In a 2020 report by PwC, 74% of CEOs stated they were concerned about the availability of key skills and of those, 32% admitted they were ‘extremely concerned’. To ensure a thriving future, companies are now required to invest in their workforce more than ever, upskilling and reskilling them to prepare them for new ways of working.
Upskilling is the process of improving a current skill set. It’s a vertical growth path towards optimised abilities and potential leadership in a specific field of expertise. On the other hand, reskilling focuses on entirely new abilities, preparing an individual for steering his or her career in a different direction.
There are numerous benefits to upskilling and reskilling, from improving a company´s long-term perspectives, increasing productivity and internal mobility, to ensuring talent retention and bringing new, like-minded talent.
For these efforts to be successful, employees need to be fully on board. It is not enough for companies to assess their needs, design learning paths and enrol employees. Managed incorrectly, both upskilling and reskilling can become complicated processes, met with resistance and can turn ineffective. That is why we have listed 5 tips to encourage your employees to upskill and reskill.
- START FROM THE TOP
Higher management does not only have an essential role in establishing a vision for the future of the company and the skills necessary for fulfilling it but is also indispensable when instilling a strong learning culture. Beginning with higher management, the mindset must pervade all layers of the company, onto people managers and down to every single employee.
Lead by example, ensuring that higher management and people managers are engaged in continuous learning. Encourage them to share their experience, their struggles and successes and to encourage their workforce to do the same. Involve the internal communication department and ensure that these messages are disseminated company-wide on a regular basis.
Further on, higher management and people managers can take an active role by participating in mentoring programs or 1 to 1 coaching, strengthening further the reskilling and upskilling strategy you are devising.
Getting management involved through all these means will support the creation of a culture of learning, beneficial not only for supporting a bright future for the company but also for attracting new talent. Younger generations are especially eager to learn and improve themselves and will be more willing to join a company with the same mindset.
- MAKE IT ACCESSIBLE AND INTERESTING
Are you aware of the learning format preferred by the workforce in your company? Whether they prefer full days of training or bitesize information, learning onsite or online, it is mandatory to consult them before starting to design learning paths. At Barco, we predict a future of work and, by consequence, of learning and development that is hybrid and blended.
The safest option is to create a flexible 360-degree learning environment, delivering learning content in multiple formats: instructor-led, be it online, onsite or hybrid, but also pre-recorded videos or e-books for individual learning. Make training material available on-demand and mobile-accessible to offer the opportunity to learn whenever convenient.
In live instructor-led training, turn sessions interactive – by using polls and quizzes – and collaborative – by using breakout rooms for teamwork and in-depth discussions. According to LinkedIn 2021 Workplace Learning Report, a staggering percentage of L&D professionals believe that employees who learn together are more successful (91%) and that it helps create a sense of belonging (92%).
- OPTIMISE LEARNING JOURNEYS
Once you have conducted research in your company to find out what kind of learning journeys your employees would like, then designed and rolled out the upskilling or reskilling programs, you will need to constantly track, measure and optimise.
Constantly review learning paths and register progress. Ask for regular feedback from both trainers and trainees by establishing several checkpoints along the journey.
According to the same report by LinkedIn, in the UK, 43% of L&D professionals are using different methods to determine how satisfied employees are with learning programs, including qualitative feedback, surveys, talent retention rates and company mobility rates.
Education technology can be of tremendous help, providing data and analytics of engagement, attention and interaction with the training material and other participants. The number of online courses completed and business metrics (deals closed, customer satisfaction, leads generated, etc.) before and after training as well as productivity increase can prove especially useful.
Assessing learning journeys and optimising them will make learning easier and more effective, and support talent acquires new skills or improve existing ones at a faster and more enjoyable pace.
- INCENTIVISE LEARNING
Incentivising employees is part of any company´s internal strategy. It helps employees feel more motivated, productive and valuable. That is why incentives should not be missed in the overall strategy for upskilling or reskilling workforces.
But what kind of incentives could be offered? Financial incentives or in-kind rewards can definitely prove useful but there are many other ways to show appreciation.
Gamify learning and give achievement badges or certificates that can easily be shared on LinkedIn or on internal social channels. Make sure you have top achievers put into the spotlight by their managers in team meetings, by higher management during regular company meetings or during end-of-the-year events.
