Articles

By Sarah Gallo.

According to the U.S. Department of Labor (DOL)’s Discover Apprenticeship program, as of September 2020, “94% of apprentices who complete an apprenticeship program retain employment, with an average annual income of $70,000.”

However, access to apprenticeships is not equally distributed.

After analyzing data from the Office of Apprenticeship’s Registered Apprenticeship Partners Information Management Data System (RPIDS) database, the Center for American Progress found that in 2017, 92.7% of people completing registered apprenticeships were men and 7.3% were women. Further, 63.4% of individuals who completed registered apprenticeship programs were white, and 10.7% were Black or African American (20.5% did not disclose their race).

Deborah Kobes, a senior director at Jobs for the Future, Inc. (JFF) and deputy director of JFF’s Center for Apprenticeship & Work-Based Learning, says we need to not only make these programs more accessible to people from marginalized groups but embed diversity, equity and inclusion (DEI) goals within them.

This is how TEKsystems, a technology employment agency, ended up partnering with Per Scholas, a nonprofit providing free training and access to employer networks to individuals often excluded from technical careers. “We had this chance to take our purpose and match it up with [Per Scholas’] mission to help train, educate and certify individuals who might have not otherwise gotten the opportunity to,” says Faith Johnson, vice president of human resources at TEKsystems. As 87% of Per Scholas students are people of color, compared to only 37% of the overall informational technology (IT) workforce, the partnership is helping minorities find jobs and employers find diverse, skilled talent. “It’s a win-win,” Johnson says.

Let’s explore how learning and development (L&D) can create equitable apprenticeships and other on-the-job training programs for a more inclusive future of work.

Bridging the Opportunity Gap

People of color, women and people with disabilities, among others from marginalized groups, have long faced barriers to valuable career opportunities. Systemic racism, sexism, ableism, the high cost of a college education and limited access to quality training have left many of these workers behind and contributed to a significant talent gap in many in-demand industries, such as manufacturing and technology.

Equitable apprenticeships and other work-based learning programs can help companies “move toward correcting decades, if not millennia, of disinvestment in those communities and people groups,” says Michael Russell, a national organizer and workshop facilitator at Crossroads, an antiracism organizing and training company. Kobes agrees that these programs can combat many of the factors that disproportionately impact minorities.

“Apprenticeships and work-based training programs are beneficial across all demographics,” says Nick Wyman, chief executive officer of the Institute for Workplace Skills and Innovation. “They are a pathway to meaningful and rewarding work and, if you wish, a stepping stone to many different segues and careers.”

A Group Effort

As with any training initiative, embedding DEI in apprenticeships can be a challenge. After all, L&D alone can’t erase the systemic challenges minorities face.  Fortunately, there are many community organizations dedicated to advancing workplace equity and inclusion. Wyman suggests partnering with historically black colleges and universities (HBCUs) and the community more broadly to recruit apprentices and learners from underrepresented groups. Find out “who’s doing the work” that aligns with your mission, and partner with them, Russell suggests.The ROI of an inclusive, equitable and skilled workforce is priceless. 

Public-private partnerships can also help people with disabilities access quality training and jobs. For example, JFF partnered with the DOL’s Office of Disability Employment Policy (ODEP), Social Policy Research Associates and Ethos Strategic Consulting in 2019 to form the Apprenticeship Inclusion Models (AIM) initiative. AIM is designed to “expand pathways” for youth and adults with disabilities into well-paying careers by testing innovative recruitment and retention strategies with employers, unions and apprenticeship programs, according to the press release.

Combating systemic challenges and improving workplace equity is a group effort, and public-private partnerships can take the lead.

An Ongoing Commitment

Tackling discrimination and improving DEI is not a one-and-done process, Wyman says. DEI should remain a “conscious part of an organization’s continuous learning.” After partnering with community organizations and/or HBCUs to recruit diverse learners, Russell encourages companies to “keep the partnerships going.” Driving workplace equity through L&D takes a “real commitment,” he says. There has to be an “intentional investment” in DEI-driven learning programs that is “sustainable and sustained over time.”

