Anne BAYE Ericksen

 

COMPANIES GET SERIOUS ABOUT STIMULATING SCIENCE, TECHNOLOGY, ENGINEERING AND MATH CAREERS.

 

Not long ago, labor experts warned of an impending shortage of workers skilled in science, technology, engineering and math (STEM). Now in 2016, not only has that prediction materialized, but the need has also surpassed expectations.

 

A decco Staffing USA reports half of the available STEM jobs currently go unfilled due to a lack of qualified professionals. The human resources solutions provider also anticipates the number of vacancies to jump to 2.4 million by 2018.

 

What’s more, U.S. News & World Report discovered women and minorities continue to be underrepresented. In 2014 less than 15 percent of women earning bachelor’s degrees studied STEM majors. Plus, between 2009 and 2014, the number of African-Americans receiving STEM bachelor’s degrees rose only one percent.

 

Reports such as these have employers concerned about recruiting talent, now and in the future. From manufacturing firms and airlines to entertainment studios, businesses are developing programs designed to stimulate interest in STEM careers.

 

The following eight companies have been recognized for their STEM recruitment initiatives. Discover why these companies earn high honors in this area.

 

UST Global Sees Opportunity

 

LosAngeles-based UST Global saw the void in STEM employees as an opportunity. In 2014 the end-to-end digital solutions and IT services provider established Step IT Up America. The proprietary 90-day accelerated training program instructs participants about various entry-level IT roles, including help desk and quality assurance, so they’re ready to contribute on day one.

 

To date, Step IT Up America has placed more than 300 graduates in full-time positions, and hopes to place 5,000 minority women in STEM careers by 2020.

 

Why create Step IT Up America, which typically places graduates with other firms?

 

BG Moore, chief of staff: As a technical company, we need to find talent, and our clients are seeking the same thing. Millions of dollars are going into STEM education, but it’ll be 10 to 20 years before those children enter the workplace. Our concept is to make something happen now.

 

Why focus on minority women?

 

Moore: We focus on minority women to not only impact individuals, but also their families and the communities in which they live. Plus, diverse work groups are more successful. They’re on time more often and have less downtime. They have more creative ideas.

 

What traits do you seek in applicants?

 

Moore: You have to look for the right attitude and not just acumen. You can teach technical skill sets, but you cannot teach the passion driving someone to do something with their lives. The individual has to grasp that and take the initiative.

 

What’s next for the program?

 

Moore: We’ve opened the training to veterans. One thing we’re realizing is veterans have great skills, but they don’t know how to translate those skills [to the private sector].

 

BASF Supports STEM Education Efforts

 

Florham Park, NJ-based BASF, a leading manufacturer of chemicals, plastics, crop protection substances, and oil and gas products, was an early supporter of STEM educational endeavors. In addition to establishing scholarships, it has helped fund laboratories and technology centers at educational institutions. BASF also has several active campaigns to help identify qualified candidates.

 

Why did BASF decide to launch STEM initiatives on so many levels?

 

Pat Rossman, chief diversity officer and HR communications: It hinges on the fact companies like ours are growing and investing in the future, and we have a need for talent to drive that growth. [We want to] make sure we draw from the full spectrum of the talent market, including women and underrepresented groups. STEM initiatives need to focus on the development of talent at all stages, from early in the education process through how we retain and engage talent via careerlong learning.

 

Is there a lack of knowledge or misconception about where STEM careers are needed?

 

Rossman: One of the challenges is students don’t always understand the great possibilities and diversity of STEM careers. The next workforce generation is also demonstrating a special interest in careers that enable them to collaborate, solve problems and have the ability to apply skills across disciplines. That’s very much a part of the connections and growth across STEM disciplines.

 

What are some of the main focuses of BASF’s current STEM initiatives?

 

Rossman: There are a few key areas on which we’re focusing, including reaching students earlier in their decision-making. We’re deliberately connecting students with role models in STEM careers so they can see what STEM jobs are really like and they can begin to imagine themselves being successful in such positions.

 

In addition to positions available to those with advanced degrees, we also see opportunities for people who don’t have four-year college degrees. For example, we have partnerships with community colleges to provide job-specific production operator training. This is part of our more holistic approach to working across all stages of workforce development.

 

Why is workforce diversity, including different education and skill levels, key to future success?

 

Rossman: The differences in backgrounds, perspectives and experiences that are reflected in a diverse workforce provide business advantages and help us anticipate customers’ needs and come up with new solutions.

 

Shell Invests in the Future

 

Thirty years ago the energy sector faced an economic setback, and companies cut recruiting programs, resulting in staffing voids once the industry rebounded. Since the energy sector is now experiencing another economic downturn, Shell Oil Company has vowed to learn from the past. The Houston, TX-based oil and gas leader maintains its commitment to support and recruit STEM experts, including collaborating with professional associations and their student chapters.

