In a recent Triple Pundit article, Per Scholas’ Chief Enterprise Solutions Officer Damien Howard shared his thoughts on how organizations must invest in learning, embracing, and upskilling staff in AI in order to future-proof their operations. “AI can increase efficiency by 30 percent, at minimum, in certain areas,” Howard said. “Companies have an immediate opportunity to become more efficient with less of a financial investment.” AI is not perfect, however, and Damien raises concerns about potential biases in AI systems – highlighting the importance of having diverse teams involved in development and implementation to ensure equitable outcomes.

Read the rest of Damien’s assessment of AI in the workplace here.

House Committee Brings Long-Awaited Workforce Changes Into 2024

ICYMI: Just before the new year, some remarkable action happened in Congress. Two bipartisan bills succeeded past the House Committee on Education & the Workforce, both aimed at increasing opportunities for Americans to get the skills employers need for our economies to thrive. We are excited about the movement of these two bills because it is a step in the right direction for America’s workforce—but there is still more work to be done.

The House Education & Workforce Committee passed A Stronger Workforce for America Act (H.R. 6655), which amends and reauthorizes the Workforce Innovation and Opportunity Act (WIOA), the nation’s cornerstone legislation that drives billions of federal funds into our national workforce development system. We’re thrilled to see this progress and offer our full support to Congress in ensuring that America’s workforce system sees a long-overdue modernization. 

Per Scholas provides tuition-free, full-time training that opens a door for Americans who are committed to launching a career in technology to gain the skills and networks they need to succeed. For 28 years, Per Scholas has consistently helped adults increase their incomes 3x, and returns $8 in economic benefits for every $1 spent on training. 

While our learners contribute their time, energy, and their tremendous skills, our donors and employers cover the costs associated with training because we believe that economic mobility shouldn’t be packaged with financial debt. 

With our proven model, Per Scholas has been able to increase our scale of 2000 adult learners per year in 2020 by 150%—that means we’ll reach more than 5,000 immersive learners next year, plus 2,000 alumni committing to upskilling. But to keep this momentum in our training, we need our government to invest federal dollars in the right places. 

H.R. 6655 will make it easier for the current workforce system to support cohort-based, demand-driven models like Per Scholas. The newest provisions create stronger alignment for workers, training providers, and employers. In fact, several changes in the bill are a direct result of the advocacy Per Scholas and peer organizations have been undertaking over the last few years, as highlighted in our organization’s letter of support to the Committee.

A Closer Look at H.R. 6655

Thanks to these collective efforts, the bill would: 

• Prioritize WIOA spending (50%) on skills development for adult participants and create better clarity around performance measures, including program completion and employment outcomes; 
• Streamline the Eligible Training Provider List (ETPL) by putting a greater emphasis in labor market outcomes, and reduce barriers for multi-state providers; 
• Encourage innovative sector partnerships by allowing states to invest in Critical Industry Skills initiatives, which allocates resources (10%) for training and employment services in high-needs industries; 
• Allows states to have more flexibility in using their WIOA funds, including greater opportunities for pay-for-performance contracting, which yield long-term equitable outcomes for communities;
• Enhance data linkages through the Workforce Data Quality Initiative and investments into workforce data infrastructure.

Also this past December, the House Education & Workforce Committee passed the Bipartisan Workforce Pell Act (H.R. 6585), which allows students and workers to upskill in high-demand industries by using federal Pell Grants to enroll in high-quality, short-term workforce programs. Per Scholas joined several peer organizations this year in promoting Pell expansion; in fact, the bill incorporates several recommendations that America Forward Coalition members shared in a public letter to Congressional leaders. 

One of our major priorities that made it into the bill was no restriction on fully online/distance programs (with just a few exceptions), plus emphasizing strong performance measures. These provisions help show a shift that student outcomes are more important than the program delivery method, and that remote learning options create accessibility. 

