The council will be composed by more than 20 members from 13 different states and two tribal nations, representing state and local WIOA programs, workforce development boards, community-based organizations, business chambers, and other local business organizations. By hearing and learning from a diverse range of perspectives, we can ensure NSC and our network advocate for solutions that modernize the public workforce system for all workers, not just a select few. 

As part of our “Creating an Equitable and Resilient Workforce” campaign, this council will work with our team to understand how existing public workforce structures and systems serve practitioners, administrators, and workers. Our previous work has pointed out that administrative barriers—among other obstacles—can make these systems difficult to navigate and less responsive to workers’ needs. This council will provide current perspectives on these systems and offer concrete recommendations for how to improve them. 

Additionally, the council will explore how legislative reform could enhance access to high-quality skill training programs that lead to good jobs for all workers—particularly for Black and brown workers. In the public workforce system, our team has found that Black and brown workers face fewer career choices, limited opportunities for upward mobility, and are often directed towards lower-wage occupations. With the right solutions, we can create an equitable workforce system that works for all. 

Participants in the WIOA Advisory Council will:  

1. Share their experiences and advise NSC and our network on key aspects of WIOA reauthorization work.
2. Inform specific policy proposals related to WIOA reauthorization as needed.
3. Act as champions who can educate new agency leaders and members of Congress in 2025. 

“We’re thrilled to join the WIOA Advisory Council as it represents a crucial opportunity to inform the future of our workforce system,” said council participant Jenny Taylor, Vice President of Career Services and Chief Mission Officer at Goodwill of North Georgia. “This council brings together a diverse group of voices from across the country, and as the largest Goodwill in the nation for putting people to work, we’re eager to contribute our perspective to ensure that the WIOA reauthorization truly meets the needs of every worker. By working together, we can build a more equitable public workforce system.” 

“Joining the WIOA Advisory Council is a timely opportunity to directly influence the future of workforce policy,” said council participant Kenneth Smith, President at Grace-Mar, a non-profit based in Charlotte, NC. “We’re excited to collaborate with diverse stakeholders to propose solutions that are innovative, inclusive, and impactful. Together, we can drive meaningful change and address the evolving needs of our workforce.” 

NSC and our network have long advocated for a modernized WIOA that supports an inclusive economy. Last year, we released our “New Ideas for the Workforce Innovation Opportunity Act” publication, offering a set of proposals for changing WIOA based on feedback from over 160 stakeholders representing approximately 140 organizations from forty states as well as several tribal nations. Most recently, NSC and our network partners worked to influence the legislation to better reflect workforce stakeholders’ needs, through Summit advocacy and providing testimony at a recent Senate hearing. 

Voters also agree they want leaders to take initiative on skills training for workers. Our most recent polling shows that 8 out of 10 voters support increasing government funding for skills training in America. Additionally, over two thirds of voters are looking to support leaders and candidates who will invest in skills training. Across the political spectrum, there is recognition that investing in skills training programs will empower workers of all backgrounds and help our economy thrive. 

To make sure you’re keeping up with the latest news on the WIOA Advisory Council, sign up to the “Creating an Equitable, Resilient Workforce System” campaign newsletter. 

The post NSC Launches WIOA Advisory Council to Inform America’s Most Important Workforce Program appeared first on National Skills Coalition.

Since 2021, the United States has seen historic investments in infrastructure, digital equity, and economic development that will have significant implications for the U.S. workforce and labor market. The combined investments in the Bipartisan Infrastructure Law (BIL), Inflation Reduction Act, and CHIPS and Science Act (CHIPS) are estimated to support nearly three million jobs per year over the lifespan of the laws. The success of these investments, however, hinges on a new generation of workers having access to the education, skills training, and economic supports they need to access good jobs and careers in this booming sector.

These workers will inevitably and necessarily include many parents, whose caregiving and family responsibilities play a role in their decision and ability to take advantage of growing infrastructure job opportunities. For these people—referred to here broadly as ‘parents,’ but which include biological and adoptive parents, people caring for grandchildren, siblings, or other family members, and other caregivers—policies, systems, and practices that take their role as family caregivers into consideration in their design and implementation are critical to ensuring their access to the infrastructure jobs available now and those on the horizon.

In addition, ensuring women and mothers, and especially single mothers and Black, Latinx, Indigenous, and Asian and Pacific Islander mothers, have access to these quality infrastructure job opportunities is essential, given the implications of these opportunities for their families’ wellbeing and their children’s chances of success. Women and Black workers are underrepresented in nearly all the sectors that are projected to grow with the BIL, Inflation Reduction Act, and CHIPS investments, particularly among higher-paying sectors. Given the changing demographics of the U.S. workforce, it will be nearly impossible for clean energy and infrastructure employers to find the skilled workforce they need without establishing more inclusive pathways for workers who have traditionally been underrepresented in these industries.

Millions of Parents Stand to Benefit from Opportunities to Build Skills for In-Demand Infrastructure Jobs

Many of the people pursuing skills training that prepares them to fill in-demand infrastructure jobs will be parents. Research from the Institute for Women’s Policy Research finds that, of the nearly thirty-five million people who hold some college credit but no degree, more than a third (a little over twelve million) are parents of at least one child under eighteen living in their household. Single parents—and single mothers in particular—are the least likely to hold college degrees, and most likely to have earned some college credit but no degree. Many of the people who have some college credit but not a degree are Black and Indigenous parents and single mothers.

These parents are primed to benefit from access to affordable, flexible, and supportive education and training opportunities that lead to quality infrastructure jobs. But for them to be able to do so, we must work to remove the structural barriers that have stood in their way in the past and establish student- and family-centered policies and systems.

Ensuring decision makers understand and are considering the needs of parents in policy design and implementation will play a role in how successful we are at meeting the need for a diverse infrastructure workforce and an inclusive economy. NSC’s engagement with workforce education and training program leaders, policy advocates and researchers, and student parents themselves has revealed that parents in skills training experience heightened basic needs insecurity and challenges related to balancing family, work, and school. While this is not unlike the experiences of parents in degree programs, parents pursuing short-term, career-focused programs at community colleges—especially those that are not offered for credit—are often less likely to receive the same supports or services as students pursuing degrees or credit-bearing programs.

Policy and Systems Changes Are Needed to Facilitate Parents’ Entry into Infrastructure Jobs

Changing how our postsecondary system and policies conceive of and treat students who pursue non-degree programs and pathways is a first step to building a more equitable system that embraces parents and others who do not fit the traditional college student mold. In fact, research supports the idea that taking a two-generation approach to designing education and training opportunities for parents and their children can result in better outcomes for both—and for society at large.

NSC’s network, including its Making College Work Student Advisory Council, has emphasized the need for a range of improvements to how our social welfare, postsecondary, and workforce development systems support parents in skills training. These improvements include:

• Increasing access to and the accessibility of public benefits programs for parents in skills training, such as food stamps (SNAP), education and training support through SNAP E&T, cash assistance (TANF), and child care assistance, including raising income cutoffs for eligibility so that parents who advance along their career paths do not lose benefits as a consequence of small wage increases.
• Making child care more affordable and accessible for families, including a diverse array of child care models, so that parents—particularly single mothers—can feasibly take the time and resources needed to invest in skills training.
• Improving the availability of high-quality non-degree programs and career pathways—and financial aid to support their enrollment—that result in credentials that are valued by employers and can open doors to further educational attainment and career advancement.

In addition, our higher education, workforce development, and career and technical education systems must work to actively expose women and people of color to the infrastructure field as a viable career option, despite it being traditionally male and white dominated. NSC’s conversations with experts, advocates, and practitioners emphasize the need for intentional education and career advising/coaching that presents critical information and guidance to women and mothers of color. This guidance would allow them to make informed decisions and consider pathways that may be outside the “norm” but hold promise for their careers and economic mobility.

