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HomeHR JobsEpisode 373: Apprenticeships as a Method of Eradicating Poverty With Joshua Johnson...

Episode 373: Apprenticeships as a Method of Eradicating Poverty With Joshua Johnson From JFF


So the way in which I take a look at apprenticeship, it actually can be utilized, in my view, as a approach of eradicating poverty. And so they can do this by means of the instance I simply used, which is people can are available in with little to no expertise and stroll out as extremely expert in that occupation.


Welcome to the Workology Podcast, a podcast for the disruptive office chief. Be part of host Jessica Miller-Merrell, founding father of as she sits down and will get to the underside of traits, instruments, and case research for the enterprise chief, HR, and recruiting skilled who’s bored with the established order. Now right here’s Jessica with this episode of Workology.

Jessica Miller-Merrell: [00:00:42.54] This episode of the Workology Podcast is a part of a podcast collection powered by the  Partnership on Inclusive Apprenticeship, or PIA. PIA is funded by the Division of Labor’s Workplace of Incapacity Employment Coverage, also referred to as ODEP. In November of 2020, ODEP launched PIA to make sure all apprenticeship packages are inclusive and accessible to folks with disabilities. PIA collaborates with employers and apprenticeship packages to assist meet employer expertise wants and allow folks with disabilities to profit from apprenticeships that improve their alternatives for lifelong entry to high-growth, high-demand jobs. Earlier than I introduce our visitor for this Workology Podcast episode, I wish to hear from you. Please textual content the phrase “PODCAST” to the quantity 512-548-3005. That’s “PODCAST” to 512-548-3005. You’ll be able to ask questions, go away feedback, and make recommendations to me for future friends. That is my neighborhood textual content quantity and I wish to hear from you. Right this moment, I’m joined by Joshua Johnson, Director of Jobs for the Future’s Nationwide Innovation Hub for Variety, Fairness, Inclusion, and Accessibility in Registered Apprenticeship, which is operated by the group’s Heart for Apprenticeship & Work Primarily based Studying. In that function, Joshua leads efforts to advance range, fairness and inclusion in apprenticeships, with a selected give attention to serving to employers make commitments to constructing inclusive registered apprenticeship packages. Joshua, welcome to the Workology Podcast.

Joshua Johnson: [00:02:18.81] Sure, thanks. Good afternoon.

Jessica Miller-Merrell: [00:02:21.18] Let’s get began. I’d love so that you can inform us slightly bit about your background and what led to your present function at JFF?

Joshua Johnson: [00:02:29.13] Yeah, it’s a reasonably attention-grabbing background, truly. I assume you can say. I’ve been on either side of the apprenticeship world and now I’m additionally on the, on one other facet. So the third facet of apprenticeship world. So again in 2004 and I do know we’ll discuss this slightly later so I received’t go too in-depth of my beginnings, however I grew to become a building craft laborer apprentice right here within the state of Wisconsin, and I used to be in that program for, it’s a two-year program, after which I find yourself working in constructing highways for six years in Illinois and Wisconsin with an organization known as Walsh Building. From that, my youngest son was born, who shall be 12 in a few months. He was born, and I made a decision at that time, you realize, I’m simply, I’m probably not fascinated with working these ridiculously lengthy hours and being on name if one thing occurs. I simply wasn’t fascinated with that a part of my life, at the moment in my life as, as I used to be about to lift a son, that I needed to be sort of like on the beck and name of a corporation or an organization. So I made a decision to strike out by myself. And whereas my, my son’s mom was ending faculty, ending faculty, we work collectively to sort of as she was ending faculty, I used to be elevating our son.

Joshua Johnson: [00:03:44.58] And ultimately, I began to do some work the place I used to be performing some motivational talking, going out and talking about my story, my life story. And I got here throughout somebody who was working for state authorities and so they had been working with, they had been working in Division of Employment and Coaching inside Division of Workforce Growth. Her identify was Laneice McGhee, and she or he heard me converse and she or he’s like, We have to get you into state authorities. I had no clue what that meant, however ultimately, I bought a job inside State Authorities. There was a posting she despatched me for the Division of Vocational Rehabilitation, the place they had been beginning in Wisconsin, the first-ever group of enterprise service consultants. And people enterprise service consultants mainly had been being introduced in model new. By no means been part of the imaginative and prescient of vocational rehabilitation earlier than. And people roles had been to mainly assist employers faucet into the untapped expertise pool of people with disabilities. So I labored with DVR for slightly over a 12 months and I did a presentation to the apprenticeship of us right here within the state of Wisconsin. And the, the supervisor who noticed me was like, we’ve to get that man. Her identify was Kathy Wellington, and she or he, there was a posting, a job posting that got here as much as be part of the apprenticeship crew and the sphere rep, like an entry-level function as an apprenticeship area consultant, I utilized for it.