Mentorship is one way to provide continued support for apprentices, Kobes says. For people who are “vastly underrepresented” within their organization or industry, “it’s hard to really see that you can succeed, because you don’t have examples of success around you.” Mentorship offers apprentices an advocate whom they can trust along their career journey.

Benefits for All

Pioneering a more equitable future of work is the right thing to do. But it also has numerous business benefits. For one, millennial and Generation Z professionals are increasingly turned off by employers without a diverse workforce and a clear commitment to DEI. Offering equitable apprenticeship and other work-based learning programs will help companies attract a diverse workforce and showcase their commitment to DEI.

Minorities also bring greater diversity of thought to companies, which is a key competitive advantage. Ogilvy, an advertising, marketing and public relations agency, realized this benefit firsthand. Its apprenticeship program, “The Pipe,” has helped it build a diverse team that reflects its audience, clients and customers.

“A truly diverse workforce can only benefit the business with better ideas, increased creativity and unique skills,” says Lauren Mollyneaux-Brow, an L&D partner with Ogilvy. Ogilvy launched the program in 2018 and relaunched it in 2020, bringing in 27 apprentices, 10 of whom they hired permanently after the apprenticeship was over. These employees brought in “much-needed future skills” and helped diversify Ogilvy’s workforce, Mollyneaux-Brown says.

As a learning leader, you know that proving the business impact of any training program is essential for sustaining it and gaining buy-in for future ones. Wyman encourages training professionals to “invest time and brain power” in developing meaningful metrics to prove the return on investment (ROI) of equitable apprenticeships. Savvy companies, he says, will look at measurables like the representation of women and people of color compared to the industry average, turnover and promotions across demographics, and employee engagement to assess the program’s impact. Align your DEI goals to business goals, he says, and keep stakeholders up to date on their progress.

In the end, “melding diversity and inclusion priorities in your business strategy sounds like a lot of work, and it definitely is,” Wyman says. But the ROI of an inclusive, equitable and skilled workforce is priceless.Apprenticeships and work-based training programs are beneficial across all demographics.

By Kathryn Moody.

Dive Brief:

• The U.S. Department of Labor made $87.5 million in grants available to expand registered apprenticeships — and $40 million of it is set aside for states that “implement required diversity, equity and inclusion efforts and demonstrate their commitment to adopt, expand and promote these efforts,” according to a March 18 announcement.
• The goal, according to DOL, is to support states in building apprenticeship programs that are modern, diverse and aligned with current workforce needs. The announcement specifically noted increasing the number of “underrepresented populations” taking part in registered apprenticeship programs.
• The grants build on a Biden executive order that, in part, ended the Trump-era Industry-Recognized Apprenticeship Program, which had industry groups oversee registered apprenticeships.

Dive Insight:

DOL’s announcement expands on the Biden administration’s messaging in its executive order on apprenticeships — particularly regarding their diversity. President Joe Biden, in his original executive order, endorsed Congressman Bobby Scott’s, D-Va., bipartisan National Apprenticeship Act of 2021, which also focuses on bringing more diversity into apprenticeship enrollment.

The coronavirus pandemic has pressured in-person programs — including apprenticeships — to adapt to the loss of person-to-person engagement. While some aspects of the apprenticeship have been able to move online, not all of it can, experts previously told HR Dive.

“As far as sweeping generalizations that online learning is the new normal, I don’t necessarily agree with that,” Nick Wyman, president and CEO of the Institute for Workplace Skills & Innovation America, said. “It is about learning by doing, and unless you have the doing part, it’s just learning.”

