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 Yet we remain tied to outdated recruitment models that often exclude one-quarter of potential workers simply because they lack a four-year degree.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.

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.

As the digital economy grows, so do cyber threats. The U.S. faces nearly 460,000 unfilled cybersecurity jobs, leaving companies vulnerable to increasingly sophisticated attacks. This shortage isn’t just an inconvenience—it’s a constant crisis. The solution is clear: we need more effective and inclusive training programs, like the cybersecurity apprenticeships offered by Per Scholas.

As October marks Cybersecurity Awareness Month, there’s no better time to spotlight the critical need for a skilled cybersecurity workforce. The theme of this month emphasizes the importance of staying secure in a digitally connected world, but we can’t do that without closing the growing skills gap. Cybersecurity Awareness Month serves as a reminder that now is the time for businesses, organizations, and governments to invest in talent that will protect our digital infrastructure for years to come.

Cybersecurity jobs — which pay a median annual salary of $120,000 — are projected to grow by nearly 35% over the next decade, according to the U.S. Bureau of Labor Statistics, but businesses are already struggling to find skilled professionals. In 2022, 60% of organizations globally reported recruitment issues, with 52% also facing retention problems. These challenges are more than HR headaches—they’re security risks that make companies easy targets for cybercriminals. 

A Proven Solution: Cybersecurity Apprenticeships

Per Scholas’ Registered Apprenticeship Program tackles this issue head-on. It provides a comprehensive, 12-month apprenticeship that blends 15 weeks of technical training with 37 weeks of on-the-job experience. Apprentices earn CompTIA CYSA+ certification and gain hands-on experience with tools like Windows IIS, Unix/Linux, and SQL Server. The only requirement is that Per Scholas candidates have a high school diploma or equivalent.

Per Scholas learners explore essential cybersecurity concepts and develop critical technical skills to help protect systems, networks, and programs from digital attacks. The course prepares learners for working in Security Operations Centers (SOC) and serving as the first line of defense against cyber threats. 

This isn’t just classroom learning. Apprentices receive ongoing mentorship and professional development while contributing to real-world cybersecurity operations. For businesses, it’s a cost-effective way to build a pipeline of cybersecurity talent that’s ready to hit the ground running. Companies avoid the high costs of recruitment and turnover while cultivating professionals familiar with their systems and culture.

Furthermore, apprenticeships benefit employers beyond filling technical roles. Through Per Scholas’ program, businesses not only hire job-ready talent but also experience lower turnover and higher retention rates compared to traditional recruitment. As apprentices work within the company’s framework during their training, they are more likely to stay long-term, reducing the expensive churn of talent often seen in the tech sector. Apprenticeship programs offer significant financial returns, yielding an average of $1.47 for every dollar invested, according to the U.S. Department of Commerce. This makes apprenticeships both a strategic workforce solution and financially sound investment for businesses.

“Cybersecurity is one of the most critical challenges of our time,” says Alanna Hughes, Per Scholas’ Senior Vice President, Innovation & Strategy. “At Per Scholas, we are helping to build a diverse and adaptable workforce because we know that diversity strengthens innovation and problem-solving. Our apprenticeship programs ensure that individuals from all backgrounds gain both the hands-on experience and the technical skills the industry needs to defend against modern threats.”

Impact and Scalability

Per Scholas’ success is rooted in its ability to meet the specific needs of industries. With more than 300 cybersecurity employer partners, including Barclays, TEK Systems, Optum, PNC, Synchrony, and Infosys, the program has demonstrated scalability and adaptability. Since 2016, Per Scholas has trained 3,200 cybersecurity professionals. On average, Per Scholas cybersecurity graduates in their first job earn 2.8x their pre-training wages.

Barclays is one of many partner success stories. The company collaborated with Per Scholas to hire more than 70 technologists, addressing its need for cybersecurity professionals with financial sector expertise. Similar partnerships have flourished with other employers who have established cybersecurity apprenticeships with Per Scholas. In Los Angeles County, Per Scholas works with the Internal Services Department to bolster the “Delete the Divide” program, creating cybersecurity opportunities for 23 individuals pursuing tech civil service careers. Additionally, in North Carolina, Per Scholas partnered with Trane Technologies to upskill frontline workers in cybersecurity, transitioning them into corporate career pathways through an apprenticeship program.

One notable success story is Frank Kurtz, a former sommelier from St. Louis who transitioned into cybersecurity after attending Per Scholas. During the pandemic, Frank says he realized he needed a career change and was drawn to cybersecurity for its potential to protect companies and citizens. Despite lacking formal IT experience or a degree, Per Scholas provided the hands-on training and mentorship he needed to excel. Graduating as Salutatorian of his cohort in 2023, Frank is now a Penetration Tester, earning more than double his pre-training salary. “Everything you need to succeed is provided by” Per Scholas, Frank says, emphasizing the transformative power of the program.

