Per Scholas New York Managing Director Debbie Roman discussed our tuition-free tech training on NY1, the 24-hour news network dedicated to NYC, with anchor Ruschell Boone. In her interview, Debbie shared information about Per Scholas’ footprint in New York and our accessibility to individuals in all five boroughs through our innovative satellite training model. She also reflected on how diversity, equity, inclusion, and belonging are at the core of Per Scholas and is reflective of the community and culture that lives in New York City.

The feature was during a Women Wednesday segment, where Debbie was highlighted as a woman leader, and she reflected on her 15-year career in workforce development following her move from Puerto Rico.

Watch Debbie’s interview here!

Tech Jobs Remain Hot, but Diversity Gaps Remain Prevalent

A Per Scholas Perspectives Piece from Damien Howard

Despite layoffs in the first quarter of 2023, the tech job market remains hot! According to the April jobs report, there are more than 316,000 open tech roles nationwide. Yet, companies continue to struggle to find the skilled talent to fill these roles. And in my view, many companies are unfortunately still overlooking valuable and performance driven diverse technologists to fill these roles.

Nationwide, Black people only make up 8 percent of the technology workforce, and that percentage is even lower – 3 percent – when you look at Black technologists in the C-Suite. The percentage of women in technology jobs nationwide continues to hover around 25 percent, and again, representation among women of color is at a devastatingly low 4 percent.

My friend Franklin Reed, Executive Director of Global Inclusion, Diversity and Equity at TEKsystems, and I are always innovating solutions on this topic, to achieve our shared goal of a more equitable, inclusive, and diverse technology workforce.

Here are our three major takeaways this April, Celebrate Diversity Month, from TEKsystems’ inaugural Diversity, Equity and Inclusion in IT Report that can help close diversity gaps.

First, IT decision makers believe in the power of diversity. 86 percent of IT decision makers believe DEI programs have made their culture more inclusive, which aids business’s overall ROI and morale. Plus, 74 percent of IT decision makers agreed that DEI has increased their team’s productivity.

“Cultivating a diverse culture starts with a genuine belief that diversity makes us better, followed by intentional recruiting efforts that reinforce this belief,” says Franklin. In this article, Franklin and his colleague discuss a programmable approach to inclusive and equitable recruiting.

Next, there’s tremendous opportunity to implement advanced or mature DEI programs. Less than half (46 percent) of organizations reported having advanced or mature DEI programs, which translates into a missed opportunity for innovation and increased profit for the vast majority. Per Scholas and TEKsystems are leaders in DEI, and can help support your company in developing and implementing powerful talent solutions.

“There is no quick fix to attracting, recruiting, and retaining diverse candidates. Change comes from deep within an organization, and it takes time. It also takes an honest evaluation of where your company currently is with its DEI practices and where the stakeholders want it to be,” Franklin says.

Like Franklin, I often counsel leaders that are looking for different ways to drive revenue that DEI can’t be an initiative or a scattershot effort, but instead, embedded into the DNA of your company, with business metrics and resources to support sustainable success.

Finally, much more needs to be done to support women technologists. There’s a 25 percentage plus point gap between male and female technologists when they indicate their sense of belonging at work, and an even larger gap between men and women related to their perceptions of growth opportunities.

Beyond racial and gender diversity, there are so many other diversity dimensions we must consider and take into account, from neurodiversity to educational attainment, family composition, and more.

So, what’s your take? What are ways your company is closing the diversity gap among your technology workforce? Franklin and I would love to hear from you. Drop a comment below!

In April, Apex Systems volunteered their time with Per Scholas Alumni nationwide for a virtual volunteer event. The hour-long event was led by Kaitlin Westbrook Tolson, National STEM advocate of Apex Systems, and included a presentation on how to work with technical recruiters. More than 40 alumni and volunteers attended in total to increase professional experience in the tech industry with technology professionals and was an exceptional opportunity for alumni to network and gain industry insight. 

Corporate engagement events such as this volunteer opportunity with Apex Systems are a great way to partner with Per Scholas and unlock potential in our learners. To learn more about how you can volunteer with us or host a corporate engagement event, please reach out to Per Scholas Director of Corporate Engagement Miguelina Manriquez at mmanriquez@perscholas.org.

