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Another Exciting Year for the Industry Scholars Program is Underway

MTA Mid site photo

The Career and Technical Education (CTE) Industry Scholars program—a project spearheaded by Grant Associates, the New York City Department of Education, the Center for Youth Employment and the Partnership for New York City—is geared up for its third program year! The program first launched in January 2017 to offer industry-specific internships and a variety of career activities aimed at helping CTE students apply their skills in authentic industry settings while gaining real-world work experience. To date, through the CTE Industry Scholars program, more than 5,500 CTE students have taken part in career exploration and internships across 109 high schools in all five boroughs.

The CTE Industry Scholars program model relies on an implementation approach that leverages intermediary support: the intermediary cultivates the working relationship with sector-specific employers in securing relevant work-based learning opportunities, while building the in-school capacity to grow and sustain partnerships with key employers. Employers engage in the program by providing meaningful career exploration for CTE students by hosting career days and workplace tours, providing job shadowing opportunities, conducting mock interviews and resume reviews for students, and hosting student interns specializing in their industry. Grant Associates is thrilled to be partnering with the following best-in-class sector-based intermediaries to do this work: Brooklyn-Queens-Long Island Area Health Education Center, C-CAP, Futures and Options, and NAF.

Through the development and first two years of operation of the CTE Industry Scholars program, the program model has proven to be effective in coordinating and scaling work-based learning opportunities across the CTE system. Some program outcomes to date include:

  • 2,250 industry-aligned paid internships
  • 118% of Year 1 & 109% Year 2 internship goals achieved
  • Tripled the number of interns from year 1 to year 2
  • 24% increase in number of female interns from year 1 to year 2 (from 38% to 47% female)
  • More than 500 employers participated across eight industry verticals
  • 190 CTE programs and 109 high schools were provided internship opportunities
  • 76% of interns go to schools outside of Manhattan

We are thrilled to be in our third program year and look forward to growing our industry partnerships to connect more employers to this amazing pipeline of young talent coming out of NYC CTE. This year, 1,650 CTE students will be connected to high quality paid internships aligned to their CTE coursework. We will also be putting on 16 career days, 32 workplace tours and 40 mock interview and resume writing workshops. Each of these touchpoints help high school students explore careers in their specialization, provide real-world context and opportunities to learn about the workplace, and prepare for their futures.

WORKFORCE INVESTMENT NETWORK SELECTS GRANT ASSOCIATES TO RUN GREATER MEMPHIS CAREER CENTERS

Grant Associates Logo Special
New Provider Will Focus on Career Services, Promote a Collaborative Approach

 

Grant Associates, a nationally acclaimed workforce development company, announced today that it was selected by the Workforce Investment Network (WIN) to run its American Job Centers located throughout the Greater Memphis region. The American Job Centers offer employment services for adults and dislocated workers, matching job candidates with employer needs across the region.

 

Grant Associates will provide services to job seekers across a variety of demographic areas and levels of need including: resume building and job search workshops, credential attainment and training, and job search assistance including access to job listings in the Jobs4TN.gov database. Labor Market Information, access to computer labs and job referrals are also available at the Centers. One of the cornerstones of Grant Associates’ service model is to meet job seekers “where they are” with a variety of training and education opportunities to help them on the road to self-sufficiency. The company also places a focus on building proactive relationships with community partners, both for-profit and non-profit, that result in direct access to training and job opportunities leading to employment.

 

“We’ve been very pleased with the professionalism and collaboration Grant Associates has brought in the short time they’ve been partnering with us,” said Mr. Henry Lewis, Interim Executive Director of WIN. “Their expertise and focus on innovative workforce solutions will help us drive economic development and build the talent pipeline for the region’s employers.”

 

The six American Job Centers in the Greater Memphis Region will serve residents of Shelby, Fayette, Tipton and Lauderdale Counties and plan to enroll over 500 residents in training programs targeting the region’s high demand industries. Each year, over 1,000 area adults and youth are served under the federal Workforce Innovation and Opportunity Act.