The key is scalability. Apprenticeships can be customized to meet industry demands, ensuring businesses in any sector have access to the talent they need. Per Scholas’ apprenticeship model is designed for flexibility, helping both large corporations and smaller organizations build skilled cybersecurity teams quickly and affordably.

Diversity: A Competitive Advantage

Diversity isn’t just a moral imperative; it’s a competitive advantage. In 2023, 87% of Per Scholas’ learners across all training tracks were people of color, and 43% were women. This diversity drives better decision-making and innovation—critical in cybersecurity, where new perspectives help outsmart increasingly creative cybercriminals. Training innovators like Per Scholas are helping to close both the cybersecurity skills gap and the diversity gap, creating a workforce that reflects broader society.

The value of diversity goes beyond just representation. Diverse teams are proven to outperform homogenous teams in problem-solving and innovation, essential qualities in cybersecurity, where threat landscapes change rapidly. By fostering diversity in the cybersecurity workforce, Per Scholas ensures that organizations are more adaptable and capable of addressing a wide array of challenges. Employers benefit from the broader range of perspectives, enabling them to anticipate and react to cybersecurity threats more efficiently.

The Time to Act Is Now

As we celebrate Cybersecurity Awareness Month, it’s important to recognize that the cybersecurity skills gap is one of the most pressing challenges of our time, but it’s one we can solve. Apprenticeships offer a proven pathway to building a workforce that is skilled, diverse, and ready to meet the demands of the digital age. Per Scholas is leading the charge, but the work is far from finished.

Businesses and governments need to invest in expanding apprenticeship programs nationwide. Every day that passes without action is another day companies are left vulnerable to attacks. The cost of inaction is too high. The rising frequency and complexity of cyberattacks make this a national security issue, and industries across the board—healthcare, finance, infrastructure, and more—are at risk without a secure and robust cybersecurity workforce.

It’s time to close the cybersecurity skills gap by embracing apprenticeship programs, like those offered by Per Scholas, that develop talent from all walks of life. The future of our digital infrastructure depends on it.

Discover how your business or organization can partner with Per Scholas to build a skilled cybersecurity workforce—visit Cybersecurity Registered Apprenticeship today!

Congress Urges Summer Action on WIOA, Skills Development 

June was a busy month for workforce advocates around the country, as we watched leaders in the Senate Committee on Health, Education, Labor and Pensions (HELP) take up the Workforce Innovation and Opportunity Act (WIOA), a cornerstone legislation that since 2014, has funded the nation’s workforce development system. This comes months after the House passed A Stronger Workforce for America Act (ASWAA), which amends and reauthorizes WIOA with much-needed provisions that modernize the workforce system. Per Scholas saw several changes in the bill reflecting our tireless advocacy over the last few years. 

We look to Congress to take the next critical steps in authorizing a full WIOA legislation, one that after 10 years of powering America’s workforce system, can adequately resource the most underfunded services for workers and their families, and prioritize workforce programs that general long-term economic improvements for the people that need it most. 

WIOA Turns 10. Here’s What We’ve Learned:

The Workforce Innovation and Opportunity Act (WIOA) of 2014 marked a turning point for U.S. workforce, when Congress came together to establish the nation’s most comprehensive reform to federal workforce development programs. At an appropriation of nearly $5 billion every year, WIOA authorizes funding for states to implement workforce training programs and services. The law is designed to better help workers access opportunities for employment, education and training, and support services, and funds the nation’s web of 2,300 American Job Centers. 

Recent trends and data help us understand just how important it is to make not only urgent, but also effective, investments into the bill and modernize WIOA to serve U.S. workers, employers and training and education providers. The U.S. invests less than any other industrialized country (just 0.1% of GDP) on workforce development, and spends an estimated 30% less on workforce development today than it did in 2001, nearly a $2.5 billion reduction in the past 20 years. 

Even less of this funding goes towards job training (provided to workers through vouchers called Individual Training Accounts). Despite the millions of Americans served by the nation’s premier workforce development program, about 200,000 workers per year receive training using $0.5B in funds, and typically these vouchers have a maximum cap between $1,000-$8,000 per participant, creating issues around consumer choice and access to quality training. Overall, WIOA eligible training programs prepare participants for jobs that pay below the US median income and also below median income for individuals without college degrees. Workers and training providers already face a number of barriers when navigating such programs, made available on the Eligible Training Provider List (ETPL) that too often fails to adequately measure the quality of its education and training programs—including long-term earnings and other outcomes data. 