 

Why is it important for the energy sector to cultivate talent now?

 

Frazier Wilson, vice president, Shell Oil Company Foundation and manager, workforce and community strategic initiatives: Because the demand for energy is so large and growing so quickly, the industry will need a technically skilled and educated workforce that can meet these challenges.

 

Additionally, as advancements in technology rapidly continue, the need for technical talent becomes more critical in our industry. It’s imperative we make investments in colleges and universities today to help educate students so they’re capable of generating new ideas and developing new technologies to improve the quality of life for the next generation.

 

What are some highlights of Shell’s STEM initiatives?

 

Wilson: Here are some of them:

 

• Forty eight percent of students from Shell-sponsored high school engineering/geosciences programs matriculate into STEM disciplines.

• Seventy three percent of graduating interns from our partnerships with collegiate minority organizations were converted to full-time hires and 91 percent early-year students received return internship offers.

• Sixty eight percent of eligible scholarship four-year-degree awardees were converted to full-time employees.

 

What areas of STEM education and recruitment still need more attention?

 

Wilson: Middle-skill jobs, which require education beyond high school, but not a four-year degree, make up the largest part of the labor market in the United States. To ensure we can maintain an adequate talent pipeline, we’re looking at ways to help build awareness, industry perception and interest in these career pathways. We’ve already started working with independent school districts and community colleges to implement dual-credit programs for high school students, resulting in an increase in the number of students seeking a two-year technical degree or certification.

 

Southwest Connects with The Next Generation

 

STEMprofessions often are associated with engineers and IT experts. However, there are many roles that fall within the STEM spectrum. Technicians, mechanics and pilots qualify, too. And that’s why Dallas, TX-based Southwest Airlines has established some firstclass recruitment policies. For example, last year it hosted the first STEM summer camp to introduce employees’ children to the multifaceted careers within the company.

 

Why did you decide to reach out to high school students?

 

Greg Muccio, senior manager, People Department: You can’t wait for kids to be in college to interest them in STEM, hoping they have been taking the right classes and are interested in working in an airline.

 

Why target the children of employees for this program?

 

Muccio: We did some research and discovered we have somewhere between 8,000 and 9,000 employee dependents in the high school age bracket. The hard part of knowing about Southwest Airlines is accomplished already because mom and dad [have informed them for us]. Our employees are the greatest ambassadors.

 

What are some of the biggest challenges of creating effective STEM initiatives?

 

Muccio: “STEM” is a great buzzword, but connecting it to the output [is the test]. The challenge really is being able to get our story about what the finish line looks like so we can [show and] sell it to the kids. We’ve got to find ways not only to create interest and have students pursue STEM degrees, but also to find ways to make the pathway easier for them.

 

Is creating workforce diversity a part of that challenge?

 

Muccio: It’s important from a community perspective and it’s incredibly important from a talent pipeline perspective. Problems facing businesses will become more complex, and if you don’t have diversity of thought and disciplines and approaches to problem- solving, then you cannot come up with new, fresh, better answers. I would challenge anybody who doesn’t build a team with a diverse mix that you will only grow so far.

 

FDA Increases STEM Awareness

 

President Barack Obama has issued various initiatives to promote scientific and technical skill sets among young professionals. One directive aims to close gaps between demand for and supply of STEM-proficient employees in mission-critical roles throughout the government. The U.S. Food and Drug Administration (FDA), headquartered in Silver Spring, MD, is one federal agency that employs a large percentage of scientists and technology experts. And given its broad scope of duties, from conducting inspections and evaluating biotech innovations to approving medications, the FDA is always looking to attract qualified talent.

 

Why boost recruitment if the FDA is already a major employer of STEM subject-matter experts?

 

Bernadette Williamson-Taylor, senior advisor for STEM, Office of Scientific Professional Development: As a science-based agency whose regulated products account for nearly 25 cents of every dollar Americans spend each year, the FDA must ensure we have a highly skilled scientific workforce. The FDA is a public health agency comprised of STEM professionals, but many students are unaware of the broad scope of the FDA’s work and the cutting-edge research our scientists conduct every day. To address this lack of knowledge, the agency seeks to increase awareness of the FDA in the scientific community.

 

What are some of the collegiate-level programs?

 

Williamson-Taylor: The Regulatory Science Student Internship Program is a non-paid summer program where students enrolled at least half time in an accredited institution have the opportunity to learn about the FDA regulatory science areas.

 

The Commissioners Fellows Program is a two-year fellowship for outstanding healthcare professionals, scientists and engineers where they receive regulatory science training and the chance to conduct cutting-edge research into targeted scientific, policy or regulatory issues under the mentorship of an FDA senior scientist.

 

STEM Mentoring is a virtual program where a student interacts regularly with experienced FDA personnel in STEM fields and receives career advice about becoming a highperforming FDA employee. Women are the STEM underrepresented target audience for this program.

