Recent sector-specific roundtable workshops, organised by the University College of the Cayman Island, and facilitated by Compass Media, brought together individuals from the fields of financial services, construction, tourism and hospitality, IT, and sustainability in Cayman to get an in-depth take from employers and other stakeholders on the future of the islands’ workforce.
The meetings were a follow-up to a 2023 Labour Market Assessment report by UCCI, in collaboration with Workforce Opportunities and Residency Cayman and the Chamber of Commerce, which had found that the skill set, qualifications and interests of local jobseekers were often mismatched with the opportunities likely to be available as Cayman’s economy expands and diversifies.
During the discussions, the industry leaders, who were invited to speak frankly and off the record, were asked about the challenges they face in hiring qualified staff, as well as the various barriers to finding and retaining employees.
The report on those discussions, titled ‘Future of Workforce in Cayman’, noted that, “With few efforts being made to ready the local populace for the emerging opportunities in various sectors, Cayman will continue to rely on imported labour.”
The report noted that participants pointed out that such imported labour forms an integral part of Cayman’s economy, as fees from work-permit holders and permanent residents, and other immigration-related payments, make up a large amount of government’s revenue.
This may account for the observation by several in the roundtable meetings that there appears to be a lack of political will to change the status quo and to embrace initiatives and policies that would constructively and practically address making the local workforce more employable, and lessening the reliance on overseas workers.
In many sectors, the participants noted, there appears to be a shortage of government support in regulation, financial assistance and educational needs.
Several of those who took part in the discussions also pointed to the numerous reports and consultations into the needs of various industries over the years that had gone unheeded and unacted upon for many years.
One participant, for example, pointed to extensive findings and suggested solutions drawn up by a Strategic Economic Advisory Council during the COVID-19 crisis, which included six subcommittees filled with advisors across the public and private sector.
“Nothing seems to have been done with those reports,” the participant said.
No national strategy
Another major factor in addressing unemployment issues and a growing skills gap is a lack of national strategy, the participants noted.
This has been recognised by government also, with the labour ministry announcing in September last year that it was working on drawing up a policy to address unemployment among Caymanians. A draft national employment strategy is expected to be completed by the end of this year, Wesley Howell, chief officer in the ministry, stated at a Public Accounts Committee meeting in Parliament at the time.
At that meeting, lawmakers were examining a May 2024 report by the Office of the Auditor General on improving employment prospects for Caymanians, which, like the roundtable participants, had noted that the country has no overarching strategy for dealing with local unemployment. That report had called for a national employment policy, based on “robust data and assumptions”.
Participants in the roundtables called for the development of a strategic framework for workforce development that aligns education, industry and government.
Silo effect
One of the major issues highlighted across all five of the industries that took part in the discussions was a ‘silo effect’ – not only within the sectors themselves, but in the education field and across government departments – in dealing with the challenges in training, mentoring and teaching future employees.
They noted a lack of centralised resources to connect jobseekers, students and employers, and suggested the establishment of a digital platform where information about training, available grants, mentoring, internships and job opportunities could be accessible to all.
Many of the sector leaders also pointed out that there appears to be a lack of alignment between immigration, education and employment policies.
Community engagement at every level – from schools to senior industry management – is key to implementing the suggested solutions, the participants said.
Lack of ‘soft’ skills
They noted that in many instances, the qualifications of local jobseekers often do not align with industry demands, and that there is a lack of vocational training, misaligned curricula, and insufficient emphasis on technical and so-called ‘soft’ skills. Soft skills are general traits not specific to a job, but which are often essential to success in the workplace, such as communication, critical thinking, teamwork and adaptability.
Recruiters who took part in the discussions, as well as individuals involved in training and hiring in the various industries, described situations where applicants lacked basic skills, such as how to create a resumé, how to dress appropriately for an interview or for work, or even knowing to show up on time.
All sectors agreed that Cayman’s workforce needed to be supplied with better tools, and from an early age.
In many of the fields covered, employers called for the introduction of mandatory vocational training across primary and secondary schools, to better prepare students for the workplace. A stronger emphasis on STEM (science, technology, engineering and mathematics), as well as computer coding, from an early age was also highlighted.