In contrast, sectoral employment programs with strong evaluations are proven to create quality career pathways alongside the onramps created by WIOA, yet currently the law dedicates no federal funding for sector partnerships; it’s a responsibility left at states’ discretion. By pulling together employers, workers, workforce boards, labor organizations and training programs that lead to in-demand industry credentials, like the Per Scholas model, the system can better address worker and labor needs.

Per Scholas provides no-cost, 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. 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 in 2024 we’ll reach more than 5,000 immersive learners plus 2,000 alumni committing to upskilling. We’ve partnered with WIOA agencies in just under half of our 23+ campuses, to deliver high-quality training programs to communities historically left out of high-growth industries like technology.

Spurring the growth, scale and impact of our training relies on a federal government that can use this opportunity to be strategic with investments in the workforce system. Per Scholas applauds the House and Senate for its bipartisanship to drive WIOA forward with clear priorities, which will reduce barriers in advancing demand-driven training models like ours. 

House and Senate WIOA Priorities Take Shape:

In December 2023 the House Education & Workforce Committee passed ASWAA, with many of our key priorities included in the bill text. The Senate takes a different approach in many areas, and while still in it’s draft stages, Per Scholas highlights a few elements from the framework that offer a positive outlook:

• • Prioritizes evidence-based programming. For 2x evaluated models like Per Scholas, we’re excited to see WIOA provide a clear definition for “evidence-based” and encourage states to build emphasis around evidence-based activities in their State Plans. This creates better opportunities to promote and share information on high-impact programs to the public. 
  • Increases funding for skills development for adult workers. While the House specified WIOA spending (50%) on skills development for adult participants, the Senate framework drops this requirement. Instead, it would allocate more than $100 million in annual H1-B funding to increase funding levels for Individual Training Accounts (ITAs), or training vouchers. This  boost to funding levels would support higher-cost, higher-impact programs through WIOA.
  • Places a high bar on the Eligible Training Provider List (ETPL). The Senate takes requirements for the ETPL a step further than the House. For standard eligibility, providers will need to meet rigorous criteria, including having programs that result in individuals being work-ready, equipped with strong industry-specific skills and postsecondary credentials at the end of training, and lead to roles that fall in an in-demand industry or occupation with high wages. This creates measured accountability around which programs on the ETPL are proven to lead to lifelong, positive impact on participants. 
  • Emphasizes employer-sponsored training.  Similar to the House’ Critical Industry Skills Fund, the Senate framework better encourages state-level investments into industry or sector partnerships, tapping into state reserves (10% Title I) for employer-based training. The emphasis on work-based learning for the adult, dislocated workers and youth populations promises new onramps to employment in nontraditional sectors, through models like Per Scholas’ Registered Cybersecurity Apprenticeship. 
  • Simplifies eligibility determination for training.  The Senate bill follows the House bill’s lead in streamlining enrollment for training participants by allowing them to participate in an eligible training program while their eligibility determination is completed. This addresses a long-standing challenge for individuals burdened with additional intake, and providers like Per Scholas, who often take on the cost to train  individuals when WIOA eligibility isn’t yet completed before training starts.
  • Integrates alignment between education and training providers. Under Title II WIOA, the Senate framework creates new measures related to participant completion rates in employer-connected learning and in eligible education programs. This creates opportunities for partnerships between adult education programs (primarily through community colleges) and occupational training programs through organizations like Per Scholas, where employer connections are more robust. 

• Authorizes the Workforce Data Quality Initiative (WDQI) and makes robust investments into the workforce data ecosystem. Like the House, the Senate includes provisions to leverage a national source of data, facilitating cross-state wage data and other linkages, and overall, improving data quality on participant earnings and employment. This is a major victory for Per Scholas and other workforce advocates, and will be critical to data transparency around programs under WIOA. 

What WIOA Still Needs:

A final bill must transform WIOA from a patchwork system to one that is better funded to deliver high-quality skills training that supports long-term economic mobility for working families, helps employers hire diverse talent and make investments into their workers, and advances equitable pathways to quality careers.  

Workforce development and opportunities for Per Scholas alumni empower them to thrive with new in-demand skills and experience. It means lifelong impact for workers like Ryan Chapman,  a Per Scholas Greater Boston graduate who, with only a high school diploma and some hardware repair experience, decided to pursue a career in cybersecurity with Per Scholas. In just three months, he earned his CompTIA CySA+ certification. After graduation from Per Scholas, Ryan landed a role with a local employer as a Networking Technician making $61K/year, transforming his life. 

“When I got into Per Scholas I remember feeling like my dreams were actually starting to unfold. I remember feeling blessed. My feelings were reaffirmed on the first day I showed up to smiling faces, new friends, and excitement,” said Ryan. 

