Tech Talent Readiness Project Report

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Tech Talent ReadinessProject ReportLed by Maryville University, sponsored by PNC

January 2021

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Introduction

Dr. Mark LombardiPresidentMaryville University

Higher education is and must be a primary partner in creating solutions to the tech talent shortage in the greater St. Louis metropolitan area. Maryville undertook this project, with generous support from the PNC Bank Protect + Connect grant, to engage our community, share the stories of individual needs, and provide the foundation for how our community can unite to meet these needs.

As evidenced by this project, there are numerous “pathways to participate” for our industries, educational institutions, non-profit and governmental organizations. Maryville’s project is geared toward making systemic change across organizations so that the greatest impact will be on the individuals we are eager to employ. It is through our collective efforts that we can and must transform the lives of thousands of people across our region – from young students to seasoned professionals – who need and desire tech knowledge and skills. This approach will empower existing industry and attract new business while providing the platform for tech-skilled workers to build a successful career that will make them relevant for this decade and beyond.

Maryville University has been and will be a significant partner in building these diverse pathways, forging a new and revolutionary educational model. 20th century assumptions no longer work. Maryville embraces the reality of a digital age where education is continuous and adaptive to the changing needs of students of all ages and the businesses and organizations that employ them. Only through this partnership model can higher education serve the entire community, expand access and opportunity for underrepresented groups, drive down the cost of education, and ultimately strengthen the greater St. Louis economy and community. We are eager to have you join us in this endeavor.

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Projects like this one require a great number of individuals, working together, to bring them to fruition. We would like to offer our thanks to the individuals who have been inspirational and instrumental in this journey. A special thank you to Dr. Stacy Hollins for her vision and leadership in developing and launching this project and focusing our efforts on the stories behind the statistics. Her interest in having Maryville University take a leading role in making a difference in the Greater St. Louis tech community was essential to this project. Thanks also to Amy Gwin from Big Table for her insight, organization, and ability to bring the vision to life. We also thank our colleagues at Slido and DK Solutions for their contributions to the data collection and graphics.

To our partners at Slalom Consulting: Tamarah Usher for her facilitation of our Strategic Foresight session, Kristina Glynn MBA ‘10, Jim O’Brien, Natalie Komnick, and especially to Tara Heppermann ’13, MA ’17, for their active listening, creative energy, and ability to bring the data and stories to life, we thank you.

To all of the individuals who participated in the focus groups that formed the foundation of this project, it is your insight and desire for action and change in our Greater St. Louis community that fueled the Call to Action inherent in this report.

Most importantly, we thank Debbie Marshall and Mike Scully at PNC Financial Services Group, Inc. for their incredible support and funding of the Protect + Connect program that made this project possible.

- The Tech Talent Readiness Project Team

Acknowledgements

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The Tech Talent Crisis

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The demand for tech talent in Greater St. Louis has never been higher.

In 2019, there were over 50K tech job postings in the St. Louis area.¹Over the next 3-5 years, employers project significant growth in demand across all tech positions.²

Source:¹ CompTIA Cyberstates 2020 Report² 2018 ITEN St. Louis Metro Area Technology Workforce and Skills Study

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$14B 7.5%

34%

105K

3.5%

net tech workforce professionals

economic impact of tech industry

of workforce in technology

of tech industry workers are female

YoY growth in IT services and custom

software

$79,740estimated median

tech employee wage

Source: CompTIA Cyberstates 2020 Report based on data gathered from the Greater St. Louis Metro Area

Current STLWorkforce Statistics

ONLY

ONLY

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“It’s one thing to have a bunch of really well formed and competent organizations put their

chips on the table and say, ‘Here are my ideas and here’s my perspective,’ and that’s what

we’ve done so far. It’s an entirely different thing to say, ‘OK, let’s put some skin in the game’

and say, ‘We’re going to share some resources. We’re going to work together. We’re

going to get rid of some of our redundancy so that we’re literally collaborating on a deeper

level.’”

Tech Talent Readiness Session Part ic ipant

“

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Many people and organizations have and are exploring this regional challenge. They’ve collected data, produced reports, and developed new approaches, but there are still gaps, opportunities, and work to do.

Maryville University developed this project to gather our community together to share what we know, determine what we need, and execute solutions for systemic change.

These collaborative conversations, aimed at innovation and action, provide the initial steps toward solving the tech talent crisis in the St. Louis region.

… to have a positive effect on the tech talent shortage in the St. Louis region through collaborative insight and action.

