- From Accenture: We predict that over the coming 12-24 months there will be a significant uptick in companies who embrace generative AI as a catalyst for reinvention. Why is generative AI different from other technological innovations we’ve seen in recent years? This technology has the power to reinvent every facet of an organization. This is new. Through our work, we see empirical evidence that this trend is already in motion, particularly as generative AI rapidly disrupts every industry. Click here to read more.
- From The Annie E. Casey Foundation: A new report from the Center for Behavioral Design and Social Justice examines the benefits of including people with social service systems experience in designing, implementing and evaluating policies and programs. Funded by the Annie E. Casey Foundation, the report, Experts by Experience: How Engaging People With Lived Experience Can Improve Social Services, highlights the role of “intersectional professionals” — individuals who have both personal and professional experience with the child welfare, juvenile justice and other human service systems. Click here to read more.
- From The Aspen Institute: In our fast-paced world, leaders often feel overwhelmed by heavy workloads, driven by a prevailing cultural expectation — particularly prominent in the US — to remain constantly busy. However, this obsession with busyness often leads to a misplaced focus on tasks rather than people. We opt for quick fixes, prioritizing immediate demands, productivity metrics, and navigating politics. What if, instead, we prioritize spending time with individuals to understand their career aspirations or engage in small group discussions to enhance workflow? Having experienced the prevailing approach firsthand, I’ve come to realize the negative long-term impact. It’s time to unlearn outdated behaviors and definitions and, instead, embrace actions that positively impact people. Click here to read more.
- From Brookings: Brain science is the study of how the brain works and how it affects our behavior, cognition, emotions, and well-being. Brain science can also help us understand the modern economy, which is shaped by human decisions, interactions, and innovations. We are amid a global transition to an economy that relies on human cognitive resilience to flourish. Global coordination and attention are required to build this new brain economy for the benefit of people, the economy, and nature. Brain capital is an economic asset that prioritizes, integrates, and optimizes brain health and brain skills to accomplish socio-economic objectives. In other words, our collective brain power is a prosperity and national security asset. Click here to read more.
- From Center for American Progress: Establishing a high-quality work-based learning program can be complex because it involves the collaboration and commitment of both schools and local industry to develop opportunities that look quite different from traditional schooling. As work-based learning models grow in popularity, it is important for policymakers to work with educators and industry leaders in developing equitable, high-quality programs. Click here to read more.
- From Center on Budget and Policy Priorities: Young children of all races and ethnicities would benefit from the bill’s Child Tax Credit expansion. Overall, the expansion would deliver a larger credit to 1 in 4 children under age 6. It would benefit even larger shares of Black, Latino, or American Indian or Alaska Native young children, whose parents are overrepresented in low-paid work and may face more limited economic opportunities due to historical and ongoing discrimination and other structural barriers. Click here to read more.
- From Economic Policy Institute: Many of the concerns raised recently about advances in artificial intelligence (AI)—for example, its implications for national security or media disinformation—are outside our areas of expertise. An area we do have considerable expertise to draw on is AI’s potential effect on labor markets and our outlook might surprise some who have followed recent public debates: AI, like most technological advances, is unlikely to be a direct threat to the wages and employment of U.S. workers. Instead, it has the potential to raise these workers’ living standards. Realizing this potential does not hinge on the specifics of AI policy, but instead on restoring the balance of economic power in key markets—especially the labor market. Click here to read more.
- From the Federal Reserve Bank of Atlanta: The conversation around access to childcare and its impact on labor force participation has gotten a lot of national attention in recent years. One issue of focus are the challenges faced by childcare providers stemming from declining enrollment and escalating operational expenses. Another is the prospect of childcare costs imposing a significant financial burden on working families, potentially impeding labor force participation rates. Notably, low- and moderate-income households are disproportionately affected by rising prices in this sector. Click here to read more.
- From Gallup Workplace Insights: Continuing a downward trend, employee engagement in the U.S. has dropped to its lowest level in more than a decade. Last year, Gallup found U.S. employees were increasingly detached from their employers, with the workforce reporting less role clarity, lower satisfaction with their organizations and less connection to their companies’ mission or purpose. Employees were also less likely to feel someone at work cares about them. Click here to read more.