Joshua Johnson: [00:05:07.19] After which I grew to become State Director of the Wisconsin Apprenticeship System in December of 2019. Went by means of the pandemic, the start a part of the pandemic, and JFF was, they’ve been working along with DOL on this cooperative settlement after they obtained the knowledge that they had been getting the cooperative settlement. They reached out to recruit me to hitch a part of their crew. And I had some very pointed questions like, am I going to should relocate as a result of I’m right here in Wisconsin with my household and I wasn’t fascinated with relocating at the moment. And people questions, the questions that I had bought answered to my liking. So I went by means of the method and I used to be chosen to be now the Director for the Nationwide Innovation Hub for Variety, Fairness, Inclusion and Accessibility in Registered Apprenticeship with JFF. And we’re one of many US DOL Registered Apprenticeship Technical Help Facilities of Excellence. In order that sort of brings me up. I do know that’s a very lengthy reply, however that sort of brings you up from once I was an apprentice to love now. And I at all times say the humorous a part of the story is I used to be the second option to go work in Wisconsin apprenticeship.

Jessica Miller-Merrell: [00:06:13.34] It’s fascinating to me. Your story and the way you went by means of an apprenticeship program, began talking, doing lots of motivational talking and now full circle. Right here you might be doing lots of actually attention-grabbing issues to assist help employers in addition to staff, too. So for listeners who may not be acquainted with registered apprenticeships, are you able to clarify how these differ from different types of work coaching and the way it’s evolving when it comes to the non-traditional sectors exterior of the trades? As a result of once I consider apprenticeships, I consider plumbing or welding or one thing like that, however there’s much more. So stroll us by means of.

Joshua Johnson: [00:07:01.34] Positively. And earlier than I begin into it, it’s humorous that you simply say once you consider apprenticeship, you consider plumbing and welding. What’s humorous is these are occupations that that’s not even the trade. Most individuals are slightly extra broad and like, I simply consider building. So it was, it was nice that you simply even recognized two occupations inside there which can be a part of apprenticeship. However, you realize, as we give it some thought, I’m going to, I’m going to reply the primary a part of your query first right here. I at all times take into consideration this comes from my former supervisor who was right here at JFF, Eric Seleznow, who at all times mentioned and all the pieces he talked about, this isn’t your grandfather’s apprenticeship, proper? So we discuss that. And we additionally speak in regards to the gold commonplace. That apprenticeship is the gold commonplace after which the workforce system. And I at all times say, and I don’t know if anyone agrees with me as a result of I simply say it, however I actually consider this. Like after being at totally different levels within the nationwide apprenticeship system, there isn’t a coaching program that exists inside our workforce system the place anybody and everybody, as soon as they, if they will are available in with zero information and nil expertise, can stroll out and be extremely expert, proper? They will not be, so the extremely proficient they’re, they’re, they’re at a administration degree, however some folks would possibly.

Joshua Johnson: [00:08:15.41] However you’ll be able to come into apprenticeship like I did. They want people to be skilled. They’re going to provide the ability it’s essential be proficient in that function. And I feel for me, once we take into consideration different types of work for coaching, like apprenticeship is providing you with that potential that you simply are available in with very low information and also you begin and also you’re paid from day one, and also you begin your apprenticeship, and as you proceed to realize information in addition to theoretical information and on-the-job coaching information, as you go up that scale, your earnings goes up as a result of there’s a progressive wage scale related to the registered apprenticeship program. And I feel lastly, I’m simply hitting on the three high issues that I see. The final one is once you do full a registered apprenticeship, proper? There’s a nationwide credential that follows you, and that credential says that you simply’re proficient on this occupation, that is the apprenticeship that you simply serve, and that credential can go anyplace nationally and it’s generally even internationally. In order we discuss and take into consideration the way it evolves into non-traditional sectors, that is an space that was certainly one of my greatest challenges as the previous state director in Wisconsin, which was all people at all times considered the phrase apprenticeship as building and manufacturing, and it was an enormous problem to get new industries to grasp it from the angle that No, apprenticeship is a coaching program. It’s a coaching define that your organization can use to herald expertise, to herald underrepresented expertise, to herald expertise that you might have by no means engaged with earlier than. Get them into your organization, scale them up by means of coaching, after which flip them into administration, so on and so forth. So what I’ve seen is sustained development over, I’d say over the previous six years within the sector, comparable to well being care, IT, you see, transportation, cybersecurity. There’s presently a cybersecurity dash occurring proper now with US DOL. However I see increasingly more non-traditional sectors understanding it and seeing how they will adapt it in. I feel one of many greatest challenges that you’ll hear people say about registered apprenticeships, and that’s as a result of they routinely consider building, is that they routinely say we’re not a building union. So you actually have to fulfill with them and assist them perceive that their construction that they’ve in place already at their enterprise, like the way it can help apprenticeship. And I feel that’s been a big half positively by JFF and plenty of different trade intermediaries on the market who’ve had these conversations together with trade on the market, who labored hand in hand with the development unions or with the producers, like to grasp what it appears to be like like for them and the way they will implement that inside their very own group.