Policy Levers to Support Parents on Pathways to Infrastructure Jobs

As state workforce and economic development leaders put the influx of federal infrastructure dollars to work in their states and communities, they must consider how to encourage a diverse cross-section of residents to pursue training and careers in infrastructure—many of whom will be parents. NSC will continue to explore and encourage ways that skills training policy change can support greater diversification of the infrastructure workforce through its People Powered Infrastructure campaign, including by prioritizing engagement and support of parents and other caregivers. In addition, check out these resources to help guide advocacy and systems change:

• Building the Future Workforce: A State Playbook to Shape a New Age in Federal Infrastructure Investments
• Tools for Building an Equitable Infrastructure Workforce: Gender Equity Strategies as a Model
• Effective and Inclusive Child Care Solutions: Toolkit for Implementing the CHIPS & Science Act
• Advancing Equity: Strategies to Recruit More Black, Indigenous & People of Color (BIPOC) and Women to Green Skilled Trades/Crafts, and STEM Job Training
• How To Support Good Jobs and Workforce Equity on Federal Infrastructure Projects

The post Centering Parents in the Future Infrastructure Workforce appeared first on National Skills Coalition.

As part of the People Powered Infrastructure campaign, the project’s goal is to increase the number of training and support service programs, with a focus on greater racial and gender workforce diversity. 

With nearly 3 million jobs per year expected to be generated by recent investments in infrastructure, the need for a collaborative effort like this is urgent. Moreover, while 69% of those jobs will be available to workers without a bachelor’s degree, there’s an anticipated labor shortage of 1.1 million workers who, without training and other workforce investments, will lack the skills to fill these jobs. 

“Ensuring equitable access to infrastructure and clean energy jobs is not just a moral imperative; it’s an economic necessity. By acting now, we can empower millions of workers, particularly women and workers of color, to contribute to our nation’s prosperity,” said Annika Cole, Advocacy Manager at Chicago Jobs Council, a proud partner in this project. 

“We are thrilled to join forces with National Skills Coalition and our fellow partners to tackle the urgent need for workers in infrastructure and clean energy sectors. Together, we can pave the way for a more inclusive and resilient workforce,” said Marcela Díaz, Executive Director at New Mexico-based organization Somos Un Pueblo Unido, joining this vital initiative. 

NSC will assist the Infrastructure Equity Policy Project partners through May 2025 as they work to advance state policies that intentionally increase quality career opportunities for women and people of color. NSC will also work with partners to build coalitions between workforce advocates; racial and gender equity organizations; and environmental, labor, and workers’ rights groups—allowing states to create equitable opportunities for all people to train for good jobs in this growing sector. 

During this project, partners will: 

• Develop policy recommendations and advocacy plans 
• Build allyship and coalitions with other influential stakeholders 
• Amplify the voices of working people and small businesses 
• Engage with and learn from other selected partners 

The partners in the Infrastructure Equity Policy Project include: 

• Capital Workforce Partners (Connecticut) 
• Chicago Jobs Council (Illinois)
• Indiana Community Action Poverty Institute (Indiana)
• North Carolina Budget and Tax Center (North Carolina)
• Somos Un Pueblo Unido (New Mexico) 
• New York Association of Training and Employment (New York)
• Ohio Workforce Coalition (Ohio)
• Partner4Work (Pennsylvania)
• United Ways of Texas (Texas)
• Workforce Development Council of Seattle-King County (Washington)
• Wisconsin Regional Training Partnership, Inc. (Wisconsin)

Ultimately, NSC hopes that by working with partners in states to increase the number of training and support programs that prepare workers for infrastructure and clean energy jobs—with a strong focus on increasing racial and gender diversity within these programs—states can cultivate a strong, diverse, and multigenerational workforce that’s capable of driving the development and maintenance of our nation’s new and green infrastructure. 

To make sure you’re keeping up with the latest news on the Infrastructure Equity Policy Project, sign up to the People Powered Infrastructure campaign newsletter. 

The post Infrastructure Equity Policy Project Brings State Partners Together to Produce New Workforce Opportunities appeared first on National Skills Coalition.

As the U.S. Senate now considers the bill, landmark research on career navigation by the National Fund for Workforce Solutions shows why we need to transform our nation’s primary workforce system to support the assets and ambitions of working people, advance racial equity, and engage employers to provide pathways to quality jobs so that everyone can thrive.

We need to invest in a public workforce system that better supports working people’s assets and ambitions as they navigate their careers

Research the National Fund conducted with the Project on Workforce at Harvard University shows that workers who are most able to effectively navigate their careers have access to accurate information about career opportunities, skills training and credentials, and social and financial support. Unfortunately, access to these resources is largely determined by social structures rooted in racism and other forces of inequity. As a result, Black, Latinx and Indigenous workers are most likely to encounter fewer career choices, limited opportunities for upward mobility, and are disproportionately concentrated in lower-wage occupations.

The National Fund’s interviews with dozens of workers across the country show that people in low-wage jobs are striving to advance their careers, but often face structural barriers when it comes to navigating them. Most of the workers interviewed landed in their current job out of necessity; few had the opportunity to explore multiple career paths to find one that fit their interests, career ambitions, and financial goals. Many worked multiple jobs to make ends meet, putting formal training and entrepreneurial dreams on the back burner. Some tapped into social networks or community-based organizations to connect to skills training, which, typically, was limited to a few occupations. The interviewees, who were identified through local workforce or training programs, were largely unaware of support available through our nation’s underfunded public workforce system.

WIOA reauthorization should focus on fixing this. Our nation needs a resilient, equitable workforce system that gives all working people the resources and agency to navigate their careers and thrive economically.  To fully support working people and their careers, federal workforce development policies like WIOA should work in tandem with policies designed to improve wages, benefits, and working conditions, protect workers’ rights to organize, make fundamental resources like childcare and transportation more affordable and accessible, and eliminate discrimination.

Industry partnerships can drive coordinated change to expand pathways to quality jobs

Congress can start by investing in a national network of industry partnerships and career pathways and skills training grants. A proposal included in the President’s Fiscal Year 2025 budget request would do just that. It would allocate $8 billion for a new Career Training Fund that would provide industry partnerships with up to $10,000 per worker to train people from underrepresented communities for jobs in high-demand sectors and provide supportive services like childcare and transportation. This proposal reflects WIOA recommendations made by National Skills Coalition.

Industry partnerships can support workers in navigating their careers by expanding their access to skills and credentials, wraparound resources, and social capital. These partnerships bring together local businesses, unions and workers, community colleges, training providers, and community-based organizations to develop comprehensive workforce strategies for a local industry. Together, these partners develop and coordinate worker recruitment and hiring strategies, career pathways training, apprenticeship and work-based learning, and resources like childcare, transportation, and training and work-related supplies. They can also improve job quality by shaping industry practices, job standards, and worker advancement strategies. Increasingly, industry partnerships are using their collective influence to drive policy and system changes that increase the availability of essential resources like childcare and transportation.

Since industry partnerships intentionally design training, hiring, and advancement opportunities, they can disrupt social structures like occupational segregation and racially homogenous hiring networks that limit career navigation for workers of color. They can also collaborate with employers to make their hiring and promotion practices more equitable. For example, industry partnerships that work with National Skills Coalition and the National Fund have helped employers make their job requirements more visible, remove unnecessary degree requirements, and eliminate criminal background and credit checks.

Workforce data that centers workers’ needs, voices, and ambitions can support better career navigation

Congress can also support more effective and equitable career navigation by creating better workforce data and evaluation systems under WIOA. To navigate career choices, people need accurate information about what industries in their area are hiring, what those jobs are and how much they pay, and what the career pathway looks like in that field. They also need information on the kinds of economic outcomes they can anticipate when they make a choice to invest time and resources on education, training, and pursuing an occupation.

