Despite historically low unemployment and a growing economy, hiring skilled workers remains a challenge in many of our nation’s key industries, such as manufacturing, construction, information technology, and healthcare. We know America’s young people have talent. Now it’s time to embrace the tools necessary to more effectively discover and guide that emerging talent to high demand careers.
Until very recently, caring for young children was considered a family, actually a woman’s, responsibility. But things are changing. The workforce of today looks quite different. Leading employers have identified this shift and recognize that acknowledging it is a winning proposition, both for their business and for America’s future. The changing nature of the workforce and shifting employee expectations provide the business community with a unique opportunity to lead the way in implementing family friendly policies that support their employees and make economic sense for the business’ bottom line.
Breaking down STEM barriers starts in the classroom, providing science, technology, engineering, and math (STEM) learning in an inclusive digital environment. And this education shouldn’t be limited to high school students. Igniting STEM interest in middle school increases girls’ STEM interest later in their education.
Three years ago, 15 military service members preparing to transition to civilian employment gathered at Joint Base Lewis-McChord near Tacoma, Washington, to participate in the pilot cohort of a new corporate fellowship program.
That work is going well and is spurring a more comprehensive transformation of the public schools and greater alignment between higher education programs and business needs. But the payoff is long term. Meanwhile, manufacturers have more immediate skill needs that are not being met. So, ConxusNEO is now focusing on those needs as well. The starting point for meeting those immediate skill needs is reliable and actionable information about which jobs are most difficult to fill and what skills those jobs require. But that information turns out to be in short supply, creating a missing link at a crucial point in the talent supply chain. Enter, the Talent Pipeline Management (TPM) Initiative.
From Baton Rouge to Grand Rapids, Austin to Atlanta, and finishing up in Frankfort last month, our 2017 five-city childcare roadshow is complete. We brought together business leaders, policy makers, advocates, and practitioners to discuss the critical role of high-quality early education and care in advancing the workforce of today, and the workforce of tomorrow. The events were a great success and in each state, an energized business community is eager and ready to take the lead in advancing this conversation in their own community.
The world is changing in profound ways. This change has brought with it growth, opportunity, and job creation, as well as new risks for workers and communities. For many of these risks, we are ill equipped to manage them. These are the risks that have fueled economic anxiety and job insecurity.
In March 2017, Hiring Our Heroes, together along with Deloitte and Blackstone, hosted an interactive discussion with a group of nearly 40 military family-friendly public and private partners to explore ways to improve the efficacy of initiatives and programs that seek