 

Grant Associates uses a demand-driven approach to identify hiring needs and works diligently to connect businesses with the hundreds of skilled workers in the region. The company will also assist employers with posting their available jobs in the state’s Workforce Exchange System, connect employers to training resources, and design and execute custom solutions for industry-wide skill shortages.

 

“We are excited to partner with the Workforce Investment Network and are eager to build on the strong relationships with businesses and other community partners in the Greater Memphis region,” said Doug Cotter, President of Grant Associates. “I’m confident our demand-driven approach to career and business services will enable us to make a difference in the lives of citizens throughout the region.”

 

Grant Associates employs a staff of 31 between six Centers to provide a full suite of services to the more than one million residents in the Greater Memphis region.

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Grant Associates, Inc. 
Grant Associates is a national, award-winning workforce development company that has become a trailblazer and a force for innovation in delivering workforce services nationally for over 20 years. A certified Woman-Owned Business, we have operated nearly 80 different programs in communities of all sizes that reflect our strength across the spectrum of workforce development: operating full-service One-Stops, sector-based initiatives, business centers, and programs that serve those on public assistance, as well as other targeted populations such as youth, justice-involved, veterans and the disabled. For more information visit: www.grantassociatesinc.com.

“Why are Soft Skills so Hard?”



For years (maybe even decades?) at all levels in the field of workforce development, from practitioner to system leader, from vendor to funder, from direct client facing to policy wonk, we have discussed the need for better soft skills among the job seeking customers we serve. We even toyed with naming these skills something else for a while since the moniker itself isn’t particularly descriptive. For a short time, some in the field called them “essential employability skills,” not exactly a catchy title. So, for better or worse, it seems that we are back to the term “soft skills.” In fact, I have noticed that even the employer community with whom we engage to supply talent are now easily and regularly referring to soft skills as well. Employers who are hiring know what they are and seem perpetually frustrated that the workforce development system can’t consistently supply a talent pipeline possessing these soft skills.

What exactly are these soft skills anyway and why are they so hard to find? Who is responsible for teaching or instilling these skills that seem so real and basic and yet continue to be the Holy Grail for some employers seeking to fill their talent needs?

While everyone’s definition of soft skills varies, a working definition is likely to include:

  • A thirst for knowledge: keen curiosity and a willingness to learn
  • Team mentality: the awareness of the need for a “tribe”
  • Flexibility and commitment: being able to both anticipate and adapt
  • Project management: simply put, being organized and timely
  • Self-awareness: having a clear understanding of one’s strengths and weaknesses
  • Communication skills: the ability to not only succinctly share one’s thoughts and ideas with others, but to also listen with intent

Interestingly, some employers are simply summing up soft skills in two words: Fast thinking. While that doesn’t exactly capture EVERY soft skill necessary, it does show a 21st century trend toward problem solving, effective communication, leadership and willingness to keep learning new skills.

The workforce development system has a distinct and important role to play here: our local boards and regional organizations and service delivery organizations can add value by tracking employer trends, listening closely to business and industry sector needs and responding with nimbleness and speed to provide new training solutions. With every training developed, it is critical to factor in the soft skill component and—in working with our training providers—to push them to do the same. Soft skills are no longer a “nice to have” for job seekers, they are vital skills needed by everyone whether they are looking for a career in customer service or manufacturing.

By partnering together, workforce boards, service providers and businesses can more consistently develop the talent pipelines that deliver candidates that not only have the technical skills needed by industry, but also possess the soft skills making them the well-rounded candidates needed to propel businesses forward.

Marlena Sessions is a workforce development professional who has dedicated her career to creating self-sufficiency via careers for all people. She is the Vice-President for Public and Private Partnerships for Grant Associates, a national workforce development company that has operated nearly 80 different workforce programs in communities of all sizes.

