The energy sector stands at a crossroads, facing a stark choice: evolve or stagnate. As demands for renewable energy surge and infrastructure modernization become critical, as a result of a significant skills gap that current hiring practices alone struggle to address. For instance, a McKinsey Global Survey reported that 87% of executives either are experiencing skill gaps now or expect them within a few years, underscoring the urgency for change. Yet we remain tied to outdated recruitment models that often exclude one-quarter of potential workers simply because they lack a four-year degree. 

The evidence is compelling: companies with diverse management teams experience 19% higher revenue, according to Harvard Business Review. This isn’t just about meeting quotas; it’s about survival. In an era where data analysts, software developers, and cybersecurity specialists form the backbone of our energy future, we cannot afford to limit our talent pool.

These professionals aren’t peripheral to our mission—they’re the architects of smart grids, the guardians of our digital infrastructure, and the strategists optimizing our energy consumption. Their diverse perspectives enhance our resilience against cybersecurity threats and drive the creative problem-solving needed for the complexities of modern energy systems.

“I’ve seen how the lack of diversity, particularly in high-growth sectors like energy, stifles innovation and limits opportunity,” says Ed Veloz, Senior Human Resources Business Partner at Bloomberg. “The sector’s shift towards renewable energy and sustainable practices demands a workforce that reflects the diversity of our communities. By investing in diverse talent pipelines and skills-based hiring, we not only address the immediate skills gap but also ensure that underrepresented groups have equitable access to these emerging opportunities. It’s not just about filling roles; it’s about building a more inclusive and resilient industry that can meet the complex challenges ahead.”

Breaking Down Barriers, Building Up Talent

The solution demands more than incremental change. We must fundamentally reimagine how we identify, develop, and support talent. Skills-based hiring—emphasizing capabilities over credentials—represents a crucial first step. Organizations like Per Scholas and the JPI Group are already demonstrating how targeted training can transform lives and industries by tapping into the talent of underrepresented communities.

“At The JPI Group, we are committed to ensuring that underrepresented talent plays a crucial role in the energy transition,” said Paul Douglas, President. “Through our partnership with Per Scholas, we’re building pathways for graduates to enter key sectors like utilities, renewables, clean transportation, energy storage, and energy efficiency. Together, we’re creating a more diverse, inclusive, and impactful energy workforce.”

Consider the power of apprenticeships and internships in this transformation. These programs do more than provide hands-on experience—they create vital pathways into the industry for talented individuals who might otherwise never find their way to energy careers. When combined with strategic mentorship programs connecting trainees with experienced professionals, we create a powerful ecosystem of support and growth. Scholarships and innovative pay-for-performance structures can provide crucial financial support, opening doors for talented individuals from underrepresented backgrounds who have long been excluded from the energy industry.

The complexity of today’s energy landscape demands more than just technical expertise. We need diverse perspectives to drive breakthrough solutions, enhance strategic thinking, and improve operational resilience. As the energy industry grapples with rising regulatory standards and evolving customer demands for sustainable practices, the value of diverse thinking becomes even more apparent.

“The energy industry encompasses a wide array of science, technology, and business disciplines, which need a diverse workforce to bring a broad social perspective to its future,” said Rashida Ricks, Vice President of Strategic Engagement and Business Operations at CGI Partner, an information technology and business consulting firm. “As the clean energy transition in the U.S. progresses, it is crucial to include the voices of those disproportionately impacted by environmental hazards and those who lack access to resources. This article demonstrates why CGI partners with organizations like Per Scholas to build diverse, energy-knowledgeable, and tech-fluent talent pipelines that can address the needs of these underserved communities.”

This goes beyond traditional Environmental, Social, and Governance (ESG) metrics. Energy stakeholders increasingly demand that companies demonstrate genuine social responsibility, and effective ESG strategies resonate deeply with investors and customers alike. A commitment to diversity isn’t just about meeting metrics—it’s about strengthening the industry’s social license to operate and building lasting trust with the communities they serve.

The Path Forward

The energy sector powers society’s progress, and our workforce should reflect the diversity of the communities we serve. This isn’t just about fairness—it’s essential for innovation and long-term survival. The challenges we face—from cybersecurity threats to the transition to renewable energy—demand the fullest expression of human potential.