To improve career navigation at the systems level, workforce programs should be measured by their ability to offer workers pathways to good jobs, not just placement in any job. The public workforce system is more likely to offer programs that lead to the economic gains that workers want if they are required to meet outcomes metrics focused on longer-term employment and wage status, occupation-specific job placement, and job quality factors. Just as importantly, data on program outcomes should be disaggregated by race, ethnicity, and gender to evaluate the efficacy and equity of programs for workers of color and other populations. Finally, workers’ perspectives should be centered in the design and evaluation of workforce programs — their experiences and wisdom can improve the workforce system so it better supports career navigation and pathways to economic mobility.

The House bill gives states more flexibility to use existing funds to develop better workforce data systems but fails to dedicate specific resources to this function. Without dedicated funding for workforce data systems, states will have to make hard choices about whether to spend limited funds on skills training or data. Because high-quality skills training and good data go hand-in-hand, such trade-offs hamper the workforce system’s ability to support effective and equitable career navigation.

Stronger career navigation services can advance equity and economic mobility

Finally, Congress can strengthen how career navigation services are provided in public workforce programs so that such services intentionally advance racial equity, eliminate bias, and address structural barriers. Most people who access WIOA services rely on guidance and support from frontline workforce development professionals as they navigate their careers. These professionals handle everything from determining someone’s eligibility for programs to assessing someone’s skill needs to providing information on the labor market, training options, and program referrals. Frontline workforce development professionals can also play an important role in ensuring that people of color have access to occupations and industries where they are under-represented. But we need to invest more and differently in equity-advancing career coaching that takes an asset-based approach and centers the whole person.

The research conducted by the National Fund and Project on Workforce found that career navigation services that are culturally relevant, high-touch, and accessible are most effective. In worker interviews conducted by the National Fund, those who were most successful in meeting their training and employment goals had the good fortune of finding a caring career coach, college advisor or supervisor. These individuals provided reliable information on opportunities, guidance on securing resources, and help developing a career plan. They offered encouragement to help workers overcome personal and systemic challenges. Equity-advancing career navigation services should be the rule, not the exception.

As our nation considers the reauthorization of this critical workforce legislation, it’s urgent that we invest in a more equitable, resilient workforce system – one capable of supporting the efforts of people across the country who are working hard to navigate education, training, and employment to advance their careers and unlock economic prosperity for themselves and their families.

To learn more about the National Fund’s original research on workers lived experience with career navigation, register for our free symposium, scheduled for May 29.

The post It’s time for Congress to invest in a more equitable, resilient workforce system appeared first on National Skills Coalition.

As fall approaches, many SkillSPAN coalitions are reflecting on spring and summer policy wins, finishing out busy legislative sessions, and planning for 2024. This blog highlights a small portion of SkillSPAN achievements in the first half of the year.  

SkillSPAN Coalitions are Making College Work 

Throughout the first half of 2023, several SkillSPAN coalitions advanced policy priorities to make college work for working people and businesses.  

• Michigan SkillSPAN successfully advocated to lower the age of eligibility for Michigan Reconnect, which offers tuition free certificate and degree programs at MI’s community and tribal colleges, from 25 years old to 21. This win builds on previous advocacy efforts to increase wrap-around supports for Reconnect students and to increase funding for the program, moving Michigan one step closer to offering debt free financial aid.  
• Indiana SkillSPAN worked with state legislators to pass HB 1160, which enables colleges to establish pilot campus navigator programs. The coalition leveraged their January 2023 report on educational attainment in Indiana to push for this policy win.  

Digital Equity @ Work Remains a SkillSPAN Priority  

•  In Colorado, SkillSPAN convened a group of adult education providers to help pass SB 7, an adult education bill with a focus on digital equity. The bill adds a digital literacy component to the basic education offered in adult education programs. This addition supports Colorado in its efforts to build a digital skill foundation for all its residents and is in line with NSC’s Digital Equity @ Work recommendations.  
• NSC also supported several SkillSPAN coalitions, including Louisiana and North Carolina, in weighing in on their states’ Broadband Equity, Access, and Deployment (BEAD) program and Digital Equity Act state plans. 

SkillSPAN Primed to Advocate for Investment in People-Powered Infrastructure 

State governments have begun to receive funds from federal infrastructure laws aimed at rebuilding our nation’s roads and bridges, fighting climate change, expanding broadband, and upgrading public transit, utility, and energy systems. As federal money flows to states, SkillSPAN coalitions are primed to emphasize the necessity of investing in people in order to meet these goals.  

• The Wisconsin SkillSPAN lead organization, WRTP/BIG STEP, convened a coalition of advocates to focus on the workforce development needed to successfully expand broadband in WI. The state Public Service Commission selected the coalition, known as the Wisconsin Broadband Workforce Coalition, to lead the state’s workforce development planning efforts. Placing workforce experts at the center of the planning process is a major step forward in training a diverse, multi-generational workforce to power WI’s broadband infrastructure.  

SkillSPAN Networks Lead on Creating an Equitable, Resilient Workforce System 

SkillSPAN is leading the conversation on new policies and implementation strategies that can create an equitable, resilient workforce system that works for the people and businesses that need it most.  

• SkillSPAN partners in Illinois were tapped to join Governor Pritzker’s Commission on Workforce Equity and Access. In April 2023, the Commission authored recommendations to create a more accessible, inclusive, and responsive workforce development system.  
• In Massachusetts, HD 1421 and SD 954 aim to expand access to state workforce data and improve data systems infrastructure. These bills were introduced by the state’s SkillSPAN coalition to better understand the employment outcomes of individuals served by the state’s publicly funded workforce system with hopes to support more equitable workforce outcomes. MA SkillSPAN recently testified on the bills with hopes to continue moving this legislation forward.  

What’s Next?  

Throughout the rest of the year, NSC and SkillSPAN will continue to advance policies that increase access to high-quality skills training. Be on the lookout for NSC’s upcoming publication, Building the Future Workforce a playbook designed to provide guidance for states to invest in a people-powered infrastructure.  To keep up to date on our work, sign up for our newsletter or register to attend the 2023 Skills in the States Forum in November 2023. The Forum convenes state and local leaders from across the country to highlight new policy innovations and discuss how state networks are expanding economic opportunity and racial equity for workers while boosting local businesses.  

The post 2023 Workforce Wins: SkillSPAN Leads on Advancing Equitable State Skills Policies appeared first on National Skills Coalition.

In today’s economy, every job takes skills; and jobs that require skills training but not a four-year degree are the very backbone of our economy. People who do jobs that require skills training build our roads and bridges, care for us when we are sick, move food and essential goods across the country, keep our utilities running, and so much more. At no time in recent history was the importance of these jobs more evident than during the COVID-19 pandemic, when jobs that require skills training were deemed essential by elected officials, businesses, and communities alike. 

Since then, working people have made gains: unemployment has declined to historically low rates, including for Black and Latinx workers; wages grew more quickly for workers at the lower end of the wage distribution than they have in 40 years; and unions increased in popularity.  These gains reflect a tight labor market, changing public perceptions about work, and recent policies to provide economic relief to working families and spur historic job creation. But there is more to do to sustain and expand on these gains, and we should look to working people’s perspectives for guidance on the path forward.  

Too often, those of us who advocate for policies affecting working people address skills training and job quality as two separate issues. But for working people, skills training and job quality are deeply connected: 

• New research from the Federal Reserve System’s Worker Voice Project shows that working people hold an expansive view of what makes a job a good job. While workers see wages to cover the cost of living as key to job quality, workers also place a premium on factors like job stability, flexibility to balance work and life, being treated with agency and dignity, feeling valued and respected, and having opportunities for professional growth. Just as importantly, workers participating in the project both saw and actively sought skills training as a way to change their career trajectories and economic futures.  

