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The following, although not directly related to degrees, is a good indication of how organizations lose out by not having efficient systems for recognizing the worth of life experience. 

A friend of ours served 22 years in the Royal Marines, reaching the rank of Color Sergeant. Of those years, 18 were spent with the Special Boat Service, the British equivalent of the US Navy SEALS. He left with a bewildering array of diving and boating qualifications.

He decided to apply to the Police, with the intention of becoming a Police Diver. 

He was informed that although the Police were impressed with him, and wanted him to join, they did not recognize any of his diving qualifications or military experience. There was no option for him to complete a special course for candidates drawn from the military. There was no option for him to have any kind of preferential or accelerated application for the diving specialty.

Instead, he stood shoulder to shoulder with 18 year olds as a Police Instructor took him through the finer points of ironing trousers and polishing boots. Once his basic training was over, he “pounded the beat” for two years, dealing with pub fights and issuing speeding tickets, while hundreds of thousands of dollars worth of diver training went unused. 

In time, when his two years were up and he could apply for the diving specialization, he was told his military diving qualifications were “irrelevant” and he had to attend the full Police Diver’s Course from start to finish. This was a course greatly inferior to those he had already completed. Only when he passed this course, was he finally able to place his vast life experience as a diver at the disposal of his new employer. 

In our view, that waste of talent and experience is not only illogical; it borders on being a criminal waste of taxpayers’ money.