NRF Foundation joins with workforce development company Grant Associates to provide RISE Up training

WASHINGTON, September 10, 2018 – The NRF Foundation today announced that it has formed a partnership with workforce development company Grant Associates, Inc. to provide the Foundation’s RISE Up training and credentials to approximately 150 job seekers in New York City and the Washington metropolitan area.

“Partnerships with organizations like Grant Associates that train and support job seekers in their local communities are key to RISE Up’s success,” NRF Foundation President Ellen Davis said. “Our credentials teach the skills needed to land a job in retail, and we value the support services Grant Associates offers would-be workers as they launch promising careers in our thriving industry.”

“We’re excited to work with the NRF Foundation to bring this training opportunity to job seekers,” Grant Associates President Doug Cotter said. “The retail industry provides critical entry-level and long-term career opportunities — including career pathways to technology and management — in communities large and small, and this training is a great way to gain the skills employers seek.”

Grant Associates is using online training for the Foundation’s Retail Industry Fundamentals credential to complement a full suite of wrap-around services including career exploration, technical training, referral to partner agencies, career placement and advancement support.

Training for job seekers served by the federal Workforce Innovation and Opportunity Act and the federal Temporary Assistance for Needy Families program began earlier this month at WorkSource Montgomery Young Adult Opportunity Program in Montgomery County, Md. and New York City Human Resources Administration facilities in Harlem and Brooklyn. Individuals who complete the training will be referred to local employer partners.

The Retail Industry Fundamentals credential prepares participants for jobs in entry-level retail positions in distribution centers, call centers and stores. The training is designed to provide a wide array of knowledge in areas such as retail tools and technologies, customer service, retail math, inventory and interview skills.

The NRF Foundation launched RISE Up in January 2017 and is working with retail, nonprofit and public education partners nationwide to help people regardless of education, background, economic means or age acquire the skills they need to secure jobs in retail and advance into promising careers. Since its launch, more than 45,000 participants have completed RISE Up training and credentials.

The Foundation designed the training in collaboration with dozens of retailers, nonprofits and foundations, ensuring that the skills and training it provides meet industry needs, and that the materials created are user-friendly for nonprofits and education groups. The training can be delivered in the classroom or online to people of all backgrounds, ages and education levels. Click here to learn more about RISE Up.

About NRF Foundation
The NRF Foundation shapes retail’s future by building awareness of the industry through statistics and stories; developing talent through education, experiences and scholarships; and fostering career growth among people who work in retail. The NRF Foundation is the 501(c)(3) nonprofit arm of the National Retail Federation and is funded in part by generous donations from retail industry supporters. NRF.com/Foundation.

Grant Associates, Inc.
Grant Associates is a national, award-winning workforce development company that has become a trailblazer and a force for innovation in delivering workforce services nationally. A certified Woman-Owned Business, we have operated nearly 80 different programs in communities of all sizes that reflect our strength across the spectrum of workforce development: operating full-service One-Stops, sector-based initiatives, business centers, and programs that serve those on public assistance, as well as other targeted populations such as youth, justice-involved, veterans and the disabled. For more information visit: www.grantassociatesinc.com.

GRANT ASSOCIATES ANNOUNCES MARLENA SESSIONS APPOINTED TO ADVISORY BOARD

Marlena Sessions

GRANT ASSOCIATES ANNOUNCES MARLENA SESSIONS APPOINTED TO ADVISORY BOARD
First Time National Association of Workforce Boards has Appointed a Service Provider

NEW YORK, NY – Today Grant Associates announced Marlena Sessions will be added to the National Association of Workforce Boards (NAWB) Board of Directors. The Board, comprised of individuals who have demonstrated leadership in the workforce system at the state and local level, provides strategic direction to NAWB to advance the interest of workforce boards nationally.