A lack of globally recognised certifications, such Computing Technology Industry Association (CompTIA) or Cisco, in the IT field, was also an issue raised by the employers.
Financial services
Participants in the financial services roundtable discussions highlighted a number of issues in the sector that they felt needed addressing.
They raised the possibility of introducing regulations and legislation that would mandate certain roles based in the Cayman Islands, such as compliance and anti-money laundering (AML) officers for Cayman funds. Such a requirement would immediately open up doors of opportunity for suitably qualified local employees, or training opportunities for those interested in that field.
If it were decided at this point that a company’s AML officers had to be based in Cayman within the next five years, a focus could now be put on both graduates and non-graduates to be trained to fill those roles. It was noted that, for example, the auditing of private funds must be signed off by a local auditor, so a precedent for such requirements already exists.
For instance, participants noted that in many overseas accounting firms, there are high numbers of trainee accountants. However, in Cayman, there are only a tiny number of trainees in the local firms, where the vast majority of employees are qualified accountants.
One participant noted that this situation had been created by a government policy choice, based on a supposition that if companies are not allowed to hire expat trainees, this will create training opportunities for Caymanians.
“What this means is that employers are disincentivised from creating graduate jobs and training opportunities, because they’re competing for a small pool of Caymanian talent. So, it’s counterproductive for Caymanians,” the participant said.
He noted that, because the local pool of accountancy graduates is so small, those in it are demanding very high salaries for graduate positions, which companies are unwilling to offer.
Construction industry challenges
It was pointed out, especially among the participants in the construction field, that local high schools do not offer woodwork or technical drawing or other ‘shop’ classes, that give students a taste of what it’s like to work with their hands or give them any insight into such things as plumbing, electrical, architecture, etc.
Construction industry leaders had noted that in Cayman, where students graduate high school at 16 years old, if an individual is not academically driven and doesn’t earn sufficient grades, their only option is the Cayman Islands Further Education Centre, as few companies will hire a 16-year-old apprentice with zero experience or qualifications.
“While some of the bigger companies do have apprentices, those are mostly in electrical or plumbing, rather than tying steel, or carpentry, or sheetrock hanging,” the report noted. “Therefore, it’s very difficult for young people to be exposed to the industry and get the opportunity to make a career out of it.”
One participant in the construction industry roundtable noted that Jamaica has the HEART College of Construction Services, which gives accredited training, and many building sites in Cayman employ Jamaican workers who have gone through those programmes. He suggested that a similar programme be adopted in Cayman.
There is a high demand for skilled workers, such as electricians, plumbers, steel workers and plumbers, but a significant shortage of local talent in those areas, it was noted. However, those trained and qualified in those fields have no shortage of work.
The participants called for a National Apprenticeship Programme, which would be supported by government in a structured way. They suggested that this could be incorporated into business staffing plans for all companies in the construction industry, not just the larger ones, so that the cost could be spread across the sector and not fall to a handful of companies.
They also said that courses should be made more accessible to workers, such as having classes at night and for government to help subsidise people into apprenticeship programmes.
Some of the sector leaders also spoke of the importance of offering incentives to employers for hiring and training local workers, as well as disincentives for taking on expat labour.
Transportation issues
While many of the suggestions made by the participants related to often longer-term issues that would require policy changes from government in some instances, other recommendations by the employers were more practical – such as laying on night-time public buses and improving the public transportation system.
Members of the hospitality and hotel industry spoke of employees who simply are unable to get to and from work, especially if they live in the eastern districts, as their work day in many hotels and restaurants begins or ends at times when the public buses simply do not run and they have no other means of transport.
It was pointed out that a large number of Grand Cayman’s hotels, bars and restaurants are located along the Seven Mile Beach strip, but employees often live in other districts and may not have their own vehicles. Therefore, they rely on Cayman’s public buses, or on their parents or family members to drive them to work.
It was also noted that the public buses do not pass UCCI, making it difficult for students to even attend the hospitality courses it provides.