Prior to the pandemic, some employers were already adjusting apprenticeship programs to adapt to a new market. Iowa, for example, has apprenticeships with CVS Health and other “non-traditional” partners, such as employers in IT and financial services, thanks to the Iowa Apprenticeship Act. Private companies have gotten into apprenticeship programming, as well; Amazon announced at the end of January that it will run the Mechatronics and Robotics Apprenticeship Program as a registered apprenticeship through DOL.

You can also view this article and more on HRDIVE:

https://www.hrdive.com/news/dol-commits-40m-to-improve-apprenticeship-diversity/597189/

Conventional wisdom is that the sure-fire way to land your dream job is by earning a four-year college degree. But the reality is that many of the rewarding and well-paying jobs today do not require a university degree at all.

I’m talking about jobs in technology, healthcare, communications, infrastructure, pharma, customer service, even fintech and government services. Many of these demand skills that can be acquired in far less time and for far less money than a college degree. Apprenticeships, certification programs, and online learning platforms allow you to learn new skills affordably, or in many cases completely free. You can focus on skills that are tailored to your specific career goals, whether you’re looking for your very first job or embarking on a career change at any stage in life.

Here is how can you land your dream job in 2021, with or without a college degree.

Do Your Research, Tap Your Networks

Research different occupations and the pathways to get there. If you’re unsure which career you want to get into, explore jobs in one of these six industries that humans will always need: education, health, shelter, energy, entertainment, and food. Look at industries that serve these, such as the way that transport serves the food industry, and how telecommunications serves entertainment.

Take stock of what skills you have and determine what new skills you need to pursue your chosen path. Consider modern apprenticeships. They’re a great way to combine work and study, and can present opportunities for further applicable education.

Keep close to your existing networks and develop new ones. Let people know you’re looking for work or considering a career change. Communication is key. Make and refresh connections with people and companies you’re interested in.

Craft a Plan, Stay Nimble

Be aware that the business model of your chosen industry is likely to change over the next 12 months. Find out what skills and capabilities will be required during this transition and how you can adapt accordingly.

Digital skills will be crucial: Covid-19 has expedited the move towards technology- enabled, remote delivery of services. To keep up, workers need to upgrade digital literacy skills and master the digital platforms used by their company.

Find out what skills you will need to acquire or upgrade for your chosen path — and make a plan to do it. Sites like Udemy, Khan Academy, Udacity, Coursera, and EdX (to name a few) offer a dizzying array of free and low-cost courses you can do from home, some of which come with certifications.

Always be nimble. Flexibility and adaptability have never been more important, no matter the job or industry. Periodically reassess your plan, take on feedback, and keep a watching brief on your chosen industry or career. Adjust your strategy with the times.

Make It Easy for Them to Hire You

Help time-pressured managers to make an instinctive hiring decision by reading the criteria thoroughly and responding directly to the employer’s needs in your application or cover letter. Create a skill-based resume and customize it for the job you are seeking.

Be persistent. Many companies are overwhelmed. Don’t just wait by the phone for them to call you back. Instead do a quick call within the week to make sure your application was received.

Prepare for online interviews and meetings by practicing in advance. Make sure you have proper lighting and a neutral background with no interruptions. Do practice interviews with a friend to get comfortable conveying eye contact and presenting yourself well through the medium of your camera lens.

Some tips on keeping the job once you get it:

• Choose a better response when things get tough. When receiving difficult feedback or struggling with a new challenge, find opportunities to improve and seek out help where you can rather than going on the defensive.
• Note the highlights in each day and week for you. Keeping focused on the positive will help you stay motivated to respond better in more challenging moments.
• Try to achieve more each day than you did the day before. Instead of resting on your laurels or doing the minimum required, look for opportunities to be a bit more productive or bring something new to the table every day. Continue pushing your growth edges.
• Know your limitations and boundaries. Be realistic in your expectations of yourself rather than struggling to over-achieve.
• Remember the value of your soft skills. Your value at work is not limited to your technical, job-specific skills. Far more than that, your employer and colleagues will appreciate your self-presentation, punctuality, enthusiasm, strong work ethic, co-operation, humility, and resourcefulness.
• Find humor in your work.
• Be willing to help others and be accountable. Being a strong team member and good collaborator is valued in every organization.