NAWB represents the approximately 550 Workforce Development Boards and their 12,000+ business members that coordinate and leverage workforce strategies with education and economic development stakeholders within their local communities, to ensure that state and local workforce development and job training programs meet the needs of employers. These investments in workforce development create a comprehensive system to provide America with a highly skilled workforce that competes in the global economy.

NAWB is the only national association that advocates for Workforce Development Boards. NAWB works closely with policy makers in Washington, DC to inform national strategy as it relates to the workforce boards and our partners in education, economic development, labor and business.

“We’re exceedingly proud that Marlena has been selected as the first NAWB Board member from a workforce service provider,” said Doug Cotter, President of Grant Associates. “Since joining our team last year, Marlena has been engaging with national leaders around some of the most pressing issues facing local economies and I’m confident those insights will make her a valuable addition to the NAWB Board.”

Ms. Sessions joined Grant Associates in 2017 as the Vice President of Public and Private Partnerships. In this newly created role, she is focused on engaging with community leaders across the country to create new solutions to effect positive change in the lives of those served by the workforce system. As a new NAWB Board member, Ms. Sessions will not only have an opportunity to share her 20-years of experience in the field with a national audience but will also have an opportunity to engage on the latest policy advances and best practices with fellow thought-leaders.
“I am deeply honored to join the NAWB Board,” said Ms. Sessions. “I’ve worked with the leadership on a number of occasions over the years and am looking forward to the opportunity to engage more fully in their important work on behalf of workforce development boards across the country.”

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Grant Associates, Inc.
Grant Associates is a national, award-winning workforce development company that has become a trailblazer and a force for innovation in delivering workforce services nationally. A certified Woman-Owned Business, we have operated nearly 80 different programs in communities of all sizes that reflect our strength across the spectrum of workforce development: operating full-service One-Stops, sector-based initiatives, business centers, and programs that serve those on public assistance, as well as other targeted populations such as youth, justice-involved, veterans and the disabled. For more information visit: www.grantassociatesinc.com.

Peaking around the corner: future trends across industry

In our last blog post we talked about a recent discussion with industry leaders in the Seattle region—experts in the fields of manufacturing, IT, healthcare and trade and logistics—who were asked a few deceptively simple questions, the first of which was: What are your biggest workforce challenges and how are you addressing those challenges? In this month’s post, we’ll explore the second question we asked which was: What are some future trends you are seeing in your field that may seem unrelated to your search for talent, but could certainly have an impact on talent acquisition?

Once we convinced them to put on their “futurist” hat, the predictions were keenly interesting and shed light on some fascinating trends that industry leaders are seeing up ahead.

Nearly to a person, the group shared some overarching trends and traits required in multiple fields including:

  • the need for a multi-skilled worker, or a “utility worker” as one healthcare industry leader called it. Given our increasingly complex world of work (and world in general), another leader called out the need for resiliency in all fields and occupations, and in fact, wanted to incorporate resiliency training into the world of work. Being nimble and adapting to change is now simply a part of any job in any field. The days of employees stating that “things are always changing around here!” as a complaint against company culture are simply gone.
  • Another trend that one life sciences leader harnessed was the challenge of data: big data and lots of it. “So much data…how do we manage it, track it and store it?” applies now to virtually every industry.

Another leader from the Transportation and Logistics field mentioned that now “every job is a tech job,” as our world becomes increasingly automated at every level in every industry. No one in the group expressed concern or significant regard that the automation and artificial intelligence trends would have a major impact on numbers of employees or the continued need for employees with soft and hard skills, at least not in the near term. With the evolution of Artificial Intelligence and all that it implies for our world AND for the Future of Work, this opinion is certainly in the minority and does a bit of tempering to those who are feeling the dread.

Another trend external to the specific fields but impactful to each nonetheless was the fact that ecommerce continues to be on such a growth path. Each industry uses it now to varying degrees of capacity and wants to be sure they are using it most adeptly and efficiently, and with security and peace of mind as top priorities.