Jessica Miller-Merrell: [00:10:55.66] Thanks for sharing. I discover the non-traditional evolution of registered apprenticeships actually attention-grabbing, particularly within the areas of fresh vitality. You talked about IT, finance, after which additionally well being care. So it’s, it’s an, it’s a rising area.

Joshua Johnson: [00:11:13.12] Sure, it’s. And it’s, it’s at all times, it’s a type of issues the place registered apprenticeship is, like, it’s, it’s a solution to practice folks. And like, once you attempt to, once you get employers to grasp that from these non-traditional sectors, when you will get them away from pondering that it has to seem like building, you get them to actually see the worth of what it brings to the desk and the way they will put it to use. So I agree. It’s, it’s fascinating and a few of these different nontraditional sectors to see what has been constructed since you actually see complete pondering exterior the field of how they construct these packages. And I’d let you know, in all honesty, these nontraditional sectors are those which have created the most important problem for fulfillment, not in a nasty approach, in a great way for the nationwide system. As a result of they pressure the system to take a look at apprenticeship in a a lot totally different approach, which allowed it to maneuver out of its complacency, that it’s been in for the reason that Fitzgerald Act at occasions in 1937. So I feel, you realize, it’s that contemporary face, proper? It’s like the brand new child on the faculty. Everyone’s questioning, there’s this mystique in regards to the new child. And I feel these new nontraditional sectors coming in, there was mystique round them and so they had been capable of assist drive some, some superb change throughout the system.

Jessica Miller-Merrell: [00:12:27.10] New might be higher. It pushes us to be higher. So, October is Nationwide Incapacity Employment Consciousness Month or NDEAM, are you able to inform us slightly bit about how incapacity suits into the DEIA method at JFF?

Joshua Johnson: [00:12:44.02] Positively. So earlier than I, earlier than I discuss that, positively should tout NDEAM. Like once I labored for a Division of Vocational Rehabilitation, I cherished NDEAM. It was attention-grabbing as a result of in Wisconsin we’ve like stuff, we do little shoutouts, you realize, it’d be like recognizing employers. And I took it a step up with my director on the time, who’s a great pal of mine, Lea Collins-Worachek. And I mentioned, I wish to maintain an occasion like I wish to actually have fun these employers who’ve employed people with disabilities and have helped them grow to be profitable. So I truly, I like NDEAM and I like what it actually stands for, like how we will have help. Positively these employers, however extra importantly, the staff, proper? Which are coming in to these alternatives inside, with, inside these employers. However as we take into consideration the way it suits into our method at JFF, one of many issues that I can let you know that’s, it’s disheartening isn’t the correct phrase, nevertheless it’s, it’s generally disappointing is the numbers of people with disabilities within the nationwide apprenticeship system. And that isn’t for lack of attempting. That basically comes all the way down to the truth that there’s a self-disclosure that a person should make as a part of the apprenticeship, proper? You self-disclose that you’ve got a incapacity. And lots of occasions as we’ve, as we’ve had conversations, we at all times take a look at it from the standpoint that it’s apprenticeships duty to actually attempt to, to get people to self-disclose that they’ve a incapacity like as a result of as a part of our apprenticeship program you’ll be way more apt to self-disclose. However what we discovered is that’s simply not true. There’s a tradition within the American workforce the place people are fearful to reveal that they’ve a incapacity for worry of being discriminated towards.