Per Scholas has as many instructional hours in our remote courses as our in-person and hybrid models, and it’s created access for many learners to launch their careers in tech. When Ariana Reed graduated from Per Scholas’ remote IT Support course last year, she felt that this was a big factor in helping her stay committed to completing the course. “It is a structured learning setting, even though it was online,” she said. “You get the experience of being in contact with other learners. You get the training – we did a lot of labs that gave us hands-on training. We had lots of resources under Per Scholas, even with the remote setting.” After graduating, Ariana started working as an IT Support Specialist at DaVita Kidney Care, a position that allows her to blend her interests in tech and healthcare.

H.R. 6585 links quality workforce programs to Pell funding, but it’s limited to accredited colleges and universities. Unfortunately, this excludes non-institutional providers like Per Scholas. This approach stifles growth among organizations and models that have most clearly demonstrated a positive impact on their participants’ economic mobility outcomes. 

We will continue to engage with Congressional leaders to advocate for strengthening Pell and other reforms. As both of these bills progress in the House, Per Scholas is excited to join many other workforce stakeholders in building on this progress and engaging our Senators this year. 

In December, Forbes highlighted Per Scholas as one of three organizations who are leading the way for apprenticeships. With technology constantly advancing and changing, employers cannot keep up with the demand for talent that are equipped to deal with these challenges. Apprenticeships are one way to bridge this talent gap. So far, Per Scholas has placed 47 apprentices at insurance company Nationwide over the last three years and over 80% of those apprentices move to full-time positions.

Read more about the future of apprenticeships at Per Scholas and beyond here!

Per Scholas was featured in an article published with Fast Company, in which Lisa Gevelber, founder of Google’s certificates program, discussed the ways in which skills-based training can open up opportunities. 

For years, many tech industry leaders have complained about their inability to find workers with the skills they need. Google’s certificate program has been an excellent solution, offering prospective technologists a rapid, low-cost way to gain the specific skills needed to take on roles within the tech industry. 

Google’s career certificate program has now been integrated into the teaching at a number of colleges and school systems, as well as into community-based nonprofits, including Per Scholas, who do cohort based programs and provide coaching along the way for learners earning certificates. Per Scholas has partnered with Google since 2012, and we offer Google IT Support Professional Certificates earn-able through our IT Support training program, which are also available for Per Scholas alumni for up to three years post-graduation.

Read the full article here!

Per Scholas Alum and Director of Business Solutions, Wayne Wilson, recently spoke with CIO about how Per Scholas’ rigorous training sets learners up for ultimate success in the technology industry. Our tuition-free model equips learners with important skill sets and professional development training through a fast-tracked program to get them into the job market as soon as possible – all without incurring years of college debt. Having gone through the rigorous enrollment and training process, Per Scholas learners emerge as top tier talent that are armed with both the practical skill sets and professional development needed to thrive in a career in tech.

After training is complete, Per Scholas alumni work closely with our Business Solutions Team, which strives to make meaningful pairings between alumni and hiring businesses. Per Scholas collaborates with partners and other employers to identify job openings that align with training efforts, and connect them with learners who have completed relevant training. Alumni also have access to internal resources that help them find and navigate a new career.

Finally, in our ongoing mission to promote DEIB in the tech industry, Per Scholas works closely with organizations to break down misconceptions and stereotypes around traditional hiring structures, and encourage skills-based hiring.

CIO also interviewed Marie Cari, a first-generation immigrant from Albania and Per Scholas Software Engineering graduate. Marie now works as a Software Engineer at Bank of America, and is grateful for her experience at Per Scholas in helping her expedite the learning process without incurring debt. “I had compared going to Per Scholas to staying in college and going the traditional route,” Marie told CIO. “However, Per Scholas was able to educate me and get me ready for the corporate world in every aspect within months. I didn’t have to go into college debt like my friends did or wait years in order to get the career I wanted,” she reflected.Read more on Wayne’s reflections about our training and Marie’s interview here!

In the ever-changing world of technology, there’s a growing awareness of the importance of diversity, equity, inclusion, and belonging (DEIB) in driving innovation and progress. However, challenges still persist for people of color trying to enter the tech industry. From underrepresentation, barriers to entry, and biases in the workplace, the journey for people of color in tech can be challenging. 

