Allegheny Conference Inflection Point Monday, May 1, 2017

Inflection Point 2017-2018

Supply, Demand, and the Future of Working in the Pittsburgh Region

Executive Summary

 

Major Findings:

 

The Inflection Point report was collected in 2016 and written in 2017-2018, regarding findings projected through 2025. The four focal points of the report revolve first around a worker shortage of about 80,000 people due to the baby boomer retirements and the upcoming talent pipeline not large enough to cover these retirements. Second, around 50% of our yearly college graduates leave Pittsburgh due to an inability to find a job. Third, employers need a specific trait in upcoming talents rather than specific hard skills. Lastly, our largest industries remain in healthcare, production/maintenance, data science, and IT, specifically information security.

            A recurring narrative throughout the Inflection report is a continual focus on future talent possessing “soft skills” and a willingness to learn and adapt on the job continually. Employers are less concerned with the talent’s ability to perform specific tasks but prefer candidates to cultivate the ability to collaborate, communicate, and think critically. These traits allow them the sought-after capacity to adapt to the job. The market is experiencing an increasing necessity to compete with upcoming software and coding requirements, and soft skill traits allow employers to rely on an agile mindset geared toward continuous learning.

            The second-largest area of focus lies in the drive towards diversity and inclusion. New talent is more likely to seek out and reside with employers who retain a more diverse workforce. Research indicates that a diverse workforce performs better economically and correlates with better resilience in an economic downturn. Hiring and retaining a diverse workforce stems from a strong relationship with the higher education system, employers, and K-12 schools. Working closely in programs such as College in High School, transfer credit programs, internships, and student surveys (such as the Allegheny Conference, Partner4Work, and Tech Hire Pittsburgh) are all collaborative approaches to the talent pipeline that promote inclusivity. These programs allow for:

• More local recruiting from employers
• A better understanding of local and regional employment opportunities for students and new talent.
• Closing the gap for students and future talent of color.
• A more favorable impression of Pittsburgh job opportunities overall.

 

Implications for Point Park:

 

The findings in the 2017 Inflection Point report allow for two major takeaways for Point Park. The first is that Point Park excels at collaboration programs such as internships, Partner4Work, student surveys, and cultivating soft skills in our students. Perhaps a focus on extending these opportunities to schools outside the Rowland School of Business would result in more positive job opportunities. There are pockets of these opportunities in departments such as the School of Communication and the School of Education, but a more robust extension would be beneficial. For example, the report specifically mentions a program called Tech Hire Pittsburgh. This program aims to build a pipeline for IT talent across sectors, with a specific focus on security. An interdisciplinary relationship between the NSET department and the Criminal Justice and Intelligence department to establish an IT security program while working closely with Tech Hire Pittsburgh may result in positive growth opportunities.

            The pipeline we often see a struggle in Point Park is the relationship between K-12 schools, transfer credit programs, and the College in High School program. A separate report written by The University of Pittsburgh focuses entirely on the importance of a strong college in high school program for strength in recruitment and retention. A move toward bolstering this initiative at Point Park seems as though it would prove to be helpful in growing our programs.

 

Implications for Higher Education Moving Forward:

 

Across the board, individuals are moving toward a trade-based future as opposed to a reliance on a traditional four-year degree. For the future of higher education, this means offering a more flexible pathway, including certification programs, partnerships with trade schools or community colleges, interdisciplinary programs, and the ability for students to build their own majors across academic departments.