Joshua Johnson: [00:14:37.36] So what we’re right here with an incredible associate that we’ve from, from College of Massachusetts, the Institute for Neighborhood Inclusion, and so they’re truly serving to us check out the entire, the knowledge that’s out within the apprenticeship world, serving to us to take a look at it by means of a incapacity lense in order that we will be sure we’re making people really feel snug and figuring out that apprenticeship is a welcoming and belonging tradition. However extra importantly, hopefully, we’re constructing that confidence in them that they do establish that they’ve disabilities in order that we will discover the helps that they should be profitable. On the flip facet of it, with employers, it’s participating these employers in dialog to grasp that the A, accessibility, proper? That that immediately the a India immediately pertains to people with disabilities and the way can we create alternatives which can be accessible for everybody whether or not that’s making a schedule that fits the individual’s incapacity, whether or not that’s, regardless of the individual or no matter people which can be coming to use to their, or no matter they see as a chance to faucet into that untapped expertise pool, how can we assist help them with the companions that we’ve right here at JFF? And extra importantly, how can we guarantee that these apprentices, as soon as they’re employed in, how can we guarantee that these apprentices are getting the help companies they wanted by serving to the employer perceive the place to entry these from? So it’s an integral a part of the work we’re doing with the, with the Innovation Hub. It’s an integral half to actually perceive that. However it’s, it’s so irritating to see the numbers so low due to the, the low quantity of self-disclosure.

Jessica Miller-Merrell: [00:16:24.14] I’d say that’s extremely irritating as a result of I do know quite a few profession coaches and different consultants within the trade that discourage staff from disclosing or candidates from disclosing as a result of they really feel prefer it’s going to result in discrimination. However actually, it’s laborious to showcase the influence that packages like yours are making on a selected space like folks with disabilities.

Joshua Johnson: [00:16:52.61] Yeah, it’s attention-grabbing. If you happen to don’t thoughts me to observe as much as that. Like once I labored at DVR right here in Wisconsin, one of many issues that I laid on the market was, hey, DVR wants to interact with apprenticeship. All the parents which can be in, these of us who’re searching for careers, they’re searching for alternative. We must always actually have interaction them in apprenticeship and discover methods to, you realize, their, their objectives that they’ve, their profession objectives or their employment objectives, let’s align these with apprenticeship alternatives that exist. And it was at all times attention-grabbing as a result of then I had a VR counselor, one of many counselors. He mentioned, Josh, I’m shocked that you simply’re simply now speaking about this. He mentioned, I at all times inform everybody that comes into my workplace about apprenticeship. Now, after all, I used to be like, Actually? You realize, I needed to query that first. Like, actually? You do? Then I went and met in the future and we sat down and seemed over his caseload. He had like ten of his customers, his shoppers, they had been registered apprentices. And it blew my thoughts at that time. I mentioned, You realize what, Larry, you might be 100% right. There isn’t a cause that I ought to simply now be speaking about it right here with Revoke Rehab once you’ve been doing it for years. And these people working in building, they’ve disabilities of their working in building, whether or not they had an mental incapacity, they had been working simply nice in building. In truth, certainly one of them was an ironworker constructing bridges in Milwaukee throughout one of many street tasks. So it’s, it’s, it’s, it’s a type of issues the place they exist. I assure that the numbers of particular person disabilities is, I’d say, 10 to fifteen occasions what we see, what’s being like, what, what is definitely being recorded. However we are going to by no means have the ability to actually inform that story till we will get previous the self-disclosure half and assist people perceive it’s okay to reveal their incapacity.

Jessica Miller-Merrell: [00:18:44.27] And that’s what we’re doing right here. I’d encourage employers, HR leaders to, to let  mates, household, colleagues, as a result of folks do look to us as HR leaders and ask questions on careers and jobs to encourage people to reveal for the very causes that Joshua is mentioning. We are able to’t actually measure the influence of the work that we’re doing if we don’t have the information and metrics behind the work that we’re doing. One other factor I needed to, to the touch on was on the employer facet. So share with us perhaps what employers must learn about the advantages of apprenticeship as a software for acquiring expertise and sort of to broaden on that, what may our HR of us say to their C-suite colleagues to perhaps pique their curiosity in utilizing registered apprenticeship packages as a expertise pipeline?

Joshua Johnson: [00:19:39.43] You realize, I’ve at all times in conversations that I’ve had with employers, you realize, we at all times discuss the truth that acquiring expertise this present day could be very, very, very laborious. We clearly, with traditionally low unemployment charges, proper? You’re searching for expertise, and also you, sometimes, as an employer, you search for expertise in the very same place you’ve seemed for for the years because you had been in since your organization went by means of inception. And what I counsel employers to consider now could be how will you take a look at that in a different way? And what I imply by that’s as a corporation, you’re sometimes attempting to acquire expertise, whether or not it’s by means of the, by means of the day labor market, whether or not it’s by means of temp businesses. However you’ve by no means actually thought in regards to the group as you might be arrange on how one can help bringing in a registered apprenticeship program. And as soon as I’ve that dialog with employers and so they perceive what it means to be registered and what it appears to be like like to coach the sunshine bulbs sort of go off for them within the sense that they notice that they personal the flexibility now to recruit the expertise that they need in. And so they have a software acknowledged as apprenticeship registered apprenticeship that’s extremely acknowledged that they will make the most of, make the most of to assist them with recruitment.