Industry leaders must embrace a comprehensive transformation of their approach to talent. This means moving beyond traditional recruiting to embrace skills-based hiring across all levels. It means investing in apprenticeship and training programs that create real pathways to success. It means building mentorship initiatives that support long-term career development and providing meaningful financial support for non-traditional candidates. Above all, it means partnering with organizations like Per Scholas that specialize in developing diverse talent and creating sustainable career pathways.

The transition to a more sustainable, equitable energy future isn’t just about technology—it’s about people. By breaking down barriers and creating inclusive pathways to employment, we can build a more innovative, resilient, and powerful energy workforce. As we face unprecedented challenges in modernizing our infrastructure and meeting growing demands for renewable energy, the diversity of our workforce will determine our ability to innovate and adapt.

The future of our industry—and our planet—depends on our ability to think differently about potential. The transformation begins now. Connect with Per Scholas today to explore how we can build your future workforce together.

FOR IMMEDIATE RELEASE

Contact: Rafael Gerena

[email protected] | 689-239-3127

Social Finance Partners with Per Scholas to Offer Living Expense Loans to Learners

The Zero Percent Loan program helps participants to cover living expenses with support from Social Finance, a grantee of the Google Career Certificates Fund

Boston, MA and New York, NY (December 16, 2024)—Social Finance, a leader in innovative workforce investments, has partnered with Per Scholas on a pilot program that offers living expense loans to participants in Per Scholas’ three-month, no-cost IT Support training program. The Zero Percent Loan (ZPL) program helps participants to cover living expenses while they complete the Google IT Support Certificate—training for in-demand, well-paying jobs with pathways to economic mobility—allowing them to focus on gaining the skills needed for these careers.

There are many good jobs that need to be filled, but they often require a degree or credential. These training programs are out of reach for many prospective participants who must decide between pursuing training and working so that they can cover their living expenses.

The Per Scholas ZPL is managed by Social Finance, a grant recipient of the $100 million Google Career Certificates Fund. The program supported by the Google Career Certificates Fund aims to drive $1 billion in aggregate wage gains for more than 20,000 people while providing wraparound support services such as professional coaching, interview prep, and job placement assistance. With the ZPL, learners receive $3,000 over the course of the three-month long Per Scholas program. The loans are flexible, allowing learners to use them according to their needs for expenses such as rent, groceries, transportation, or childcare. Learners only repay the ZPL via no-interest, low monthly payments if they secure jobs making above a minimum salary. Repayments received are reinvested back into the program to allow more learners to benefit.

Per Scholas piloted the loan across 21 IT support cohorts at eight campuses—Atlanta, Baltimore, Chicago, Cincinnati, Dallas, Detroit, North Carolina, and Philadelphia—and aims to expand the program with support from additional partners.

“The Zero Percent Loan program is a game-changer in Per Scholas’ mission to drive economic mobility and build a diverse, inclusive tech workforce,” said Plinio Ayala, president and CEO of Per Scholas. “By tackling the often-overlooked challenge of living expenses during training, this initiative reduces financial barriers that have long kept talented individuals from reaching their full potential. With the support of Social Finance, Google.org, the Annie E. Casey Foundation, and the Charles Koch Foundation, we are not just empowering learners to gain critical skills for in-demand careers—we are creating a model for lasting economic equity and reshaping the future of opportunity in the tech industry.”

Early results from the pilot demonstrate the impact of the ZPL, with participants achieving an 83% graduation rate compared to 70% for non-participants, a statistically significant improvement. Detailed in a newly released report by Per Scholas, the pilot ran from June 2023 to March 2024, with nearly 60% of all eligible learners applying for the ZPL.

“We designed this program, made possible through the Google Career Certificates Fund, to support learners as they prepare for jobs that lead to economic mobility. We are encouraged by the early results of the Zero Percent Loan pilot with Per Scholas, which show greater persistence among learners using the loan,” said Jake Edwards, VP of Impact Investments at Social Finance. “We are excited to apply learnings from the partnership, and other training providers supported by the Fund, to build the knowledge base of what works to help more learners upskill at scale.”

The program is already helping learners improve their job prospects and earning potential. Wanting to switch careers, Tori Haynes—who had been working as a security guard and DJ—was encouraged by a Per Scholas alum to consider Per Scholas training to pursue her interest in a career in tech. Tori enrolled in Per Scholas’ IT Support course in Baltimore. The ZPL provided Tori with the financial stability to focus on the program, helping her gain technical and professional skills. Tori now works as an IT Support Specialist at a real estate company and is exploring opportunities in emerging technologies, including AI.

