Opinion Skilling marginalised youth should be an economic imperative

Despite 90 per cent of companies reporting enhanced impact from technology-enabled CSR programmes, only 4.5 per cent of such spending reaches aspirational districts that have 17.5 per cent of the country’s population. This gap reveals a fundamental challenge — we have the tools to transform lives but are not reaching those who need them most.

Today’s industries demand not just technical skills but adaptability, digital fluency, and professional communication — capabilities that extend far beyond traditional education. For marginalised youth, the barriers are even more complex and extend beyond technical competencies. Communication skills, professional articulation, and adapting to formal corporate structures often become significant barriers that prevent talented individuals from succeeding in Tier 1 technology environments.

According to a 2022 CII report, India’s GDP can grow from US$3 trillion to US$40 trillion by 2047, provided our working-age population is productively employed. By 2030, nearly a quarter of the world’s workforce will be Indian. This presents both an opportunity and a critical responsibility — the scale of India’s youth population means that successful skilling initiatives could drive global economic growth. Yet, as the job market increasingly rewards advanced technical skills, we risk deepening existing divides. The current job market’s increasing bias towards high-skill labour creates structural barriers for marginalised communities, potentially widening economic inequality. As automation and digitisation reshape industries, the demand for specialised technical skills continues to outpace supply, leaving those without access to quality training increasingly disadvantaged. Failure to skill marginalised youth represents billions in lost productivity and undermines India’s potential to capitalise on its most valuable asset.

The need for skilling spans an enormous range — from foundational technical concepts to advanced deep tech specialisations. Graduates from top engineering colleges often need further upskilling to keep pace with industry demands, highlighting that this skills gap affects all. This reinforces that it’s not about where you come from, but how quickly you can adapt and grow. In today’s world, adaptability and continuous learning are the true currencies of success.

A new skilling paradigm is needed; one that takes youth from basic digital literacy all the way to advanced specialisations like data analytics, UI/UX design, cybersecurity, and software development. Industry-recognised certifications must become the gold standard, where skills, not background, open doors. These certifications provide standardised benchmarks that employers trust, creating a level playing field where skills matter more than educational pedigree or social background.

When marginalised youth are given access to high-quality training, they don’t just participate but excel.

Employment-linked models where mentorship, interview preparation, and direct connections to employers are built into the process are the future. Beyond creating jobs, these models also build confidence, agency, and long-term independence. These programmes go beyond traditional classroom learning by incorporating mentorship, interview preparation, and direct partnerships with hiring companies to create a seamless transition from training to employment.

Women in technology face persistent barriers that targeted skilling initiatives can address. While rural smartphone penetration is high, the gender gap remains stark: only 20 per cent of girls own smartphones compared to 44 per cent of boys. This digital access gap compounds existing social barriers. We must prioritise supportive, flexible training environments that empower women and rural youth to thrive in the digital economy.

Public-private partnerships that align government policy, industry expertise, and academic resources provide the necessary scale to transform isolated skilling initiatives into systemic change, particularly for overlooked talent pools in tier 2 and 3 cities. The private sector must step up, not just as funders, but as co-creators of curriculum and champions of local talent to ensure training programmes remain relevant to market demands while creating direct pathways to job placement. This can bridge the urban–rural divide without requiring migration, enabling talented individuals from smaller cities to access quality employment opportunities while fostering local economic development.

True inclusion is a commitment to lifelong learning. As technology evolves, so must our approach to workforce development. We must break down silos and foster collaboration between government, industry, and training organisations. They must move beyond traditional approaches to create comprehensive support networks that address the full spectrum of challenges facing India’s youth.

Integrating artificial intelligence into this partnership model can fundamentally change how skilling works — by matching individual skills with actual job openings in real time, creating personalised learning experiences that adapt to each learner’s pace and strengths, and connecting trained candidates directly with employers seeking their specific capabilities. This will enable targeted programmes to position India as a global leader in workforce development.

The writer is CEO, NASSCOM Foundation