Joshua Johnson: [00:20:58.57] So, as an example, when you’re a producer, many producers rent incumbent staff and there’s different employers the place the producer is unquestionably one, sometimes, they wish to see in the event that they’re going to make it on the firm. If you happen to’re going to point out up on time, proper? If you happen to’re going to point out up in any respect. If we wish to actually get all the way down to the naked roots of it. And also you go there and you’re employed for six to 9 months and so they’ll put up the registered apprenticeship alternative that exists internally first, after which people internally will then compete or they’ll apply and compete for the, for that chance internally after which rent internally. Very hardly ever does it ever go exterior of inner to exterior until there’s simply that main want or they couldn’t discover the expertise inside. So once I speak to employers, I take advantage of that instance and allow them to know that is the chance for you once you’re doing all of your profession festivals and once you’re doing all of your recruiting, that once you’re speaking to people, you’re not promoting them a job. I want you to return work right here doing this, making this widget for this quantity of {dollars} an hour. You’ll be able to truly use apprenticeship as a software for recruitment right into a profession pathway. Now, many employers don’t see that as a result of they give thought to apprenticeship as a monolith, which suggests, like me, I used to be a building craft laborer, proper? So I ought to, theoretically, within the apprenticeship world, I needs to be a building craft laborer for the remainder of my life.

Joshua Johnson: [00:22:22.81] I ought to retire as a building craft laborer. I shouldn’t do anything. Effectively, we all know that’s not true as a result of I’m on the decision right here with you all now. However that’s the mentality that we’ve to proceed to vary. And once I share that with employers and discuss how they will make the most of apprenticeship to recruit right into a profession pathway, it actually opens their thoughts as much as way more deeper pondering than they’ve ever had earlier than as a result of they didn’t give it some thought like that. They considered it as we’re getting folks in, we’re going to place them by means of this program. And particularly once I discuss your, your recruiting for underrepresented or underserved communities, what higher methods to create range and inclusion at your home of employment than once you meet with people, say, we’ve this profession pathway already deliberate out for you. That is assured. If you happen to are available in at this function and also you do good, you’re going to enter this, proper? However that doesn’t imply that’s the place it stops. We are able to additionally then department you over into right here. You’ll be able to go into administration, so on and so forth. So it’s actually serving to employers perceive the right way to use it for way more than only a coaching mannequin, however actually the right way to acquire expertise in a really, very aggressive job market. Individuals don’t wish to come work for employers that they’re simply going to be a quantity. They wish to come work for employers that they know care about them.

Joshua Johnson: [00:23:39.52] And as we take into consideration the HR of us, one of many issues I at all times say is the purpose, my purpose as state director and now as, because the Nationwide Director with JFF, my purpose is to assist our employers compete domestically, nationally, and globally. And the one approach that you are able to do that’s to create a various pipeline into your group. That you must have that range. And lots of occasions folks solely consider range as race, proper? That’s one other factor that we’ve to proceed to dispel is range is available in many alternative flavors. It’s not simply race. So once you’re enthusiastic about creating these utilizing registered apprenticeship to create that numerous pipeline, you begin to consider what you get into your group that’s going to consistently assist you keep on the innovative in your trade. So for the C-suite colleagues, so lots of them are wanting down, they’re wanting on the books, they’re revenue and losses, take a look at apprenticeship as a type of issues that’s going to assist improve revenue as a result of it’s going to herald backside line cash. However then it’s additionally going to herald morale. It’s going to herald this tradition inside your group that you’re a corporation that’s devoted to serving to develop everybody that wishes to be developed inside that group.

Jessica Miller-Merrell: [00:24:53.50] Thanks for sharing. I feel this dialog is so essential and HR leaders, govt leaders should be enthusiastic about the right way to fill that expertise funnel persistently. And apprenticeships are such a good way to assist make that occur.

Joshua Johnson: [00:25:09.55] Agreed.