• Participatory caregiver research by SEIU’s Healthcare Career Advance Program (H-CAP) shows that caregivers see good jobs as those that meet core economic and health needs, provide personal fulfillment, offer respect and appreciation, and provide opportunities for growth through strong training programs and career ladders. Caregivers uplifted assistance for tuition, housing, and transportation, salary-based compensation, universal child/elder care, and peer mentors as policy solutions that would improve their job and life quality.  

• The Gallup Great Jobs Survey shows that workers value good jobs as those that offer stable and predictable pay and hours, job security, a sense of purpose and enjoyment of day-to-day work, healthy and safe environments, benefits, agency, and career advancement opportunities, and that job quality informs workers views on their overall quality of life. The survey also found that workers with lower incomes and workers of color are less likely to be in good jobs. Notably, workers at the bottom 20% of the income distribution are less satisfied with their level of pay – but they’re also less satisfied with the opportunities they have for skills training and career advancement compared to those at the top 10% of the income distribution.  Just as importantly, workers with a high school education and professional certification but no other postsecondary education were among the most likely workers to be in a good job. 

We need public policies that fully value the contributions of working people, support their careers, and reflect their vision of good jobs. 

Our current policies are falling short. Despite the boost that unions give to working families’ wages and wealth, our country’s labor laws create barriers to unionization and collective bargaining. While inflation in 2022 quickly drove up the prices of everyday essentials, the $7.25/hour federal minimum wage stayed flat and safety net programs now face funding threats. Even as the pandemic underscored the essential nature of many jobs that require skills training and federal policymakers invested trillions in infrastructure projects to create millions of new good jobs, Congress has not prioritized investments in postsecondary training, workforce development, or supportive services.  

To create an economy where working people thrive, we also need public policies that are intentionally designed to advance racial, gender and intersectional equity. Ten years from now, people of color will make up the majority of the American workforce. The growing diversity of the American workforce is our country’s unique strength. A diverse workforce brings different perspectives, experiences, and skills to the workplace, resulting in innovative solutions, improved decision making, and increased productivity.  

However, Black and Latinx workers and women are disproportionately represented in the low-wage workforce and industries with lower quality jobs. These inequities are not coincidental: work historically done by Black and brown people and women has been devalued and left out of worker protection laws while at the same time, racist and sexist laws, policies and practices created and reinforced occupational segregation. Without policies that are intentionally designed to advance equity, we risk erasing employment gains recently made by Black and Latinx workers and widening gender-based employment and earnings gaps.    

So what can we as skills training advocates do?  

We can ensure that the skills training policies we advocate lead to quality jobs.  

Every day, working people seek out skills training to grow their careers and improve their economic circumstances. It’s imperative that skills training programs make good on that promise. In proposing new ideas for the Workforce Innovation and Opportunity Act, NSC is calling for new investments in industry partnerships, career pathways, and apprenticeship programs intentionally designed to increase workers’ access to quality jobs and reduce occupational segregation. We are calling for working people and worker organizations to have more representation at policy decision-making tables. And we are calling for WIOA to measure the quality of credentials, career pathways, and jobs connected to publicly funded skills training programs, disaggregate data by race/ethnicity and gender, and supplement quantitative data with qualitative data that centers workers’ experiences.  

The Ohio Workforce Coalition, a member of NSC’s SkillSPAN network, is using its recent report When Working Isn’t Enough: Wages and Public Benefits in Ohio to advocate for policies that lead to quality jobs. They are also advocating for the state to create a voluntary Ohio Premier Employer designation for employers who invest in their workforce and offer quality jobs so that designees receive priority access to workforce funds and initiatives.  

We can join working people, labor activists, unions, and employers to ensure that every job is a good job. 

Skills training alone is not enough. Skills training must work in tandem with other policies and practices designed to improve job quality; and skills training advocates can lend their voices in support of such policies. For example, in support of people-powered infrastructure, NSC recently joined unions, worker rights organizations, and environmental advocates in calling for EPA and the Department of Labor to work together to support labor standards, prevailing wages, and workers’ rights to organize in jobs created by new federal infrastructure investments. NSC has also worked to inform job quality efforts by the Departments of Commerce and Labor, with NSC’s Business Leaders United initiative contributing case studies to demonstrate what small businesses can do to ensure they are offering quality jobs.  

We can center racial equity and the voices of working people in all that we do. 

Our nation’s economy was built on racist policies and practices, and that history still shapes the inequities we see in our labor market today. To remedy our past and create an economy that supports all working people, we need public policies that intentionally advance racial equity. NSC has been engaged in an ongoing journey to bring an intentional racial and intersectional equity lens to our policy, advocacy, and organizing efforts. We have developed and are using a racial equity guidebook to ensure we are centering racial equity in the policies we seek and the process for arriving at those policies, and we are continuously learning how to do that work with leaders in our SkillSPAN and Business Leaders United networks. By advocating for policies designed to ensure that workers of color have what they need to thrive, we are  supporting policies that benefit all working people.  

In California, NSC and UCLA Labor Center are partnering to support a worker equity initiative led by community and labor organizations and the California Labor and Workforce Development Agency that seeks to transform the publicly funded workforce development system and promote high road, quality jobs and career pathways for the state’s most marginalized workers. The initiative centers workers’ needs, voices, and career aspirations with a racial equity framework.  

We are also beginning to engage working people as expert advisors and partners in our policy development and advocacy, after a year of learning from coalition partners who are already leading worker engagement and leadership efforts. We understand that workforce development policies will be most effective if they reflect the needs and solutions of the people they are intended to benefit. Working people have valuable insights into what’s working, what’s not, and what could be different about training programs. That’s why NSC is working to listen to, learn from, and take action with working people through a network that centers workers and provides them with a platform to amplify their experiences, creates a space for them to learn and engage in shaping policy and provide them with opportunities and the resources they need to advocate. At our Skills in the States Forum in November, we will hear from workers on what they want from skills training and their perspective on what it means to have a good job  

These efforts are just the beginning of how we can show up for working people. As skills training advocates, there is more for us to do to advocate for public policies that fully value the contributions of working people and their vision of good jobs. But this Labor Day and every day, we are glad to be in partnership with our coalition members and new partners alike in our efforts to expand opportunities for working people to thrive.  

The post This Labor Day, Skills Training Advocates Can Center Working People’s Vision of Good Jobs appeared first on National Skills Coalition.

Members developed at least one goal that would bring an REI lens to their coalition building, policy work, and/or advocacy efforts in their states. Throughout the year, the learning group participated in in-person and virtual learning community sessions to learn more about how to apply a racial equity lens to workforce development policy and build equitable skills policy frameworks; to develop a more clear understanding of why advancing transformation policies and practices in workforce development cannot happen without a racial equity lens or focus; and to understand racism’s impact on the workforce system and what structures need to be dismantled in order to achieve racial equity in workforce development policy. They also participated in peer-to-peer learning to learn, support and build community with one another through the course of the program.  

Participants learned how structural racism has negatively impacted workforce policies and our workforce system and contributed to economic inequality – from Black workers being excluded from college-to-career programs like the G.I. Bill in 1944 to today when Black and brown workers are disproportionately enrolled in WIOA – our nation’s least-resourced workforce development program. They also discussed the moral and economic imperative to dismantle structural racism within the workforce education and training system. 

They learned that creating intentionally inclusive skills policies is just one step toward building a truly inclusive economy – one where workers and businesses who are most impacted by economic shifts, as well as workers who face structural barriers of discrimination or lack of opportunity are empowered to equitably participate in – and benefit from – a growing economy. 

Participants met with racial equity consultants every month for individualized coaching sessions to receive support and assistance with applying and advancing their goals. During their work together, group members quickly learned that navigating the terrain of advancing racial equity in their work was complex and challenging and found the learning group community beneficial in providing support and a safe space to discuss challenges and barriers as they worked to advance their goals.  