- From the International Association of Workforce Professionals (IAWP): In the realm of education and workforce development in the United States, community colleges stand as beacons of accessibility and adaptability. Renowned for their ability to cater to local needs, these institutions play a vital role in shaping the workforce of tomorrow. With the job market evolving at a rapid pace, the significance of community colleges has only grown, driven by the demand for skilled workers in emerging fields. At the heart of community colleges lies not only their educational offerings but also their capacity to form dynamic partnerships with local businesses, organizations, and government agencies. These collaborations serve as vital conduits for aligning education with the ever-changing demands of industries, ensuring that graduates are well-equipped to thrive in their chosen careers. Click here to read more.
- From Jobs for the Future: Instead of the high schools and colleges they attend today, learners would be in new institutions starting in what we now think of as grade 11. They would get paid for work-based learning experiences and within four years complete—at no cost—a first postsecondary credential or degree, preparing them for a well-paid job upon graduation and a clear avenue to further education should they so choose. Education finance, governance, accountability, instructor qualifications and training, and education-employer partnerships would shift significantly to make such institutions the norm. This would blur the lines between the now separate public systems of K-12 schooling, postsecondary education and training, and the world of work. Click here to read more.
- From Manpower: The future of work will be shaped by the accelerating pace of change and persistent talent scarcity, which is good news for workers. Employers are increasingly open to non-traditional candidates who may have gaps in employment that have impacted their careers. This will create more opportunities for seniors with invaluable work and life experience and individuals with e-sports and gaming skills. It also means green business leaders will need to apply the same sustainability mindset to their human resources. Click here to read more.
- From McKinsey & Company: The US skilled labor market is facing record-high pressure, particularly for companies with manufacturing and construction operations. Increasing labor scarcity, amplified by the COVID-19 disruptions, has intensified competition for talent, raising the sectors’ average wages by more than 20 percent since the first quarter of 2020.1 Since money wages have rarely, if ever, fallen in the United States, this cost reset is effectively permanent, threatening margins and long-term growth. And this squeeze on labor is set to get worse as demographic headwinds intensify. Click here to read more.
- From the National Association of Colleges and Employers (NACE): Nearly 83% of employers responding to NACE’s Job Outlook 2024 Spring Update survey anticipate increasing (24.9%) or maintaining (57.7%) hiring for the Class of 2024. This leaves just 17.4% of respondents planning to decrease hires, but their planned cuts mean overall hiring projections are down 5.8% from last year. Note that the dip follows historic hiring that followed the pandemic, suggesting that the cutbacks reflect a return to “normal” hiring plans. Moreover, the data indicate that decreases are largely tied to particular respondents, especially by industry. Click here to read more.
- From the National Association of Counties (NACO): Annually, over 10 million individuals are released from jails and prisons. During reentry, individuals face tremendous barriers to success, including housing insecurity, inability to access health care and social services, financial strain, food insecurity and challenges to obtaining education and employment opportunities. Formerly incarcerated individuals often also must overcome social barriers like harmful stereotypes and stigma. NACo recognizes April as Second Chance Month. This month-long observation is a reflection on the importance of supporting individuals after time spent incarcerated. Click here to read more.
- From the National Association of Workforce Boards (NAWB): The US House of Representatives passed HR 6655, A Stronger Workforce for America Act late yesterday with overwhelming bipartisan support. The bill reflects compromises made by both House Republicans and Democrats in their effort to reauthorize the Workforce Innovation and Opportunity Act (WIOA), which previous Congresses have been unable to do since its authorization expired in 2019. Click here to read more.
- From the National Conference of State Legislatures: Prolonged and historically low unemployment have created worker shortages in many industries. At the same time, younger people entering the workforce are having difficulty finding jobs that pay well and build upon their existing skills. One solution lawmakers are looking toward is creating and increasing options for youth employment. These opportunities are important because young people who are unable to access consistent work before the age of 25 will earn 44% less over the course of their lives. Gaining work experience can help youth excel and advance in the workforce. Click here to read more.
- From the National League of Cities (NLC): Preparing a skilled workforce for the jobs of today and tomorrow remains a top concern among local elected officials. Under the Workforce Innovation and Opportunity Act (WIOA), which outlines the federally funded workforce system, local elected officials are given an important role in guiding the deployment of resources and setting policies that support workforce and economic development. WIOA is designed to enhance the employability, skills, and success of the American workforce, with a strong emphasis on local control and flexibility, encouraging the development of strategic partnerships between the public and private sectors that are responsive to and aligned with local industry and economic development. The current on-the-ground implementation of WIOA is guided by a comprehensive state planning process. Click here to read more.