“When I found out I got the loan, it was such a relief—it was one less thing to worry about. It allowed me to concentrate fully on my studies and gave me a cushion so I didn’t have to work constantly to make ends meet,” Tori said. “Some people literally can’t pursue education because they can’t afford it. Doing this program for free and with the extra financial help? That’s a miracle for some people.”

The Google Career Certificates were developed by Google employees to support skilling in high-demand fields within 3-6 months—with no degree or experience required. The Google Career Certificates Fund began supporting learners with training providers including inaugural training providers Merit America and Year Up in 2022. In addition to training and wraparound support, learners are also connected to an employer consortium of over 150 companies that consider Google Career Certificates graduates.

To learn more about Per Scholas’ IT Support training program and how you can enroll, visit perscholas.org.

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About Social Finance

Social Finance (SF Advisors, LLC) is a national nonprofit and registered investment advisor. We work with the public, private, and social sectors to create partnerships and investments that measurably improve lives. Since our founding in 2011, we have mobilized more than $400 million in new investments designed to help people and communities realize improved outcomes in workforce and economic mobility, health, and housing. Learn more at socialfinance.org.

About Per Scholas

For nearly 30 years, Per Scholas has been on a mission to drive equity and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we’re forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 25,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. At Per Scholas, diversity, equity, inclusion, and belonging aren’t just buzzwords—they’re in our DNA. 85+ percent of our learners are people of color, two in five are women, and more than half hold a high school diploma as their highest educational credential. Learn more by visiting PerScholas.org and follow us on LinkedIn, Twitter, Facebook, Instagram, and YouTube. 

Per Scholas Newark is thrilled to celebrate its 5th anniversary, marking five years of transformative impact on the lives of more than 1,000 individuals and underscoring the powerful partnership with Prudential Financial that made this milestone possible. Together, we’ve built a bridge to opportunity for countless Newark residents, providing no-cost tech training and access to sustainable career pathways in cybersecurity, software development, and Cloud AWS, IT support.

Per Scholas Newark wouldn’t be here today without Prudential’s commitment. When Per Scholas began considering Newark as a location, Prudential welcomed us with open arms, offering foundational investment and market insights that allowed us to expand to Newark and plant the seeds for growth. Their support didn’t stop with funding; Prudential’s ongoing involvement has paved the way for deep-rooted connections within the Newark community. Since day one, Prudential has continued as a key partner, helping Per Scholas Newark grow into one of the city’s premier tech talent developers.

Beyond financial support, Prudential has shown its commitment by actively hiring Per Scholas alumni. To date, more than 10 graduates have joined the Prudential team in roles across Engineering and IT infrastructure, a testament to their trust in Per Scholas-trained talent. By embracing Per Scholas alumni, Prudential helps create pathways for economic mobility and contributes to the diversity and inclusivity of Newark’s tech ecosystem.

Prudential employees have gone above and beyond, dedicating time, knowledge, and resources to Per Scholas Newark. Over 100 Prudential Financial employees have volunteered, providing invaluable mentorship to our learners. These volunteers have participated in more than two dozen events, from networking lunches, site visits, and guest lectures to resume reviews, panel discussions, and keynote speeches at graduations. This consistent engagement offers our learners real-world insights and strengthens their professional networks.

Prudential’s involvement with Per Scholas has been present for years. Back in February 2023, Per Scholas Newark hosted a hackathon in partnership with members of Prudential Financial’s Global Technology team and the Blueprint to Black Wealth initiative, presenting a unique opportunity for our mid-level career alumni to flex their skills in a competitive environment. Alumni were challenged to design an event-management app prototype, judged by Prudential executives. This experience not only showcased alumni’s technical abilities but also placed them in front of influential decision-makers at Prudential.

Additionally, volunteers from Prudential provided critical professional development support for our learners. Between September 2023 and August 2024, volunteers from Prudential participated in two learner-engagement events. In September 2023, a Prudential Executive from Human Resources was a guest speaker at a ceremony that celebrated the graduation of four cohorts in IT Support and Cybersecurity; and in October 2023, Prudential hosted 17 Cybersecurity Per Scholas learners at their Global Technology offices for a Talent Showcase and onsite visit.