Lastly, you can even feature them in internal campaigns in newsletters, interviews and articles to support that culture of learning so necessary in nowadays´ successful companies.
- PROMOTE WELLBEING
Increasingly uncertain times can take a toll on everyone´s mental health. When your workforce is worried about the stability of their job or the health of their loved ones, upskilling and reskilling can be more difficult and take longer. They remain crucial undertakings at both organisational and individual levels. How can L&D improve its employees´ capacity to learn?
Apart from creating a general sense of stability and calm regarding the future of the company and of their jobs, in what concerns wellbeing, Dr Guy Champniss, Head of Behavioural Science at engagement consultancy The Creative Engagement Group (CEG) advises to stay hydrated, get good sleep, eat healthy and manage stress.
Involve internal communication and HR and drive wellness campaigns. That can range from a regular newsletter with tips and tricks encouraging a healthy lifestyle, to more complex undertakings such as (virtual) yoga classes or workshops on stress management.
All these activities can improve your workforce´ ability to acquire new knowledge and will make your learning paths shorter and overall, your upskilling and reskilling efforts more effective.
BARCO WECONNECT SUPPORTS YOUR UPSKILLING AND RESKILLING EFFORTS
Barco weConnect supports the upskilling and reskilling efforts of your company. Our virtual classroom software solution is suitable for both remote and onsite training, hence perfect for flexible training. It offers a front-row experience to all participants, enabling fast and effective information acquirement. Participants can share content, break out in working groups, vote in polls and respond in quizzes. They will enjoy an engaging, interactive experience, across any device.
Furthermore, the data and analytics provided by our solution will help you adjust pedagogical methods, optimise future classes and consequently, enhance the upskilling and reskilling outcomes needed for securing a bright future for your company.
Jan van Houtte is the Vice President for Barco’s Learning Experience business unit. He works towards helping enterprises, business schools, and universities with the digitalisation and transformation of their training and education programmes. Jan believes in the power of technology to help faculty and trainers to increase engagement in their courses and trainings and to enable new and transformational use cases. Before leading the Learning Experience business unit, Jan held multiple product management positions in Barco and Philips.
The first-ever Innopreneur Experience Journey co-organised by the Federation of Hong Kong Industries (FHKI) and Hong Kong Science & Technology Parks Corporation (HKSTP), aims to gather over 30 students from local secondary schools under a new programme that aims to enable their technology, creativity and new industry.
Over the four days, students will visit various companies and obtain real job experience to develop their understanding of the latest development and opportunities of new emerging industries, cultivate their passion for innovation and technology (I&T) and broaden their horizons and prepare them for further studies and future careers.
The programme has attracted 30 participating companies, which are FHKI member companies and a variety of HKSTP partner companies at Science Park and INNOPARK. The participating companies will offer executive shadowing, site visit and on-the-job experience to the students, demonstrating a concerted effort of industries in fostering future pillars.
The Kick-off Ceremony was held successfully at FHKI headquarters. The Under Secretary for Home and Youth Affairs, and corporate representatives attended the ceremony to witness the students commencing their extraordinary journey.
The FHKI and HKSTP Chairman stated that talent is an indispensable part of building up Hong Kong as an international I&T hub. HKSTP and FHKI are committed to cultivating local talent via various educational events which allow students to be exposed to I&T and related industries at an early stage and be inspired by I&T fellows and industrialists.
The Deputy Chairman one of the sponsoring companies and Chairman of the Hong Kong Innovation Foundation stated that innovation is the key to the long-term success and sustainable development of Hong Kong as our city grows into an international innovation and technology hub.
Talent development is, therefore, particularly crucial. The Hong Kong Innovation Foundation aims to provide a holistic innovation ecosystem, catering to the diverse needs of various sectors of the community. The Deputy Chairman thanked partners at the Federation of Hong Kong Industries and the Hong Kong Science Park for developing this important platform.
The Closing Graduation Ceremony, including sharing sessions of participating students and company representatives, will be held on the last day of the journey. To nurture a new generation of young talent for the I&T and industrial sectors, we hope to organise more Innopreneur Experience Journeys in future to create opportunities for students to get exposure to new emerging industries. HKSTP and FHKI will continue to join hands in bringing together people from different backgrounds and experiences, creating a diversified and vibrant I&T and industrial ecosystem in Hong Kong.