The Future is Diverse: How Creating Diverse Teams Will Change the Face of Tech and Promote Profitability

The past two months have presented multiple moments of reflection and consideration as I have personally thought about Black History Month in February and Women’s History Month in March. With Per Scholas, I have had the opportunity to commemorate these important moments through our Black Futures Month and Women’s Futures Month initiatives, as we bring light to the stark disparities facing Black and women technologists across the sector. I am able to stand on the shoulders of Black women who paved the way for women like me, look back at their accomplishments, and consider what the future holds for both diversity groups with excitement coupled with the understanding that there is still so much to be done.  

According to the latest research from Boston Consulting Group, diversity is a key driver of innovation, finding that diverse teams produce a minimum of 19% more revenue. However women in the technology sector continue to hover around 28% of workers nationwide, and Black talent makes up only 8% of the technology workforce. Considering these dire statistics, it’s safe to say that there’s room for improvement in diversifying the tech workforce. I recently hosted Per Scholas’ Black Futures Month and Women’s Futures Month Roundtables and learned so much from my guests. Below, you’ll find my four takeaways.

Black Technologists From Days Passed Remain Motivation for Black Futures

During Per Scholas’ Black Futures Month Roundtable in February, I was joined by panelists Athenia Figgs, Senior Technology Leader at EY; Damien Howard, Per Scholas Chief Enterprise Solutions Officer; and Oche Idoko, Director, Americas, of Cyber, Technology, Data, and Change Risk at Barclays, to celebrate the contributions of Black technologists past and current, as we do our part to create Black tech futures. Our panelists each acknowledged Black technologists they admire, which illustrated the many ways Black Futures are fueled by Black History. 

Additionally, as our panelists discussed the work of past Black technologists, we considered our own journeys working alongside the tech industry and how we could diversify the tech landscape for the future. Prior to joining Per Scholas, I found myself being very passionate in advocating for others. That is what led me on my journey to being a DEI practitioner, joining as Senior Director of Per Scholas Diverse by Design last summer. The power we hold to change both the perception and the reality for so many diverse technologists is humbling.

Diversity, Equity, Inclusion, and Belonging are Driving ROI

In recent years, there has been a massive investment into diversity, equity, inclusion, and belonging, and the research is clear. Diversity makes good business sense; so good that McKinsey and Company research revealed that companies in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above industry means. Considering such a high return on investment is incredible, and one that can be achieved when organizations embrace DEIB&C, diversify their workforce, and move forward from announcing diversity initiatives into driving action and results. 

One aspect of a company’s return on investment comes from the pillars that diverse teams are smarter and more innovative. A Harvard Business Review article lifts up recent studies that prove diverse teams are smarter, lead to improved group thinking, remain objective, and are more innovative, leading to more revenue-generating opportunities for companies big and small. Another perspective is how diversity gives businesses a competitive advantage. Companies with a diverse workforce can better connect to different customer groups, therefore increasing market share. It’s a key factor in achieving a competitive edge by bringing new perspectives and fresh ideas, increased market knowledge, improved team dynamics, talent acquisition and retention, and better brand reputation overall. Athenia Figgs mentioned, “Companies have tech goals that are linked to outcomes with revenue and efficiency. We showcase the experience of practitioners on teams, and because the team is diverse, results show that they are more stable and have solutions. People come up with interesting solutions because they are a diverse team.”  With new perspectives and remembering the history and contributions of past Black technologists, we can enhance Black Futures in tech.

Women Technologists are Diversifying the Tech Industry

This Women’s History Month, we brought to light the best practices, strategies, and solutions to create more Women tech futures. I hosted the Women’s Futures Month Roundtable with panelists Jamie Feldman, Senior Vice President, Enterprise Sales & Account Management at Per Scholas; Maria Medrano, Co-Founder & CEO, Inspirame; and Rashida Ricks, Vice President of Strategic Engagement and Inclusion, CGI Federal. Between all of us women and our involvement in leading the way to create a space for more women to be in tech, I am confident that we will continue to see the number of women in the tech landscape grow.

At Per Scholas, we’re in the business of unlocking potential and changing the face of tech. That’s why this Women’s History Month, we celebrated the contributions of women technologists from past to present for Women’s Futures Month. I’m proud to share that in 2022 alone, Per Scholas trained 1,545 women technologists for high-growth careers, creating strong women futures and contributing to their companies’ bottom lines and their local communities. Nationwide, more than 40 percent of our learners identified as women. But so much more needs to be done. 