We at Grant Associates applaud these industry leaders for their ability to be both savvy experts in their current industries’ day-to-day needs as well as “reading the tea leaves” for what the future might have in store for all of us in the world of work. We will continue to check back with these “anchor employers” to ascertain whether their predictions of trends impacting their industry come true, to what degree, and what might be next on the horizon.

 

Marlena Sessions is a workforce development professional who has dedicated her career to creating self-sufficiency via careers for all people. She is the Vice-President for Public and Private Partnerships for Grant Associates, a national workforce development company that has operated nearly 80 different workforce programs in communities of all sizes.

Talent Isn’t a Given: Industry Leaders’ Insights on Workforce Challenges

In a recent discussion with industry leaders in the Seattle region, several experts in the fields of manufacturing, IT, healthcare and trade and logistics were asked a few deceptively simple questions, one of which was: What are your biggest workforce challenges and how are you addressing those challenges?

This high-caliber group of industry leaders expressed sentiments ahead of many when it comes to the development of the needed workforce and their willingness to hire raw talent and train and promote from within the company. Many of them were in fact favorably biased toward promotion from within and willing to invest the time and resources for employees who possess some basic “soft skills.” They were sophisticated in their knowledge of workforce development and knew that reaching young people is key to developing a talent pipeline for the future. As well, it was a happy discovery that some of them also saw the value-add of hiring Veterans for due to their strong crossover skills, work ethic and myriad other positive attributes.

The group was also self-aware and “company-aware” enough to see the challenges and weaknesses within their own corporate culture. They explained the following challenges:

  • Companies need to do more targeted outreach, education and recruitment within youth and Veteran populations, even though there is general awareness that these are verdant labor pools
  •  More proactive and equitable collaboration needed with competitors in the same industry to potentially leverage combined resources when training employees with similar job skills
  •  The need to keep pace with new positions as industries evolve; this is particularly prescient in the healthcare industry where, for example, “patient advocates” became “navigators” but now with changes in Medicare, there is a need for “something beyond navigators”
  •  Challenges within organizational culture to embrace internship programs and the soft-skill training needs those programs sometimes require
  •  While STEM education is important, the group placed nearly as much importance on the development of “soft skills” including resiliency training and change management; in business as in life, the one constant is change and these leaders see a strong need for employees who can shift gears and pivot along with the needs of the business as well as leaders who can manage their teams effectively through change

These leaders are also challenging their internal cultures to embrace more proactive diversity and equity. One leader noted that while she was happy to see more females entering her workplace, she wasn’t sure the same emphasis was being placed on other areas of diversity including age, ethnicity and sexual orientation.

To those of us in the field of workforce development, solutions like career pipeline development, sector-based training, youth internships, Veteran-focused outreach, and diversity in all its forms, seem relatively straightforward. But even with the awareness and sophistication that these leaders have, there remain challenges to implementing and scaling solutions within company cultures, as one might expect with any institutional culture shifts. All the more reason for those of us in the workforce development field to build strong partnerships with our local business communities to implement solutions that meet the needs of tomorrow’s challenges today.

 

Marlena Sessions is a workforce development professional who has dedicated her career to creating self-sufficiency via careers for all people. She is the Vice-President for Public and Private Partnerships for Grant Associates, a national workforce development company that has operated nearly 80 different workforce programs in communities of all sizes.

GRANT ASSOCIATES EXPANDS IN MONTGOMERY COUNTY, MARYLAND

Montgomery County, MD, May 1, 2018 – Grant Associates, a nationally acclaimed workforce development company, announced today that it will expand its partnership with WorkSource Montgomery, Inc. to offer employment services for adults and dislocated workers, matching job candidates with employer needs across the county.

