Employers urged to address AI skills gap to retain workers
A University of Phoenix white paper says worker-led AI learning could become a retention risk if employers fail to set clearer support systems.
By Tom Brennan · Health & Medicine Correspondent
3 min read
The University of Phoenix College of Doctoral Studies has released a white paper warning that employers may lose AI-skilled workers if workplace systems do not catch up with employee learning. The paper frames artificial intelligence know-how as a workforce retention concern, not only a productivity issue.
The white paper, titled “The Retention Mandate: Bridging the AI Fluency Gap to Secure the 2026 Workforce,” was written by Wayne L. McCoy, DM, MBA, and released through the Center for Educational and Instructional Technology Research, according to the University of Phoenix.
McCoy’s analysis draws on the 2026 Career Optimism Index study and research covering workplace psychology, technology readiness and organizational governance, the university said. The paper says many workers are developing AI skills on their own while employers are still working out the rules, training models and advancement paths that would make AI use part of ordinary work.
McCoy describes that mismatch as an “AI fluency gap,” according to the university. The paper says self-directed AI learning can raise workers’ confidence and job mobility, but it can also create uncertainty if job descriptions, policies, manager expectations and formal training do not keep pace.
In comments released by the university, McCoy said employees are already learning and testing AI tools rather than waiting for employers to define how the technology should be used at work. He said employers have a chance to put clearer structures around that activity through standards, training, manager support and career paths that give workers reasons to remain with the organization.
What the paper recommends
The white paper says employers should treat AI adoption as a change involving people, processes, technology and data. McCoy argues that companies should pair the rollout of AI tools with governance and workforce development practices that help employees adapt and see a longer-term role inside the organization.
According to the University of Phoenix, the paper highlights several factors affecting retention as AI becomes more common in workplaces:
- Workers learning AI on their own, including informal learning outside company programs.
- The effect of AI on productivity, skill growth and how employees understand their professional roles.
- Psychological safety and trust during the adoption of AI tools.
- Governance systems for responsible use of AI within organizations.
- Managers’ ability to build employee confidence as AI changes work.
The paper lays out a four-part plan for employers, according to the university. It calls for defined AI career paths and standards, systems to assess skills, broader access to training and tools, and stronger AI capability among managers.
McCoy’s analysis presents AI implementation as more than a software deployment. The white paper says organizations that want to retain AI-fluent workers should give employees a clearer link between new skills, responsible use of technology and future opportunity at work.
This story draws on original reporting from Phys.org.