A Sense of Community, Resources, and Organizational Support Will Take Us to the Next Level

One consistent theme of our Women’s Futures Month Roundtable was community. All of our panelists stressed the importance of “finding your tribe” as women and building a support system from leaders and mentors – both female and male. This was an important takeaway for me because it is important to provide support, understanding, and resources as a business for women to have a sense of belonging and feel important. When women feel empowered and supported, there is nothing we aren’t capable of doing. What made our Roundtable unique was that it didn’t just represent women; it represented minority women. By being part of the Roundtable, we were able to show that Black and Latina women have a place in technology as technologists.

One powerful recommendation I made from Jamie Feldman’s remarks was to join an ERG (employee resource group), and if there wasn’t one that fit what you were looking for, to create it yourself. This sense of community and empowerment is key for leaders in an organization to build so women will thrive at work. The ambition of women is unmatched, and as we encourage more women in the tech landscape to voice their ideas and challenge the status quo, there will be profitability and success for your business, which inspires me as a woman of color. 

The Future is Bright!

With the messaging from the leaders from Per Scholas’s Black and Women’s Futures Months Roundtables, I am hopeful for a diverse and inclusive future in tech. There is still work to be done to improve on statistics and DEIB&C initiatives at various organizations, but with the ideas our panelists mentioned and leaders like them working to make a difference in diversity, the future is bright. To see some of my favorite moments from the Roundtables, visit the Per Scholas YouTube page! We have more events like this planned to open the doors for more conversations centered around diversifying the tech landscape – stay tuned for our Hispanic Futures Month Roundtable this fall!

Every company is a tech company and in need of skilled tech talent. Per Scholas was proud to welcome NPR National Labor and Workplace Correspondent Andrea Hsu to our National Capital Region campus recently to connect with learners about their aspirations for careers in technology.

Per Scholas President and CEO Plinio Ayala discussed how every company is a tech company and how, despite the mass layoffs from tech companies, there are still hundreds of thousands of tech jobs available throughout the country.  Additionally, Per Scholas Instructor Keionna Yarborough and three current Per Scholas learners Elizabeth Mabrey, Michael Gomez, and Johntel Brandy, shared their experiences as technologists.

Read Andrea’s insightful piece, or listen to her reporting on the Consider This Podcast!

Why do you need a cybersecurity certification?

Cybersecurity can be defined as the practice of protecting systems, networks, critical programs, and sensitive information from digital attacks. Successful cybersecurity attacks can be incredibly damaging to an organization, both financially and reputation-wise. Therefore, it is vital for any organization to possess adequate cybersecurity measures in order to protect themselves and their customers. The demand for cybersecurity professionals has increased significantly in recent years as digital information and technology become more and more integrated into daily work, and cyber threats attacks become more sophisticated.

According to a study by IBM, the average cost of a data breach (taking into account “the expenses of discovering and responding to the breach, the cost of downtime and lost revenue, and the long-term reputational damage to a business and its brand”) increased 12.7% since 2020: from $3.86 million USD in 2020 to $4.35 million USD in 2022.

A report by Cybersecurity Ventures, a cybersecurity research organization, found that the number of unfilled cybersecurity jobs in the U.S. grew by 350% from 2013 to 2021, from one million positions in 2013 to 3.5 million in 2021. Not only are cybersecurity professionals in high demand, the field is a lucrative one. According to Salary.com, the average U.S. income for an entry-level cybersecurity analyst is $87,853, and salary increases in proportion to skill level. The high demand for cybersecurity professionals and the relatively high salaries for those in the field make it an appealing job option for many career-seekers.

Cybersecurity certifications that companies are hiring for 

For those looking to enter into the cybersecurity field, specific certifications are necessary to take on most roles. While possessing a traditional 4-year college degree can potentially give applicants a leg up in the job search, certifications are the main requirement for working in cybersecurity. Certification programs are typically shorter and more narrowly-focused than a degree program, making them an ideal choice for those new to the cybersecurity field, and those already in the field, who want to further their careers.

Certifications are not necessarily required for all cybersecurity roles, but possessing certain certifications indicates to hiring managers that you are proficient in those areas covered by the certification exam. Many companies prefer candidates who have certifications, because it validates knowledge of best practices. Furthermore, because certifications need to be renewed regularly, possessing a valid certification indicates that the candidate’s knowledge base is up to date. 