There are still critical resource needs, such as funding for effective workforce organizations to scale their efforts and develop new models that address emerging labor market needs— accomplished through a bill introduced by Senator Michael Bennet (D-CO), the Better Jobs through Evidence and Innovation Act, which establishes the Workforce Development Innovation Fund. Championed by Per Scholas, critical legislation like this would make funding available to evidence-based employment and training programs that generate demonstrated, long-term economic improvements for jobseekers and employers, and produce high-quality evaluations of their impact. 

“The passage of a new Workforce Development Innovation Fund would mean effective workforce training providers across the nation, like us, can keep investing in America’s most valuable asset – our people,” said Plinio Ayala, President and CEO, Per Scholas. “Prioritizing improvements based on evidence would scale programs with the best track record of helping workers and their families achieve self-sufficiency. A resource like this will allow us to reach more people, and bring economic prosperity to more communities.”

Other investments into education and training programs loom on the horizon, with Short-term Pell Grants still a major topic for many workforce advocates. Georgetown’s Center on Education and the Workforce predicts that 72 percent of jobs will require postsecondary education and training in 2031, and most of those jobs are expected to require a 4-year degree. With the Bipartisan Workforce Pell Act (H.R. 6585) at a standstill, Congress needs to be all-in on supporting career pathways and effective workforce development programs that are proven to advance economic mobility for working adults. We recommend lawmakers reinforce our shared recommendations via the America Forward Coalition, a network of more than 100 social innovation organizations that champion equitable, innovative, and effective solutions in workforce and education. 

As Congress charges ahead in summer 2024, Per Scholas will continue to work alongside policymakers to build on the latest WIOA framework, strengthen key reforms, and advocate for an equitable legislation that promotes our priorities. 

For more Per Scholas Perspectives, visit our website or contact Salwa Majeed, Senior Manager, Government Affairs at smajeed@perscholas.org.

The SIM Women Leadership Summit offered profound insights into the essential shifts required to cultivate a diverse and inclusive leadership landscape within the technology sector, and I had the privilege to present at this year’s event. This year’s discussions centered around the summit theme, “New Intersections Ahead!” and delved into the importance of adaptability, the non-linear nature of IT careers, philanthropic impacts on STEM, and the pivotal role of women in entrepreneurship. Here are my expanded takeaways incorporating these themes and how Per Scholas will actively continue to play a part in diversifying tech leadership:

Adaptability and Resilience in an AI-Enabled Workforce

One of the standout discussions was presented by Infotech, highlighting that adaptability and resilience are crucial skills in today’s AI-driven workforce. As AI technologies continue to reshape industries, the ability to adapt and pivot becomes vital for career longevity and effectiveness. This reality opens significant opportunities for organizations like Per Scholas, which prepares learners from diverse backgrounds for tech careers. These programs are not just about imparting technical skills but also fostering a mindset equipped to handle continuous technological disruptions and thrive in leadership positions. This approach is particularly beneficial for marginalized communities who are often underrepresented in tech, empowering them with the tools to succeed in a dynamic work environment. Additionally, there is a lack of ethics and rules when using AI – and they will come with time (especially given the ever-changing tech world). Technologists and leaders need to figure out the best ways AI can be utilized for their organizations and train their teams on how to use it correctly.

Embracing the Non-linear Career Paths of IT Leaders

It was acknowledged at the summit that few IT leaders have linear career paths; instead, their professional journeys are filled with twists and turns. This reality is even more pronounced for women, people of color, and those from various sexual orientations or appearances, who often face additional barriers and biases. Recognizing and valuing these diverse career trajectories can enrich leadership within tech organizations. Companies can better support and develop talents from all backgrounds when they recognize the non-linear paths in the tech industry, fostering a more inclusive and robust leadership pipeline.

A Call for Systemic Change in STEM

A powerful message from Lyda Hill Philanthropy emphasized that solving the world’s biggest problems requires every great mind at the table. This vision underscores the need for systemic changes to encourage more girls to see themselves as future STEM professionals. The summit discussed initiatives and educational programs designed to inspire young women and girls by exposing them to role models and career paths in STEM fields. Such efforts are crucial in shifting the cultural and social narratives that often deter women from pursuing science and technology careers.