Jobs without people. People without jobs. Employers know about the mismatch between the skills they need and the skills workers have. To address such gaps and prepare individuals to meet sophisticated talent needs, more organizations are implementing apprenticeships.

Whether your company already has an apprenticeship program or is contemplating one, here’s what you should consider to ensure you and your people get the most out of apprenticeships.

The Modern Apprenticeship
Modern apprenticeships are a powerful option for recent high-school graduates, college grads, military veterans, and workers seeking a new start. They’re available in a broad range of 21st-century industries and occupations, from cybersecurity, healthcare, and data analytics to hospitality management, green sciences, engineering, and advanced manufacturing. (Check this official list of approved occupations for registered apprenticeships.)

Key components of modern apprenticeships include customized, supervised, and paid on-the-job training at reduced or no cost, as well as wages graduated in step with skills gained during training. Programs also vary in length depending on the employer and industry. Detailed work-based training components are determined by the employer or industry sponsors, and apprentices advance based on achieved competencies. Moreover, many workers who complete apprenticeships earn a nationally recognized qualification.

For example, Interapt, a software design and development company based in Louisville, Ky., is running a program called Interapt Skills. The program’s apprentices include career-changers, veterans, displaced workers, and recent high-school and college graduates.

Interapt CEO Ankur Gopal explains that his company “recruits and hires software engineers, but it was difficult to draw senior-level people here. And because we’re a cutting-edge business in the service industry, college grads weren’t meeting our needs. They had lots of theoretical knowledge, but lack experience and skills in the latest software development tools.”

The apprenticeship program, however, helps provide a supply of talent by blending classroom and on-the-job training with a strong mentorship component.

Getting Started
An apprenticeship program should not be a one-size-fits-all proposition. Still, some steps in creating are fundamental:

1. Identify the occupation in which you’re looking to create an apprenticeship.
2. Assign an internal team, including people from direct service, middle management, and leadership, to develop and roll out the program.
3. Work with external partners, like community colleges, high schools, civic and nonprofit groups, and state apprenticeship organizations.
4. Outline the qualifications that candidates should possess.
5. Determine core competencies and skills you’d like to develop in your talent.
6. Identify mentors and coaches.
7. Create on-the-job training goals (performance measures) and related curricula.
8. Determine type of training and scalable wage schedules.
9. Set up marketing and recruitment strategies.
10. Develop ongoing monitoring, evaluation, and improvement processes based on feedback and outcomes.

It might sound like a lot for an employer to create a customized program from scratch, but a faster-track option would be to get some technical assistance. Many organizations, such as the Urban Institute, help schools, employers, and other stakeholders start and expand registered youth apprenticeship programs. Some also provide modest funding to help employers offset training and creation costs.

Meanwhile, the American Association of Community Colleges and the Department of Labor have set up a $20M partnership to create a revamped network of apprenticeships over the next few years. (Still, we need more employers to take up the challenge, join the job skills revolution, and create more apprenticeships.)

Gopal also suggests making sure that you do an early skills test when you induct apprentices. That way, you’ve got a context for the amount of work they have to do to get up to speed. He additionally encourages employers to be transparent with apprentices from Day One about which skills they need to master and when they can advance up the pay scale.

“Consider having mentors on the team and plan for how they will be checking in with the apprentices,” Gopal recommends. “Also make sure you involve apprentices throughout the process, and give them exposure to discussions that they might not otherwise be invited to.”

Two years since Interapt launched its apprenticeship program, more than 40 companies — including Humana, Ernst & Young, and GE Appliances — have signed the program’s graduates. In other words, proof that apprenticeships can be a powerful match of skills and opportunities to move the economy forward.

Article by Nicholas Wyman.

Original Posting:

Apprenticeships That Bridge Skills Gaps