Latest news with #workforceDevelopment
Forbes
4 days ago
- Business
- Forbes
Bridging The Electronics Skills Gap Through Diverse Training
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.
Al Jazeera
31-07-2025
- Politics
- Al Jazeera
Brown University strikes $50m deal to end Trump administration pressure
Brown University has become the third Ivy League campus to reach a deal with the administration of United States President Donald Trump, in a bid to restore frozen federal funding. The agreement, announced on Wednesday, is the latest instance of an elite US school bargaining with the president and acceding to his demands. As part of the deal, Brown will pay $50m over 10 years to improve Rhode Island's workforce development programmes. It will also commit to supporting its local Jewish community and restricting its acknowledgement of transgender students. The agreement comes amid a wider campaign by the Trump administration to withhold federal funds from elite universities in an effort to stem 'woke' ideology and combat anti-Semitism. Opponents say the administration's efforts are politically motivated and out of step with reality, but have acknowledged that many administrators feel they have little choice but to acquiesce amid the funding pressures. Earlier this month, the University of Pennsylvania and Columbia University both inked their own deals with Trump. The University of Pennsylvania agreed to comply with Trump's stance on transgender athletes, but Columbia was forced to pay a settlment of $200m, in addition to complying with several demands about admission and hiring. His administration had severed funds and opened investigations into both schools, as it has with Brown as well. In a statement, Brown President Christina Paxson said her school's deal preserves its academic independence. She highlighted a clause that says the government cannot dictate curriculum or the content of academic speech at Brown. 'The University's foremost priority throughout discussions with the government was remaining true to our academic mission, our core values and who we are as a community at Brown,' Paxson said in a statement. Still, the agreement includes many similarities to the controversial Columbia University deal, including measures to address alleged anti-Semitism following widespread protests against Israel's war in Gaza. Advocates have accused the Trump administration of intentionally mischaracterising the demonstrations to silence pro-Palestine voices. As part of the new deal, Brown will be required 'to support a thriving Jewish community, research and education about Israel, and a robust Program in Judaic Studies'. It will also have to conduct a survey to ensure a welcoming campus climate, including for Jewish students and faculty. In addition, the deal reflects other Trump priorities, including his opposition to the inclusion of transgender people in the campus housing and sports teams that reflect their gender identity. Trump issued an executive order on January 20 saying that his government would only recognise two sexes, male and female, rejecting transgender identity altogether. The president has also attempted to stamp out diversity initiatives, accusing them of being inherently discriminatory. In his government's agreement with Brown, the school agreed to provide a trove of data on the race, grades and standardised test scores of students who apply and are admitted to the university for a 'comprehensive audit'. The deal further bans Brown from using any 'proxy for racial admission', such as personal statements or 'diversity narratives'. Brown did, however, dodge a demand imposed on Columbia that would see an independent monitor appointed to ensure compliance with the deal. In a statement, Education Secretary Linda McMahon said the agreement showed the Trump administration was 'successfully reversing the decades-long woke-capture of our nation's higher education institutions'. While Brown will pay $50m into workforce development in its home state of Rhode Island, the Trump administration is slated pay $50 million in unpaid federal grant costs as part of the deal. The Trump administration had been projected to withhold nearly $510m in grants and research funding from the school. The president remains locked in a standoff with Harvard University, with administrators reportedly signalling this week that they were open to spending up to $500 million to reach a deal.
