The Hong Kong startup combines 3D-printed reef tiles, biodiversity monitoring and long-term data to help companies manage their impact on marine ecosystems.
Updated
August 10, 2026 5:56 PM
Young corals growing on Archireef's 3D-printed terracotta reef tiles beneath the sea. IMAGE: ARCHIREFF
Anyone who has snorkeled over a coral reef has probably admired its vibrant colours and the marine life swimming between its branches. What is less visible is how easily these ecosystems can be damaged. Rising ocean temperatures and pollution continue to put reefs under pressure, while coastal development creates another threat. Construction can stir up sediment that settles on corals, blocking the sunlight they need and making it harder for damaged reefs to recover.
Protecting marine ecosystems is becoming a shared responsibility. Alongside scientists, governments and conservation groups, businesses whose operations affect the ocean are increasingly expected to understand, manage and reduce their environmental impact. They must also show regulators, banks and investors that they are meeting their environmental commitments.
Archireef helps businesses meet those demands. Founded by Vriko Yu, the Hong Kong-rooted B2B startup specializes in marine ecosystem restoration and ocean nature risk management. Drawing on years of research at the University of Hong Kong, Yu built the company to help organisations understand, measure and reduce their impact on marine ecosystems.
Yu describes Archireef as an “end-to-end ocean nature risk management company”.
“What we offer them is a credible way to meet those obligations and stand behind the results,” she says.
One of the company’s main tools for restoring damaged marine ecosystems is its flagship 3D-printed terracotta reef tile. The tiles provide a stable foundation where young corals can attach, grow and survive over time.
Archireef chose terracotta instead of concrete and other conventional materials because it is pH-neutral and does not release harmful chemicals into the water. Its surface also gives corals a suitable place to attach naturally.
Before placing a single tile in the ocean, the team studies the proposed restoration site to determine whether recovery is possible. It assesses the water quality, biodiversity and general health of the ecosystem. As Yu explains, restoration should begin only where nature has a realistic chance to recover.
“Restoration isn’t about replacing nature or engineering a reef into existence. It is about removing the barriers and giving a degraded system the conditions it needs to begin recovering on its own”, she says.
Once the team selects a site, divers carefully place the tiles on the seabed. Their curves, ridges and crevices imitate the structure of a natural coral reef, creating sheltered spaces for marine species. The design also helps limit sediment build-up, which can block sunlight and smother young corals.
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Archireef adjusts the shape of its reef tiles for each project.
“There’s no universal reef, so there’s no universal tile”, Yu says.
Instead of producing one standard model, the company adapts each design to the coral species, water conditions and surrounding marine environment. A coral restoration project in Hong Kong may therefore require a different tile from one in Saudi Arabia, even when the same manufacturing process is used.
“The biggest adaptation from site to site is usually the match between design, species and environment, not the manufacturing itself ”, Yu explains.
Although the reef tile is Archireef’s most recognizable innovation, Yu sees it as one part of a much broader service.
“The reef tile gets the attention because it’s tangible,” she says. “But the real product is the proof — defensible, audit-ready evidence of nature recovery that an organization can put in a disclosure and stand behind under scrutiny”.
Producing that evidence requires years of biodiversity monitoring. Long after the reef tiles have been installed, Archireef continues to track coral survival and the health of the surrounding marine ecosystem. Its monitoring methods include ecological surveys, AI-assisted species recognition, photogrammetry and environmental DNA testing.
Photogrammetry uses photographs to produce detailed 3D models of the reef. These models allow the team to measure changes in coral growth and reef structure over time.
Environmental DNA, commonly known as eDNA, offers another way to monitor marine biodiversity. Traditional ecological surveys often depend on divers recording the species they can see. eDNA testing instead examines traces of genetic material left in the water by marine organisms, including skin cells, mucus and waste.
By analyzing these traces, Archireef can detect species that may be hidden, difficult to identify or absent during a dive. This gives the company a more complete picture of the ecosystem and how it is changing.
For Archireef, the success of a coral reef restoration project is determined by what happens several years after installation.
“The indicators that matter aren’t the ones that look good on deployment day”, Yu says. “They’re the ones that show, two, three and five years on, whether a genuine ecosystem is establishing and sustaining itself”.
At the company’s first restoration site in Hoi Ha Wan, Hong Kong, around 90% of the transplanted corals remained alive four years after deployment. The long-term survival rate suggests that the ecosystem is recovering rather than simply appearing healthy during the early stages of the project.
Results like these have helped Archireef move beyond academic research and secure collaborations across the public and private sectors. In Hong Kong, the company has worked with government departments and public organisations responsible for coastal infrastructure and marine conservation.
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The new workplace literacy is here, and it’s digital.
Updated
January 8, 2026 6:36 PM
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A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.