- From the National Fund for Workforce Solutions: For the most part, other than their unusual ownership structure, employee-owned companies tend to be pretty “normal.” Which is to say they usually have fairly typical organizational charts, management structures, etc. Their workforce needs are similarly typical, for the most part – they need employees with the right mix of technical, social, and critical thinking skills. But the fact that their employees are owners does distinguish them somewhat regarding their skill needs. Employee-owned companies need their workers to be able to think like owners because they are. They need more understanding of the company’s workings than might be necessary at other companies; they need to be able to read and understand financial statements; they need to see the connections between their everyday activities and the company’s performance. Click here to read more.
- From the National Skills Coalition: National Skills Coalition and Business Leaders United for Workforce Partnerships brought together more than 60 business leaders, skills training experts, national associations, philanthropic partners, and federal policymakers from the White House in a conversation about current state efforts to advance state and federal clean energy skills training policy.This group of thought leaders endeavors to play a key role in pushing for meaningful policy change (such as investing in industry-sector partnerships and quality apprenticeships skills training strategies) to support successful clean energy projects and provide economic opportunities for workers in a growing industry. Click here to read more.
- From Prosperity Now: All of us should be able to have a roof over our heads and a safe place for our loved ones to lay down at night. But being able to access safe housing that families can afford continues to be a point of stress for many across the country. In the U.S. today, the shortage of rental housing units has reached almost 14 million. The drastic lack in affordable housing has caused housing prices to skyrocket and has exacerbated the state of severe inflation. Renters in the United States on average spend nearly a third of their income on rent, a cost burden often too high for many to sustain over time, and increased rates of foreclosure and eviction has contributed to rising rates of homelessness. Over 582,500 individuals are currently experiencing homelessness in communities across the country. Around 171,000 of these individuals are living in the state of California. Click here to read more.
- From the Society for Human Resource Management (SHRM): At the end of the first quarter of 2024, economic uncertainties continued to concern organizations across the country. Employers found themselves navigating the after-effects of these challenges, as well as managing new regulations and shifts in workplace safety standards. It was a period marked by adaptation, analysis and, above all, strategic planning. Intriguing trends emerged and forecast new growth for the second quarter. The more than 11 percent increase in HR staffing since 2018 underscores leaders’ recognition of HR’s important role in organizational success. HR professionals will be instrumental in guiding employers through an unexpected wave of retiring workers and new regulations such as the independent contractor rule, which could lead to many gig workers being reclassified as employees—though it’s facing opposition and attempts to overturn it. Click here to read more.
- From the U.S. Chamber of Commerce: We hear every day from our member companies—of every size and industry, across nearly every state—they’re facing unprecedented challenges trying to find enough workers to fill open jobs. Right now, the latest data shows that we have 9.6 million job openings in the U.S., but only 6.4 million unemployed workers. We have a lot of jobs, but not enough workers to fill them. If every unemployed person in the country found a job, we would still have around 3 million open jobs. Click here to read more.
- From Workforce Monitor: While opposition to DEI – diversity, equity and inclusion – has a long history, it has picked up steam recently. In 2023, when Silicon Valley Bank collapsed, detractors claimed that the bank’s focus on DEI was responsible – rather than the bank overinvesting in bonds that suddenly lost much of their value. Not long afterward, when a wall panel detached from an Alaska Airlines flight at 16,000 feet, opponents claimed without evidence that DEI’s corrosive effects were to blame. More recently, when a cargo ship lost power and slammed into Baltimore’s Key Bridge, critics suggested that DEI was somehow at fault. In the face of these attacks, many company leaders are troublingly silent about their commitment to DEI. I believe this is a mistake. It allows misrepresentations to take root, and it reinforces the exclusion and marginalization many workers of color already experience. As a sociologist who focuses on race, gender and work, I believe this is a pivotal moment for companies to reinforce their commitment to DEI. Click here to read more.
- From Workday: Few terms are as widely discussed and poorly understood as artificial intelligence (AI). Over the last 60 years, AI has been subject to speculation—whether from market analysts or science-fiction authors. Now that the AI market has reached maturity, AI is continuously changing how we work with each other. For business leaders, knowing what AI is and how it elevates human performance is essential. The days of limiting AI to playing chess and computer games are behind us. Today, people use AI in every facet of their daily lives, whether it’s powering smarter search results, real-time image recognition, or self-driving cars. Simultaneously, businesses are using AI for a wide variety of applications, from identifying employee skills gaps to detecting financial anomalies. Organizations that continue to rely on outdated and manual processes risk falling behind. Click here to read more.