InvestHK notes that talent is a crucial factor in growing the economy, and nurturing a powerful, talented I&T generation is viewed as the priority. As such, Hong Kong is investing resources into STEM teaching and innovation in every phase of education from primary to secondary and tertiary.
The HKSAR Government and other relevant institutions have launched various funding schemes/programmes to support the I&T sector. The Innovation and Technology Fund (ITF), administrated by the Hong Kong Innovation and Technology Commission (ITC), includes different schemes to support I&T research activities; facilitate technology adoption; nurture technology talent; support technology start-ups and foster an I&T culture.
Both the Hong Kong Science and Technology Parks and Cyberport have set up individual incubation/acceleration programmes and funding schemes for assisting I&T start-ups and nurturing talent.
Other industry-specific schemes that target the I&T development of segments such as environment protection, construction, logistics, Chinese medicine and transport are being rolled out. Moreover, there are schemes tailor-designed for small-to-medium enterprises (SMEs) regarding market development and loan guarantee as far as their I&T activities are concerned.
The Ministry of Finance has announced it would develop a foundation for a modern and transparent digital financial ecosystem based on big data and open data by 2025. The initiative will be carried out under the Ministry’s digital transformation plan aimed for 2025, with orientations to 2030. It was newly signed by Finance Minister Ho Duc Phoc.
By 2030, the Ministry strives to establish a developed digital financial ecosystem with enhanced cybersecurity and efficiency. The overall objective of the plan is to accelerate digital transformation in tandem with building a sustainable, advanced, and globally-integrated national financial system. The move is expected to boost growth, enhance the resilience of the economy, and maintain macro-economic stability and financial security.
The Ministry will apply fourth industrial revolution technologies and leverage the progress that’s been made with the development of the e-government to transform the finance sector. It will offer more digital financial services to bolster the digital economy and digital society. The finance sector will play a vital role in creating, connecting, and sharing data, digitising platforms, and optimising the digital information of the government, people, and organisations.
The Ministry will cut down the number of public administrative procedures, and reform, simplify, and standardise public financial services to reduce costs and improve service quality and productivity by 2025. Accordingly, the delivery of most public administrative services will be shifted online, providing citizens with a paperless and convenient experience. The Ministry also intends to step up the implementation of the National Single Window system and the ASEAN Single Window system to facilitate trade.
Further, the Ministry has plans to set up a modern, public, and transparent digital financial platform by 2025, based on big data and open financial data. By 2030, the Ministry claimed a digital financial ecosystem will be formed in all fields, ensuring administrative effectiveness and the safety of information. Civil servants and public employees will be trained in digital skills to facilitate the process.
The rate of financial technology adoption in the country is gradually and significantly increasing. The number of subscribers of the government’s Mobile Money initiative has quadrupled since the service was launched in January this year. 67% of these subscribers reside in rural, mountainous, border, island, and remote areas.
As OpenGov Asia reported, subscribers with at least one Mobile Money transaction by the end of June exceeded 1.72 million, accounting for 97.3% of the total. Additionally, the number of households with fibre optic connections in the first half of this year increased by 9% compared to the same period of 2021 and by 17% against that of 2020. According to the Ministry of Information and Communications (MIC), the goal of having 75% of households using fibre optic services this year is achievable. Vietnam also aims to have more than 50% of the population own digital payment accounts.
In deploying Mobile Money, the government has taken advantage of existing infrastructure and data and telecommunications networks. This has reduced social costs and expanded cashless payment channels on mobile devices. Industry experts have stated that the COVID-19 pandemic highlighted the need to universalise digital payments. Regardless of an Internet connection or bank account, and with just phone numbers, users can easily make cashless transactions through their Mobile Money account. The pandemic also greatly boosted the e-commerce market, with non-cash payments accounting for 70% of total retail transactions in Vietnam last year.
The Philippine Space Agency (PhilSA), the Department of Science and Technology Advanced Science and Technology Institute (DOST-ASTI), and the Bangko Sentral ng Pilipinas (BSP) have begun testing satellite internet service in two rural banks in Batangas province.
“PhilSA and DOST-ASTI will process data to look at the network performance against the actual connectivity needs of the banks. Information from these reports will be utilised by BSP as we move this partnership forward,” says Ma. Victoria Gazmin-Basto, Officer-in-Charge, PhilSA Space Business Development Division.
