The lack of qualified workers for US factory floors was a topic of concern before the pandemic and now it’s an emergency. It doesn’t take an expert in education to realize that we need more opportunities for vocational training that involve local companies seeking to hire.
Some labor issues will work themselves out, especially as the economy cools with rising interest rates. Labor force participation should rebound from 62.3% now to the pre-pandemic 20-year average of nearly 65%. People can’t hang out in their parents’ basement or friends’ couches doing nothing forever.
The good news is that there are talented people out there who are ready and willing to work. The bad news? They face historic and systemic barriers to participating, making it difficult to find meaningful employment and stay engaged in the workplace.
Who are these potential employees? They are members of the military transitioning to civilian life and their families, opportunity youth who are not in school or working, parents of young children, and those with disabilities.
So, how do we engage with these potential employees? How do we open doors so they can bring their skills to the workplace? How do we encourage employers to look past their own biases and barriers in their organizations? And once they’re hired, how do we keep these employees engaged?
One way is peer-to-peer interaction where an open discussion of what works, what didn’t work, and what participants want in trying something new.
Join Daniel Small and Gary Fleisher for this month’s DaVinci Offsite Roundtable where “Solving for Labor” is the next issue the group will address.
CLICK HERE to learn more and register.