“I learned so much from my national peers and incredible coaches about what it means to truly center racial equity in workforce development and public policy” said Stephanie Keinath, Vice President of Strategic Initiatives at the Dayton Area Chamber of Commerce. “I’ve been able to use the racial equity lens that was fostered during the Racial Equity Learning Group to examine the workforce development policies, programs, and opportunities that we engage in on a daily basis. Perhaps most importantly, the experience provided me with tangible tactics and best practices for improving the quality of the work we do, and greater support for educating and resourcing our businesses to ensure more equitable outcomes for our community and workforce.”  

NSC fights for skills policies that purposefully promote equitable opportunities and outcomes for workers of color – so that all workers, businesses, and the economy can thrive. Some of our racial equity resources include Creating an Equitable, Resilient Workforce System, The Roadmap for Racial Equity, Skills for an Inclusive Economic Recovery. The Racial Equity Learning Group builds upon these efforts and provide SkillSPAN coalitions and BLU state affiliates with a supportive community, knowledge, and tools to advocate for policies and that advance racial equity in the workforce development system. 

Here is a brief overview of what participating states were able to accomplish over the year:  

North Carolina’s SkillSPAN coalition worked to advance racial equity in the state’s digital equity planning process. Based on their learnings from the Racial Equity Learning Group, the coalition coordinated with North Carolina’s Division of Digital Equity and Literacy to incorporate metrics related to race and income that they will use to evaluate and publish results on the impact of the current round of digital equity grants. They will also incorporate these metrics in the Broadband Equity, Access and Deployment (BEAD) program and Digital Equity Grant spending. 

Massachusetts’ SkillSPAN coalition formed a racial equity subcommittee tasked with brainstorming, developing, and driving the group’s racial equity agenda. The subcommittee presented the coalition’s Board with NSC’s definition of racial equity and strategies for how it can be applied to the organization’s effort, ultimately leading the Board to adopt the definition and vision. The subcommittee is now fully absorbed into coalition’s executive team to ensure racial equity is a consistent and core focus of the coalition’s strategy, advocacy priorities, and agenda.  In 2023, this work included budget advocacy to ensure appropriations are being deployed in an equitable manner and that programs are benefiting the people, programs, industries, and regions that need it most.  

Ohio’s SkillSPAN and BLU leads worked together with other state leaders to collect data disaggregated by race and ethnicity on the benefits cliff – when a small increase in earnings, which can be caused by promotion due to skill gain, causes an unexpected decrease in public benefits. This work culminated in the release of When Working Isn’t Enough: Wages and Public Benefits in Ohio. The coalition plans to leverage the report to advocate for quality jobs and additional access to disaggregated data.  

New York’s SkillSPAN launched the Statewide Workforce Equity Analysis Tool, a first-of-its kind comprehensive tool that examined the racial equity gaps that exist within the workforce development sector and the Diversity, Equity & Inclusion efforts taking place across the state. These findings were presented to the coalition and broader partners across New York through a discussion that reinforced the opportunity and imperative to improve racial equity within the workforce development sector to better serve individuals supported by the field.  

California’s SkillSPAN and BLU both set goals to support legislation and budget items that intentionally advanced racial equity. Some of these goals resulted in wins. One being a budget win of $11.6 million for the Integrated Education and Training for the English Language Learners (ELL) program. Also, $60 million for the CA Youth Leadership Corps which provides earn-and-learn training opportunities and resources for underserved students of color. the CA Youth Leadership Corps which provides earn-and-learn training opportunities and resources for underserved students of color. 

Indiana’s BLU Affiliate set a goal of building a pilot program to engage companies in a learning cohort around implementing best practices within their operations to shrink racial equity gaps. With thought partnership from RELG consultants, the Chamber launched a pilot program with 19 companies. Through this pilot, companies will have access to resources that help them take action to address inequity in the workforce. Through the Business Equity for Indy Workforce Pilot, companies will be equipped with strategies and resources to develop equitable talent pipelines, enhance inclusive hiring practices, and support the health and wellbeing of a diverse workforce.

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Three Days of Advocacy and Influence 

More than 430 people from 36 states came together at the Skills Summit to talk about the current opportunities in Washington to scale and sustain best practices through public policy. Thanks to their on-the-ground expertise, they know the difference between a best practice that helps 20 people build digital resilience in the face of constantly changing workplace technologies – and a sustained, scaled best practice that helps 200,000 people – is public policy. We know the difference between an industry partnership that grows a racially and gender inclusive infrastructure workforce in one community – and industry partnerships driving that change in 1,000 communities – is public policy. And we know that dismantling structural inequality and growing a truly inclusive workforce requires a lot of levers and one of those levers is public policy. 

After two days of content-packed plenaries and dynamic concurrent sessions, attendees joined others from their states to meet with their Senators and Representatives on Capitol Hill to advocate for skills training policy. In total, the Skills Summit generated more than 150 hill visits in addition to five meetings with Biden Administration officials from the U.S. Departments of Labor, Commerce, Education, and Agriculture. 

Click here for comprehensive information & content from the 2023 Summit. 

“The Skills Summit helped us keep a finger on the pulse of federal workforce policies while ensuring our congressional delegation hears examples of how these policies impact real, everyday Tennesseans. We walked away with a deeper understanding of how our statewide coalition can be a partner with policymakers in ensuring workforce policies expand individual economic mobility while meeting our state’s workforce needs.”

– Stephanie Coleman, Chief Talent Development Officer, Nashville Area Chamber of Commerce
and Co-Lead for the TN Business Leaders United (BLU)-SkillSPAN Coalition

 “The summit was very helpful in preparing us for our trip to Capitol Hill, where we made our presentations to the Louisiana Congressional delegation. Hopefully, our collective messages resonated, and legislation that will help the citizens of Louisiana gain employment in high-skill, high-wage, in-demand occupations will be enacted into law.”

– Kathy Weaver, Director, Carl Perkins & Hilton Career Pathways,
Delgado Community College

Robust Content, Expert Speakers 

The opening plenary, Realizing the Promise of Infrastructure Jobs, took a hard look at where we are more than a year after the passage of major infrastructure investments. The panelists- Broderick Johnson, Executive Vice President, Public Policy & Executive Vice President Digital Equity at Comcast; Representative Andy Levin, Distinguished Senior Fellow at Center for American Progress; Stephanie Martinez-Ruckman, Legislative Director for Human Development at the National League of Cities, and Melissa Wells, Special Assistant to the President at North America’s Building Trade Unions assessed whether we’re truly on the way to meeting the equity imperative for these investments laid out by the Biden administration. The plenary also included a look back at conversations NSC’s CEO Andy Van Kleunen had with cabinet secretaries and White House leadership about this imperative over the last year and a look forward with leaders from the stakeholder groups that are essential partners in building an inclusive infrastructure workforce – business, labor, nonprofit, and public sectors. 

Click here for more about NSC’s People-Powered Infrastructure Campaign. 

Nicole Barcliff, Senior Policy Director at Local Initiatives Support Corporation (LISC), Allison Dembeck. Vice President of Education and Labor Advocacy at the U.S. Chamber of Commerce, Eric Rodriguez, Senior Vice President, Policy and Advocacy at Unidos US all work in Government Affairs roles in their respective organizations and are in routine conversation with members of Congress and their staff on Capitol Hill. They shared their insider knowledge of the advocacy environment in Washington during the View from Inside the Beltway: Advocating for Inclusive Skills Training plenary. The discussion shared the realities of Congress’ capacity to advance policies this year, the impact of new leadership in the House on setting a Congressional agenda, and whether bipartisanship is even possible in the year before a Presidential election. Attendees also heard remarks from several members of Congress who championed skills training as a bipartisan issue and drove home the importance of our shared advocacy.  

“Attending the Skill Summit is a must. Whether you are a government agency, nonprofit service provider, or advocate, you walk away with substantive knowledge of the current landscape of the various intersections and coordinated efforts that is the ecosystem of workforce development. You gain tools to work and grow and serve your clients and community to make an impact. And you “take it to the Hill,” where you get to use your voice to share critical needs and concerns with our lawmakers. I was so pleased with every aspect of this conference – from the speakers, to the staff, to the access to a network of stellar people – all to improve workforce development.”