The stated banks were previously recognised by the Department of Information and Communications Technology (DICT) as being in Geographically Isolated and Disadvantaged Areas (GIDAs), where the installation of new terrestrial networks to improve connectivity may be impractical.
The provision of technical assistance to BSP is consistent with PhilSA’s mandate of assisting other government agencies or departments, as well as the private sector, in carrying out their responsibilities using space science and technology applications and satellite data.
To collect data, a Weather and Performance Monitoring System (WPMS) equipment built by DOST-ASTI was placed up near the two banks. The WPMS includes a network performance monitoring device that is linked to the satellite internet user equipment installed at the banks.
Among other things, the device measures network metrics such as upload and download speeds, throughput, latency, and jitter. Furthermore, the WPMS includes weather stations that monitor meteorological parameters such as rain, temperature, humidity, and pressure at the same time. The obtained data will subsequently be analysed to investigate and evaluate the satellite internet service’s performance and reliability under local weather conditions.
According to Bryan Paler, Senior Science Research Specialist at DOST-ASTI, his agency encourages collaboration with PhilSA and BSP to demonstrate ASTI’s locally developed technologies in applications that benefit the Filipino people.
Aside from the WPMS, they are investigating how they may put other homegrown technologies to use, such as bridging the digital divide and promoting financial inclusion. DOST-ASTI intends to capitalise on the partnership’s benefits in the future by educating people about financial literacy.
The organisations intend to use the digital TV technology and internet infrastructure that they are constructing to teach people in the unserved and underserved areas about financial literacy in addition to doing research on the usefulness and efficiency of satellite internet services for banks. The Philippine government aims to provide rural areas with cutting-edge technology while also teaching residents how to use it for their own benefit. Out of the country’s 1,634 municipalities, 33% or 533, are still unbanked and do not have access to financial inclusion services.
The Philippines believes in satellite technology’s ability to improve connectivity in rural areas, hence increasing banks’ capacity to deliver digital financial services and encourage greater financial inclusion in unserved and underserved areas. Digital financial services such as remittances, bill payments, and opening transaction accounts, among others, would become more inclusive and accessible with improved connections in rural areas.
A Memorandum of Understanding (MoU) has been signed between PhilSA, DOST-ASTI, and BSP to encourage access to high-quality financial services enabled by internet connectivity. As transactions and services move to online platforms, this endeavour will increase digital inclusion.
Internet connectivity is recognised as a crucial enabler of financial and economic inclusion, as financial activities and services migrate to online platforms. As internet connection is increased, banks and other financial service providers will be able to better serve rural areas with additional internet-connected access points, such as automated teller machines and cash agent services.
A research team from Nanyang Technological University, Singapore, and AI industry leaders have created a new standard on AI security in response to the demand for securing the integrity of AI programmes and building trust in AI solutions.
“By providing advice on the necessary defences and assessments to make AI applications more secure, we aim to create trust in AI for AI practitioners. At the same time, we hope that consumers will feel more confident in using AI solutions that have been certified with the standard,” says Prof Liu Yang of NTU’s School of Computer Science and Engineering, who also led the research development of the standard.
Despite the many advantages of AI adoption, cybersecurity risks like hacking constitute a serious risk to AI systems, particularly in situations where hackers may access sensitive data or cause automated systems to malfunction. However, there aren’t many rules protecting the security of AI systems.
The standard will be used to direct worldwide standardisation plans in this field through the International Organization for Standardisation (ISO), making Singapore one of the first nations in the world to steer advancements in AI security.
The new standard explains the different kinds of attacks that AI systems could face, how to measure the security of an AI algorithm, and what AI professionals can do to stop these kinds of attacks. It took a year to make, and 30 AI and security experts from business, academia, and the government helped make it.
The standard highlights four case studies where security breaches could have disastrous effects to show how important secure AI systems are. These case studies include content filters on social media platforms to flag offensive content, credit scoring systems to safeguard people and credit institutions, AI-enabled disease diagnosis systems, and systems that detect and shield computers from malicious software.
There could be serious effects on people’s lives if these AI systems fail. Users might be exposed to extremist content on social media sites, get an erroneous diagnosis, or have their credit score incorrectly determined, for instance.
Meanwhile, scientists from the National University of Singapore and NTU Singapore’s Centre for Environmental Life Sciences Engineering (SCELSE) have developed a method to remove phosphorus from wastewater at temperatures higher than those permitted by currently used methods by storing the chemical in bacteria.
