New white paper on closing the AI fluency gap to support workforce retention published by the University of Phoenix College of Doctoral Studies

2026-06-20 · Source: The AI Journal · Field: Business & Management — Human Resources & Workforce Development, Corporate Strategy & Leadership, Operations & Process Management · Depth: Fundamental Awareness, short

Summary

The University of Phoenix College of Doctoral Studies, through its Center for Educational and Instructional Technology Research (CEITR), published a new white paper on June 20, 2026. Authored by Dr. Wayne L. McCoy, "The Retention Mandate: Bridging the AI Fluency Gap to Secure the 2026 Workforce" examines how employers can turn AI skill development into a talent retention strategy. The paper identifies an "AI fluency gap," a disconnect where employees rapidly acquire AI skills while organizations lag in developing supporting policies, processes, and career pathways. Drawing on the 2026 Career Optimism Index® study, it argues that AI fluency is a critical retention issue, not just a productivity concern. It highlights factors like employee-led learning, psychological safety, and manager capability, proposing a four-step roadmap for employers to define AI career pathways, establish skills assessment, expand training, and build manager AI capability.

Key takeaway

For HR professionals and AI/ML directors focused on talent retention, you must proactively bridge the AI fluency gap within your organization. Employees are developing AI skills independently, so you should define clear AI career pathways, establish robust skills assessment systems, and expand structured training. Building AI capability among managers is also crucial to support employee confidence and engagement, ensuring your organization secures its AI-fluent workforce for 2026 and beyond.

Key insights

AI fluency is a talent retention issue, requiring organizational alignment of people, processes, technology, and data to secure the 2026 workforce.

Principles

• AI skill development impacts talent retention.
• Organizational readiness must match employee AI learning.
• AI adoption is a socio-technical transformation.

Method

The paper proposes a four-step roadmap: define AI career pathways, establish skills assessment systems, expand training and tools, and build manager AI capability.

In practice

• Define clear AI career pathways.
• Implement AI skills assessment systems.
• Provide structured AI training and tools.

Topics

• AI Fluency Gap
• Workforce Retention
• AI Skill Development
• Organizational AI Strategy
• AI Career Pathways
• Manager AI Capability

Best for: Executive, Director of AI/ML, HR Professional, Consultant

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Editorial summary, takeaway, and curation by AIssential. Original article published by The AI Journal.