Break: [00:25:10.36] Let’s take a reset, lets? That is Jessica Miller-Merrell, and also you’re listening to the Workology Podcast and at the moment on this episode, we’re speaking with Joshua Johnson. He’s the Director of Jobs for the Future’s Nationwide Innovation Hub for Variety, Fairness, Inclusion, and Accessibility in Registered Apprenticeship. This podcast is a part of a podcast collection powered by the  Partnership on Inclusive Apprenticeship or PIA. I do wish to hear from you. Shoot me a textual content. Textual content the phrase “PODCAST” to 512-548-3005. You’ll be able to ask me questions, go away feedback, and make recommendations for future friends. That is my neighborhood textual content quantity and I wish to hear from you.

Break: [00:25:54.52] This episode of the Workology Podcast is a part of a brand new podcast collection powered by the  Partnership on Inclusive Apprenticeship, or PIA. PIA is funded by the US Division of Labor’s Workplace of Incapacity Employment Coverage, ODEP. ODEP launched PIA to make sure all apprenticeship packages are inclusive and accessible to folks with disabilities. PIA collaborates with employers and apprenticeship packages to assist meet employer expertise wants and allow folks with disabilities to profit from apprenticeships that improve their alternatives for lifelong entry to high-growth, high-demand jobs.

JFF’s DEIA Program Framework


Jessica Miller-Merrell: [00:26:31.71] Thanks for all that. Actually. I needed to verify we’re going to hyperlink to some extra sources within the present notes of this podcast, significantly in a single space, which is the DEIA program framework. So I needed you to offer us some highlights from JFF’s just lately launched DEIA program framework, if you’ll.

Joshua Johnson: [00:26:53.90] Yeah, we’re actually enthusiastic about this work because it was launched, you realize, due to apprenticeship, apprenticeship, like we speak in regards to the high-quality job coaching that it gives and the way it may be a springboard to family-supporting jobs. So many maintain that assumption due to these, these two qualities that these packages alone are sufficient to diversify the workforce and enhance fairness, inclusion, accessibility. However the unlucky actuality is that the system largely mirrors the patterns of inequality within the broader workforce by means of illustration, wages, retention, and the opposite measures of inclusion alongside the traces of race, ethnicity, gender and talent. The JFF’s program design framework for DEIA in Registered Apprenticeship presents some field-informed program design components and concerns that transfer past merely enrolling numerous contributors right into a program. We’ve got to get away from this concept that we will simply enroll folks in it and we’re going to achieve success. However as an alternative, it actually focuses on constructing techniques, processes, partnerships and practices that drive fairness throughout every stage of the apprenticeship expertise. There’s a collection of suggestions based mostly on some promising practices of the sphere, as a result of this, this doc was knowledgeable by the sphere. It was created by means of, by means of the informing by the sphere. So among the issues that we take a look at right here is employer readiness. Once we discuss employers being able to tackle an apprenticeship, I at all times speak to employers when I’ve a dialog. I, one of many greatest issues I say is once you wish to discuss creating a various workforce, which then will hopefully result in a various apprenticeship workforce, have a look in your C-suite.

Joshua Johnson: [00:28:45.19] Check out your, your board of administrators. Is all of it the identical wanting folks on these board of administrators in your C-suite, in your administration positions? The place do you’ve range there? And when you do have range, do you’ve true range or do you’ve range simply so within the public eye, you seem like a various firm? So we discuss employer readiness. That’s one of many greatest issues we take into consideration is illustration. You need to have the illustration in place. In any other case, how are you going to draw people to return into your group? And it’s not simply saying we’re all about DEI, however making a transparent dedication to it with inner and exterior stakeholders, and that’s by means of actions which can be ongoing inside your group, in addition to well-defined insurance policies that may drive that fairness throughout the group. One other approach is set up these DEI objectives and clearly articulate the worth of DEI to the group. So once I take into consideration employers, that’s that’s the main target that I’ve, is what’s your dedication? Are you really all on board or is that this simply to look good within the public eye that we’ve this? There have been different, different subjects that had been positively recognized inside there round recruitment, accessible and consultant instruction, high quality mentorship. We discuss retention companies, positively figuring out and partnering with workforce boards, CBOs to get entry to these retention companies for the employees. And we take into consideration, you realize, for these of you who’re listening to this podcast, the broader definition within the workforce of WIOA, how will you get of us engaged in order that they will obtain the supportive companies they should be profitable? Additionally livable wages and development alternatives, using apprenticeship in a approach that you’re giving people the flexibility to return in at a low wage however then proceed to maneuver up and even after the apprenticeship to maneuver on and advance inside your group.

