Internships & Apprenticeships
Apprenticeships as a Workforce Solution BY ASHLEY PUTNAM AND KEITH ROLLAND
IN AN EXCEPTIONALLY TIGHT LABOR MARKET, business leaders are contemplating the changes they can make in hiring and developing talent. Research from the Federal Reserve Bank of Philadelphia has demonstrated that this is a unique moment in our economy for workers without four-year college degrees. As companies start to examine their own hiring and talent development strategies, there is an opportunity to foster economic mobility by creating career pathways for nondegree-
holding job seekers. One tried and true best practice for both employers and job seekers is apprenticeship. Apprenticeships show good returns on investment for both employers and apprentices. Apprenticeship can be a pathway to economic mobility, as apprentices benefit from the combination of on-the-job learning and education and the support of mentors. Some employers start apprenticeships as a way to increase diversity in their workforce. Most of us are familiar with apprenticeships such as those seen in construction and the skilled trades. They allow job seekers to work, learn, and earn at the same time, moving up in both skills and wages as they journey from an apprentice to a tradesperson. U.S. Department of Labor (DOL) funding during the past decade has fueled a gradual expansion of Registered Apprenticeships to advanced DELAWARE BUSINESS
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Ma y / Ju ne 2022
manufacturing, health care, information technology (IT), and other industries. Recently, the U.S. DOL funded three industry intermediaries to develop apprenticeships that respond to supply chain challenges in advanced manufacturing, automation, and nanotech/semiconductors. Another intermediary will develop apprenticeships for providers of human services, vocational rehabilitation, and child care. Correspondingly, there has been an increase in occupations eligible for apprenticeships. In Delaware, Registered Apprenticeships have gradually expanded to include water systems operators and auto technicians, as well as occupations in the restaurant and information technology industries, in addition to continued extensive activity in construction and the skilled trades. Reflecting growing national interest in high school apprenticeship programs, Delaware is implementing a U.S. Department of Labor grant to enroll 400 youth apprentices in construction, hospitality, and information technology. The state is convening partners and is developing a case management data system for youth apprentices. Given the impact that apprenticeships can have on growing talent and connecting nondegree workers to the labor market, the Federal Reserve Bank of Philadelphia is exploring the use and application of apprenticeships. In the current shortage of skilled workers, businesses may want to consider apprenticeship as a talent recruitment and development strategy to attract new talented employees and to increase skills of incumbent employees. n For sources, visit www.DSCC.com/DelawareBusiness Ashley Putnam is director of the Economic Growth and Mobility Project at the Federal Reserve Bank of Philadelphia. Keith Rolland is a consultant for the Federal Reserve Bank of Philadelphia.
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