– Guadalupe A. Velasquez, Managing Director,
Welcoming City / US Together Inc.  

A plenary moderated by Paul Fain, journalist at The Job (a newsletter about connections between education and the American workforce) aimed to highlight what states have done to make quality postsecondary credentials affordable and how to advocate for similar changes at the federal level. The panel featured Indivar Dutta-Gupta, President & Executive Director at the Center for Law and Social Policy; Dr. Anne Kress, President of Northern Virginia Community College; Jennifer Stiddard, Senior Fellow at National Skills Coalition and Dr. Jermaine F. Williams, President of Montgomery College. Panelists uplifted adult learners, situating them at the forefront of discussions on how to improve our postsecondary education and training policy.

Click here for more information about NSC’s Making College Work Campaign. 

Randi Weingarten, President of the American Federation of Teachers joined the mainstage plenary to talk about her perspective on the fight for Good Jobs and why public investments in education and training matter for working people and students. The conversation with NSC Chief Strategy Officer, Brooke DeRenzis focused on Career and Technical Education. Weingarten spoke about the takeaways she took with her from her time teaching that are still true today: partnerships are key, people need access to training, and those costs should not fall to students alone. 

Weingarten kicked off the plenary entitled Skills Training in the Fight for Good Jobs and an Inclusive Economy.  She was followed by a panel that brought together people from the workforce development field with people who work in the economic and racial justice space: Tameshia Bridges Mansfield, Vice President, Workforce and Regional Economies at Jobs for the Future; Angela Hanks, Chief of Programs, at Demos; and Abby Snay, Deputy Secretary for the Future of Work at the California Labor and Workforce Development Agency.

Angela Hanks issued a call-to-action – imploring skills training organizations, worker rights organizations, unions, and community organizations to partner to make the most of implementation saying, “These organizations need each other. There’s money for workforce development, but there’s no guarantee that the jobs created with this funding will be good jobs. That is a task for everyone in this room – and the way that we do that is through partnerships.” She urged advocates to hold public officials accountable for how they disperse funds and to work to ensure that jobs created are good jobs – and that communities of color, women, and others can benefit from investments. “This does not feel optional,” she said.  

“This is a huge opportunity to make this unprecedented level of investment actually move the needle for communities of color and for people who have been historically marginalized. We must come together.”  

 “Attending the Skills Summit 2023 for the first time was a unique opportunity to engage with other professionals in the field and to learn about the latest bills and innovations in workforce development. I was particularly impressed by the diversity of perspectives and experiences represented at the Summit and the depth of knowledge and expertise of the speakers (especially Jennifer Stiddard of NSC). I left the Summit with a renewed sense of energy and purpose in my work. I feel empowered by the experience of advocating at the Capitol. The experience of advocating for this issue has not only deepened my understanding of the challenges we face to truly help our nation thrive but also strengthened my commitment to working toward solutions that promote workforce development and social equity.” 

– Chuchay Stark, Coordinator,
Saratoga County Department of Workforce Development 

The Summit Featured video stories from two working students. Khaija Faulk from New Orleans, Louisiana who graduated from the New Orleans Career Center trained for a credential that led to a job as a healthcare support instructor – a job that allows her support herself while she goes to nursing school. Attendees also heard from Miguel Hernandez from Fresno, California who by attending coding classes at Bitwise Industries, earned a certificate that helped him land a job doing email marketing.  

Click here to hear the video greetings from Congresswoman Suzanne Bonamici (D-OR), Senator Mike Braun (R-IN), Congresswoman Lisa Blunt-Rochester (D-DE) and Senator Tammy Baldwin. 

“When I began my journey in digital equity, I did not immediately realize the complexity of the digital divide. I thought my job was to connect people with devices and affordable broadband. I remember being pointed to NSC, and meeting Amanda Bergson-Shilcock and seeing what an amazing resource was available for me. My Goodwill colleagues and I were immersed in the national work of the importance of digital skills and heard from other leaders and connected with practitioners as we all are stewards of our generations new “New Deal.” I feel energized to bring back the knowledge to continue to bridge the digital divide in Washington State.” 

– Nancy Chang, Director of Digital Navigation Services,
Goodwill of the Olympics and Ranier Region 

On the third day of the Summit, as most attendees were paying advocacy visits to their Senators and Representatives, NSC hosted a Digital Skills at Work legislative briefing on Capitol Hill to highlight for Congressional staff, workforce advocates, and members of the press the importance of creating opportunities for workers to advance their digital skills on the job, and when they lose their job.

The briefing featured remarks from Senator Tim Kaine (D-VA), who previewed new legislation he is working on in partnership with NSC that would amend the Workforce Innovation and Opportunity Act to provide key digital skills training opportunities for workers and students.

Robert Guzman, Chief of External Affairs of ScaleLit (formerly Chicago Citywide Literacy Coalition); Constance Green, State Coordinator for WIOA Adult & Dislocated Worker Programs at Virginia’s Community Colleges System; and Marisol Tapia Hopper, Director of Strategic Partnerships & Funding, Workforce Development Council of Seattle-King County (and WA SkillSPAN lead) provided remarks via a panel moderated by NSC Government Affairs staff member Caroline Treschitta, for why the communities they serve need access to digital skills training to improve local and state economies, and get workers into good career paths.

Dr. Alma Salazar Bridge Builder Award 

Bishara Addison, Director of Job Preparation at the Fund for Our Economic Future, was named as the 2023 recipient of the Dr. Alma Salazar Bridge Builder Award. The award is given to a member of NSC’s network who exemplifies Dr. Salazar’s commitment to bringing together uncommon allies in support of inclusive skills policy.  

​​During 2022, Bishara exemplified the spirit of the Dr. Alma Salazar award, by bringing together a diverse group of partners, including economic developers, employers, education and training providers, and researchers to drive forward an equitable workforce.  

“Dr. Alma Salazar demonstrated the value of relationships in driving systems change,” Addison said. “What an incredible honor it is to receive an award from an organization that brings together the brightest minds and fiercest advocates across sectors to ensue policies at the federal and state level that promote pathways for economic and social mobility for all.  Dr. Alma Salazar was known for being a warrior for those that don’t always have a voice, a collaborator, an ecosystem translator, and as the name of this award states – a bridge builder. As I continue in my career as an advocate for systems change — so that individual outcomes are no longer determined by race or place — I hope that I’m held accountable for embodying the beautiful spirit of Dr. Alma Salazar and inspire others to continue her work.” 

“As individual leaders, we may have an impact regionally, yet as NSC members advocating for workforce skills training and education, we can collaborate on a larger scale to inform and influence the decisions made in Washington. NSC provides the space for us to learn from each other about best practices and advocacy strategies supporting workforce skill training driving economic prosperity for workers and businesses.” 

– Noemí Custodia-Lora, Ph.D. Vice President of Lawrence Campus & Community Relations,
Northern Essex Community College  

Check out photos of the event on our Flickr Page.  

Some of our favorite tweets from the event are below – you can follow the rest of the conversation on twitter here #NSCSummit2023. 

The post Equity on the Agenda: Growing a truly inclusive workforce at the 2023 Skills Summit appeared first on National Skills Coalition.

Attendees represented training providers, community colleges, unions, businesses, community-based organizations, researchers, advocates, and state agencies – all focused on expanding access to inclusive, high-quality skills training so that people can have a better life, and local businesses can see sustained growth. 

It was a pivotal time to gather. Our country is emerging from the most devastating economic crisis since the Great Depression. During the past couple of years, Congress has made billions of dollars in investments that have given states the opportunity to support and strengthen the workforce through skills training. With the implementation of historic investments on the horizon (and already underway in some cases) it is critical that we prepare advocacy and implementation strategies for these workforce development investments that don’t repeat the mistakes of the past and, instead, promote an inclusive vision of the future. 