Joshua Johnson: [00:30:41.29] Equitable knowledge practices and participant voice in a tradition of belonging. These had been, these are the broader design components positively, which can be in place to associate with the organizational circumstances of management and employees range and employer readiness, which I spoke about. And all through all of that, there’s partnerships and that’s the place JFF stands to help employers in implementing this framework. And we’re actually large on saying this framework isn’t simply because you’ve an apprenticeship program, all employers ought to have this sort of framework in-built. As a result of it truly is a couple of construction of a framework. There isn’t, all through right here, there isn’t an concept that’s centered on one particular underserved neighborhood. It truly is a skeleton framework you could slot in no matter underserved neighborhood is required to be put into it and how one can create that framework with inside your group. So we’re actually enthusiastic about this work and we’ll be launching. We’ll be doing a webinar throughout Nationwide Apprenticeship Week that may spotlight the framework. It’s additionally out and also you mentioned you’re going to share the hyperlink. People can entry that hyperlink in addition to lots of our different sources within the innovation hub as they’re persevering with to reasonably have discussions about creating establishing DEI objectives or in the event that they’re already a registered apprenticeship employer and so they need us to assist obtain these DEI objectives.

Jessica Miller-Merrell: [00:32:09.73] So for many who are like, when is Nationwide Apprenticeship Week? And NAW. It’s the eighth Annual and that’s taking place November 14th by means of the twentieth. So we’ve a webinar and the DEIA program framework plans. What different particular occasions do you’ve in retailer?

Joshua Johnson: [00:32:27.61] So we’re nonetheless shaping out our, our, our plan for Nationwide Apprenticeship Week inside JFF. I’ll give, with this disclaimer, what I’ll throw out there’s there, when you go to, so I’ll converse to the nationwide system, has the, has a tracker on the web site the place yow will discover occasions which can be occurring all throughout the nation. That was certainly one of, I shall be sincere Nationwide Apprenticeship Week was my Christmas. You realize, as we become older you don’t get presents anymore. You get like socks and underwear, proper? From the children. We’re like, Hey, I assumed you want this. So Nationwide Apprenticeship Week was my Christmas as a result of it was my alternative to showcase employers. Similar factor right here at JFF is we’ll be showcasing not solely the merchandise we’ve designed, however our companions who’re working collectively to create success within the nationwide system, but in addition elevate these promising practices and actually help the work that’s being completed throughout the nationwide system. So I do know that our companions have a couple of occasions occurring that week. I do know that our associate, Apprenticeship Carolina is certainly one of our companions and so they have a couple of in-person occasions deliberate, which I’m certain shall be on the apprenticeship web site. Apprentice Faculty and Newport Information has some, some social media stuff deliberate that they’ll be getting data out of our apprenticeship. The Heart for Minority Serving Establishments, they’ll be doing a collection of occasions to speak about their newly launched report on minority-serving establishments and apprenticeship. So be some issues occurring. I don’t need it to be like I’m being high secret, however we’ve some stuff that’s cooking. It’s on the simmer button proper now, however over the subsequent, I’d say two or three weeks we’ll be turning the warmth as much as medium warmth so we will begin, so we will begin boiling it. So please observe us on. For these of you on the market, observe us on, on the entire social media channels to see extra details about what we’re doing for Nationwide Apprenticeship Week at JFF.

Jessica Miller-Merrell: [00:34:30.16] is the house base to seek out out all of the issues. Final query for you. What’s your top-of-the-list recommendation for employers who wish to begin an apprenticeship program?

Joshua Johnson: [00:34:44.17] Effectively, I began by saying it’s truly not the highest of the listing of vice. The query, what have you ever been ready on? You realize, we at all times have employers who come to us and mentioned, look, the most effective time to begin an apprenticeship program was 5 years in the past. However the second finest time is now. And any recommendation that I’d give to an employer is, primary, look throughout your workforce. Do you’ve an ageing workforce? Do you’ve a workforce that’s not numerous? Make the most of apprenticeship to vary these dynamics inside your workforce. Do you’ve a workforce that with correct coaching or with recognised coaching on the state and nationwide degree that may assist your corporation go to the subsequent degree, that may enhance productiveness? That may enhance your income? If, if the reply is sure, that, that you’ve got that workforce, who is prepared to do this then investigating trying to apprenticeship program positively is true up your alley. I’d say the second a part of that recommendation could be please don’t be scared off by conversations you’ve heard had or heard or rumors that you simply’ve heard in regards to the apprenticeship system being very laborious to navigate. The nationwide system has come a really great distance within the ten years that I’ve been part of the nationwide system, to actually get extra streamlined and centered on serving to employers have interaction and get began instantly.