A unified goal forThe Greater St. LouisMetro Area

Tech Talent Readiness Project

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1 Innovation

Our world and our community are changing fast. Success demands new, adaptive ideas and actions.

Diversity & Access

True innovation requires broad diversity of backgrounds and perspectives, and all people deserve an opportunity in our bright future.

Stories Behind Statistics

We cannot look at our challenges in terms of data and statistics alone. We will find and share the human stories that make the issues real.

Partnership

The tech talent crisis affects our collective ability to thrive. From the largest corporation to the smallest school, we must work together to respond.

Action

Data and information are important for understanding a challenge, but real progress comes from turning information into targeted, smart action.

The Tech Talent Readiness Project

Guiding Principles

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Workshop 1 – ChallengesThis workshop engaged the diverse perspectives of the group to understand the challenges that are systemic to the region that may be realized through educational opportunities, access to new roles and career paths, and the mentorship needed to grow in technology roles.

Workshop 2 – SolutionsIn the second workshop the TTRP stakeholders continued the conversation and idea collection with an eye on the opportunities to close the gap. Participants shared potential solutions ranging from earlier student engagement to keeping talent in the region.

Workshop 3 – FuturesThe final workshop in the TTRP series focused our vision on the future. What might the talent and work landscape look like across possible futures? What are the advantages and opportunities that exist in 2030 to inspire unbound action now?

A 3-part workshop series to raise and address community perspectives around the area’s technology-talent gap

Project Approach

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Kids change over time, but we can keep them engaged. The pipeline is long not short, and a lot of investing is needed.“

Talent development needs to happen at every level as it relates to equity. “

“ …The gap from education to a viable job opportunity is growing wider because you’re going to need more skills in order to get even what would be an entry-level job.

A few anonymous quotes from workshop participants

What We Heard

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*Themes emerging from workshop conversations, although not comprehensive of all ideas, challenges, and solutions to the Tech Talent shortage in the Greater St. Louis Metro Area, provide a solid base of concepts to address.

WorkshopThemes *

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An obstacle that an individual faces on the path to career and financial advancement.Challenges to Tech Talent Readiness

B U S I N E S S & O R G AN I Z AT I O N A L AWAR E N E S S

1. Limited Talent Pool – Talent is hard to find at all levels, from entry- to senior-level

2. Hiring Requirements – Hiring requirements limit applicants even if they possess strong talent

3. Training Investment – Organizations struggle to invest in training due to already limited talent

4. Retention – Organizations struggle to retain the talent they do have

5. Partnership – Collaboration among schools, businesses, government bodies, and other organizations is limited

AC C E S S & E Q U I TY I N TE C H N O L O G Y

1. Diversity in Tech Workforce – There is a lack of representation of minorities and women at all levels

2. Access to Technology – Individuals interested in a tech career do not always have access to the tools needed to start or advance their career

3. Tech Awareness – Awareness of tech opportunities are limited in communities of minorities and women

4. Networking – Hiring in STL is largely tied to connections

TR AI N I N G & E X P E R I E N C E G AP S

1. Awareness – ‘Tech’ is inconsistently defined, and programs are not widely known

2. More Robust Programs – Programs that are available are not sufficient

3. Skills and Experience Gaps –Individuals who are interested in tech often have gaps in skills or experience

4. Technology in Early Education –Technology is not a high enough priority in early education

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A productive response to a challenge that an individual faces on the path to career and financial advancement.Solutions to Tech Talent Readiness

B U S I N E S S & O R G AN I Z AT I O N A L AWAR E N E S S

1. Build talent from within organizations2. Define flexible hiring tied to talent

potential3. Quantify the problem to generate

solutions that can scale quickly4. Reframe and incentivize tech

apprenticeships and internships to reach new talent

AC C E S S & E Q U I TY I N TE C H N O L O G Y

1. Engage local investors and corporations to reach diverse participants

2. Partner with and expand opportunities available through community non-profit organizations

3. Promote tech talent development through diverse organizations

4. Establish digital directory and networking

5. Create mobile programming for diverse audiences

TR AI N I N G & E X P E R I E N C E G AP S

1. Create tech career roadmap2. Develop age-appropriate education3. Establish industry school-district

partnerships4. Expand coaching and mentorship

opportunities5. Expand talent development programs

and their reach6. Offer training incentives for tech talent7. Integrate apprenticeship programs

into formal education

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Pathways to Participation

Pathways to Participation

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Following multiple collaborative sessions and interviews, an intricate network of challenges emerged and although solutions do exist, they have had mixed results and are not fully comprehensive.

