Quality, trust, transferability and social inclusion are the key factors for microcredentials to play a valuable role in responding to fast-changing labour market demands.
This is one of the main conclusions of Cedefop's extensive research on microcredentials, as presented by the Agency's Executive Director Jürgen Siebel during a panel discussion at the EdTechX Summit 2022, in London, on 23 June.
The theme of the panel was 'Can microcredentials compete with traditional degrees?' – and Mr Siebel's response was that they do not necessarily have to be seen as competing, as they can be used as an additional tool for the upskilling and reskilling drive that is necessary to face future challenges and transitions.
'Microcredentials are created through markets rather than accreditation. Blooming in different parts of education and training systems and quite often in the non-formal or private sector, they could potentially challenge the traditional national governance of qualifications and credentials systems. Regulators can usually only react. And, often, that's okay. But we must ensure quality, trust, transferability and social inclusion', he stressed.
As Mr Siebel said, Cedefop research work shows that microcredentials are awarded by a diversity of stakeholders operating at different levels and institutional contexts; they are often initiated by local providers, but also by providers in the regional and, to some extent, national context; they are also increasingly being viewed as independent building blocks in national and international skills strategies responding to several drivers (fast-changing labour market demands, digitalisation, ageing populations, need for reskilling and upskilling, etc.).
Most respondents in the Agency's stakeholder group survey, he went on, see clear benefits of microcredentials with regard to the flexibility and responsiveness to labour market needs; however, more work needs to be done on building trust in them, as those which are more trusted are more linked to formal, nationally recognised qualifications.
'The advantages of microcredentials, such as portability and transferability, largely depend on their visibility and perceived value to others, notably to education institutions and employers. This is a key aspect of traditional qualifications and an important aspiration for microcredentials,' Mr Siebel concluded.