On June 11, 2024, Per Scholas’ National Board and Leadership teams, and Newark’s Advisory Board, convened at our Newark campus for a national board meeting and to acknowledge the five-year anniversary. This all-day event included a panel discussion on Bridging the Tech Talent Gap: Employer Insights on Per Scholas Graduates and Hiring Trends, where a Prudential Executive from their Global Technology department was one of the panelists. 

Since opening in 2018, Per Scholas Newark has served over 1,000 learners, many from communities historically underserved in educational and employment opportunities. Our learner demographics reflect this diversity: 91% identify as people of color, 37% as women, and 42% are young adults aged 18-29. Furthermore, nearly half of our learners entered the program with only a high school diploma or equivalent, illustrating Per Scholas’ commitment to breaking down educational barriers.

Graduates from Per Scholas Newark are securing high-wage, sustainable employment opportunities, with an average initial placement wage of $26.43 per hour. Supported by Prudential’s investment, Per Scholas Newark has achieved an impressive 85% graduation rate, with 80% of graduates moving into regional tech roles earning an average of $21 per hour. Through our robust training, personalized career coaching, and Prudential’s involvement, learners are prepared to meet real-life challenges head-on, gaining skills in emotional intelligence, navigating imposter syndrome, and maintaining their mental and emotional well-being.

As Per Scholas Newark celebrates this milestone, we extend heartfelt gratitude to Prudential Financial for their belief in our mission and their steadfast partnership. In five short years, together, we have built a legacy of empowerment and economic advancement in Newark, providing countless individuals with the skills, confidence, and support they need to thrive. As we look to the future, Per Scholas Newark is committed to further expanding opportunities for tech talent in the region, uplifting our community, and continuing our transformative work alongside Prudential Financial.

Click here to see the upcoming training cohorts as we continue to unlock potential in Newark! 

New York City Mayor Eric Adams announced that the city has created over 15,000 apprenticeship opportunities in less than three years, surpassing the halfway mark of its goal to create 30,000 apprenticeships by 2030. The initiative focuses on diversity and aims to expand opportunities beyond traditional construction and skilled trades into new industries like healthcare, technology, and public service.

Per Scholas is proud to be a part of this initiative. “Per Scholas is honored to partner with the NYC Talent Apprenticeship Accelerator to help drive this success by equipping New Yorkers across all five boroughs with the skills they need to thrive in tech careers,” Per Scholas President and CEO Plinio Ayala said.

Read more.

With cybercrime on the rise, the demand for innovative cybersecurity solutions is growing. Malicious actors — cybercriminals — use methods from malware to deepfakes to access data, damage infrastructure, and disrupt the global supply chain. Modern organizations have to rise to these increasingly sophisticated challenges.

Ethical hackers help level the playing field. They turn the methods of threat actors against the criminals, simulating attacks to test just how robust the cybersecurity posture of an organization is. Becoming an ethical hacker requires specialized training — and could lead you to a lucrative career where you make a difference in the fight against cybercrime.

Discover more about ethical hacking and how to become an ethical hacker with no experience by embarking on the right courses. Read our guide on how to become an ethical hacker for beginners below.

What is an Ethical Hacker?

A certified ethical hacker is qualified in offensive security, often shortened to simply OffSec. OffSec includes various proactive security strategies that test networks for vulnerabilities using the same methods as malicious actors. You may hear ethical hackers referred to as “white hat hackers,” which is a term used to differentiate the “good guys” from the “bad guys.” Some people refer to ethical hackers as penetration testers, but that’s just one task performed by a fully qualified ethical hacker.

Tasks that fall under the remit of the ethical hacker may include:

• Vulnerability assessment
• Penetration testing
• Recommendation of mitigation strategies
• Implementing new security controls
• Monitoring and responding to security threats
• Liaising with other cybersecurity personnel to ensure holistic approaches to security

Ethical hacking is just one option if you’re interested in learning how to become a cybersecurity specialist, but it’s in demand due to the rising risk of cyberattacks.

Key Responsibilities

While ethical hackers may perform any of the above tasks, they’re trained in key functionalities that other cybersecurity personnel may not have experience with.