Through the Tech Talent Readiness Project, a visual was created to represent this network of challenges and to depict clear milestones along the path to an individual’s career and financial advancement. This network presents different pathways that reflect diverse challenges and that also offer possible solutions to advance an individual to their next milestone.

These various pathways allow for intentional focus on how diverse stakeholders in the Greater St. Louis Metro Area can participate to make a difference.

What are they?Pathways to Participation

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Tech Talent Readiness ProjectLed by Maryville University, supported by PNC

This illustration represents the various paths a person might take to a successful career in technology. Paths look different and some people face more obstacles than others. However, the Greater St. Louis Metro Area can help to address these challenges through creative solutions and partnerships.

PATHWAYS TO PARTICIPATIONGREATER ST.LOUIS

Challenge

Personal Milestone Employer Solution

Education Provider Solution

3rd Party Solution

New Solution Opportunity

*The basic skills needed for a career in technology: Literacy, Numeracy, Digital Literacy, Critical Thinking, Problem Solving, Growth Mindset

Inadequate TechAccess

InsufficientSkills

Low Tech Exposure

Few Opportunities for First Experiences

High Cost of Education

Rigid Hiring Standards

Limited Connections

No Network Access

Tech SkillsGap

Job Burn-out

Industry Evolution

Limited Experience

6 Basic Skills*

High School

First Work Experience

BA/BS

Apprentice- ship

Mentoring

Post -Bacc Degree(s)

Opportunity Expansion

Self-directed Learning

Credentials Certifications

Career & Financial

Advancement

Internship

EarlyEducation

TRAINING INCENTIVES

EARLY EDU PROGRAMMING

REDESIGN HIRING PROCESS

DIGITALDIRECTORY

FLEXIBLE WORKSETTING

ON - JOB TRAINING

Work-Life Balance

Associate Degree

First Career Job

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Inadequate TechAccess

InsufficientSkills

Low Tech Exposure




Limited Connections

No Network Access

Tech SkillsGap

Job Burn-out

Work-Life Balance

Industry Evolution

Limited Experience

Pat has struggled with digital literacy skills throughout primary school. Pat has difficulty creating school presentations and searching for information online. Pat has little access to technology at home and therefore is learning many of the skills in real time. Thankfully, Pat’s teacher notices Pat’s struggles and offers to enroll Pat in a brand new digital literacy program for those with little exposure or underdeveloped technical skills. Pat will receive a tablet to practice on and go to a special class one hour per week. Let’s explore how this program propelled Pat’s success.

Pat’s Path


CredentialsCertifications

Career & Financial

Advancement

High School

6 Basic Skills*Mentoring

First Career Job


BA/BS

Apprentice- ship

Post -Bacc Degree(s)


Associate Degree

Internship

EarlyEducation

TRAINING INCENTIVES



DIGITALDIRECTORY


ON - JOB TRAINING

Tech Talent Readiness ProjectLed by Maryville University, supported by PNCChallenge



3rd Party Solution




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3rd Party Solution



InadequateTechAccess

InsufficientSkills




No Network Access

Tech SkillsGap

Job Burn-out

Work-Life Balance

Industry Evolution

Limited Experience


Credentials Certifications

Career & Financial

Advancement

High School


First Career Job


BA/BS

Apprentice- ship

Post - Bacc Degree(s)


Internship

EarlyEducation

TRAINING INCENTIVES



DIGITALDIRECTORY

ON - JOB TRAINING


TJ moved back home to St. Louis after graduating with a Bachelor’s Degree in both Psychology and Computer Science. TJ really wants to use both degrees and is seeking an entry-level position in the user-experience (UX) space. However, TJ does not have enough experience to be considered for most junior roles. TJ turns to internship opportunities to help get a career jumpstart. TJ lands a UX internship with a large Fortune 500 company in the Greater St. Louis Metro Area. The internship may lead to a full-time offer. Let’s explore how the internship propelled TJ’s career.

TJ’s Path


Low Tech Exposure

Limited Connections

Associate Degree

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3rd Party Solution



InadequateTechAccess

InsufficientSkills

Low Tech Exposure




Limited Connections

No Network Access

Tech SkillsGap

Job Burn-out

Work-Life Balance

Industry Evolution

Limited Experience


CredentialsCertifications

Career & Financial

Advancement

High School


First Career Job


BA/BS

Apprentice- ship

Post - Bacc Degree(s)


Internship

EarlyEducation

TRAINING INCENTIVES



DIGITALDIRECTORY


ON - JOB TRAINING

Desiree has been at the same job for more than 12 years and is seeking new challenges. Desiree is a strong critical thinker and has been considering a career shift into technology for some time. However, Desiree doesn’t know how to break into the scene or start learning new skills. Desiree starts researching night courses in the area and finds a 16-week long coding course through a local education provider that will immerse Desiree into the world of software development and offer interview opportunities at the end of the course. Desiree applies and is accepted. Let’s see how this opportunity benefits Desiree.