The agenda was robust. Advocates discussed and heard from state experts on 

• Strategies for advancing racial equity in our work. 
• Leveraging new federal Digital Equity Act and infrastructure funding. 
• Improving equitable access to postsecondary financial aid and supports. 
• Promoting a transformative, more inclusive workforce system. 
• Elevating worker voices.
• Building career pathways. 
• Using data strategically to build a more inclusive economy. 

The event kicked off with a plenary session that focused on unpacking racial equity and inclusion in workforce development. Clair Minson, Founder & Principal at Sandra Grace LLC and a leading expert on the intersection of racial equity and workforce development gave an inspiring keynote address on the manifestations of systemic and institutional racism in workforce policies, practices, and cultural messaging, along with strategies for dismantling and creating more equitable, inclusive systems. Following her talk, Davante Lewis, Director of Public Affairs and Outreach, Louisiana Budget Project and Kenyatta Lovett, Managing Director for Higher Education, Educate Texas, Communities Foundation of Texas; illustrated what this ongoing work looks like in practice. 

• Read Clair Minson’s recent post on Linked IN: 10 Things Our Field MUST Do If We Want to Realize a Racially Equitable and Just Society

Day two of the forum featured a plenary discussion about advancing job quality and equity through sector partnerships.  Brooke DeRenzis, Chief Strategy Officer at NSC led a discussion with Bishara Addison, Director, Job Preparation, The Fund for Our Economic Future; Robert Espinoza, Executive Vice President of Policy, PHI; Victoria Johnson, Global Equity Director, HDR; and Aleece Smith, Director of Inclusion and Sector Strategies at KentuckianaWorks.  

Most of the content of the forum was driven by thought leaders from NSC’s networks including SkillSPAN and Business Leaders United, many of whom spoke at plenaries or on panels at the Forum including the following: 

• Anna Alvarado, Policy Director, California EDGE Coalition 
• Christopher Dews, Senior Policy Advocate, Job Opportunities Task Force (JOTF) 
• Jessica Fraser, Director, Indiana Community Action Poverty Institute 
• Victoria Johnson, Global Equity Director, HDR 
• Stephanie Keinath, Vice President for Strategic Initiatives, Dayton Area Chamber of Commerce 
• Ray Khalfani, Policy Analyst, Worker Justice and Criminal Legal Systems, Georgia Budget and Policy Institute 
• Amanda Klein, Manager of Advocacy and Government Relations, United Way of Southeastern Michigan 
• Melinda Mack, Executive Director, New York Association of Training and Employment Professionals (NYATEP) 
• Chaer Robert, Legislative Director, Colorado Center on Law and Policy 
• Logan Rockefeller Harris, Senior Policy Analyst, North Carolina Budget & Tax Center  
• Dave Stone, Advocacy Officer, United Way of Central Iowa 

“I think advocates left the forum inspired – with new ideas, strategies & tactics for policy development, coalition organizing, communications and mobilization. And I think they’re heading to their home states with a renewed enthusiasm for building equitable policies” said Melissa Johnson, Managing Director of State Strategies at NSC. “I’m confident that participants will work to leverage the collective expertise across states and organizations to expand inclusive, high-quality skills training.” 

Check out photos of the event on our Flickr page and the full event agenda here.

Some of our favorite tweets from the event are below – you can follow the rest of the #SSF22 discussion over on Twitter. 

The post Partnerships, Investments, and Equity Headline Largest-Ever Skills in the States Forum appeared first on National Skills Coalition.

National Skills Coalition will be working with six state teams as part of our 2021-2022 Quality Postsecondary Credential Policy Academy: Minnesota, Missouri, Nevada, New Jersey, Ohio, and Tennessee. Through the Academy, state agency teams will work together to advance a high-quality postsecondary skills strategy so more residents can attain quality credentials. 

As part of the academy, state teams will commit to: 

• Adopting a quality non-degree credential definition, 
• Developing a policy agenda to increase the number of residents with quality credentials, and 
• Centering racial equity to ensure adult workers of color have access to and can successfully attain quality credentials. 

The state teams are led by a Governor’s education and/or workforce policy advisor, the state higher education agency leader, and the labor or workforce agency leader, with membership drawn from agency leaders representing economic development, human services, elementary and secondary education, and the state community and technical college system. Some states also include external stakeholders, such as community-based organizations and policy advocates from SkillSPAN, NSC’s network of nonpartisan state coalitions expanding skills training for people through state policy changes. 

Teams will work together along with ongoing support from NSC and Education Strategy Group and will have opportunities to learn from subject matter experts and participate in peer-to-peer learning. Alabama, and Virginia will serve as peer mentors, as these states have succeeded in adopting quality definitions. 

This is the second cohort of states to participate in the policy academy, which builds on the work NSC conducted in 2019 with twelve states to develop a consensus definition of quality non-degree credentials. States will work toward adopting the consensus criteria and developing processes to identify quality non-degree credentials. These criteria include: 

• Substantial job opportunities, 
• Transparent evidence of the competencies mastered by credential holders,  
• Evidence of the employment and earnings outcomes of individuals after obtaining the credential, and  
• Embed non-degree credentials in other education and training pathways. 

State teams have the flexibility to design the process that best fits their environment.  Establishing a quality non-degree credential criteria can help align and support performance accountability under federal workforce and education laws. By adopting a quality non-degree credential definition, states can protect against increasing equity gaps by ensuring people of color, women, those with disabilities, and other underserved populations are not steered toward low-quality options. 

A quality non-degree credential definition and quality assurance system can: 

• Help workers save time and money by improving information on the likely employment and earnings outcomes associated with specific programs. 
• Make it easier for businesses to identify talent and address emerging skill needs. 

• Offer clear guidance to education and training providers on which credentials they should offer and how to think about designing new credentials or program offerings with an eye to both return on investment from students and maximizing alignment with labor market needs. 
• Help policymakers provide a range of options for improving economic opportunities for residents and businesses alike and set clear targets for non-degree credential attainment. 

States will identify and advance policies that can support and scale attainment of quality credentials. These may include expanding state financial aid programs to support the attainment of quality non-degree credentials, expanding career counseling, expanding non-tuition supportive services, supporting the development of industry partnerships, expanding apprenticeship and other work-based learning models, and developing career pathways models and statewide policies for credit articulation. 

States will also design and implement data policies to track access to and completion of quality credentials and resulting employment and earnings outcomes. States will be encouraged to collect and use demographic data, including race and ethnicity, to help the state see if postsecondary attainment and career success are available to all residents. 

To center racial equity, NSC will be assisting states in the creation of external advisory committees. These committees will help inform states teams on equitable access and attainment policies for quality non-degree credentials. These committees will include community-based organizations serving communities of color and other organizations representing workers. 

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These advocates came together at a critical time: no state has escaped the devastating economic impacts of the COVID-19 recession. State workforce policy is a critical component of an inclusive economic recovery. Since the beginning of the pandemic, states have been forced to make policy decisions that determine the economic fate of millions of workers and small businesses, including decisions that impact the ability of unemployed residents to train for jobs in new industries as well as those created by federal stimulus efforts. For a truly inclusive economic recovery, workers and businesses who were most impacted by this recession, as well as workers who were previously held back by the structural barriers of racism or lack of opportunity must be empowered to equitably participate in and benefit from the recovery.  

The Skills in the States Forum gives advocates in NSC’s state networks the chance to: 

• Learn about new policy and advocacy innovations in the states  
• Discuss and understand strategies for moving policies forward that can be included in their advocacy; and 

• Engage with peers in conversations around related advocacy and policy efforts in their respective states 

The event kicked off with a plenary session focused on Advancing Racial Equity in the Workforce to Achieve an Inclusive Economic Recovery. Central to this plenary session was a stirring keynote address by Deputy Secretary of Labor and former secretary for the California Labor and Workforce Development Agency Julie A. Su. Deputy Secretary Su struck a particularly powerful note when she shared with attendees how “there can be no sustainable recovery without equity” and followed that up with commitment to build bridges that connect people to good jobs.  