Types of cybersecurity certification programs available 

It is not always easy to decide which certifications to pursue, especially when so many options exist. A good approach is to look at the specific certification requirements or recommendations for a position that you are interested in pursuing. From there, you can decide whether your best course of action is a degree, an academic certification, or a professional certification, and which specific certification would be most advantageous for your goals.  

Academic certification programs

In addition to 4-year degrees, many academic institutions offer certification training programs that are shorter in length, running from a few weeks to a few years long. Academic cybersecurity certifications are designed to provide students with a deep background into some of the current issues in the cybersecurity field, and are ideal for students who hold a degree and are looking to make a career switch, or those who would like to learn more about the field before committing to a longer and more expensive degree program. According to career guidance website Cybersecurity Guide, “academic cybersecurity certification programs are intentionally designed to help students with a relevant background (computer science, mathematics, engineering, or relevant work experience) get specific training and expertise in cybersecurity topics. Essentially, the goal of these certification programs is to bridge the gap between previous experience and the requirements of the cybersecurity workforce.”

Academic program prerequisites

Academic certification programs usually don’t require as many prerequisites as 4-year degree programs (such as standardized test scores), but they may require that candidates possess a certain amount of academic credits or a degree in another field. Typically, academic certification programs will require at very least one semester’s worth of college credit to apply.  

Professional certification programs

Professional cybersecurity certifications, according to Cybersecurity Guide, “are designed for people already working in the cybersecurity field (or closely-related IT and networking fields) to get trained on some of the latest tools and software to detect, prevent, and combat against cybersecurity issues. These certifications are used to show proficiency with specific technologies.” They can also be great tools for entry into the field, such as the CompTIA Security+ certification, which can prepare people for entry-level cybersecurity positions. Professional certifications prepare individuals to take on specific roles within the field. Certification options range from beginner to highly advanced levels, and are ideal for either entry into the field, or leveling up existing skills. 

Professional program prerequisites 

Prerequisites for professional certifications vary based on the specific certification in question. Many certifications, particularly the more advanced ones, require a certain number of years of work experience in a related field. Some of these certifications also either require or recommend earning other adjacent or lower-level certifications before attempting to certify. Certification programs may also require candidates to take specific training programs in order to be eligible for certification. It is important to note the specific prerequisite requirements before attempting to earn any certification. 

Popular professional cybersecurity certifications 

There are many professional cybersecurity certifications available for interested candidates. These certifications range from beginner-level to very advanced, depending on the candidate’s existing skill level and what path within the field they wish to follow. We will note some of the most common cybersecurity certifications below, although there are dozens of them available.

CEH: Certified Ethical Hacker

The Certified Ethical Hacker, or CEH, certification is a professional credential for ethical hackers. Obtaining this certification prepares candidates to  look for weaknesses in computer systems and proficiently understand and utilize the tools used by malicious hackers. Recipients of this certification commit to obeying the law and following a code of ethics while using their skills.

The CEH certification is offered by the International Council of Electronic Commerce Consultants, or EC-Council, an organization that offers over 20 different certifications in the field of cybersecurity. According to the EC-Council website, the “CEH v11 [certification] will teach you the latest commercial-grade hacking tools, techniques, and methodologies used by hackers and information security professionals to lawfully hack an organization.”

Employing cybersecurity professionals who understand the methods, tools, and practices of malicious hackers is extremely important to the security of any organization, because it enables the security team of that organization to build an adequate defense. 

CEH certification requirements 

Candidates looking to obtain a CEH certification are required to pass a 4-hour, 125-question, multiple-choice exam. This exam “tests for knowledge in five key areas: network reconnaissance, network access, network enumeration, maintaining network access, and disguising evidence of a network breach.”

CEH certification candidates must be at least 18 years of age and will need to apply for eligibility before purchasing an exam voucher. In order to be considered eligible, a candidate must have either completed an official EC-Council training course at an accredited training center, via the EC-Council iClass platform, or at an approved academic institution OR have 2 years of demonstrated experience in Information Security.

CEH certification cost

The official EC-Council training course costs $850. For those applying to take the exam without having completed the training, there is a non-refundable, $100 application fee. The exam voucher itself costs $1,199, and retakes cost $450 each.

CISM: Certified Information Security Manager 

The Certified Information Security Manager, or CISM, certification is a professional cybersecurity certification offered by the Information Systems Audit and Control Association (ISACA), an international professional association focused on IT governance that offers 8 main certification programs.