- From WorkingNation: To disclose or not to disclose: That is the question discussed in this new short WorkingNation film Workplace Realities: Disclosing Physical and Mental Health Disabilities, featuring three co-workers at Cadmus Group. With a commitment to diversity and equity, Cadmus Group fosters a workplace environment in which each colleague’s personal journey is valued. Through candid anecdotes, we hear the challenges and triumphs of disability disclosure, including hidden mental health disabilities which many employees and employers have been reluctant to discuss openly. Click here to read more.
- From WorkRise: Career and technical education, formerly known as vocational education in workforce development parlance, has undergone significant change over the past 20 years. From increased investment to a greater diversity of program offerings, CTE programs continue to chip away at the stereotypes of vocational education as monolithic and inferior to postsecondary education pathways. In fact, new programs are now specifically designed to connect to postsecondary education training, such as nursing. Click here to read more.
DATA TOOLS
- From Atlanta Regional Commission: Each week ARC, in partnership with Neighborhood Nexus, provides updated research and analytics through the 33on blog. From a look at housing, rental rates, and cost of living to the job market and latest on wages, this blog is a one-stop portal to a treasure trove of local and regional data. Click here to learn more.
- From Brookings: Using data from hundreds of thousands of real job transitions, the Job Mobility and Smart Growth Toolkit shows how workers can advance through labor markets—featuring national and city-by-city data on wage levels, local labor demand, and job mobility rankings for 441 occupations, from retail salespeople to cooks to computer programmers. Click here to see the toolkit.
- From the Federal Reserve Bank of Atlanta, Center for Workforce and Economic Opportunity (CWEO): The Unemployment Claims Monitor displays data from the weekly and monthly unemployment claims reports from the U.S. Department of Labor. It is updated every Thursday. Users will find weekly and monthly data on claims and on who have filed for unemployment insurance, including special unemployment programs like Short-Time Compensation (or Workshare), Unemployment Compensation for Federal Employees, Ex-Service Members, and Extended Benefits programs. The Opportunity Occupations Monitor displays opportunity employment and its prevalence across labor markets. Opportunity employment is an estimate of the number and share of jobs accessible to workers without a bachelor’s degree that pay more than the national median wage. Click here to learn more.
- From the Georgia Department of Labor: The Georgia Department of Labor provides access to a complete set of data tools for workforce developers to better understand the labor market conditions in Georgia. The portal also includes resources for job seekers and employers. Click here to learn more.
- From Georgia Power: Georgia Power’s Community & Economic Development team maintains interactive tools to take a deeper dive into the data on target industries, the labor force, and more. Click here to learn more.
- From the National Fund for Workforce Solutions: The National Fund for Workforce Solutions’ Workforce Equity Dashboard provides disaggregated data that uncovers racial gaps in workforce outcomes, identifies opportunities to advance racial equity across systems, and informs high-impact strategies to build a future where employers, workers, and communities prosper. This dashboard was developed in partnership with the National Equity Atlas. Click here to learn more.
- From Neighborhood Nexus: Neighborhood Nexus, a data partner of ARC, developed Data Nexus, a powerful tool to find, visualize, analyze, and download community data including demographic, education, health, and economic indicators from state and national sources, all in one place. Click here to learn more.
- From the Partnership for Southern Equity: The Metro Atlanta Racial Equity Atlas (MAREA) is designed to offer an immersive, story-centric experience that contextualizes personal narratives with engaging, interactive community data and historical background. This tool has been developed by the Partnership for Southern Equity, Neighborhood Nexus, and archi. Click here to learn more.
- From Prosperity Now: The Prosperity Now Scorecard is a comprehensive resource for data on household financial health, racial economic inequality, and policy recommendations to help put everyone in our country on a path to prosperity. Click here to access.
- From the Technical College System of Georgia: TCSG’s Data and Research provides access to the System Scorecard, enrollment data, and more. Click here to learn more.
- From the University of Georgia, Carl Vinson Institute of Government (CVIOG): CVIOG has developed toolkits and other resources on a variety of workforce topics. Click here to learn more.
- From the U.S. Chamber of Commerce: Right now, there are too many jobs without people to fill them. As a result, businesses can’t grow, compete, and thrive. The America Works Data Center captures trends on job openings, labor force participation, quit rates, and more. Click here to learn more.
- From WorkSource Georgia: Through its portal, WorkSource Georgia provides access to labor market facts, area profiles, industry profiles, educational profiles, and occupational profiles. Click here to learn more.
FOR MORE INFORMATION
Through our MAX Resource Library, count on MAX to help connect you with reports and studies, data tools, websites and online portals, and other sources of information related to workforce development. Click here to learn more.
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