Joshua Johnson: [00:36:06.43] Gone are the occasions the place it takes an employer because of the state or federal authorities. Gone are these occasions the place it’s going to take a 12 months for a program to construct. If it takes that lengthy, it’s as a result of the employer is taking that lengthy. It’s now not due to state and federal authorities. So my suggestion is attain out to us as you’re enthusiastic about constructing and registering apprenticeship program with fairness on the centre and we will join you. There are packages inside JFF, there are tasks inside JFF that register apprenticeship packages. However extra importantly, don’t consider the hype round apprenticeships being laborious to entry for employers. They aren’t. They’re very simple. Really very proud to see the trade acknowledge Apprenticeship program was lastly put to relaxation the opposite day the place that was a system that was created that was purported to be simpler and higher and a parallel system to the nationwide system. However please don’t be afraid and suppose that it’s going to be laborious to begin a program. So these are the highest two issues. Have a look at your workforce. That’s my recommendation. Have a look at your workforce. Can your workforce profit from a high-quality coaching program? Might it assist you recruit extra numerous expertise into your workforce? Might it permit your workforce, your present entry-level workforce, to develop inside your group into management roles? After which secondly, don’t take heed to all of the hype that apprenticeship is difficult to entry for employers as a result of it’s not.

Jessica Miller-Merrell: [00:37:41.23] Effectively, Joshua, this has been improbable. Numerous nice sources and insights that you simply shared. We’ve got an entire host of extra sources on the transcript of this Workology Podcast. I wish to thanks a lot for taking time to share with us all of your information, your story. It’s been improbable.

Joshua Johnson: [00:37:58.60] Thanks. I wish to thanks all a lot for having me. And I solely know the right way to be a method and that’s to be actual. And I’ve a ardour on this apprenticeship world and within the nationwide system. And I actually have a ardour that falls according to JFF, which is why I be part of them, which is we actually wish to create financial mobility for all. And we consider that apprenticeship is only one approach, however such an impactful solution to create that financial mobility, given people the chance to return in, as I talked about, with little to no expertise and stroll out extremely expert in occupation. What higher approach, as we discuss getting of us not solely to the center class however attending to the higher class? And what higher approach than we discuss addressing these systemic boundaries of disenfranchisement for underserved communities, then to make the most of the registered apprenticeship mannequin and the construction, and particularly once we give attention to particular person disabilities who many occasions of us wish to put a tag on people disabilities and say that they’re totally different, however we’re all 100% the very same. It’s all about what an employer does to verify we really feel like we belong at that employer and what instruments they provide us to be, to have these alternatives accessible to us. So thanks once more, and I sit up for listening to from anybody who listens to this podcast. Attain out to JFF as you proceed to take a look at constructing, as an employer constructing inclusive register apprenticeship packages.

Closing: [00:39:29.11] Apprenticeships are such a tremendous solution to develop the expertise pool in your firm and your trade. You may not know this however JFF even has an HR apprenticeship program. It’s a wonderful solution to acquire expertise and insights to place into observe as quickly to be HR chief. You’re an HR apprentice. How cool is that? Plus, apprenticeships, these are inclusive of individuals with disabilities and so they provide a good way so as to add range to your workforce, as Joshua talked about, together with veterans and different underserved communities. These people expertise better ranges of incapacity. I respect Joshua share this expertise with us at the moment on the Workology Podcast, and because of  PIA and our Workology Podcast sponsor, Ace The HR Examination and Upskill HR.

Closing: [00:40:21.28] Earlier than you go, I wish to hear from you. Shoot me a textual content. Textual content the phrase “PODCAST” to 512-548-3005. Ask me questions, go away feedback, and make recommendations. That is my neighborhood textual content quantity and I wish to hear from you. This podcast is for the disruptive office chief who’s bored with the established order. My identify is Jessica Miller-Merrell and till subsequent time you’ll be able to go to to take heed to all our Workology Podcast episodes.

Join with Joshua Johnson.



– Joshua Johnson on LinkedIn

– Partnership on Inclusive Apprenticeship

– Jobs for the Future (JFF) 

– JFF’s Program Design Framework for Variety, Fairness, Inclusion, and Accessibility in Registered Apprenticeship


– Nationwide Incapacity Employment Consciousness Month 2022 | U.S. Division of Labor 

– Nationwide Apprenticeship Week

– Episode 368: Apprenticeship Packages to Preserve Apprentices within the Firm With Nicholas Morgan, ACS

– Episode 356: Motivation, Willpower and Aptitude With Earl Dube, Info Expertise Intern at Macro Join

– Episode 351: Making a Really Inclusive Office With PIA and PEAT

– Episode 343: The Advantages of Creating Alternatives for Individuals With Disabilities With Pat Romzek | Workology 

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