However, amidst these challenges, there are opportunities for positive change and growth. This article takes a closer look at the issue, examining the current state of diversity in the tech industry and shining a light on the pivotal role played by organizations like Per Scholas in supporting aspiring technologists.

Per Scholas is committed to creating a more diverse and inclusive tech workforce by creating opportunities and connections for women and people of color, groups greatly underrepresented in IT employment today. We envision a tech workforce as diverse as the customers it serves and, in order to achieve this, it is important to understand and break down the barriers that deter diverse individuals from entering the tech industry.

Tech Industry at a Glance and Understanding the Current Landscape

Unfortunately, the tech industry faces a significant diversity gap, with statistics showing a notable underrepresentation of people of color within its workforce. Understanding this situation is the first step toward implementing effective solutions.

According to the 2023 Tech Report, approximately 63% of employees in the U.S. technology sector are white, 20% identify as Asian American, 8% as Hispanic or Latino, 7% as Black, and less than 1% as Native Hawaiian, Pacific Islander or Native American. 

While there has been a recent emphasis on promoting DEIB within workplaces, especially in the historically white, male-dominated tech field, there’s still much work to be done in order to reduce discrimination, bolster opportunity, and promote DEIB within the workplace.

The reasons behind these disparities are complex and interconnected, rooted in historical and systemic inequalities resulting from discriminatory policies. These inequalities negatively affect people of color in the United States and can limit opportunities for those in communities of color.

Unequal Access to Resources

In the U.S., not everyone has the same opportunities to learn. Persistent systemic inequalities mean that communities of color are more likely to experience poverty, impacting their access to essential resources, including quality education.

Limited educational opportunities, outdated school resources, and understaffed schools hinder the development of necessary skills and knowledge, particularly in STEM fields. Despite incredible potential and talent in communities of color, unequal access to resources and educational opportunities makes it more challenging for people of color to break into certain fields, especially in STEM.

Wage Gap

Despite improvements in education levels among Black Americans in recent decades, a racial wage gap still exists across various industries within the U.S. Studies reveal that employees of color can earn up to 30% less than their white counterparts for the same roles, regardless of performance, education, age, skill level, and gender. 

This wage gap is more pronounced in certain industries, including the tech sector, where white employees, on average, earn 6.95% more than Black employees for the same jobs. This difference in pay can be daunting, frustrating, and prohibitive for those looking to break into the tech field.

U.S. Digital Divide

Another factor that influences the tech industry’s diversity gap is the U.S.’s digital divide. The digital divide refers to the unequal access to digital technology, including the internet, that exists in this country.

According to a report by the Pew Research Center, around 1 in 10 Americans (30% of the population) report experiencing problems connecting to or accessing the internet at their homes at least some of the time, while 9% report experiencing this lack of access frequently or all the time. 

Due to a number of systemic factors, minority communities, especially in lower-income areas, are more likely than white communities to lack access to high-speed internet and modern computing devices. Statistics from this report show that, while 80% of White adults have access to home broadband, this is true for only 71% of Black adults and 65% of Hispanic adults. 

This lack of access limits the ability of people in affected communities to gain digital skills and participate in online learning, certifications, and tech-related activities – all of which are important to launching careers in tech.

Workplace Culture

While increasing opportunities for people of color in the tech industry is crucial, there must be an equal focus on creating an inclusive culture within tech workplaces where employees feel both valued and empowered. Despite recent national attention on DEIB in the workplace, the tech industry still has progress to make in terms of inclusivity. 

A 2022 Dice report found that 24% of tech professionals report experiencing direct racial discrimination in the workplace within the last year, and 53% of Black tech professionals say they think racial inequality occurs either very frequently or frequently – higher than the percent reported in any other group.

Some tech companies also lack inclusive policies and practices, making it difficult for employees from diverse backgrounds to succeed. Discrimination and bias in the hiring process can also lead to underrepresentation of minorities in tech companies. Thus, inclusive policies, such as diverse hiring panels and unbiased performance evaluations, are essential for creating a more inclusive workplace.