Grant Associates, a nationally acclaimed workforce development company, will operate American Jobs Centers in Montgomery County, providing services to both businesses and job seeking residents. Services for job seekers across a variety of demographic areas and levels of need include: resume building and job search workshops, credential attainment and training, and job search assistance including access to job listings in the Maryland Workforce Exchange System. Labor Market Information and access to computer labs and job referrals are also available at the Centers. One of the cornerstones of Grant Associates’ service model is also to build proactive relationships with businesses, both for-profit and non-profit, that result in direct access to job opportunities leading to employment.

Since 2016, Grant Associates has been providing similar services to the County’s youth residents through the WorkSource Montgomery Young Adult Opportunity Center. In addition to career services, this program also provides internships for youth to gain work experience as well as a variety of training and credentialing options.

“We’ve been very pleased with the work Grant Associates is doing with the WorkSource Montgomery Young Adult Opportunity Center,” said Dr. Ellie Giles, CEO of WorkSource Montgomery. “Their expertise as a convener and collaborator of County resources and their connection with strong employment opportunities will drive economic development and enhance quality of life through the empowerment of more county residents to enter high-demand sustainable career pathways. WorkSource Montgomery’s board and stakeholders strive for continuous improvement and service expansion to best serve Montgomery County.”

Grant Associates understands that starting with employment opportunities leads to successful and sustainable jobs for county residents by proactively preparing the pipeline for the opportunities of today and the demand of the future. As part of its new expanded services through the American Jobs Centers, Grant Associates will provide Employer Service resources to a wide range of businesses in key sectors to build the talent pipeline for the county’s 32,386 employers. Grant Associates will use a market-driven approach to identify hiring needs and drive the area’s economic development by working diligently to connect businesses with the hundreds of skilled workers in the county. The company will also assist employers with posting their available jobs in the state’s Workforce Exchange System, connect employers to training resources, and design and execute custom solutions for industry-wide skill shortages.

“We are excited to expand our demand-driven approach to career and business services to include both youth and adult workers in Montgomery County,” said Doug Cotter, President of Grant Associates. “We’ve seen some great successes in the Montgomery Youth program where we’ve developed strong relationships with businesses and other community partners, and we’re eager to build on those and bring similar successes to the American Jobs Centers.”

Grant Associates will employ a staff of 19 between two Centers to provide a full suite of services to the more than one million residents in Montgomery County.

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Grant Associates, Inc.

Grant Associates is a national, award-winning workforce development company that has become a trailblazer and a force for innovation in delivering workforce services nationally. A certified Woman-Owned Business, we have operated nearly 80 different programs in communities of all sizes that reflect our strength across the spectrum of workforce development: operating full-service One-Stops, sector-based initiatives, business centers, and programs that serve those on public assistance, as well as other targeted populations such as youth, justice-involved, veterans and the disabled. For more information visit: www.grantassociatesinc.com.

 

WorkSource Montgomery, Inc.

WorkSource Montgomery, a public-private partnership, convenes key stakeholders to create an innovative workforce system approach for sustainable, industry-driven talent solutions in Montgomery County, MD. For more information visit: worksourcemontgomery.com.

Does workforce development have a role in financial capacity building?

Call it what you will – Financial Capability, Financial Empowerment, Financial Literacy…In the field of workforce development, it has long been viewed as an “add on” or a “nice to have,” tangential to the real work we do. As workforce development professionals, should we do the work of connecting community banks and training institution partners—those with the tools for financial capability—to the many job seeking customers we serve? When one of the challenges of our field is that we are torn in so many directions, sometimes the amount of effort just getting a customer a job with a career pathway makes it hard to balance the immediate need and goal of employment with the challenging work of moving programs towards true human centered design. Is it enough for us to say that we specialize in and are experts in workforce development, or do we also need to specialize in all the other tools that address the myriad tertiary challenges our customers face beyond just getting a job?

