Bridging The Electronics Skills Gap Through Diverse Training

Forbes

6 days ago

The electronics industry's talent shortage is a complex problem. As global electronics trade reaches $4.5 trillion annually and represents more than 20% of all merchandise trade worldwide, building a robust, highly-skilled workforce will require an equally complex solution—one that spans from high school classrooms to corporate training centers, from apprenticeship programs to advanced degree pathways.
In Colorado, a convergence of industry associations, innovative companies and strategic government investment is demonstrating how multiple approaches can work together to address the electronics talent pipeline challenge. Rather than relying on traditional education alone, the state is harnessing the power of public-private collaboration to create comprehensive workforce development solutions.
The Multi-Dimensional Challenge
Electronics supply chains are the most globally integrated of any industry, even surpassing automotive in cross-border complexity. In Colorado, the broader technology sector (which includes electronics and advanced manufacturing) accounts for 10% of the state's employment, and over the last five years has added 47,440 net new jobs—the most jobs added by any major industry in the state. However, talent shortages persist, from entry-level technicians to more seasoned engineers.
The electronics sector's talent needs can't be met through a single, standard education-to-work pathway. At the same time, electronics sector jobs demand that workers continuously upskill to keep up with rapid technological advancement. This reality calls for a workforce development ecosystem that operates across myriad educational and training pathways simultaneously.
'The electronics industry encompasses a wide range of roles, which require different levels of education, training or experience,' says John Mitchell, president and CEO of the Global Electronics Association. 'Some roles are well-suited to on-the-job learning, which means that with relatively limited classroom training, workers can learn enough to begin working and then can continue to learn while they earn a paycheck. Other roles may require either a four-year degree, or a combination of education and on-the-job learning to acquire a broader set of skills.'
Global Electronics Association: The National Perspective
The Global Electronics Association (formerly IPC), representing more than 3,000 companies worldwide, serves as the electronics industry's primary standards-setting body while also providing critical industry intelligence on workforce trends. With the guiding vision of "better electronics for a better world," the Global Electronics Association partners with employers to develop the technical standards and certification programs for the entire industry. These industry requirements, in turn, offer essential guidance on the skills and competencies that regional workforce development efforts must address.
In partnership with employers, the Global Electronics Association trains and certifies employees, and builds apprenticeship programs that lead to good jobs. Their work also aims to ensure that local training initiatives like high school programs and corporate academies meet consistent industry requirements.
'It takes a village to build the robust, flexible talent pipelines that both help employers meet urgent workforce needs and create economic opportunity for individuals,' says Mitchell. 'We can't expect a single training program to prepare workers with every skill they will need throughout their career, but all of these organizations have a role to play in providing access to a wide range of experiences, certifications and even degrees that can stack together to support a resilient workforce.'
Colorado Technology Association: The Regional Connector
The Colorado Technology Association (CTA) is the state's nonprofit tech organization, which has fostered technology industry-focused economic growth throughout Colorado for three decades. Representing more than 400 members and a network of 18,000 leaders statewide, CTA plays a critical role in connecting educational institutions with industry needs across skill levels and training approaches.
CTA's decades of experience in Colorado's tech ecosystem positions the organization to facilitate connections between high schools developing early career programs, community colleges creating technical certifications, universities offering advanced degrees and companies building internal training capabilities. Their advocacy work helps ensure that policy supports this multi-pathway approach to talent development.
"Robust technology-focused educational pathways are essential to building a thriving, innovative workforce," says Brittany Morris Saunders, president and CEO of the Colorado Technology Association. 'By fostering connections between educational institutions and tech employers, we strengthen the entire ecosystem and create opportunities for all Coloradans to succeed in a rapidly evolving digital economy.'
Opportunity Now Colorado: Funding Comprehensive Workforce Solutions
The Opportunity Now grant program is a near $90 million investment seeded to create transformative change for Colorado's workforce through varied educational and training approaches. Rather than favoring one type of program over another, Opportunity Now funds both new and proven programs that create pathways from high school to employment.