Tourism challenges
Participants in the tourism industry workshop pointed out that there appears to be a general lack of understanding of the scope and breadth of the jobs available within their sector.
It’s not just restaurant wait staff, kitchen workers, cleaners or receptionists, but jobs within accounting departments, human resources, business development and a vast array of other employment opportunities.
Such a lack of insight into the career possibilities in that field has led to it being “frowned upon” for a Caymanian to work in the tourism industry, participants noted.
They called for public schools to better equip students for careers in the tourism or hospitality fields.
While many of the hotels on island take part in career fairs and host tours for students, so there is some level of awareness of the industry in the schools, it was suggested that local students should try out a job in the hospitality industry, even if for a short time. This would enable them to learn skills like public speaking, teamwork and basic character building, which will benefit them in whatever field they decide to enter ultimately, one participant involved in training in the tourism sector said.
It was suggested that extended training programmes were an ideal platform for students entering the industry to undergo a couple of months of training that would address their attitude, aptitude, personality and skills, before they then move to a hotel or restaurant for internships or jobs.
The participants pointed to “decades” of neglect in addressing the needs of the tourism industry, which they said were likely to get worse as more hotels are being built, because little is being done to provide training for Caymanians, so the reliance on work-permit holders will increase.
They noted that suggestions made to previous government administrations to create two-month summer internships – half paid by government and half paid by the hotel/restaurant – for students aged between 14 and 18 had been rejected. They proposed that this idea should be floated again, as it would give spending money to teens, would expose them to the industry, and prepare them for future jobs. A similar scheme is in place in the Bahamas, with a Workforce Readiness certificate awarded at the end of the summer, they pointed out.
Technology field
The growth of Cayman’s digital economy is at risk, some members of the IT industry stated at the roundtables, because the islands need to expand their broadband and technological infrastructure.
There was a general consensus among the roundtable participants for an expansion of apprenticeships and certifications, as well as hands-on training in emerging fields like AI, FinTech and renewable energy.
It was noted that only a small pool of people locally go to university to study technology, in part because of a lack of effort for Cayman to be on the cutting edge of the technological and IT field.
“Caymanians who are driven and have a desire to stay in the industry are going to go elsewhere. Most people in the technical space want to be at the gigabit end, rather than the dial-up end,” one participant said.
Exacerbating the difficulty of finding local employees with the relevant skills is the fact that qualified individuals are not necessarily choosing to stay in Cayman. “If we don’t have a strategy to ensure that these candidates can find and access the opportunities here at home, we’re always going to be experiencing that brain drain,” another participant stated.
Addressing Cayman’s place in the world technology market, the report on the roundtable discussion noted that the islands need to find a niche within the marketplace, as they can’t compete with huge markets like China, India or the US, so must carve out their own unique space.
Cayman’s small size should not be a deterrent to innovation, one participant stated, pointing to Liechtenstein – a country that is just 62 square miles in size, with a population of 40,000. He noted that Liechtenstein’s policies and regulations drive international business to its local economy and its private sector, which is why, he said, that Amazon built a data centre there, as the only way to access the data was in Lichtenstein.
He suggested that that if the Cayman Islands government implemented a similar policy for the financial sector, for example, which includes companies with back offices around the world, and make it a condition that they have their offices and personnel here, this would inevitably drive a tech solution, both in terms of how it’s done and the way it’s done. This, he said, would lead to the demand for technology in Cayman to “skyrocket, because that would be the only way you could solve it”, the participant said.
Renewable energy
It was noted that Cayman is second in the world, per capita, for LEED homes. This stands for Leadership in Energy and Environmental Design, and refers to properties that are designed to be more efficient, healthier and with better air quality.
One participant noted that current regulatory obstacles were preventing further penetration into the local renewable energy market, stating, “If the regulatory environment is not conducive for the industry to grow, there are no jobs to go to.”
Other participants noted that the transition to renewable energy could create thousands of new jobs, ranging from technical roles in solar installation to administrative positions in the industry. However, they cautioned that realising this opportunity hinges on the government’s ability to create the right regulatory environment to facilitate industry growth.
