industry, Innovation, and Infrastructure). Investing in AI training aligns with SDG 4’s goal of promoting relevant, future-focused lifelong learning.
   • 71% of employees are focused on acquiring AI skills through educational programs.
   • 54% of HR leaders are actively seeking AI-powered education solutions to meet this demand.
3. Valuing Diverse Educational Pathways for Inclusive Growth (SDG 4)
   The report validates a skills-first approach, where both traditional degrees and short-term credentials are seen as valuable for career advancement. This inclusive view of education supports the lifelong learning principles of SDG 4 by recognizing multiple pathways to skill acquisition.
   • Employee interest in certifications increased from 28% to 34% year-over-year.

Report Conclusions: A Call to Action for Corporate Responsibility

The findings from the 2025 Talent Priorities Report serve as a call to action for employers to dismantle barriers to education. As stated by Nick Greif, InStride Vice President, “When 78% of employees say they’d be more likely to pursue education if their employer paid tuition upfront, that’s a signal of interest and a call to action.” By moving away from restrictive policies like reimbursement schemes and clawbacks, companies can create more equitable access to learning. Solving for educational access is a definitive step employers can take to unlock talent, drive business outcomes, and make significant contributions toward achieving SDG 4 (Quality Education), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 4: Quality Education

  The article is centered on ensuring inclusive and equitable quality education and promoting lifelong learning opportunities. It discusses employees’ desire for leadership development, upskilling in areas like AI, and the role of employer-funded education in bridging “access gaps.”

• SDG 8: Decent Work and Economic Growth

  The report links education and skills development directly to employment outcomes. It highlights how providing education benefits can improve talent retention and attraction, leading to more stable employment and a more skilled, productive workforce, which are key components of decent work and economic growth.

• SDG 5: Gender Equality

  While not explicitly mentioned, the article’s focus on closing “access gaps” and providing opportunities for leadership development for all employees is fundamental to achieving equality in the workplace. Ensuring equal opportunities for career advancement is a core aspect of this goal.

• SDG 9: Industry, Innovation, and Infrastructure

  The article addresses the need for the workforce to adapt to technological advancements. The specific mention of a high demand for AI skills among employees and AI-powered solutions among employers connects directly to upgrading the technological capabilities of industries.

What specific targets under those SDGs can be identified based on the article’s content?

SDG 4: Quality Education

• Target 4.3: By 2030, ensure equal access for all women and men to affordable and quality technical, vocational and tertiary education, including university.

  The article directly addresses this by highlighting a major “access gap” in education. The finding that “78% of employees say they’d be more likely to pursue learning if tuition were paid upfront” points to the barrier of affordability and access that employers can help overcome.

• Target 4.4: By 2030, substantially increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship.

  This is a central theme of the article. It quantifies the demand for relevant skills, stating that “90% of employees expressed interest in leadership development,” “71% of employees are focused on growing AI skills,” and interest in certifications “jumped from 28% to 34% year-over-year.” These are all skills for better employment and career growth.

SDG 8: Decent Work and Economic Growth

• Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men… and equal pay for work of equal value.

  The article connects education to stable and productive employment. It notes that “61% of employees say education benefits make them more likely to stay,” which contributes to productive employment. The focus on bridging “access gaps” to leadership development supports the principle of decent work and opportunity for all.

• Target 8.6: By 2030, substantially reduce the proportion of youth not in employment, education or training.

  The article’s emphasis on upskilling and continuous learning is a strategy to ensure the workforce remains employed and relevant. By providing pathways for employees to gain new skills (like AI and leadership), companies can help prevent skills obsolescence and reduce the risk of employees falling out of employment or training.

SDG 5: Gender Equality

• Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in… economic… life.

  The report’s main finding is that “90% of employees expressed interest in leadership development.” By advocating for employers to remove barriers and solve for “access gaps,” the article implicitly supports creating pathways for all employees, including women, to gain the skills needed for leadership roles, thus promoting equal opportunities for economic leadership.

SDG 9: Industry, Innovation, and Infrastructure

• Target 9.5: Enhance scientific research, upgrade the technological capabilities of industrial sectors in all countries…

  The article shows a clear push towards upgrading technological capabilities within the workforce. The finding that “71% of employees are focused on growing AI skills through education” and “54% of HR leaders are looking for AI-powered education solutions” demonstrates a direct effort to integrate advanced technology into industry practices and employee skill sets.

Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

SDG 4: Quality Education

• Indicator for Target 4.3: The article provides the statistic that “78% of employees say they’d be more likely to pursue learning if tuition were paid upfront.” This can be used as an indicator of perceived barriers to accessing education.
• Indicators for Target 4.4: The article offers several metrics that can serve as indicators of participation in skills development:
  • Percentage of employees interested in leadership development (90%).
  • Percentage of employees focused on growing AI skills (71%).
  • Percentage of employees interested in certifications (34%).

SDG 8: Decent Work and Economic Growth

• Indicators for Target 8.5: The article implies indicators related to the impact of education on job stability:
  • Proportion of employees more likely to stay with an employer due to education benefits (61%).
  • Proportion of employees whose choice of employer is influenced by education benefits (65%).

SDG 5: Gender Equality

• Indicator for Target 5.5: The article provides a general indicator: “Percentage of employees expressing interest in leadership development (90%).” To fully align with SDG 5, this data would need to be disaggregated by gender to measure if opportunities are being sought equally.

SDG 9: Industry, Innovation, and Infrastructure

• Indicators for Target 9.5: The article mentions two direct indicators of technological adoption and readiness:
  • Percentage of the workforce actively seeking to acquire AI skills (71%).
  • Percentage of companies (HR leaders) seeking AI-powered education solutions (54%).

SDGs, Targets and Indicators Table

Source: globenewswire.com