The program's strength lies in its recognition that workforce development must span multiple educational levels and approaches. Opportunity Now funds support partnerships between industry and education providers across the spectrum—from youth apprenticeships to corporate training academies to university programs—ensuring training is relevant and matches industry needs regardless of the pathway.
To date, 96 grants have been awarded totaling $89.5 million through the Opportunity Now program. These partnerships span 382 employer and industry partners and 296 educational partners across 38 industries. The top sectors supported by these grants include healthcare, education, infrastructure and construction, while also providing financial resources to emerging sectors including quantum, semiconductors, clean tech and advanced manufacturing. Grant recipients are projected to serve 20,000 Coloradans, with 5,000 already placed into in-demand jobs.
Electronics and tech companies have similarly leveraged Opportunity Now funding to build multi-pathway approaches. Microchip Technology received over $1 million to advance semiconductor career opportunities in partnership with manufacturers and Pikes Peak State College. ActivateWork's $2.4 million grant is creating a streamlined IT workforce ecosystem training hundreds of tech professionals annually through industry-led partnerships.
'Ensuring Colorado workers are equipped with the skills needed for today's and tomorrow's jobs is central to our commitment to supporting a thriving economy that works for everyone,' says Eve Lieberman, executive director of the Colorado Office of Economic Development and International Trade (OEDIT), which leads and administers the Opportunity Now program. 'That's why Colorado is doubling down on our talent development. By working closely with businesses to understand the skills they need most and identifying solutions on a regional level, we can connect more Coloradans to in-demand, good-paying jobs and ensure businesses can find the talent they need.'
'In Colorado, we are creating opportunities for students to gain hands-on experience and get good jobs that drive economic growth,' says Colorado Governor Jared Polis. 'Opportunity Now grants help us do that, and we're proud of the success we've seen across Colorado, including at CoorsTek.'
CoorsTek: A Model for Corporate Workforce Development
CoorsTek, Inc. (CoorsTek), a privately owned manufacturer of technical ceramics headquartered in Golden, Colorado, showcases how companies can take direct responsibility for workforce development across multiple skill levels. The company produces critical components for aerospace, automotive, electronics, semiconductor and other advanced industries, giving them deep insight into the skills needed in modern manufacturing.
CoorsTek was awarded over $4.5 million through Opportunity Now in March 2024 to expand the CoorsTek Training Academy, which launched in 2021. The Training Academy offers youth apprenticeships for high school students, earn-and-learn programs for current employees, and advanced technical training for manufacturing professionals.
The academy's multi-tiered approach addresses different entry points into the electronics and advanced manufacturing workforce, benefitting students who might not pursue four-year degrees and experienced workers seeking to upgrade their skills for emerging technologies.
'We needed to come up with a solution that was multi-pronged,' says Irma Lockridge, chief people officer at CoorsTek. 'Manufacturing in and of itself is not one-size-fits-all. There are a number of different skill sets that really build upon themselves. As our employees build proficiency and those stackable skills, that's when they hit the sweet spot where a manufacturing job becomes not just a job, but a real career.'
Alternative Pathways in Action
The effectiveness of this approach in Colorado lies not in formal partnerships between these organizations, but in how their individual contributions create an ecosystem of opportunity. High school students can engage with early career programs supported by CTA's network, pursue technical certifications aligned with Global Electronics Association standards, participate in apprenticeships at companies like CoorsTek or advance through university programs.
This multi-pronged approach acknowledges that the advanced manufacturing talent pipeline must accommodate different learning styles, career goals and life circumstances.
'We want our approach to be an immersion of skill development where an employee earns a meaningful certification and new skills,' said Lockridge. 'Whether it's youth apprenticeships, mid-level careers or advanced manufacturing, the real outcome is supporting employees on their path toward living wage jobs and careers with a bright future instead of just trying to make ends meet.'
As Colorado's electronics talent pipeline initiatives mature, they're demonstrating how comprehensive workforce development requires coordination across multiple types of programs rather than reliance on any single approach. The state's leadership in sectors such as quantum, semiconductors, clean tech and advanced manufacturing benefits from this recognition that talent development must be as diverse as the industry itself. The success of Colorado's multi-pathway approach creates a replicable model for other regions facing similar electronics talent shortages.