The Cayman Islands government has set a target of 2045 for 100% renewable energy. To achieve this target, Cayman will need 400-500 megawatts of renewables, both utility and distributed storage, which would involve more than $1 billion.
“So there could literally be hundreds, if not a few thousand, people working in this industry, if we play our cards right,” one participant noted.
However, that hand of cards would include addressing a significant skills gap in the trades and technical fields needed to support the growth of sustainable industries. A ramping up of training and certification locally is necessary, the participants said.
More data needed
An element that is lacking in tracking the needs of Cayman’s workforce, many of the participants pointed out, was more timely data, saying there is a need to enhance the labour-related decision-making that is data-driven. That can be used to forecast labour-market demands and design effective training programmes and curricula.
As part of that, it is vital that pilot programmes and real-world scenarios should be explored within the various industries, rather than wider government interventions, as one size does not fit all, the roundtable discussions noted.
One participant suggested carrying out a census to determine from each of the individual financial services companies how many entry-level jobs they filled in each of their departments in the last five years. The report noted, “This information would help determine if the courses students are taking are actually the ones that will eventually help them secure employment. If there are no entry-level jobs in a specific field, why bother to get the qualification?”
Issues in schools
Cayman’s segregated schools were also brought up by the participants as a potential barrier to future successful careers for local students.
Under the current government policy, Caymanian children receive free education in public schools, while expatriate children, for the most part, are educated at fee-charging private schools. There are exceptions, with some Caymanian students attending private schools, and the children of non-Caymanian civil servants being allowed to attend public schools. If a government school has available spaces after all Caymanian children are placed, then those spaces can be allocated to non-Caymanian students who apply to attend.
However, children in the public education system cannot sit their A-Levels at their schools – they need to attend a private school, or UCCI, to do so.
Participants noted that enabling students from different cultures and backgrounds to mix in school would benefit society, help integrate expat children with the local community, and create wider educational opportunities for Caymanian students.
The issue is one which arises nearly every election cycle, and, no doubt, will again this year.
A Cayman Compass poll, from March 2021, several weeks before that year’s general election asked, “Do you support policies that would allow for the children of Caymanians and the children of expats to mix more freely in the islands’ schools?” The response was 91% in favour, 5% against, and 4% undecided.
Globally competitive workforce
Robert Robertson, president of UCCI, which organised the roundtables, said discussions on the increasing importance of having a globally competitive workforce are “pervasive” in many countries, with a focus on the skills gap being driven largely by technology, including artificial intelligence.
“Recent research in the Cayman Islands financed by a RESEMBID European Union grant and including support from WORC, the Chamber of Commerce and UCCI has confirmed there are similar workforce-readiness concerns amongst employers in this country,” he told the Compass.
He noted key areas of concern, identified by both the survey carried out by UCCI and the roundtable discussions involving the local industry leaders, include digital skills, technical and vocational or trade skills, and soft skills.
“Another opportunity raised in the survey and workshops related to the need for more work-based learning providing opportunities for real work experience as a part of any training,” he said.
He noted that “most commentators support developing clear education pathways that are valuable for guiding students in their decisions”.
“Essentially, employers are looking for short, industry-certified courses that address critical skills gaps,” he added.
Robertson said UCCI was increasing its focus on workforce readiness, which included partnering with Cayman Enterprise City to deliver a digital certificate, using, for example, certified courses from CompTIA in technology. The university college is also an accredited institution for the National Center for Construction Education and Research (NCCER), a globally recognised trades training credential. It also offers City & Guilds courses.
6 KEY TAKEAWAYS
- Launch a national workforce strategy
- Align policies, education and industry to close skills gap
- Centralise career resources by creating a government-backed digital platform showcasing job vacancies, apprenticeships and mentorship opportunities
- Expand apprenticeships and certifications: Provide hands-on training in emerging fields like AI, FinTech and renewable energy
- Enhance data-driven decision-making by using market data to forecast demand and design effective training programmes
- Community engagement at every level to champion workforce transformation
Editor’s note: Cayman Compass journalist Norma Connolly moderated the series of roundtable discussions attended by business leaders from some of Cayman’s major industries that is the subject of this story.