Over the course of our 20+ years in the workforce development field, Grant Associates has had a front row seat to the many industry trends that have come and gone. Financial capability is one trend that we as a company are fully invested in (pardon the pun). As our thinking has evolved in this area, we fully believe that financial capability training is absolutely part of our role as workforce development professionals. Chances are all of us in this field have seen more than one job seeker pass through our programs who gets one low paying job after another, without ever being equipped with the tools to help him or her make real progress toward self-sufficiency. Financial capability skills are not something we’re innately born with or that necessarily come intuitively, and for many in the communities we serve, there’s simply no opportunities to learn these skills elsewhere.

At Grant Associates, we’ve begun incorporating financial capability tools for all our job seeking customers as well as our entire staff. We are testing assumptions that a person’s faculty in personal financial literacy will carry over into their ability to keep a job, and the drive to get a better job or move into a career pathway and toward greater self-sufficiency. These are not just “Terms of Art” for us, they are real aspirations backed by the program models and tools to make successful careers in our customers’ lives.

Research has shown that chronic stress, like that experienced by those living in poverty, has a negative impact on the development and functioning of the prefrontal cortex, the part of the brain that directly impacts executive functioning. Executive function is what enables our working memory, cognitive flexibility, and our ability to control our behavior and look to the future to set and achieve goals. It should come as no surprise then, when the Federal Reserve reported earlier this year that 66% of those making $40,000 or less could not cover an unexpected $400 expense. When you’re just trying to keep your head above water, building a savings account seems rather irrelevant. But by introducing some basic financial capability concepts and helping customers gain those skills while also helping them find a job, we begin to build a foundation that enables customers to start to plan for their future and that of their families.  

Since we began benchmarking our work just under a year ago in one of our largest New York programs, we’ve seen improved Financial Capability Scale scores, increased rates of full-time employment, and improved retention rates—an increase of nearly 20% in our six-month retention rates, and a thrilling three-month period when we saw an incredible 100% retention rate for those placed in full-time jobs. In addition to the standard services available to address barriers, attain training and attending workshops, these job seekers also had access to Change Machine, a tool provided by our partners at The Financial Clinic whose mission and model is “to build working poor people’s financial security through an ecosystem of strategies that includes direct service, capacity building, and systems-level solutions and social innovations to create lasting change.” Initial data shows over $103,000 has gone back in customers’ pockets over the last year. The Financial Clinic’s long-term data shows that for every two financial security milestones achieved, customers see a 29% increase in earned income and 33% more hours worked.

Our early results are from just a small subset of the customers we work with annually. It’s exciting to think of the impact such training could have on communities large and small across the country. It’s clear to those of us at Grant Associates that there is something here worth building upon, and I encourage my colleagues from around the country to share any lessons learned when incorporating Financial Capability into their services. We are all in!

 

Marlena Sessions is a workforce development professional who has dedicated her career to creating self-sufficiency via careers for all people. She is the Vice-President for Public and Private Partnerships for Grant Associates, a national workforce development company that has operated nearly 80 different workforce programs in communities of all sizes.

Seattle Industry Leaders Discuss Challenges, Opportunities in Attracting Talent

Seattle Industry Luncheon

Seattle Industry Leaders Discuss Challenges, Opportunities in Attracting Talent

Grant Associates convened a group of industry thought leaders on April 17, 2018 in downtown Seattle to discuss workforce challenges and opportunities. Transportation and logistics, manufacturing and healthcare were each represented by leaders from companies including Fred Hutchinson Cancer Research Center, Machinists, Inc., Seattle Children’s Hospital, and Expeditors International.

The group delved into questions on the workforce development challenges in their particular companies and industries. They also offered optimistic solutions about how their companies are tackling the challenge of attracting talent. Finally, a succinct summary of trends “peeking around the corner” was shared. Several themes emerged, each of which are ripe and heavy with the need for deeper study. It was a very fruitful and lively conversation full of unique insights and creative solutions, and Grant Associates looks forward to holding similar discussions in other cities where we have a workforce development presence in the near future.