According to the ISACA website, the CISM certification “indicates expertise in information security governance, program development and management, incident management and risk management.” This certification, they say, is “designed for those who manage, design, oversee and assess an enterprise’s information.”

CISM certification requirements 

Candidates looking to become CISM certified must pass a 4-hour, 150-question, multiple choice exam. After passing the exam, candidates must then apply for certification. Candidates must agree to adhere to the ISACA Code of Professional Ethics, which guides professional and personal conduct, and to the Continuing Professional Education (CPE) Policy, which ensures that candidates maintain competency and proficiency over time. 

In order to apply for certification, candidates must also have a demonstrated minimum of 5-years of professional information security management work experience within 10 years of applying for certification. Some substitutions may be made for up to 2 years of this requirement. The ISACA website notes that many candidates choose to take the CISM exam before meeting the experience requirements. While this is acceptable and relatively common, the official certification will not be issued until all of the requirements are met.

CISM certification cost

According to the ISACA website, the exam registration fee for ISACA members is $575, and the fee for nonmembers is $760. There is a $50 application processing fee to apply for certification after completing the exam.

CompTIA Security+

The CompTIA Security+ certification is a professional cybersecurity certification issued by the Computing Technology Industry Association (CompTIA), a non-profit organization that issues many of the industry standard certifications in IT. The CompTIA Security+ certification, according to the CompTIA website, is a global certification that validates the baseline skills necessary to perform core security functions and pursue an IT security career.

It is a base level cybersecurity certification that prepares candidates for entry-level roles in the cybersecurity field. This certification ensures that candidates possess the core knowledge required to work in cybersecurity, and opens the door for them to pursue higher-level cybersecurity certifications and jobs. The certification covers a variety of topics, including attacks, threats, and vulnerabilities, network architecture and design, security implementation, operations and incident response, and governance, risk, and compliance.

Jobs that use CompTIA Security+ include: 

-Security Administrator

-Systems Administrator

-Helpdesk Manager / Analyst

-Network / Cloud Engineer

-Security Engineer / Analyst

-DevOps / Software Developer

-IT Auditors

-IT Project Manager

CompTIA Security+ certification requirements 

Candidates looking to become CompTIA Security+ certified must pass a 90-minute, multiple choice and performance-based exam, with a maximum of 90 questions. “CompTIA Network+ and two years of experience in IT administration with a security focus” are recommended, but not required.

CompTIA Security+ certification cost

The average cost of the CompTIA Security+ exam is $381.

Where to get certified for cybersecurity

Some of the major organizations offering well-known and respected cybersecurity certifications include:

• (ISC)2 – The International Information System Security Certification Consortium
• EC-Council
• CompTIA
• GIAC – Global Information Assurance Certification
• ISACA

Per Scholas: What We Offer 

Per Scholas provides tuition-free tech training in a variety of IT fields. Per Scholas also covers the cost of certification exams, allowing learners to become certified for no personal charge. We currently offer two cyber security-related courses, which allow learners to earn either the CompTIA CySA+ certification, or the CompTIA A+ certification. These courses, Cybersecurity and Security Fundamentals, are offered at a number of our campuses across the country. To learn more about the tuition-free training we offer and apply to IT courses that will help launch your career in tech, you may visit our website.

Cybersecurity: CompTIA CySA+ certification

Our Cybersecurity course, currently offered at 12 of our campuses, gives learners the opportunity to earn the Cybersecurity Analyst Certification (CySA+), equipping them with fundamental concepts in security specialities and hands-on training to enter the ever growing field as a cybersecurity analyst. Graduates of this course will be equipped with the knowledge to fulfill a wide range of entry-level technology jobs such as Cyber Security Analyst, Junior Desktop Technician, and Tech Support Engineer.

Security fundamentals: CompTIA A+ certification

Our Security Fundamentals course, currently offered as a hybrid-style course at our Denver campus, provides the opportunity for learners to earn the CompTIA A+ certification, equipping them with cybersecurity fundamentals and hands-on training to gain the initial knowledge and skills to get started in an entry-level security-related role. Security Fundamentals graduates will earn their CompTIA A+ certification and have the opportunity to be hired into a 12- month apprenticeship as a Security Analyst with one of our Activate employer partners.

Become a Per Scholas Learner – complete our eligibility form today!

