TRANSFORMING FUTURES THROUGH DIGITAL INCLUSION
IN NORDIC-BALTIC REGION
The Baltic and Nordic countries are actively working to grow their digital economies and build a competitive Information and Communication Technology (ICT) industry. In Latvia, the government’s Digital Transformation Plan focuses on three main priorities:
- Enhancing digital skills across society
- Developing new digital products
- Moving public services online
To make this transformation successful, two key challenges must be addressed:
- The growing need for skilled ICT professionals
- Ensuring that everyone has access to basic digital skills, as everyday life becomes increasingly digital
While Northern European countries are leading in digital inclusion, Estonia, Latvia, and Lithuania still lag behind. Additionally, there is a significant gender gap across the EU with only 16% of ICT professionals being women.
In response, the Nordic-Baltic region has developed various training initiatives, including upskilling, reskilling, boot camps, and intensive courses. These efforts have supported the growth of a strong ecosystem of NGOs and tech communities that promote digital inclusion, especially for underrepresented groups like women.
However, to ensure long-term success, it is essential to understand which programs have the most impact. Data is needed to evaluate results and improve future efforts. Digital inclusion strategies should be evidence-based, scalable, and beneficial to individuals and society.
This study explores the experiences of women currently working in ICT (or looking to enter the field) and examines the growing needs and expectations of employers. The aim is to identify the most effective initiatives that support a more diverse and inclusive tech workforce and to build on what already works to shape better programs for the future.
KEY FINDINGS
When bringing together different perspectives, it becomes clearer which key aspects each party should focus on. By analyzing these views, we can identify common ground, highlight critical areas of improvement, and ensure that all voices are considered in decision-making.
Below are some key findings that emerged from this research, offering valuable action points for each group involved. These findings serve as a guiding framework to help stakeholders align their efforts and work towards more effective and balanced solutions.
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Skills gap: Many in-demand ICT skills and professions are not being pursued by respondents.
- Experience vs. academic education: Employers prioritize practical experience over formal education, while employees often assume academic credentials are key.
- Need for advanced programs: Organizations and institutions require more high-level digital inclusion initiatives.
- Flexibility matters: Remote work and flexible schedules are crucial for underrepresented groups entering ICT.
- Confidence barrier: Many women hesitate to advance in their careers due to self-doubt about readiness.
- Mentorship programs help validate skills and guide career decisions.
- Family support is key during career changes, while employer encouragement boosts upskilling opportunities.
- Networking events inspire and help professionals feel less isolated.
- Certifications matter more at advanced career stages but have little impact at the junior level from employees’ perspective.
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