Workforce Development through Apprenticeships

With over 987,000 young people aged 16–24 not in education, employment or training (NEET), the Government’s decision to increase funding for apprenticeships is an essential and welcome step forward.   This is about more than just numbers. It’s about investing early in the careers of young people - giving them the opportunity to learn, to earn, and to build a future. It’s about ensuring that every young person, regardless of background, can access a pathway to a long, fulfilling career.   In construction and infrastructure, this couldn’t be more vital. Our industry faces well-documented skills shortages, with 62% of UK organisations reporting difficulty filling roles. Apprenticeships are not only a proven solution, they’re a catalyst for social mobility, growth, and innovation.   At Balfour Beatty plc, 7.4% of our UK workforce are in earn-and-learn roles. And ten years ago, I founded The 5% Club to help other employers make the same commitment. Because we know that investing in young talent isn’t just the right thing to do - it delivers long-term value for our people, our sector, and our economy.   The data speaks for itself: 🔹 94% of Level 2 apprentices go on to employment or further education 🔹 78% report significant personal growth 🔹 36% say they wouldn’t be working in their industry without an apprenticeship—rising to 40% among those who received free school meals   As industry leaders, we have a responsibility to nurture the next generation and create meaningful opportunities from day one. This announcement gives us the momentum to do exactly that. https://lnkd.in/eF9B6vQD

The data centre skills gap isn’t hypothetical. It’s a real issue for the industry. Yondr Group and CBRE are doing something about it; launching a global apprenticeship programme that will roll out across every operational Yondr site worldwide. This is how you actually build a pipeline. Not with wishful thinking, but by embedding apprentices on site, pairing them with senior teams, and giving them real training in critical engineering, operations, and admin; aligned with local frameworks in each region. The programme has already kicked off at Yondr’s 100MW Slough campus. Two apprentices per building, across three data centres. Projects in the Netherlands, Germany, the US, and Malaysia are next. 12 apprentices globally by end of 2025 is the starting target. Expect that to grow fast. Paul Hood at Yondr (ex-apprentice himself) put it well: this isn’t just about hiring. It’s about shaping people into professionals who can keep hyperscale infrastructure running 24/7/365. CBRE’s Andrew Chilcott is right to call this out too; data centre operations isn’t like managing other property. It demands specific, highly skilled talent. You don’t get that by accident. You build it. This is exactly the kind of long-view, boots-on-the-ground action the industry needs more of. Not just to solve the skills crisis but to prevent the next one. Brilliant move by the pair. - - - #DataCentres #Hyperscale #DigitalInfrastructure #MissionCritical #FutureOfWork #Apprenticeships #SkilledTrades #WorkforceDevelopment #DataCentreCareers #InfrastructureTalent

America has 500,000 unfilled manufacturing jobs right now, and 65% of manufacturers say talent acquisition is their #1 business challenge. The talent gap could grow to 2.1 million workers by 2030, threatening $1 trillion in economic output. Today at People Atom, we analyzed why a sector that both political parties are desperate to revitalize can't find workers—and what it means for the future of work. The manufacturing workforce challenge goes deeper than just numbers: → Skills mismatch: Only 0.3% of American workers have apprenticeship training compared to 3.6% in Switzerland—12x higher → Role evolution: Only 40% of manufacturing jobs involve directly making products. The other 60% require technical expertise in robotics, electrical systems, and digital controls → Education paradox: Half of open manufacturing positions now require a bachelor's degree, yet many employers simultaneously struggle to fill roles that don't need degrees → Perception problem: Despite modern manufacturing facilities being clean, bright and technology-driven, outdated perceptions of dirty, dangerous work persist The FAME apprenticeship program shows what's possible: participants earn nearly $98,000 five years after completion—$45,000 more annually than non-participants. But these solutions haven't scaled nationally. Future-Ready Workforce Strategies ↳ Rethink degree requirements: Screen for competence and character over credentials. Does that job posting really need "bachelor's required"? ↳ Create regional talent ecosystems: Build partnerships between employers, community colleges, and workforce agencies to create shared talent pipelines ↳ Invest in pre-employment skill-building: Design programs that help candidates transition from service roles to technical operations with targeted training ↳ Reimagine employer branding: Today's manufacturing jobs need to be marketed to emphasize technology, growth potential, and stability This scenario isn't unique to manufacturing. Every sector undergoing rapid technological transformation faces similar challenges—from healthcare to retail to logistics. Love the future of work, Joe PS:  For deeper insights and implementation support, Get Your Invitation to PeopleAtom. The private network for CEOs, CHROs, CIOs, CTOs, and People Leaders shaping the future of work through bold strategy, systems thinking, and intelligent tech. Not everyone gets in, just the ones building what's next.