Identifying system vulnerabilities is a major responsibility of the ethical hacker. They utilize the same methods as cybercriminals to check for vulnerabilities, such as weak network security. They may also assess the cybersecurity awareness of personnel by launching fake phishing scams to check if employees are following the correct steps as per an organization’s data security protocols.

Penetration testing or pen testing means conducting a simulated cyberattack, perhaps using malware or other invasive techniques, to test a network, app, or website’s security posture. Ethical hackers may perform increasingly sophisticated attacks on a regular basis, making recommendations based on the results of the penetration test.

Risk assessment can also fall under the ethical hacker’s remit. For example, if the organization wants to invest in new software, the ethical hacker may perform a security risk assessment to determine if the new applications could lead to unacceptable vulnerabilities.

Ethical Hacking is a Growing Field: Market Insights and Career Opportunities

Learning how to become an ethical hacker is a popular educational route right now due to the rise in cybercrime. Let’s take a look at how that’s impacting the market for these professionals and what that might mean for you as a prospective cybersecurity learner.

Market Trends in Ethical Hacking

The ethical hacking sector is experiencing accelerated market growth—it was worth $1.2 billion in 2023 and is set to rise at a compound annual growth rate (CAGR) of 13.5% between now and 2032. These figures highlight the soaring demand for skilled cyber specialists who can keep pace with the shifting methods used by malicious actors.

That demand is driven by an alarming increase in cyberattacks and data breaches. Forbes reports a new record of 72% increase in data breaches since 2021. In 2023, there were 2,365 reported cyberattacks, with an estimated 343,338,964 victims.

Forbes also reported that the market for information technology roles in the cybersecurity sector is projected to grow by 32% by 2032. Learning how to become an ethical hacker now could be the smart move to ensure job security in the future.

Salary Expectations for Ethical Hackers

The average salary in the United States for an ethical hacker is $111,541. However, this can rise to over $138,000 as professionals gain more experience. It’s also worth noting that the increasing demand for qualified, certified professional hackers could see these salaries rise in the future.

How to Become an Ethical Hacker – From Education to Certification

If you can see yourself as an ethical hacker, you need to know what route to take. Your potentially lucrative career starts with the right education and avenues you can pursue to gain real-world experience as an ethical hacker.

Degrees and Basic Knowledge

If you want to become an information technology expert, you might pursue a degree such as Computer Science or Cybersecurity. Either of these will give you the foundational knowledge you need to pursue a specialized focus on ethical hacking.

Degree courses are in-depth and require a huge time commitment, but will provide well-rounded knowledge on either IT topics or cybersecurity-specific subjects. Learners can then use that knowledge as a basis from which to move on to their chosen specialized subject.

Essential Certifications for Ethical Hackers

You may be wondering how to become an ethical hacker without a degree. Some learners may find that the college lifestyle isn’t for them or that they can’t make the necessary time commitment. There are other options, such as dedicated ethical hacking courses that provide real-life experience as well as relevant certifications.

Many different types of cybersecurity certifications provide experience and knowledge for a career in ethical hacking. Options include:

• CEH: The Certified Ethical Hacker Certification, or CEH for short, is a respected professional qualification that shows that you specialize in ethical hacking.
• CISM: CISM stands for Certified Information Security Manager. The Information Systems Audit and Control Association (ISACA), an association focused on secure IT governance, provides this certificate.
• CompTIA Security+: CompTIA (Computing Technology Industry Association) is a non-profit organization responsible for issuing various industry standard IT certifications. The Security+ is a baseline cybersecurity qualification that proves you have a good foundation in cybersecurity basics.

Plenty of people find work in cybersecurity without a degree by following specialized training designed to provide hands-on experience and networking opportunities with potential employers.

How Long Does it Take to Become an Ethical Hacker?

How hard is it to become an ethical hacker, and what’s the time commitment? Course commitments vary, and your previous level of experience will determine how challenging your education journey is. Degree courses take 2-4 years and may require a full-time commitment from you as a learner. You have to ensure you can balance the learning requirements with the other demands in your life.

Specialized technical courses are often run at least partly online, allowing a more self-paced approach. Learners can complete the online parts of the program at times that suit them, leaving time for work, family, and other commitments.

Whatever path you choose, remember that you get out what you put in. The more time you spend on your education, the better the opportunities will be for you at the end of that journey.