Current phosphorus removal techniques struggle to work effectively in temperatures above 25 degrees Celsius, which are becoming more common in warm countries. This is expected to occur in additional nations as a result of global warming.
Because water reclamation plants in Singapore are home to a range of microbial species, the SCELSE-developed approach, which is based on bacteria, would help to “future-proof” the removal of the toxin. This is because research has shown that at 30 and 35 degrees Celsius, it successfully removes phosphorus from wastewater.
Candidatus Accumulibacter is the name of the bacterial genus that removes phosphate from wastewater and stores it as polyphosphate granules inside itself, and it is not dangerous to the environment and to humans as well. Scientists say that their method could be used both in small reactors in the lab and in large treatment plants.
The bacteria-based technology makes it possible for biological phosphorus removal to work at temperatures as high as 35 degrees Celsius. This would help “future-proof” phosphorus exclusion, since other techniques that use biological advances only work at cooler temperatures and would be less efficient as global warming affects temperatures to rise around the world.
The National e-Governance Division (NeGD), under the Ministry of Electronics and Information Technology (MeitY) recently organised the first batch of a capacity-building programme for cloud computing. The initiative targets government officials from central line ministries, state/union territory departments, mission mode project officers, e-governance project heads, and state e-mission teams.
According to a press release, the two-day programme was held at the Haryana Institute of Public Administration. The initiative was designed to enhance capabilities within the government at the central and state levels by ensuring the availability of adequate knowledge and appropriate competencies and skill sets to optimally utilise the benefits of cloud computing in e-governance practices.
Projects with cloud computing offer integration management with automated problem resolution. The technology manages security end-to-end and helps budget based on actual usage of data. At a national level, cloud architectures enable the government to simultaneously utilise resources optimally and accelerate the delivery of e-services. Project Meghraj, for instance, is a government initiative that fast-tracks the delivery of e-services in the country and optimises the information and communications technology (ICT) spending of the government.
The workshop brought together experts from the industry, academia, and government to discuss key domain issues such as cloud fundamentals, India’s cloud journey, cloud building blocks, the procurement of cloud services, and regulatory and policy framework for cloud. Participants talked about challenges associated with cloud implementation and the future of cloud in digital transformation while using engaging presentations on successful cloud use cases.
Session discussions also featured essential training on various components of cloud computing such as custom bidding for cloud services and the establishment of pay-per-use and billing frequency with cloud service providers. Participants explored negotiation instruments for dynamic services under cloud, best practices in cloud procurement, and computing requirements. They also covered guidelines on cloud computing from the Telecom Regulatory Authority of India (TRAI) and MeitY as well as ITU global standards on cloud computing.
At the event, a NeGD official stated that technology has been leapfrogging over the past two decades, including cloud-based systems, which now drive businesses and touch every aspect of life. Anything that is available via the Internet is being delivered out of a cloud-based application and IT Infrastructure. Within this decade, cloud computing could replace the traditional data centres and emerge as the prominent solution for data analytics and storage, an industry expert noted.
The event was attended by officers from central line ministries and the state governments of Delhi, Punjab, Haryana, Goa, Mizoram, and Uttarakhand. Capacity-building programmes with the theme of cloud computing will move forward with physical programmes, which will be conducted in the east, west, and south zones of India this year, the press release added.
The large-scale adoption of cloud has the potential to contribute US$ 380 billion to the country’s gross domestic product (GDP), creating 14 million direct and indirect jobs by 2026, according to a report by the National Association of Software and Services Companies (NASSCOM). It stated that a concerted all-around effort could result in the sustained growth of 25%-30% of cloud spending in the next five years to reach US$ 18.5 billion.
The government has approved a national programme for smart rural development. The programme will focus on building new, modern rural areas through digital transformation. It is expected to boost the rural economy, improve rural living standards, and bridge the gap in service quality between rural and urban areas.
The initiative will be implemented in all rural areas across Vietnam by the end of 2025, including extremely disadvantaged communes in ethnic minorities and mountainous and coastal regions. By 2025, the government aims to have at least 90% of central, 80% of district-level, and 60% of communal public documents handled online. And at least 97% of communes should meet the new-style rural criteria on information and telecommunications.