The Role of Women in Entrepreneurship and Investment

A significant theme at the summit was the underrepresentation of women in entrepreneurship, particularly in venture-backed companies. Despite women founding less than 2% of these companies, there is a growing network of women-led venture capital and angel investors dedicated to changing this landscape. Additionally, with wealth increasingly shifting into women’s hands, their investment decisions are poised to have a profound impact on developing services and products tailored for women and girls. This shift not only represents a market opportunity but also a chance to influence societal norms and economic frameworks through female-led innovation. I was joined by Per Scholas Dallas Alumna Tara McDaniel to discuss the importance of women leadership in technology and entrepreneurship as a real-life example of what fostering an environment of inclusivity for women looks like and share her experience as a woman in tech. Tara highlighted the importance of women supporting women – a theme heard loud and clear throughout the summit. The community is ready to support through mentorship programs and deepening connections, a notion we can bring to Per Scholas with mentorship opportunities for our diverse cohorts. 

Conclusion

The SIM Women Leadership Summit brought to light the multifaceted challenges and opportunities in advancing diversity within tech leadership. From enhancing adaptability in an AI-infused market to supporting non-linear career paths, and from pushing for systemic changes in STEM education to empowering female entrepreneurs and investors, the discussions underscored a collective drive towards a more inclusive and equitable future. Each of these areas not only contributes to individual growth and organizational success but also plays a critical role in societal advancement as we are at an intersection of technology and women leadership, underscoring the profound impact of diversity and inclusion in shaping the future of technology and leadership.

Innovative Hiring Practices Will Prevail as Tech Roles Soar in 2024

With a quick start to the new year and looking back on 2023, we saw much movement in the tech industry. In a year that was predicted to see a slow in hiring and start of a recession, one industry prevailed: technology. While there were many tech layoffs, there were many more open tech jobs, so much so that the latest CompTIA report highlights the resilience of tech jobs in the labor market. 

By 2033, tech skills will be vital in all job sectors, and 75% of American workers are actively upskilling to meet this demand. While so many tech roles remain unfilled, it’s time for employers to turn to innovative hiring practices and recognize the benefits of creating a diverse, sustainable tech talent pipeline. When recruiting diverse talent, it’s crucial to create a work environment that is equitable and inclusive for everyone. This not only sets your business up for better performance outcomes but also drives increased results. By leveraging Per Scholas’ industry outlook and TEKsystems’ latest DEI in IT data, employers have the opportunity to innovate for the future with alternative hiring practices.

What does the tech industry look like now?

In the face of a potential recession and job loss, the tech industry remains a steadfast source of opportunity. However, the industry is not immune to the winds of change, which bring about new challenges and demands. Leaders must prioritize top projects and deliver results to stay ahead and thrive. In this landscape of digital transformation and tech strategies, diversity is a key element that elevates businesses to new levels of productivity and performance. With more than 350,000 technology job openings available, it is crucial to fill them with skilled and diverse individuals. This quest will bring balance to the workforce and promote economic equity for all.

The urgency to upskill and hire individuals with tech skills is fueled by rapid advancements in AI, compelling companies to adopt new technologies and emphasizing the critical need for upskilling to keep pace. According to this CIO Dive article, in-demand tech jobs such as Cloud/DevOps, digital transformation, security/privacy, AI, automation, and data analytics are on the rise. 

Where is the tech industry heading this year?

Artificial Intelligence integrations will remain a priority across industries, but they shouldn’t come at the cost of effective DEIB programs. Managing the cultural shift and transition to embrace AI is important as we consider the crucial need for diverse voices and representation in evolving technologies. The DEIB “trend” continues to move in the wrong direction as Indeed notes a 44% drop in related job postings.  

Investing in tech talent pipelines that are diverse and purposeful with DEI work and building those with upskilling opportunities and IT certifications, companies have an opportunity to lead in tech with increased innovation and productivity. Diversity is good for business, individuals, and the economy and this year offers another chance to put words into action by hiring skilled, productive, and diverse technologists for the thousands of open tech roles.

Companies that don’t innovate their hiring strategies will fall behind.

With an ever-evolving technology landscape, innovative hiring practices are imperative. Companies need to have sustainable talent pipelines available and ready, meaning upskilling and having a talent pool with specific tech skills has to take precedence. If all jobs will be tech jobs in ten years, leaders need a plan now. 

Together, TEKsystems and Per Scholas have opened up pathways for nontraditional IT talent, deepening diversity and equity in tech. We’ve combined our resources to equip learners with industry skills and connect them with employers who value their training. 

I look to industry experts, such as TEKsystems Executive Director of Global Inclusion, Diversity, and Equity Franklin Reed, for insight into what it takes to intentionally recruit and retain an IT workforce with DEIB best practices in mind. “We’re seeing positive results across the board in DEI-focused recruiting strategies in IT.” Reed reflects. “But it takes daily effort and a sustainable approach. At the end of the day, it’s about people. Do your employees feel a sense of belonging? Have you audited your hiring processes to eliminate biases? Are your teams aware of the benefits of diversity and inclusivity at work? DEI in IT has a long way to go, but we are making progress.”  

