Read the new guide – Advancing Workforce Equity: A Guide for Stakeholders
Toolkit for Developing High-Performing Industry Partnerships
Industry partnerships have two major types of constituents: employers and regional partners. Regional partners can include workers, workforce investment boards, economic development entities, education and training providers, and community-based organizations.
Regional partners are essential to understanding worker needs and designing programs and strategies that improve outcomes for workers and businesses.
Practice: Develop and Maintain Relationships With a Diverse Group of Partners
Partners should reflect the community and demonstrate a commitment to meeting employer and worker needs. This includes building relationships with the public workforce development system to better align resources that support employers and workers.
What success looks like
Your industry partnership reflects the demographics of the communities being served.
More partners are serving the needs of people and communities facing disparities.
Education and training providers’ programs, curricula, and credentials are aligned with industry needs.
Programs produce equitable outcomes for frontline workers and people of color.
Communities at Work Playbook (Aspen Institute & FutureWorks) – This playbook highlights the work of seven regional industry partnerships and action steps for partnership building, business engagement, and community collaboration.
Community Engagement Toolkit (Leading Inside Out & Collective Impact Forum) – Use this set of strategies, processes, and tools for engaging community members and organizations most impacted by social challenges in designing and implementing solutions.
Multi-stakeholder Partnership Development Tools – This toolkit provides over 60 process tools, each serving different purposes, to support multi-stakeholder engagement, including stakeholder analysis and partnership agreement resources.
Practice: Share Industry Intelligence and Trends
Stakeholders share information that speaks to trends affecting their work.
What success looks like
Increased collaboration between education and training providers, community-based organizations, and employers.
Informed decision-making and the development of new strategies to address trends and gaps.
It’s Time to Care: A Detailed Profile of America’s Direct Care Workforce (PHI) – This report provides a detailed overview of the direct care workforce (including key concepts and definitions), an analysis of how this role has evolved, and a statistical profile of the workforce. Use this as a guide to develop a more detailed profile of workers in your industry.
Practice: Incorporate Workers as Stakeholders
Add worker voice and perspective around needs, barriers, and potential solutions to inform industry partnership goals, investments, and activities.
What success looks like
More partners are consistently engaging workers in the design and evaluation of programs and strategies.
Activities that partners are engaged in to improve job quality in the region increases.
Training and other supports for populations facing barriers to employment and career advancement and a commitment to racial equity and inclusion improves.
What is Worker Voice (Boston Federal Reserve Bank) – This is an introduction to worker voice, what it looks like, and why it matters now. The overview of different methods of worker representation can help industry partnerships identify different ways to engage workers.
Employee Engagement Benefits and Strategies for Small Businesses (Pacific Community Ventures) – This is an article about the benefits of employee engagement and a set of tactics for strengthening employee engagement and creating a strong workplace culture. These tools can be used to coach businesses on job quality improvements with potential business benefits.
The Women’s Fund for the Greater Cincinnati Foundation – This toolkit offers a collection of nearly 60 workplace policies to help employers support, stabilize, and retain employees. These policies can be used as a guide to identify which are most important for workers in a range of industry sectors.
A Retailer Bets on Learning and Development – This report shares how Goodwill San Diego adapted its culture and operations to enhance job quality and business performance in response to a mandated local minimum wage increase. Use this to identify specific practices that support worker advancement.
Workplace Financial Wellness Services: A Primer for Employers (Prosperity Now and Center for Social Development) – Use this primer to learn more about workplace financial wellness services, questions to consider when exploring these services, and employer experiences with the provision of these services.