Lack of Mentors and Role Models

Finally, the perception of the tech industry as predominantly white and male, although based in fact, creates a self-perpetuating cycle. People of color may feel discouraged from pursuing tech careers because of the existing lack of representation. 

The lack of diversity means that minority technologists have far fewer mentors and role models from similar racial backgrounds. Without guidance and inspiration, people may struggle to envision themselves succeeding in the tech industry.

Addressing the lack of diversity in the U.S. tech industry requires a comprehensive approach. Critical steps include promoting equal access to education, bridging the digital divide, implementing inclusive hiring practices, and cultivating supportive work environments.

Challenging societal stereotypes and biases is essential for breaking down barriers, enabling talented technologists from all backgrounds to enter and thrive in the tech field.

Per Scholas’ Commitment to Diversity

Per Scholas is determined to make the tech world more accessible for everyone, especially those facing challenges and barriers to entry. We picture a tech workforce that reflects the diversity of the people it serves. Recognizing that diverse talent is everywhere but opportunity is not, we believe a successful workforce begins with fair access to education. That’s why we offer top-notch, accessible, and cost-free tech education to those typically underrepresented in the tech industry.

Since 2016, Per Scholas’ Diverse by Design initiative has been partnering with employers to have practical conversations about DEIB in tech. Starting as a discussion series, Per Scholas Diverse by Design aims to serve as a space for tech leaders and workforce developers to share best practices and ideas for attracting, retaining, and developing skilled professionals from diverse communities. Events under this initiative bring together hundreds of participants across the country, guided by a National Advisory Board with members from various tech-related organizations.

Through focused discussions and advice from DEIB experts, Per Scholas Diverse by Design helps C-suite leaders make valuable and socially impactful business decisions. The initiative also offers organizations tailored training tracks and talent sourcing solutions, allowing them to meet their own talent demands while simultaneously transforming the diversity landscape within their company.

At Per Scholas, we are proud that 85% of our learners identify as people of color. Our specialized courses, like the Per Scholas Columbus Tech Women of Color (TWOC) Tech Fundamentals course, aim to boost diversity in tech. Open to women of color, this course was designed with the goal of understanding how to overcome the barriers women and people of color face when entering the tech industry, and to help unlock the potential of female and POC learners.

Last year, Per Scholas partnered with executive advancement company Guerrero Media to create The Code Breakers: Women in Tech campaign. Each week, this campaign highlights exemplary women who have built successful careers working in tech, breaking down barriers and inspiring other minority technologists to pursue paths in tech. Per Scholas also works closely with local workforce development programs, such as Goodwill and Year Up, to recruit talented, diverse individuals, and launch them on paths to success in the tech industry.

Success Stories: People of Color Thriving in Tech with Per Scholas

As mentioned above, a crucial step in bringing more diversity to the tech field, beyond simply preparing learners with the skills to launch their careers, is showing people from various minority-in-tech backgrounds that success is possible for them in the tech field. In a 2021 study, the Pew Research Center found that over half of Hispanic Americans they surveyed felt that young Hispanic people would be a lot more likely to pursue a STEM degree if they saw examples of high achievers in the field who were Hispanic.

Carla Davis, a Black woman and recent graduate of Per Scholas’ AWS re/Start course, shared her thoughts on being a woman of color in the field – the smallest minority represented in tech. “I saw that a lot of minorities are not in tech and we didn’t have the guidance or the mentoring, so we kind of opt-out and don’t think of it as a field that we’re used to seeing,” Carla reflected. “Hopefully, I can be some kind of example for others, but it was extremely difficult to get my foot in the door. The instructors and courses at Per Scholas showed me that if I worked hard, it is possible to get the certifications and get the jobs…Even if you don’t have the same starting place, you can learn it.”

