Raise the Floor & Build Ladders: Workforce development that works for all Raise the Floor, Build the...
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Transcript of Raise the Floor & Build Ladders: Workforce development that works for all Raise the Floor, Build the...
Raise the Floor & Build Ladders: Workforce development that works for all
Raise the Floor, Build the Ladder: Good Jobs for New Mexico’s Workforce
April, 28 2015Maureen Conway
Why do we need Build Ladders and Raise the Floor Strategies?
1. Education and skills are important2. Education and training are not everything3. Different industry sectors present different
challenges and opportunities4. Tools beyond training are needed to address
the challenge of low-wage work
Education is important…
… and we’re making progress
Unemployment Rate for Blacks and Whites aged 25 and older, by Educational Attainment, 2011 Annual Average
Source: Bureau of Labor Statistics, Current Population Survey, http://www.dol.gov/_sec/media/reports/blacklaborforce/
But education isn’t everything …
Productivity growth and real hourly compensation growth, nonfarm business sector, selected periods, 1947–2009
Source: Fleck, Monthly Labor Review, 2011 (BLS data)
… and the return to skills is variable
Demand for Credentials is growing, even if they aren’t always needed…
% job holders with Bachelors
%job openings requiring Bachelors
Credential Gap
First-line supervisors of production and operating workers 17% 62% 45%
First-line supervisors of Mechanics, Installers, and Repairers 14% 48% 34%
First-line supervisors of construction trades and extraction workers 12% 33% 21%
First line supervisors of food workers 15% 36% 21%
Source: Moving the Goalposts: How Demand for a Bachelor’s Degree is Reshaping the Workforce www.burning-glass.com
Credential Gap in Front Line Management
• In 2013, 20.6% of adults (between 24 and 65) worked in jobs that paid $11.27/hr or less (threshold for 125% of poverty, family of 3) and 30.8% earned $13.53/hr or less (150% of poverty)
• 49% have at least 1 child under 18 in HH• 35.8% of women (v. 26.2% of men) are low-wage
workers• 49% of Hispanic, 41.5% of black and 24.1 of non-
Hispanic white workers are low-wage
… but demand for low-wage workers has not abated.
Distribution of low-wage work by industry, 2013
Only those industries which account for 3 percent or more of sub-standard employment are included
Manufacturin
g
Constructi
onRetail
Transp. &
Warehousin
g
Admin. & su
pport
Education Sv
cs
Health Care
Food Sv
cs & drin
king
0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%
% of Low Wage Work% of workers within the industry who are low wage employees
• Company started in 2014 with backing from Coca-Cola
• Start a company that solves a biz problem• Offers businesses way to fill short-term
immediate need
• Founded in 2012 with $13 million in venture capital
• Platform for consumers to hire short term help
In both cases…• Unpredictable hours; unstable incomes• Competition keeps wages low; • No benefits
• Substantial proportion of f.t. jobs• Benefits—vacation, health, retirement• Ownership options• Predictable schedules• Cross-training
Satisfied customers:“I LOVE Quick Trips. They are clean and fast. The Cashiers are friendly. There is fresh window cleaner. The inside of the store is clean. it's CHEAP.”
Job Quality Wages
Benefits Safety
SupervisionScheduleRespect
Communication
TransportationJob DesignLegal
Economic Stability
CareerAdvancement
Skill Building
Job Experience
Raise the Floor and Build the Ladder
Raise the Floor StrategiesStrategy Approach ExamplesPersuade Appeal to biz self interest to
improve design of jobs• The SOURCE• Manufacturing Works
Regulate Change public policies to create a competitive playing field that encourages job quality
• IAF• ROC• School of Labor &
Emp. Relations; UI-Urbana
Create Develop model business that highlights job quality issues and shows viability of better jobs; use as platform to influence public and private decision making
• CHCA/PHI• Primavera Works
Example:
Coaching & consulting for eldercare and disability service providers
Training & support for direct-care workers and those they assist.
Promoting policies to strengthen the direct care workforce
Strong base of experience
Industrial AreasFoundation:
Faith Democracy Leadership ImpactRelationships
COPS/Metro
Economic development that includes Community
Final Thoughts• One organization doesn’t have to do everything– Partnerships / relationships essential
• No one model– Variety of factors influence strategy
• Leadership and innovation critical– Nascent field—experimentation needed
• Can’t make change unless we’re willing to change– Courage required to question conventional wisdom,
pose tough questions & try something new
18
Maureen ConwayExecutive Director, Economic
Opportunities ProgramThe Aspen Institute
[email protected]@conway_maureen