This year, I anticipate that tech roles, including those focused on AI skills, will become more prevalent than ever as more industries and sectors require tech skills in various roles. Innovative hiring practices will become essential to companies that need to build sustainable talent pipelines and prepare for the increased demand for talent, and Per Scholas is training learners across the nation to be part of that solution.

A Year of Roundtables: Helping Diverse Cultures Succeed in the Future Tech Force

Written by Omoanatse McCarther

In the dynamic landscape of technology, integrating DEI (Diversity, Equity, and Inclusion) initiatives have emerged as a pivotal factor for fostering innovation and advancement. Throughout 2023, Diverse by Design hosted a series of thought-provoking roundtable discussions as part of our “Futures Month” initiatives. These sessions were meticulously designed to dissect success narratives and furnish pragmatic insights tailored for technology leaders. The overarching objective was to empower leaders to seamlessly embed diverse cohorts into their DEI frameworks, thereby fostering a more inclusive trajectory for the future.

These virtual roundtables transcended mere anecdotal accounts, offering actionable guidance. Each session distilled pivotal takeaways, practical strategies, and implementable tips. The intention was to create a roadmap, deciphering invaluable insights that can equip technology leaders to cultivate teams that are more diverse, inclusive, and primed to tackle tomorrow’s challenges.

Black Futures Month Roundtable

Our inaugural roundtable featured esteemed panelists, including Athenia Figgs from EY, Damien Howard from Per Scholas, and Oche Idoko from Barclays. The focus of this dialogue centered on the imperative of cultivating mentorship programs for Black technologists. Emphasizing the reciprocal benefits inherent in participating as both mentors and mentees, the discussion underscored how such engagements foster meaningful connections and facilitate pivotal opportunities crucial for career advancement. Access to these programs was underscored as a transformative gateway for Black individuals navigating the tech landscape. All while acknowledging and celebrating Black Futures Month, highlighting the extraordinary achievements of black technologists.

Women’s Futures Month Roundtable

We celebrated the contributions of women in tech during our Women’s Futures Month roundtable, highlighting Dr. Marian Croak’s groundbreaking work while echoing the revelation that only 15% of engineering jobs are held by women, underscoring the imperative for change. In our Women’s Futures Month Roundtable, we celebrated the achievements of women in the tech industry while casting a forward-looking gaze. Despite women comprising a mere 19% of the tech workforce, the conversation pivoted towards fostering greater opportunities not only for women but also for other underrepresented demographics in the tech domain. Central to the discourse was the imperative of dismantling barriers obstructing women’s progression into tech roles and leadership positions. The emphasis was not solely on recognizing challenges but on catalyzing actionable measures to engender a more open and inclusive tech ecosystem conducive to the flourishing of women professionals. A notable highlight was the commendable increase in women technologists from 33% to 41% in 2022, signaling promising strides forward.

Pride Futures Month Roundtable

During our Pride Month roundtable, the spotlight illuminated avenues for enhancing opportunities for diverse technologists through collaborative efforts with employers and the establishment of supportive environments tailored for underrepresented groups. The dialogue shed light on strategies employed by Per Scholas and other entities to address the underrepresentation of LGBTQ+ individuals in recent diversity initiatives within the tech sector. Key considerations encompassed the use of inclusive language, avoidance of assumptions pertaining to gender identity or sexual orientation, and the provision of dedicated resources for employee groups. These initiatives are geared towards fostering connectivity and advocating for diversity while urging companies to champion LGBTQ+ inclusion in the tech workforce actively.

Hispanic Futures Month Roundtable

We concluded our series for 2023 with a celebration of Hispanic and Latinx voices in the tech community. The remarkable contributions of leaders like Elizabeth Agosto, Laura Gomez, and Karla Monterroso underscored the pivotal role Hispanics play in building the global tech landscape. With Hispanics constituting only approximately 8% of the tech workforce (as per a Pew Research Center report), our speakers imparted invaluable insights on empowering and uplifting Hispanics in the tech realm. The discussion underscored the significance of bilingual resources wherever feasible and underscored the imperative of acknowledging alternative educational pathways, recognizing that not all individuals have equitable access to traditional four-year college education. These insights underscored a commitment to fostering an inclusive and supportive environment for Hispanics, ensuring equitable opportunities for success irrespective of background. 

Looking Ahead in 2024

The preceding year’s roundtables served as a poignant reminder of the transformative potential of diversity within the tech industry. They underscored the necessity of embracing diverse perspectives and backgrounds as catalysts for innovation and progress. Let us not overlook the fact that diversity is not merely a moral imperative but also a potent driver of business success.

