The ability of internship programs to retain talent has spurred a growing interest in internship programs as well as the launch of internship-matching portals catering to in-state employers. In the Midwest, Indiana, Ohio, Michigan, and most recently, Wisconsin, all have websites dedicated to promoting their state’s internship opportunities.
In its second year, the experiential summer program is part of a project to build an academic pathway for Logistics Engineering Technicians funded by a National Science Foundation grant under the Advanced Technological Education (ATE) program. The project addresses skills and knowledge gaps found in emerging occupations in the logistics field where automation and sophisticated computerized systems are becoming more prevalent.
Through a unique project, a suite of lesson plans teaching concepts from intelligent transportation systems (ITS) and connected vehicle technologies has been developed for middle school and high school students.
In our recent Virtual Roundtable D&I Summer Series, we spoke with various professionals on proven strategies to build diversity, equity, and inclusion in the workplace. From his position as Manager in the Office of Diversity and Civil Rights for a Midwest railroad company, Maebry took some time to reflect on what can be learned from these discussions and how we might effectively bring D&I best practices to Transportation.
If you ask most companies in shipping or logistics if it is possible to hire someone with an associate degree who knows logistics, engineering, and information technology, they will tell you that such graduates do not exist, and they would be right. But, graduates with this unique set of skills will be hitting the workforce in just two years thanks to a new AAS program coming out of Columbus State Community College in Columbus, Ohio where the first class of students have enrolled in the degree program and begun their instruction this fall.
The Midwest is taking the lead in a unique partnership of a dozen workforce development boards working in tandem to drive economic growth in the region. In July, workforce leaders from 12 Midwest cities convened in Milwaukee, Wisconsin to sign an agreement creating the Midwest Urban Strategies Consortium, the first partnership of its kind in the country.
In the third installment of the D&I Virtual Roundtable Summer Series, “Tapping into the Power of Difference,” Angela Russell, who is Director of Diversity & Inclusion at CUNA Mutual Group in Madison, Wisconsin, shared the best practices she uses and lessons she has learned from her experiences.
Facing many of the same workforce challenges being seen in the transportation industry, one large healthcare organization has built a successful model for growing its talent pool. Based on the fundamentals of diversity, equity, and inclusion, the program at UW Health, in southcentral Wisconsin, is growing the skilled workforce they need through an innovative use of community partnerships and home-grown internship and training programs.
Working simultaneously with unions, contractors, women, and students, the National Center for Women’s Equity in Apprenticeship and Employment is helping the construction industry grow the skilled workforce it needs by incorporating and retaining more women. One way the center is doing this is by bringing registered apprenticeship to bear as a proven strategy to grow and retain talent.
Combine the career readiness that apprenticeship provides with the astoundingly high retention rates of 87-93% of employees who complete apprenticeship programs, and it is clear why more companies are turning to groups like TransPORTs and FASTPORTS, for assistance in getting new programs up and running for an increasing number of occupations.