Per Scholas Greater Boston Managing Director H. Kay Howard was interviewed by the Boston chapter of GreenLight Fund, a national nonprofit that helps open opportunities for children, youth, and families experiencing poverty through community engagement and investment. 

GreenLight Fund Boston invested in Per Scholas in 2019 to provide alternative pathways to meaningful, high-paying careers. Per Scholas Greater Boston’s former Managing Director, Robin Nadeau, helped launch, grow, and develop Per Scholas Greater Boston before accepting a new role as Regional Senior Vice President. H. Kay Howard has now taken on the position of Managing Director, and we are excited for all she will bring to the organization as our Greater Boston campus continues to grow!

Read H. Kay Howard’s full interview here, in which she discusses her background, how she came to Per Scholas, the ways in which she exemplifies our organization’s values, and her plans for the campus’ future growth and development.

Last week, Per Scholas Seattle launched its very first in-person cohort! Noting the high, organic demand for web development and programming courses in the Seattle area, the campus decided to offer Software Engineering as its first in-person course. 

The course, which is still currently offered online, will prepare learners for a career in the technology industry as “an adept developer with a ready-to-present professional portfolio to share with potential employers,” and will cover areas of Web Development, App Development, and many more.

“Many of our learners have very little training in coding,” said Per Scholas Seattle’s Managing Director, Brian McRae. “Most of them know the basics such as HTML and CSS. Our curriculum will expand their knowledge of front-end frameworks and introduce them to back-end frameworks such as Mongoose, Express.js, Node.js, REACT and more. With both individual and group projects in the curriculum, our learners will build very substantial technical portfolios to demonstrate their job ready competencies to prospective employers.”  

Seattle’s first person cohort is an incredibly diverse one. Of the 17 registered learners, 29% identify as female, and 82% are people of color. Of the learners who identify as Caucasian, all are immigrants from either Russia or Ukraine, and others in the course hail from Morocco and Ethiopia. 35% of the learners possess only a high school diploma or GED, while the remaining 65% have earned more advanced degrees. The average learner age is 30.

The Seattle campus held its Kick-Off for the first in-person class at its new site on March 27th. We are so excited to see how the cohort progresses!

“I am absolutely thrilled that Per Scholas Seattle is finally at the point where we can offer our classes in-person,” McRae reflected on the campus’ opening. “This is a significant milestone for us. When we first began offering classes here in the Puget Sound area, we were limited to only remote classes mainly due to the pandemic. Now that things have begun to open back up, we can now focus on our traditional model of on-premise training, enabling our learners to experience this curriculum the way it was originally designed.  

“These 17 learners, while coming from very diverse populations, have already begun to develop cohesive, productive relationships with one another. They help each other grow and develop, and each leverages their strengths to collectively uplift each other together. It’s remarkable to see this level of camaraderie at such an early stage – so much so that I cannot wait to see the end result.”

Per Scholas was named a new regional workforce partner of Citizens as part of a massive commitment announced today in Jersey City, New Jersey. Residents and businesses in New Jersey’s Hudson and Essex Counties will benefit from broader and more equitable access to job training and development programs. The initiative is focused on enabling skills-based job training in evolving industries, bridging the digital skills gap in historically marginalized communities, and more.

The funding Per Scholas receives will help support Per Scholas’ Alumni Upskilling program, with a focus on providing continued support to alumni, helping them remain on a successful path and to further advance in their careers in the rapidly evolving tech world.

Read Citizens’ press release here. 

Per Scholas Phoenix hosted a small reception organized by U.S. House Representative Ruben Gallego to celebrate the winners and participants of the Congressional App Challenge. This event was a nationwide competition for middle and high schoolers led by the United States House of Representatives that has been held since 2016, centered around coding, program design, and computer science. 

In addition to celebrating the winners and all participants of the challenge, the event included remarks from Per Scholas Regional Senior Vice President, West, Jaclyn Boyes, Office of Rep. Ruben Gallego, community members, and challenge participants. 

“Opportunities like the 2022 Congressional App Challenge are what connects our community’s bright young minds to an increasingly digital world,” commented Jaclyn Boyes, former Managing Director of Per Scholas Phoenix. “Arizona is the 12th-highest ranking state in the entire country for our tech industry diversity. It’s so critical that we don’t lose steam behind any efforts for more STEM programs made available to students in our schools.”

Click here to read about the 2023 Congressional App Challenge winners!