As we express gratitude for your unwavering support throughout 2023, we extend an invitation to join us in shaping a more diverse and inclusive future in technology. Let’s carry the momentum of this year into the next, united in our commitment to fostering change. Join us on February 29 for “Diverse by Design Presents Securing the Future: Embracing Diversity in Cybersecurity,” where we will delve into how diversity in action yields tangible outcomes, particularly within the cybersecurity domain. Register now to be part of this transformative dialogue.

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. 

Per Scholas Cyber Apprenticeships:

 Nationally Needed, Locally Ready to Close Talent Gaps

On the last day of July, the White House and the Office of the National Cyber Director announced a National Cyber Workforce and Education Strategy (NCWES) unique in vision and approach at a time where there are over 755,000 Cybersecurity jobs open in the United States. At Per Scholas, we applaud the administration in accelerating its focus on the cyber workforce across sectors, along with the organizations who have made commitments to support this effort – ranging from the National Security Agency (NSA) to Microsoft to MassBay Community College. We too have made a significant commitment to support and fuel our nation’s need for skilled cyber technologists. 

Solving for the Cyber Skills Shortage: Per Scholas Registered Apprenticeships Align with White House Workforce and Education Strategy

NCWES lays critical groundwork to equip every American with foundational cybersecurity skills, transform cyber education in the U.S, and expand and enhance the national cyber workforce. It emphasizes competency-based cyber education, making this education more affordable and accessible, promoting skills-based hiring, and attracting and hiring a more qualified and diverse cyber workforce. Per Scholas shares these commitments, and has been hard at work tailoring an innovative solution to provide more employers with diverse cyber talent, while connecting workers that have been historically underrepresented in the industry to viable cyber career paths: Cybersecurity Support Technician Registered Apprenticeships.

Playing to Our Strengths: Per Scholas Cyber Capabilities, Commitments, and Cost Savings

For more than 25 years, Per Scholas thrives in understanding talent market needs and designing aligned solutions. We are perhaps most known across our 22 (and counting!) U.S. campuses for our pre-employment training programs, but these are not our only available skills training opportunities! We are currently registered with the Department of Labor as a National Program Sponsor for Cybersecurity apprenticeships, and in the process of confirming our 2024 employer partnerships.

Why should an employer consider Per Scholas Cybersecurity apprenticeships? 

Our Cyber roots run deep. Per Scholas has placed its graduates with over 850 companies and organizations, and since 2016 we have prepared over 2,000 diverse adults for entry- and mid-level Cyber roles. Through our Cybersecurity training, our apprentices obtain CompTIA CYSA+, Splunk, and Cisco certifications. Barclays – one of our first Cybersecurity employer partners – recognized the potential early on, and worked with us to establish our first Cyber curriculum tailored toward entry-level individuals aspiring to join the Cybersecurity field. Within this inaugural partnership, over 40 Per Scholas grads were hired into Barclays as apprentices, interns, or full-time hires; 30% of the graduating training class identified as women, and 13% as veterans. Rita McCaffrey, a Barclays Program Manager, highlighted that “engaging women, underrepresented ethnic and racial groups, and people with disabilities brings essential perspectives to problem solving” and that “in order for us to meet the emerging workforce skills gap, we must – all businesses must – work to foster innovation through diverse perspectives and experiences.” (1)

We are committed to increasing diversity, equity, and inclusion in tech. Per Scholas graduates are 85% people of color and over 40% women. Over ⅓ of these individuals are adults under 30 early on in their careers, and ⅔ do not have a 4 year degree. When we say that we are expanding the Cyber talent pool, we mean it. Nationwide is one company that can attest to our ability to train and place underrepresented talent in apprenticeship roles, and to how much these individuals succeed when given the opportunity. In the field of software engineering – another domain with talent and diversity gaps – Nationwide has taken on 49 Per Scholas apprentices; thus far, they have hired over 80% of them on full-time based on how well apprentices learned and performed on the job and position openings within Nationwide’s teams.

The ROI on apprenticeships is there. For every $1 invested in apprenticeship, organizations realize an average return of $1.47. (2)  Through our yearlong Registered Apprenticeship Program, Cyber apprentices are paid on a progressive wage scale; this is a cost effective way to cultivate talent, even before potential tax credits and subsidies accessible at the state and federal levels. When Per Scholas builds an apprenticeship partnership, one of the first things we do together is review the employer’s job description(s) and workplace needs with our Cyber work plan comprised of over 80 competencies and 2000+ hours of on-the-job experience; together, we help employers come out with talent trained in their specific technical needs and experienced in their company’s norms and culture.