Key Skills Needed for Success as an Ethical Hacker

So, what skills do you need when learning how to become an ethical hacker? Your chosen course will teach you most of the technical skills you need, but there are soft skills you should consider, too. Let’s take a look.

Technical Skills for Ethical Hacking

Ethical hackers will need competencies in programming languages like Python and JavaScript. If you already know how to code, that experience will help you greatly. Other technical skills required include networking, such as understanding TCP/IP protocols and VPNs. Ethical hackers must also learn how to use penetration testing tools such as Metasploit and Kali Linus.

Soft Skills

A great cybersecurity specialist needs to have more than just technical expertise. As a successful ethical hacker, you’ll need a good sense of justice to help motivate you in your role. You’ll also need excellent problem-solving skills, which you should be able to demonstrate in various situations.

Critical thinking is essential, including the ability to quickly highlight problems to the necessary personnel within your organization — and suggest solutions. With that in mind, effective communication skills are also a “must-have” as ethical hackers need to liaise with chief information security officers (CISOs) and various other IT team members.

One of the most important soft skills is adaptability. You must be willing to learn and pivot in line with shifting cyber threats, to stay one step ahead of the malicious actors.

Start Your Career as an Ethical Hacker with Free Training at Per Scholas

Per Scholas offers cybersecurity training focusing on the skills you’ll need to succeed in your chosen career. We partner with local organizations to help provide you with real-life, hands-on experiences that you can use to enter the job market as a prime candidate.

Ready to unlock your potential? Start your journey toward a career in ethical hacking by browsing the Per Scholas cybersecurity courses.

The Atlanta Hawks, State Farm Arena, and Stand Together recently announced a collaborative social impact partnership aimed at fostering local community and education efforts. This initiative includes several impactful programs to support economic mobility, youth empowerment, and educational innovation. Per Scholas is one of the partnering organizations participating.

For Per Scholas, this partnership is a vital opportunity to amplify our mission. As part of the “Building a Brighter Future” initiative, we will showcase the value of hiring individuals with nontraditional credentials. By engaging business leaders and hosting interactive networking events, this collaboration will highlight the success stories of technologists trained through immersive programs, helping to create more inclusive hiring practices in the Atlanta area.

Additionally, the partnership aligns with Per Scholas’ broader goals of economic empowerment by spotlighting the untapped potential of diverse talent pools. By working alongside the Hawks, Stand Together, and other community-focused organizations, Per Scholas reaffirms our dedication to transforming lives through technology and driving systemic change in the workforce.

For more details on the initiative, visit the official announcement on Stand Together’s site or explore the Hawks’ announcement.

The US education system and employers alike are currently grappling with significant changes. Traditional degree programs are more expensive than ever and typically require a multi-year commitment. At the same time, there’s a growing skills and experience gap in the workforce. After years of working toward traditional degrees, graduates aren’t prepared to fill the roles that employers critically need to fill.

While colleges and universities do an excellent job of equipping young people with critical thinking and communication skills, that’s insufficient in today’s marketplace. Employers desperately need a new type of worker who has experience with the latest technology and an innate understanding of today’s business world. As a result, the top job openings now typically require six months to a year of experience. That’s a problem for many recent college graduates.

Fortunately, a new approach to education and workforce development is helping build skilled talent for today’s workforce: apprenticeships. Employers are partnering with hands-on learning institutions for innovative apprenticeship programs in industries as diverse as technology, healthcare, and manufacturing. By integrating work experience into education, learning organizations like Per Scholas are closing the skills gap to create a new and ready workforce.

Per Scholas’ Approach to Apprenticeships

Over the past 25 years, Per Scholas has built a reputation for understanding the ever-shifting tech talent market. We have always sought to design unique solutions that benefit our alumni and the employers they go to work for. Historically, we’ve achieved that through placement programs. Over the years, Per Scholas has placed its alumni with more than 850 businesses and organizations. The shift toward apprentice programs, and especially ​​tech apprenticeships, was a natural fit for us.

Look, for example, at our cybersecurity training. Since 2016, we’ve prepared more than 2,000 diverse workers for entry—and mid-level cybersecurity roles. In our job training programs, cybersecurity learners obtain Cisco, CompTIA CSA+, and Splunk certifications and real-world experience within our growing partner network.