Don’t Wait for an Office. Take Up an Apprenticeship. Some people are sitting at home waiting for a job offer. Others? They’re on-site, learning by doing. Because not every opportunity comes with a contract. Some come with tools, dust, early mornings, and mentorship. That’s what apprenticeships are. And if we’re being honest — they’ve built more wealth and skill than some formal degrees have. I say this as someone who’s watched industries grow… Businesses expand… And self-taught artisans rise to the level of experts. And when you ask them where it all began? They’ll say: “Ndakatanga ndichingobatsira.” “I was just helping out.” “I was learning under someone for 6 months before I even got paid.” That’s apprenticeship. It’s the school of doing. It’s the space where humility meets opportunity. Apprenticeships teach you what classrooms often can’t: ✔️ How to deal with clients ✔️ How to handle real deadlines ✔️ How to fix mistakes in real time ✔️ How to use your hands, tools, and mind — all at once ✔️ How to build work ethic, not just wait for salary Some of the best builders, bakers, tailors, and techs we know today didn’t start with big platforms. They started under someone who was willing to teach. And they had the discipline to learn. To every young person waiting for a perfect job title: Take the apprenticeship. Wash the hair. Install the gutters. Organize the storeroom. Attend the shoots. Write the drafts. You’re not being used. You’re being sharpened. One day, your portfolio will thank you. Your confidence will thank you. Your clients will ask, “How are you this good?” And you’ll smile and say, “Because I was willing to learn when others were watching.” Apprenticeships are not beneath you. They are beneath the surface — where greatness is being formed. Show up. Watch. Ask. Take notes. Practice. Repeat. Don’t wait to be hired. Be mentored. Be shaped. Be developed. And soon, you’ll be more than employable — you’ll be unforgettable.

Texas is the epicenter of U.S. data center growth. How do we meet the talent demand? With the DFW, Austin/San Antonio, and West Texas corridors surging ahead, TX is seeing explosive development in 2025. The key job disciplines I am seeing unprecedented demand for are: Superintendents: Keep aggressive schedules on track, coordinate dozens of specialty contractors, and lead electrical/mechanical-heavy scopes. They’re the heartbeat of execution in the field. Estimators: Accurate bids with billion-dollar campuses at stake demand expertise in mission-critical specs, long-lead equipment, and cost escalation. Winning or losing work starts here. Project Managers & Executives: Balance budgets, timelines, and client expectations on fast-track programs. They’re the ones steering complex projects from design through commissioning. Skilled Trades: Electricians, controls techs, and mechanical crews who build the backbone. Without enough qualified craft labor, projects stall before the first rack is powered. The question is, what can be learned from other industries that have faced these challenges in the past? In oil & gas, the shale boom forced companies to scale overnight. They retooled industrial workers, invested heavily in safety and technical training, and partnered with community colleges to create pipelines of craft talent. In manufacturing, automation and advanced facilities demanded a new workforce. The sector leaned on apprenticeship programs, strong union partnerships, and retraining initiatives to upskill traditional labor into high-spec, high-output environments. This means that Data Centers need the same playbook, but faster: - Partner with trade schools and community colleges to create mission-critical tracks. - Work with unions and trade groups to adapt apprenticeship and certification programs. - Build early partnerships between GCs, specialty contractors, and talent firms to lock in critical roles before projects hit the ground.