Seeking Employer Partnerships: Let’s Tackle this Challenge Together

We are actively working to close Cyber talent gaps, while generating sustainable career pathways in the Cyber field. Sharing the comprehensive vision of the NCWES, we aim to transform Cyber skill acquisition, career development, and companies’ abilities to protect their assets in an increasingly complex digital environment. If this is something that excites you – let’s work together! We are taking on a limited number of apprenticeship partners this fall, and look forward to seeing the transformative impact apprenticeship can have within your organization. Contact us at apprenticeships@perscholas.org to begin the conversation.

(1) https://perscholas.org/wp-content/uploads/2021/05/barclays_per_scholas_defending_the_digital_frontier-2.pdf

(2) https://nationalapprenticeship.org/roi

Tearing the Paper Ceiling: Let Skills Shine

Skills are powerful. In its purest form, a skill is the ability to do something well. Let’s take my son’s favorite sport into consideration: soccer. Some skills are natural, like body-balance and coordination. Others are learned, improved, and refined over time, like dribbling, trapping, and teamwork. His favorite player, Sadio Mane of Senegal, has an innate ability, but has also dedicated his focus to develop and perfect his skills over time. 

For too long, skills have been overlooked and undervalued in the American hiring process, relying on proxies for preparedness in place of proof of preparedness. That’s why I’m so proud of our friends at Opportunity@Work for their unwavering commitment to rewire the labor market so that everyone can contribute their skills, talent, and energy in pursuit of a better life, an equitable America, and a stronger economy for all. 

Tearing the Paper Ceiling and Unlocking Potential for STARs

O@W is galvanizing our nation to Tear the Paper Ceiling and recognize the untapped potential of the 70+ million American workers who are STARs – Skilled Through Alternative Routes. STARs make up half of the U.S. workforce and for decades, have been excluded from good, high-wage jobs. STARs grow skills and knowledge through community college, proven workforce training programs like Per Scholas, bootcamps, certificate programs, military service, on-the-job learning, and more.

According to a recent survey by Indeed, two thirds of job seekers across the nation believe they were overlooked for a job they were qualified for because they did not have the degree listed in the job description. We’re stifling potential instead of unlocking it, creating even greater opportunity gaps. 

Because Per Scholas is a tech and essential skills trainer, let’s examine the facts facing our nation’s technology workforce. The most recent jobs report reveals there were 234,000 tech job openings in April, far outnumbering the number of applicants. I’d surmise that many STARs didn’t even apply, seeing a college degree as a minimum requirement to put forth their credentials. It’s disheartening. 

As Chief Training Officer at Per Scholas, it’s our learners and alumni who fuel my passion. More than half of our learners are STARs, and the skills they’ve acquired during our 12 to 15 week tuition-free training stand on the shoulders of the skills they already possess: perseverance, time management, tenacity, passion, collaboration, problem-solving and beyond. Plus, they earn a variety of CompTIA certifications – industry recognized credentials that again, prove their mastery of the skills they’ve learned in their training.

Learners like Brittany, who knew a career in tech was for her, and what would provide the economic freedom for her family. Brittany brought resourcefulness, resilience and an inquisitive attitude to her IT Support training every day. She worked the overnight shift, cared for her young daughter, and always arrived to training early, ready to shine.

Hearing stories and experiences like Brittany’s – and thousands of Per Scholas STARs – motivates me in my work, advocating for skills-based hiring.

Solutions for Skills Based Hiring

A year ago, Maryland passed a bill that eliminated degree requirements from thousands of state job postings, far increasing the application pool and ultimately creating more equity. And valuing people for the skills they bring to the table, not the piece of paper. I’m hopeful many more leaders in the public sector will follow suit. I’m encouraged that many private sector companies, from Intel to Amazon and Dell to Google are removing 4-year degrees as a mandatory requirement for a variety of technical roles. This powerful action unlocks potential and creates pathways to a strong middle class.

Employers are the key change agents here, and they win by gaining a more productive and thriving workforce if they’re brave enough to activate skills based hiring. I think Henry Ford said it best: “If you do what you’ve always done, you’ll always get what you’ve always got.” If we continue to exclude talent from the onset, we’ll continue to have hundreds of thousands of open tech jobs each month. 

In 12 to 15 weeks, Per Scholas learners graduate from our rigorous, tuition-free tech skills training in a variety of the most in-demand disciplines our tech sector needs: Java Development, Cybersecurity, Software Engineering, IT Support, Salesforce Administration, and more.

It’s the essential skills they refine, like professionalism, perseverance, creative problem solving, and the hard skills they learn like pen testing and networking protocols that make Per Scholas STARs tip-top applicants. Our graduates are ready to make a difference day one on the job. 

Let their proven skills training with Per Scholas serve as the proof of preparedness. Let STARs shine.