Further, to boost the rural economy, the plan will promote the digital economy. Accordingly, at least 70% of communes will have cooperatives and 70% of districts will have agricultural business models, which will connect the production and distribution of key farming products using digital technology.
Additionally, at least 40% of communes and districts should be able to provide at least one essential public service in healthcare, education, community surveillance, security, environment, and culture. They must collect feedback on people’s satisfaction regarding rural development on a virtual platform. All centrally-run cities and provinces should have at least one trial smart rural commune model in the field, which holds advantages of, for example, economy, rural tourism, environment, and culture. The models will serve as a reference for the development of a new set of criteria for new-style rural building plans for the 2026-2030 period.
The government is also pushing for the digital transformation of urban parts of the country under its smart city initiatives. The overall goal is to accelerate digitisation in urban governance by building an electronic government including features such as digitised transport, energy, and society.
In January, Politburo issued a resolution on the planning, management, and sustainable development of Vietnam’s urban areas by 2030 with a vision until 2045. It is well established that smart cities can be effectively and successfully developed when digital transformation is comprehensively deployed across all areas of a city. Sustainable cities are built on a foundation of robust urban management that employs a host of digital and tech solutions. Simultaneously, both government employees and citizens need to be upskilled and trained.
As OpenGov Asia reported, Vietnam’s digital transformation is based on three pillars: digital governance, digital economy, and digital society, with an average point of 0.3 on a 1.0 grading scale. From a focus perspective, digital government is ranked higher point than both the digital economy and digital society primarily because of the e-government development process. As of June, a total of 59 out of the 63 localities in the country launched programmes on digital transformation, which will be rolled out over the next five years.
Vietnam is in the early stages of applying smart city services. There is still much more to be added in terms of smart urban planning and smart urban construction management. Smart city projects must have a comprehensive approach with the goal of not only solving urgent problems of cities but also striving for long-term socio-economic development.
The government of Western Australia launched a new Interagency Data Science Graduate Programme, a first for the Western Australian public sector, to put graduates at the forefront of some of the State’s most innovative projects and critical initiatives.
Following the launch of the Digital Strategy 2021-2025 and the focus on using data-driven decisions to benefit the community, the government identified the need to create a defined data science career pathway in the public sector.
The Department of Communities, Department of Planning, Lands and Heritage, Department of the Premier and Cabinet, and the WA Police Force are combining to deliver a data science programme that will help to grow the sector’s digital capabilities. The programme offers graduates a unique opportunity to apply their data skills and knowledge to inform Government policy, services and programs to improve the lives of Western Australians.
The programme is structured over 12 months, with graduates completing three four-month rotations between the participating agencies. It will harness the diverse skills and backgrounds of graduates to help deliver convenient, smart and secure digital services to the WA community.
The programme will be seeking graduates with skills and qualifications in data programming languages, analysis of geospatial data, statistical modelling and data visualisation software. Successful applicants will commence the program in February 2023. While data science skills are already benefitting WA significantly, there is a need to encourage more to enter the industry, with 3,000 new local jobs expected in the next 10 years.
The 12-month Interagency Data Science Graduate Programme will offer insight into a wide range of exciting opportunities available across the public sector and provide graduates with the practical skills and professional experience to kickstart their careers. Applications are now open to join the 2023 Interagency Data Science Graduate Programme.
The WA Innovation and ICT Minister stated that under the region’s Digital Strategy 2021-2025, the government is investing in the growth of the public sector’s digital and data analytics capabilities. He said he was also looking forward to announcing the launch of this graduate programme as there is tremendous potential for graduates from a data science background to help to shape WA’s digital future.
About the Digital Strategy 2021-2025
WA Government agencies will collaborate to deliver the vision and objectives of the Digital Strategy 2021-2025. The Office of Digital Government and WA Government agencies will codesign annual strategy roadmaps, that will highlight the different projects and initiatives being worked on and delivered that financial year.
The Digital Strategy Roadmaps will include whole of government and agency-led initiatives that help to progress the strategic priorities and key objectives of the Digital Strategy. Most importantly, the strategy roadmaps will help WA Government agencies to identify opportunities to participate in whole of government initiatives, or ways that they can leverage digital capabilities from other agencies.
With a solid digital foundation, the WA Government can now reimagine the role of digital in how government serves people, businesses and communities. These foundations will enable the government to deliver convenient, smart, and secure services for all Western Australians.