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐟𝐨𝐫 𝐈𝐨𝐓 𝐢𝐧 𝐌𝐚𝐧𝐮𝐟𝐚𝐜𝐭𝐮𝐫𝐢𝐧𝐠 As the manufacturing industry increasingly embraces the Internet of Things (IoT), the demand for skilled professionals capable of integrating and managing IoT solutions has surged. From my experience as a recruiter specializing in cutting-edge technology roles, I’ve recognized the critical need for creating a sustainable talent pipeline to support this transformative shift. IoT technology is revolutionizing manufacturing, enabling enhanced data-driven decision-making, increased operational efficiency, and the development of new business models. Strategies for Developing a Sustainable Talent Pipeline: ➡️ Partnerships with Educational Institutions: Collaborating with universities and technical schools to develop curricula that include IoT technologies, applied data analytics, and cybersecurity can prepare students with the skills needed for modern manufacturing roles. ➡️ Apprenticeships and Internships: Offering hands-on learning opportunities for students and recent graduates can help bridge the gap between theoretical knowledge and practical application, while also allowing companies to train potential employees in specific skill sets. ➡️ Professional Development and Continuous Learning: Investing in continuous education and certification programs for current employees not only helps keep skills up-to-date but also aids in retaining top talent by showing a commitment to their professional growth. ➡️ Cross-Functional Training: Encouraging existing employees to develop skills in IoT applications through cross-training can help diversify the skills within the workforce, promoting a more adaptable and versatile team. ➡️ Recruitment Campaigns Targeting IoT Skills: Tailoring recruitment efforts to highlight the exciting opportunities in IoT within the manufacturing sector can attract professionals from different technological backgrounds who may not have previously considered manufacturing as a career path. ➡️ Leveraging Online Platforms for Global Reach: Utilizing online learning and recruitment platforms can extend the reach of talent acquisition efforts globally, bringing in fresh perspectives and diverse skills that are crucial for innovation. The integration of IoT within manufacturing is not just a passing trend; it's a pivotal part of the industry’s future. By establishing a robust pipeline of skilled professionals, companies can ensure they remain competitive in an increasingly technology-driven market. If you’re a professional specializing in IoT, or a manufacturing firm looking to develop your workforce capabilities, let’s connect. Together, we can explore how to effectively build and utilize a talent pipeline that not only meets the current demands but also anticipates future technological advancements.

Apprenticeships have long been a powerful way to launch careers but could they also be a way for companies to build talent from within? In my op-ed in Fast Company, I argue that the 36 million Americans laboring in low-wage, high-turnover jobs are like stem cells, with many of the capabilities needed for higher-value work if they were just given the opportunity. Meanwhile, employers struggle to fill jobs in many high-growth fields like computer systems analysts, project management specialists, and software developers. Jobs like these are filled based on skills, not degrees. That makes them well suited to on-the-job training that builds on existing capabilities—in short, a new generation of apprenticeships for the knowledge economy. The idea of taking workers toiling in low-wage jobs and turning them into coveted software developers may sound like modern-day alchemy—the Cinderella story of our time. But there’s no magic to it. I would argue that apprenticeships are a singularly powerful mechanism for building skills step by step. Glad to build on The Burning Glass Institute's recent pioneering research with Euan Blair and Multiverse charting the far broader opportunity for apprenticeship well beyond the scope of traditional roles and talent pools. Read our full report here: https://lnkd.in/ewFMnkQi #careers #apprenticeship #apprenticeships #hiring #humanresources #workforcedevelopment #work #jobs https://lnkd.in/e2k6gW3B

Today, the US Government Accountability Office released a report, "Apprenticeship: Earn and Learn Opportunities Can Benefit Workers and Employers," which confirms what many suspected: Apprenticeships are a robust workforce strategy. We are proud to support the expansion of registered educator apprenticeships through The Pathways Alliance. Stay tuned for two new NGS from us in the coming months Key Takeaways: For Workers: Higher pay post-completion than an associate's degree, less debt than technical education, and in-demand skills. For Employers: Lower turnover and a credible positive ROI. The Catch? The report highlights major hurdles: a confusing web of 26 federal programs (most not primarily focused on apprenticeships!), low awareness, and federal dollars disproportionately flowing to less effective programs. Only 2% of WIOA participants are in registered apprenticeships! As policymakers eye workforce solutions, this GAO report is a clear signal: invest in what works. It's time to cut through the noise and expand registered apprenticeships. https://lnkd.in/ePajKpKY

Workforce and economic development colleagues, check out this latest report from the U.S. Economic Development Administration. The summary points are spot on! When addressing workforce development in the creation or update of the Comprehensive Economic Development Strategy, ensure any efforts: -Are employer led to ensure skilled workers are connected to quality job opportunities. -Are guided by multiple community partners such as educational institutions, labor unions, community-based organizations, and economic development organizations. -Include wrap-around services to support community needs. -Prioritize proven earn and learn models like Registered Apprenticeships. -Lead to stackable, industry-recognized credentials and ensure that information about credentials is publicly accessible through the use of linked open data formats that support full transparency and interoperability. -Measure and evaluate outcomes such as workers’ employment and earnings. Ensure that data is transparent, actionable, and linked back to those executing programs. -Build sustainable systems and partnerships that endure to serve employers and workers beyond the federal investment. -Connect workforce development to economic development. -Encourage the use of other government and private funding. -Are coordinated across all levels of government (including federal). https://lnkd.in/enw8TzeJ #education #workforcedevelopment #economicdevelopment #employerled #data #apprenticeships #IRC