Fox News
15-07-2025
- Business
- Fox News
Trump Department of Labor to absorb some Education Department responsibilities
FIRST ON FOX– The Department of Labor "will take on a greater role" in administering some of the Department of Education's workforce programs as part of President Donald Trump's broader effort to eliminate the Department of Education. A Department of Education memo, first obtained by Fox News Digital, details how the department will implement a "workforce development partnership" to provide a coordinated "federal education and workforce system." The workforce development partnership stems from the Department of Education signing an Interagency Agreement (IAA) with the Department of Labor in May. The IAA is a tool used by government agencies to share resources, collaborate, and streamline services. However, the move was thwarted the next day in McMahon v. New York when a Massachusetts district judge granted a preliminary injunction to the plaintiffs, pausing the IAA and reinstating approximately 1,400 employees at the Department of Education. The Supreme Court on Monday ruled to temporarily pause the lower court's order, allowing the Department of Education to resume its use of the IAA and proceed with firing hundreds of employees. The Department of Labor will take on a growing role in executing the day-to-day administration of the adult education and family literacy programs and Opportunity Act and career and technical education programs. While the Department of Labor manages these workforce programs, the Department of Education maintains all statutory responsibilities as well as oversight of these programs. The purpose of this move is to streamline services for states and grantees. The Department of Education said the collaboration "marks a major step in shifting management of select ED programs to partner agencies." While the Department of Labor already administers the majority of workforce programs, U.S. Secretary of Education Linda McMahon said "the current structure with various federal agencies each managing pieces of the federal workforce portfolio is inefficient and duplicative." "Support from the Department of Labor in administering the Department of Education's workforce programs is a commonsense step in streamlining these programs to better serve students, families, and educators," McMahon added. The Department of Education stated that the partnership comes amid a critical talent shortage, considering over one out of 10 youths between 16 and 24 are not working or in school. Furthermore, there are only two replacements for every five retirements in the skilled trades. The Trump administration touts that the partnership will help their effort in "making America skilled again." "Our bloated federal bureaucracy has made it increasingly difficult to administer workforce development programs effectively, and our students and workers have been left behind as a result. Under President Trump's leadership, we are restructuring to meet the needs of our workforce," said U.S. Secretary of Labor Lori Chavez-DeRemer. Throughout the 2024 campaign, Trump promised to eliminate the Department of Education and in March signed an executive order directing his administration to start disbanding the department.
Arab News
07-07-2025
- Business
- Arab News
Why education will never fully align with market needs — and why that is okay
One of the most persistent conversations in global workforce development is how to 'close the gap' between education outcomes and labor market needs. While the aspiration is commendable, my recent engagement in the B20 South Africa 2025 Education and Employment Task Force (the official business voice of the G20) has reinforced what many of us in the field already know: This gap will never fully close. And that's not a policy failure — it is a reflection of a fast-changing world. Published statistics shared during the B20 discussions across the G20 countries showed that nearly 50 percent of workers are in jobs that do not match their qualifications and by 2030, 40 percent of current core job skills are expected to change due to technological disruption. These numbers are not surprising, as all education systems — no matter how well-designed — simply cannot move at the same speed as market innovation. The labor market is a moving target. That is why agility, not alignment, must be our new north star. In this global context, Saudi Arabia stands out as a forward-thinking model. Under Vision 2030, the Kingdom is investing heavily in human capital development. Initiatives like the Human Capability Development Program and sector-specific upskilling programs are building a resilient, future-ready workforce. These are not reactive measures; they are proactive strategies to prepare for the unknown. To stay ahead, we must rethink our entire approach to education and employment. There are several global best practices that Saudi Arabia is already beginning to implement, and these could be scaled even further. The gap between what education provides and what the market needs is not a failure; it is a permanent feature of a dynamic, innovation-driven world First, we must prioritize re-skilling over initial training. Employers often hesitate to invest in training due to an unclear return on investment. If we view re-skilling as a shared responsibility — where governments reduce financial risk and businesses contribute strategically — this barrier becomes surmountable. Another point is that we must build demand-led skilling systems. Training programs should be linked directly to labor market needs, with employers involved in curriculum design. This ensures the skills taught are immediately relevant to the business sector and adaptable. Furthermore, we should embrace modular learning and micro-credentials. Short, certifiable learning pathways offer a faster, more flexible way to gain employment-relevant skills without relying solely on traditional degrees. We also need to focus on closing the digital divide. In a country rapidly adopting artificial intelligence, fintech and digital transformation, we must ensure equitable access to training tools for all, including rural and underserved populations. Finally, we need to strengthen public-private partnerships. The private sector should not be seen as a passive consumer of talent but as an active co-designer. The evolving nature of work demands that we shift our focus from chasing perfect alignment between education and employment to fostering systems that can evolve with change. The gap between what education provides and what the market needs is not a failure; it is a permanent feature of a dynamic, innovation-driven world. Instead of aiming to eliminate this gap, we must learn to navigate it with agility, resilience, and foresight. Saudi Arabia's strategic investments under Vision 2030 reflect an understanding of this reality. By embracing lifelong learning, building demand-responsive systems, and fostering collaboration between sectors, the Kingdom is setting a powerful example of how to future-proof its workforce. The goal is no longer to predict the future of work but to prepare people to thrive in it — no matter how it changes. • Dr. Taghreed Al-Saraj is a bestselling Saudi author, international public speaker and senior adviser for education and innovation.
CNA
01-07-2025
- Business
- CNA
Why career health matters
04:53 Min When careers thrive, businesses grow. Invest in career health today—for a stronger, future-ready workforce tomorrow.