Joseph Diaz, a Black and Hispanic graduate of Per Scholas New York’s Network Support course who now works as a Team Lead in Quality Assurance and DevOps at Barclays, had never reflected much on his race before starting his career in tech. After growing up in a highly diverse Bronx neighborhood, he was surprised to find himself as one of the only Hispanic technologists in a number of the tech industry roles he took on. “[At my job], it’s kind of interesting to be the only Diaz on the mailing roster,” Joseph said. “I don’t see a lot of similar last names or people who I think are Hispanic around me. But I feel like if I give that meaning to my name, imagine what other people could do for themselves. Other people in my neighborhood who are of Black or Hispanic origins ask about my career; it kind of gives them a direction. [They say] ‘hey, I want to do that too because you’re doing it.’ It pushes that boundary.”

Taking the Leap with Per Scholas: Steps to Empower People of Color in Tech

Per Scholas is committed to creating a tech workforce as diverse as the communities it serves. We acknowledge that there’s still much work to be done in order to reduce discrimination, boost opportunities, and promote DEIB in the tech industry.

The promotion of DEIB in the tech workplace begins with opportunity and intentionality. By understanding the barriers that keep people of color from entering the tech field, we can begin to break them down. 

While the IT field still has a long way to go to become totally diverse and inclusive, Per Scholas is dedicated to driving this change. We aim to transform the technology landscape by opening pathways of opportunity for diverse talent and helping other organizations do the same.

Empowerment starts with education and opportunity. Together, we can build a future where everyone, regardless of their background, can thrive in the world of technology.

Apply now to Per Scholas and be a part of the change. 

Earlier in November, Per Scholas received a $1 million grant from JPMorgan Chase to help expand apprenticeship opportunities for learners and scale programs for in-demand occupations ahead of National Apprenticeship Week.

We are one of four organizations to receive the philanthropic commitment totaling $3.5 million, and as a recipient, Per Scholas participated in a virtual panel discussion, “The Opportunity to Expand Apprenticeships – A Field + Funder Conversation,” on Thursday, November 16.

Per Scholas Chief of Staff Tamara Johnson joined Workforce Matters, JPMorgan Chase, Apprenticeships for America, and partners from Apprenti and New America for the event. The panelists discussed the policies and systems important to supporting the learn and earn ecosystem; promising practices that advance equitable access to and outcomes from apprenticeship programs; and how funder investments might help further expand apprenticeship opportunities.

OnePoll conducted a random double-opt-in survey of 650 C-suite executives, 100 hiring managers, and 1,500 office workers, commissioned by Per Scholas. This is the first time Per Scholas has commissioned a survey of this magnitude. This survey revealed the extent to which every role will require a level of tech knowledge in the next 10 years.

Results showed 98% of C-suite executives feel tech skills are likely to be essential across every work sector in the next 10 years — with three-quarters of employees (75%) acutely aware that tech knowledge will be a must-have for them.

And while we may have a decade until the tech skills necessity infiltrates previously non-technological working roles, the data showed a majority of workers aren’t waiting to be caught cold — 57% are currently upskilling (acquiring new knowledge or competencies) either through their employer or individual means.

Download the full report here. 

Per Scholas is excited to announce that we received a $1 million grant from JPMorgan Chase to help expand apprenticeship opportunities for learners and scale programs for in-demand occupations.

We are one of four organizations to receive the philanthropic commitment totaling $3.5 million. This commitment will support Per Scholas in developing and piloting a new cybersecurity apprenticeship initiative, which addresses a critical labor shortage while testing a sustainable, innovative, earn-and-learn approach to achieving economic mobility.

“We are incredibly grateful for this generous investment, which will increase our impact and create economic mobility for thousands of individuals in communities across the country, including an anticipated $80M generated in first-year wages for new cyber technologists historically underrepresented in the cybersecurity space,” said Per Scholas President & CEO Plinio Ayala. “We are excited to partner with employers across the country to make this program a success and help close the cybersecurity skills gap.”

This support will also help us expand our existing suite of cybersecurity training programs to reach more learners annually, recruiting unemployed and underemployed talent from Boston, Charlotte, Chicago, Columbus, Dallas, Detroit, Los Angeles, Newark, St. Louis and Greater Washington region.

Read the full press release here.