Watch Deputy Secretary of Labor Julie A. Su’s keynote remarks here.  

Following Deputy Secretary Su’s address, attendees were treated to a equity-focused panel discussion with Luis Quiñones, Director of Adult Education and Workforce Development Programs at UnidosUS; Dr. Noemi Custodia-Lora, Vice President of the Lawrence Campus & Community Relations at Northern Essex Community College Massachusetts; Shana Marbury, General Counsel and Senior Vice President of Talent at the Greater Cleveland Partnership and Alex Camardelle, Director of Workforce at the Joint Center for Political and Economic Studies. Panelists were able to pick up where the Deputy Secretary left off, discussing how crucial equity-advancing policies and practices look on the ground. 

The second day of the forum kicked off with a panel discussion between NSC’s Sr. State Network Manager Michael Richardson and Managing Director of Government Affairs Katie Spiker about the current federal landscape and its implications for workforce development policy advocacy.  

Participants took to Twitter to discuss the forum – take a look. 

Throughout the event, attendees participated in discussions with peer experts engaging in common advocacy efforts across the U.S., including:  

• A look into how Louisiana and Virginia have implemented quality assurance criteria that reflect the consensus criteria for quality non-degree credentials developed by National Skills Coalition and developed policies focused on equity. 
• Practical examples of the various state policy levers that can grow and sustain effective sector partnership models and walk away with ideas for how they can advance such policies in their states, with a focus on creating new opportunities through policy innovation and digital skills. 
• Policy recommendations to expand access to affordable, quality childcare for workers and individuals in skills training  

• Tools to implement and scale SNAP E&T in as part of an inclusive recovery in their states, with a look into Oregon’s efforts and successes. 
• Identifying and braiding federal and state funding streams to have the resources necessary to move towards an inclusive economic recovery. 

National Skills Coalition recently launched our Digital Equity @ Work Campaign – our effort to close the digital divide and realize our nation’s economic potential by empowering all workers to adapt to technology’s constant evolution in the workplace. One of the Forum sessions, entitled Sector Partnerships in the Recovery: Creating New Opportunities Through Policy Innovation and Digital Skills gave Forum attendees an opportunity to learn from one another about how they’ve leveraged sector partnerships to respond to the pandemic and its impacts, and the ways sector partnerships can specifically tackle digital skill needs and provide work-based learning opportunities. 

All Skills in the States Forum plenaries and sessions are available to watch here. 

The event ended with a panel moderated by State Network Manager Yasmin Fallahkhair featuring three formidable Skills State Policy and Advocacy Network (SkillSPAN) leads. During the panel, Melinda Mack with the New York Association of Training and Employment Professionals, Dave Stone with the United Way of Central Iowa and Davante Lewis with the Louisiana Budget Project imparted words of wisdom about successful advocacy strategies they’ve employed in their different state climates.  

At the end of the jam-packed two-day conference advocates left with practical ideas for advancing their workforce development policy advocacy in their respective states. The strategies and ideas shared by their peers will fuel them through the year ahead until next year’s conference, and hopefully for years to come. 

Are you interested in attending next year’s Skills in the States Forum or getting involved with SkillSPAN? Let us know by signing up to learn more here.

The post State advocates gain inspiration and policy ideas at NSC’s Skills in the States Forum appeared first on National Skills Coalition.

During the academy, states brought a range of stakeholders within and across agencies and engaged other external stakeholders like training providers and advocates to tailor quality assurance criteria to the unique needs and circumstances of their states. Their work over the past 18 months was particularly timely as states looked to develop quality training programs in response to COVID-19’s impact on the economy. By setting quality standards, states can make smart policy and budget decisions that will support an inclusive economic recovery. 

Here is a brief overview of what these states were able to accomplish: 

• Alabama used participation in the academy to support the development of a competency-based framework of jobs and credentials, including the Alabama Committee on Credentialing and Career Pathways, the Alabama Credential Registry, and the ATLAS on Career Pathways (an integrated education and workforce database to identify in-demand careers and credentials).  

“This work has been both timely and forward looking,” said Nick Moore, the coordinator of the Governor’s Office of Education and Workforce Transformation, which led the cross-agency team in Alabama. “It has set us up to do a lot deeper work on credential quality and transparency and rethinking what a competency- and demand-driven workforce system looks like.” 

• Colorado focused on reaching a stakeholder consensus for defining quality non-degree credentials and implementing polices that would better support access to data on non-degree credentials, including apprenticeship data. Colorado also passed a bill detailing a statewide plan for awarding college credit for work-related experience and ensuring students have access to high-quality credentials of value. 

• Louisiana used their participation in the academy to further develop the talent pipeline necessary to meet the ambitious attainment goal of 60 percent of working adults holding a degree or credential by 2030. The Louisiana Board of Regents approved a “quality credentials of value” policy to identify non-academic credentials, typically awarded through community and technical colleges, that provide value in the marketplace and lead to strong opportunities and good wages.  

“We were able to develop a North Star with the number of stakeholders in this work,” said Randall Brumfield, the Deputy Commissioner for Strategic Planning and Student Success at the Louisiana Board of Regents. “It was rewarding to have a common understanding and value around our credentials of value definition.” 

• New Jersey worked with the State’s Credential Review Board, a statutorily required body, to adopt a quality assurance framework that will be applied to the state’s Eligible Training Provider List. This included an equity measure to ensure accountability, consumer protection, and to communicate to those seeking education and training programs which ones are worth their investment and participation, and which will be less helpful in their careers.  

• Oregon leveraged an Adult Learner Advisory Committee (ALAC) that was created and charged to look at the policies and programs to support the state’s adult attainment goal and to define credentials valued in the workforce. The ALAC informed the “credentials that work” definition, while also integrating complementary work that was already happing in the state, such as using the state’s self-sufficiency standard as a threshold wage to determine a quality non-degree credential. Oregon has plans to pursue the creation of a grant program with wraparound services and other supports, like transportation and child care, to support adult learners in obtaining credentials that work.  

• Virginia has a commitment to creating pathways for working adults. A quality non-degree credential criteria is built into the FastForward program at Virginia’s Community College System (VCCS). The Virginia team’s big win was being able to effectively tell legislators why funding quality non-degree credentials is important. 

Randy Stamper, an Assistant Vice Chancellor at VCCS, said that “[t]he true realization of the work that we have all done will be achieved when we get Pell for these short-term programs [like the JOBS Act] because we know that if you put the right criteria in place, if you identify and fund the right programs and the right credentials, then it does lead people out of poverty, and it does improve lives.”  

Credentials are a key component of state postsecondary attainment goals and COVID-19 responses, helping workers obtain better jobs and serving to reconnect them to further postsecondary education and training opportunities. 

States defining quality non degree credentials (NDCs) and having a quality assurance system is important for workers, because it helps them save time and money by helping them understand their options and the likely employment and earning outcomes associated with specific programs. It also helps businesses who need to identify talent and address emerging skill needs. It’s important for education and training providers in order to have clear guidance on which credentials should be offered and how to think about designing new credentials that align with labor market needs. For state policymakers, quality non-degree credentials can also provide a range of options for improving economic opportunities for residents and businesses.  

Establishing quality NDC criteria can help align and support performance accountability under federal workforce and education laws. By adopting a quality NDC definition, states can protect against increasing equity gaps by ensuring people of color, women, those with disabilities, and other underserved populations are not steered toward low-quality NDCs. 

Thanks to the success of these state efforts, and the generous support of the Lumina Foundation, NSC will be hosting another 15-month quality credential policy academy with up to 8 states in 2021-2022. 

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