One of our first cybersecurity employer partners was Barclays, who quickly realized the power of apprenticeships. In the inaugural Per Scholas-Barclays program, more than 40 Per Scholas learners earned apprenticeships, internships, or full-time jobs with the international financial services organization.

Per Scholas’ approach to apprenticeships works for a few reasons. First is our proven curriculum, which equips apprentices with the skills employers need, especially in the technology and cybersecurity fields. Then there’s our commitment to increasing diversity, equity, and inclusion in tech. Per Scholas alumni are 85% people of color and more than 40% women. Over one-third of the alumni are adults under 30 who are early in their career journeys; two-thirds do not have a four-year degree. By embracing diversity, we bring new talent into the workforce, ready to bridge the gaps that have held employers back.

The Multi-Faceted Benefits of Per Scholas Apprenticeships

Per Scholas apprenticeship programs are so successful because they benefit all stakeholders. For example:

• For apprentices: Practical experience, direct mentorship, and a pathway to a stable career without the financial burden of a traditional four-year degree.
• For employers: Building a talent pipeline, enhancing retention, and cultivating skills that align precisely with organizational goals.
• For communities and the economy: Apprenticeships contribute to local economic development by providing high-quality jobs and increasing earning potential.

Real-World Apprenticeship Success Stories

Barclays may have been among the first Per Scholas apprenticeship partners, but they aren’t the only one with a success story. Nationwide, a Fortune 100 company in the financial services industry, has also seen how our alumni can thrive when given the chance. Nationwide has taken 49 Per Scholas software engineering apprentices. So far, Nationwide has hired more than 80% of them in full-time roles.

Regardless of the partner company, we’ve found that Per Scholas apprenticeships pay off. For every $1 invested in apprenticeships, organizations realize an average ROI of $1,47. [1] Apprentices are paid on a progressive wage scale, making these programs cost-effective, even before any potential tax credits or employment grants that might be available from the state and federal governments.

Why More Industries Should Adopt Apprenticeship Models

The skilled talent shortage continues, but Per Scholas and our apprenticeship programs are quickly bridging the gap. Apprenticeships not only create a new talent pipeline, but they’re also good for local communities and the American economy. With Per Scholas’ commitment to diversity and inclusion, apprenticeships actively improve our learners’ lives and make stronger companies. The numbers even show that apprentices are a great investment.

While we’ve had great success in tech, healthcare, and financial services companies, we believe more industries should adopt apprenticeship models. If this is something your organization can benefit from, we want to hear from you. Contact us today at [email protected] to tell us about your talent needs.

[1] https://nationalapprenticeship.org/roi

Per Scholas is excited to be celebrating Arianna Hernandez’s inspiring story, which was recently featured in The Muse. The article highlights Arianna’s incredible journey from overcoming personal and professional challenges as an immigrant to breaking into the tech industry with the help of the Per Scholas IT Support program. Her story is a testament to the power of determination, resilience, and the transformative impact that accessible education can have on someone’s life.

When Arianna arrived in the U.S. from Venezuela, she faced a daunting set of challenges: a new language, an unfamiliar culture, and the need to start her career over from scratch. Like many immigrants, she faced barriers that made it difficult to transition into a new field, especially one as competitive as tech. However, Arianna was determined to find a way forward. After holding several roles in logistics and customer service, she came across Per Scholas, which she describes as a turning point.

Our program provided Arianna with more than just technical skills. Through in-person classes, hands-on labs, and professional development support, she gained both the hard and soft skills needed to navigate a tech career. The program’s resources not only helped her pass industry-recognized certifications like the CompTIA A+, but also gave her the confidence to pursue opportunities she once thought were beyond her reach. Arianna’s success in securing a help desk analyst role with Republic Services just months after graduating is a powerful example of what is possible when individuals are given the tools and support to thrive.

Arianna’s story is particularly meaningful as it reflects the core mission of Per Scholas to create pathways into tech careers for individuals who might otherwise be overlooked due to systemic barriers. The Muse’s feature on Arianna celebrates her hard work and dedication while highlighting the importance of initiatives that create more opportunities for diversity and inclusion in the tech industry. By offering no-cost, high-quality tech training to individuals who are frequently excluded from these opportunities, whether because of financial limitations, lack of access, or biases, Per Scholas is working to build a more equitable workforce.