Desiree’s Path


Associate Degree

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As you review the stories shared by Pat, TJ, and Desiree, we want you to see how new partnerships can create new pathways for these individuals, and for individuals like them.

We also want you to see how new model programs can make a great difference, not just for any given individual, but for multiple people who are eager to contribute to your organizations, build better lives for themselves, and strengthen our community.

We call upon you to join with us to create and implement a new pathway to participation for your organization, the individuals you serve, and the individuals you employ (now and for the future).

We need to work across a wide spectrum of industries. We need to reach a wide diversity of individuals. We need to reach individuals at various stages in their career

progression. We need to have a multi-pronged strategy for developing short-

and long-term initiatives that can make a difference now and prepare for the greater need we know is yet to come.

We need to bring together non-profit organizations, entrepreneurs, educational institutions, government agencies, and all industries to develop creative, engaged partnerships to meet the identified needs.

Demand for tech talent has never been greater – and this demand will continue to grow in all sectors of our society. In many cases, available jobs go unfilled due to a mismatch in the skills or experiences expected in the hiring process. The result is that we tend to “poach” talent from other organizations which may meet an immediate need, but which does not serve to address the macro problem we all experience.

Call to Action

The time is ripe for creating new models and new pathways for preparing and developing tech talent.

- Tammy M. Gocial, Ph.D.Interim Dean, John E. Simon School of Business

- Scott Chadwick, Ph.D.Chief of Corporate Partnership Acquisitions

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A method to put ideas into action

and change the landscape of Tech

Talent Readiness in our Region

Worksheet Template

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Tech Talent Readiness

Owner:

Partner(s):

Level of Difficulty:

Investment Needed:

Employees and tech workers in the St. Louis community need opportunities to upskill. Without opportunities to build skills, turnover in the technology industry is high and job satisfaction suffers.

Challenge Description

• Investing in training requires commitment to allocate funds and time• Partnerships with 3rd party institutions enable skill and knowledge advancement and recognition• Prepared curriculum and program development

The Need

• Employers competing for same local talent• Misaligned organizational goals

Factors that Hinder Success

Employer

3rd Party Organization

Employers have the opportunity to grow and retain talent if they invest more in training. Training can come in the form of certifications, educational modules, formal education, bootcamps, etc.

Training IncentivesExample 1

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Tech Talent Readiness

Owner:

Partner(s):


Investment Needed:

Hiring in St. Louis is largely tied to connections. Without a mechanism for organizations to effectively find and communicate with each other, the strength of collaboration is limited.

Challenge Description

• Collaboration across area organizations to build and engage with each other• Leadership surrounding directory vision, roadmap, and execution• Alignment of funding

The Need

• Varying priorities for local organizations• Ongoing maintenance and development beyond initial directory deployment

Factors that Hinder Success

3rd Party Organization

Employers, Education Providers

A digital networking platform to connect the Greater St. Louis’ Metro Area technology community. Each partner to display details of organization, contacts, goals, and initiatives.

Digital DirectoryExample 2

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The future of work is now. Virtual workplaces in 2021 have changed the workforce forever. New doors have been opened and access to technology is more critical now than ever.

These pathways to participation are not final or concrete. Instead, they are constantly emerging, shifting, and fading. Investing in solutions outlined in this report, and others yet to be named, enable a successful workforce to be developed in the years to come.

Future Considerations

The tech talent pipeline is long, but the need is now.

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Thank you For additional information on the Talent Readiness Project please contact: [email protected]

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Appendix

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Concept Description

Tech Talent Readiness The extent to which there is a sufficiently large labor pool with the technology skills that have been identified and are in demand by Greater St. Louis Metro Area employers.

6 Basic Skills The basic skills needed for a career in technology: Literacy, Numeracy, Digital Literacy, Critical Thinking, Problem Solving, and Growth Mindset

Self-Directed Learning Learning an individual engages in on their own, outside of established degree or certificate programs.

Opportunity Expansion An opportunity to further an individual's career (e.g., a promotion, specialization, additional responsibility).

Career and Financial Advancement Positive changes in an individual’s career and financial situation.

Digital Directory A digital networking platform for Greater St. Louis’ Metro Area technology community.Milestone An individual’s achievement on the path to career and financial advancement.Challenge An obstacle that an individual faces on the path to career and financial advancement.Solution A productive response to a challenge that an individual faces on the path to career and financial

advancement.

Education Provider Formal and informal providers of education (e.g., Colleges, Universities, Pre-K - 12 school systems).3rd Party Organizations and nonprofits invested in technology and talent advancement in the Greater St. Louis

Metro Area.

Employer Organizations of technologists in the Greater St. Louis Metro Area.

Glossary

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Contributing Organizations1904labsArch GrantsBayer Crop ScienceBig Table Culture and Workforce StrategiesBioSTLBlack Girls do STEMBrooksourceBusiness Performance CompanyCapital InnovatorsCass Information SystemsCentene CorporationClaim AcademyColumbia College – St. LouisContegixCortex Innovation CommunityCyberUpDK SolutionsEd Hub STLEnterprise HoldingsEquifaxEsriFontbonne University

fyrst genGateway Global Data LogisticsGirls in the KnowGreater Missouri Leadership FoundationGreater St. Louis, Inc.Hispanic Chamber of Commerce of St. LouisInvisibilityIT Entrepreneur NetworkJennings School DistrictKyler.ioLaunchCodeLion ForgeM3 Consolidated LaboratoriesMagellan HealthMaritzMaryville UniversityNetwork for Teaching EntrepreneurshipNpowerOzarks Technical Community CollegeParkway SchoolsPNC BankPotter Electric Signal

Prepare.aiSaint Louis UniversitySavvy CodersSeiler Instrument & ManufacturingSlalom ConsultingSocial OriginSouthern Illinois University EdwardsvilleSpatial STL AdvisorsSpearTipSpry DigitalSt. Louis County CouncilSTEMSTLSumnerOneTDK TechnologiesThe Yield LabT-REXUMKC FoundationUNCOMNUniversity of Missouri-St. LouisUS BankWashington UniversityWebster University

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What We Heard

“Companies are focused on high growth at rapid speeds. This limits time for mentoring and evaluating gaps in hiring, training, and communication.”

“Kids change over time; we can keep them engaged, but the pipeline is long not short, and a lot of investing is needed.”

“There are all sorts of technology jobs in STL, but the types of education and training available don’t always match. In those situations, it can be more cost effective for an employer to recruit out of state, or hire remotely, than to invest in training in-house.”

“As the Executive Director for a young nonprofit organization, we are frequently challenged with not having Sr. Level skilled practitioners. They are really hard to find.”

“There is a stereotype of the information technology professional that creates a barrier to entry: nerds, geeks, long hours, no work/life balance, need to be a mathematics expert. None of these stereotypes are necessarily true.”

“Tech spaces look cool, but can feel isolating and sterile if you are different…which may not inspire more diverse candidates to want to work in this space.”

“Talent development needs to happen at every level as it relates to equity.”

“In theory we’re teaching kids to work remotely right now because they are all doing digital school. They’re doing zooms, they’re interacting with peers, so we’re training them at an early age.”

“It’s one thing to have a bunch of really well formed and competent organizations put their chips on the table and say, ‘Here are my ideas and here’s my perspective,’ and that’s what we’ve done so far. It’s an entirely different thing to say, OK, let’s put some skin in the game’ and say, ‘We’re going to share some resources. We’re going to work together. We’re going to get rid of some of our redundancy so that we’re literally collaborating on a deeper level...’”

“I think that there’s more and more reliance on tech in general. Information, which is power in our society today, is often not delivered between people in real time. It’s online somewhere. So if you don’t have those technologies, or that access, or that ability to digest the information, you’re left out. ”

“As more automation comes online that means that the jobs will tend to fall towards very specialized [roles]. The very specialized end of anything, including technology. The gap from education to a viable job opportunity is growing wider because you’re going to need more skills in order to get even what would be an entry-level job.”

“Unless you’re in a hands-on service industry, most companies recognize now that their work has to be in a format that is tech-enabled.”

A sampling of quotes from Tech Talent Readiness Workshop Participants

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Tech Talent Readiness Proposed Solution Worksheet

Owner:

Partner(s):


Investment Needed:

What is the problem your solution aims to address?Challenge Description

What key resources, partnerships, support, etc. are needed to support this solution?The Need

What factors are outside of your immediate control that threaten the success of the solution?Factors that Hinder Success

Name

Name(s)

Description of the solution

Solution Name

Tech Talent Readiness Project Report

Documents

Transcript of Tech Talent Readiness Project Report