Stories like Arianna’s fuel our commitment to expand our programs and reach even more individuals across the country. We firmly believe that talent is everywhere, but opportunity is not. By investing in our learners’ growth and development, we are not only transforming their lives but also enriching the tech industry with diverse perspectives and skills.

Thank you to The Muse for spotlighting Arianna’s journey and the broader impact of our work at Per Scholas. We are proud to be a part of stories like hers and are excited to continue empowering talented individuals to achieve their career aspirations, no matter where they start.

A Military Ready Culture: Moving Beyond Military Friendly  

By George Darby III, Per Scholas Director of Veteran Recruitment and Partnerships

In recent years, companies across industries have increasingly sought to position themselves as Military Friendly, offering veterans hiring preferences, policy changes, and publicly voicing support for those who have served. My statement is not to be confused with the Military Friendly designations offered by the good folks at Viqtory Media. I am speaking of a culture shift within your organization. While these gestures are well-intentioned, being Military Friendly alone only opens the door. If we want to retain military veterans, their spouses, and their families long-term, we must shift our thinking and actively work to build Military Ready organizations.

Why Being Military Ready Matters

Veterans and their families bring an extraordinary array of skills to the workforce—discipline, resilience, adaptability, and leadership. However, transitioning into civilian roles can present unique challenges. Veterans often find themselves stepping into organizational cultures that are vastly different from the structured environments they are accustomed to. They may face invisible battles such as PTSD, physical injuries, or difficulty in translating military skills into civilian job functions. Spouses, too, have unique needs, often dealing with career interruptions due to relocations and requiring flexible work arrangements.  While the national unemployment average is below 5%; military spouse rates consistently are between 20-22%. 

A Military Ready organization does not merely invite veterans and spouses to join; it is prepared to help them thrive. This readiness is defined by understanding and addressing the nuances of military life, cultivating a culture that values their skills, and putting the resources in place to support their unique journeys.

Building a Military Ready Culture

To foster a Military Ready culture, companies must take several intentional steps:

1. Understand Military Life

The military world is defined by clear roles and a structured chain of command, making the unstructured nature of some civilian workplaces feel overwhelming for veterans. Organizations can start by offering onboarding programs that go beyond job-specific tasks, integrating mentorship, veteran peer groups, and clear communication channels to ease this transition.  Many successful organizations have a Veteran or Military Spouse on staff that maintains oversight for these initiatives.

2. Train Leaders and Teams  

Equip managers and teams with training in military culture, trauma-informed care, and the value of military job roles and skills. This education should extend to HR, ensuring staff understands veteran benefits such as the GI Bill and how to support military families through available resources.  

3. Policy Flexibility for Military Spouses

Military spouses represent an untapped workforce that often faces gaps in employment due to relocations and limited job flexibility. Military Ready companies provide remote or portable work options, adjust leave policies for family relocations or deployment absences, and support career development for spouses through training and scholarships.

The Role of Per Scholas in Supporting Veterans and Military Families

At Per Scholas, we are proud to contribute to this effort by offering no-cost technology training that is tailored to veterans. We recognize that many veterans have transferable skills but need additional support to pivot into tech roles. Our programs, such as Cybersecurity training, along with the CompTIA certificate are designed to bridge these skill gaps, helping veterans transition smoothly into tech careers. We also extend these opportunities to military spouses, providing flexible, remote learning options to accommodate their lifestyles.

Per Scholas’ commitment is illustrated through our success stories: veterans who, upon completing our training, enter meaningful tech careers, and military spouses who develop valuable skills, allowing them to maintain career momentum despite frequent relocations. 

Moving from Transactional to Transformational

The shift from Military Friendly to Military Ready represents a shift from transactional to transformational culture. Rather than seeing veterans and their families as another hiring demographic, a Military Ready organization builds an inclusive environment where they can thrive long-term. This transformation requires top-down commitment, continuous education, and a focus on retention and growth. By embedding veteran-friendly policies in every layer of the company—from leadership to onboarding and team support—organizations can develop into spaces where military families are genuinely supported and celebrated.

A Call to Action

Being Military Ready is more than a recruitment strategy; it’s a commitment to the people who have served and continue to support our country in unique ways. I urge organizations to take the steps necessary to understand, respect, and nurture the skills, strengths, and challenges of military veterans and spouses. Together, we can build workplaces where veterans and their families are not only welcomed but empowered to excel.