 

DreamWorks’ STEM Outreach Edges Competition

 

Who’s your favorite DreamWorks Animation SKG character? No matter which one you choose, each one of those adorable animated personalities were brought to life by artists, animators and, yes, software developers who translate creative visions into digital formats. Until recently the Universal City, CAbased movie studio relied on networking, referrals and relationships with universities to recruit new talent. However, as competition to hire STEM specialists increases, the entertainment leader recognizes a need to cast a broader spotlight on its technical career opportunities.

 

Why are STEM skills important to the entertainment industry?

 

Dan Satterthwaite, head of HR: It takes artistic ability and technical, scientific skill to get images and performances onto the screen. New technologies are also constantly emerging. Virtual reality is at the forefront in entertainment media right now. During the next five to seven years, there will be three, four or more significant technological advances that we can’t even imagine right now. In five years we’ll need people with software development and engineering skills familiar with new technologies.

 

Why has the company’s interest in recruiting STEM professionals increased?

 

Satterthwaite: The magnitude is greater both in terms of needs and competition for people with these skills. DreamWorks doesn’t only compete with other animation studios, but also with other companies, such as Apple and Google, as well as start-ups, particularly in simulation and artificial intelligence because that’s what’s used in making animated movies.

 

What STEM programs do you have in place?

 

Satterthwaite: We collaborate with universities to help teach the skills for the best-equipped individuals coming into the field, who hopefully will come to work for DreamWorks.

 

Plus, it gives us great early visibility among students.

 

Additionally, developing our engineering talent into management is critical. We try to identify engineering students and STEM students who have leadership potential.

 

What message do you have about STEM careers for students and young professionals?

 

Satterthwaite: The sky is the limit in terms of what can be achieved. As time goes on, there’s not any kind of industry that won’t have the need for STEM skills in their enterprises.

 

Alcoa Foundation Coaches STEM Hopefuls

 

Alcoa Foundation is the community outreach organization for Alcoa Corporation, a global engineering and manufacturing firm based in New York, NY and Pittsburgh, PA that’s charged with creating and executing educational and environmental programs. Through the years, it has devised innovative campaigns to educate the public and potential hires about the realities of high-tech manufacturing. This year the Foundation partnered with the Society of Women Engineers (SWE) to retain female undergraduates in the engineering disciplines and introduce them to professional possibilities.

 

What does the collaboration with SWE entail?

 

What other partnerships has the Alcoa Foundation fostered?

 

Ryan Kish, program manager: We partnered with SWE to sponsor an online coaching program, which was launched this year. Professionals and university students network on a one-on-one platform, which provides them with a safe space to talk about the field and skills required.

 

We also partnered with the Institute of International Education (IIE) a few years ago to create an Alcoa Foundation Global Internship Program. We bring youth who may not have the opportunity to explore careers into the professional work environment. They see professional skills, [and] learn how to act and interact with managers and peers. We feel this is an incredible experience, and have gotten great feedback from participants.

 

Why are STEM professionals valuable to Alcoa Corporation?

 

Kish: Our workforce comes out of the STEM space, from line workers to advanced engineers designing new products for the aerospace industry. It’s not a preference to focus on STEM. It’s a business priority.

 

What areas of STEM workforce development do you think need greater emphasis to meet future talent demands?

 

Kish: We know we have to create value with clear pathways to connect what they’re learning in the classroom with what happens in the workplace. It allows people to understand the opportunities in front of them, and they’ll be much more prepared employees entering on day one.

 

ATF Encourages Internships

 

The Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF), headquartered in Washington, DC, is best known for its law enforcement activities. However, it also boasts a cadre of scientific experts, including biologists, chemists and engineers. It further employs forensic experts to assess fingerprints, verify documentation and audit accounting practices. The growing demand for these specialized support services has prompted the ATF to re-evaluate how it connects with recent graduates in high-demand disciplines.

 

How does the current ATF internship program function?

 

Greg Czarnopys, deputy assistant director, Office of Science and Technology/Forensic Services: The ATF has a long-standing history of accepting interns. In fact, I’m a product of an ATF internship, and I’m now head of the forensic services, which includes four labs and 50 auditors.

 

Once we select candidates, they are paired with forensic examiners and together decide on a research project from which both the student and agency will benefit. The research will more than likely turn into the candidate’s master’s thesis.

 

It’s tough to place recent graduates into entry-level positions because people with years of experience are also applying. We’re so specialized in certain areas that it probably takes a year to be trained and become competent to have independent casework. However, [younger professionals] are underestimated, and we miss out on their expertise and the value they can provide with their services.

 

How do you change that balance?

 

Czarnopys: We’re looking at the Office of Personnel Management’s Pathways Program. If candidates enter Pathways, then it’s a paid internship. We can attract people early while they’re in college, and they can get into the field to see if they enjoy it and work well with us. It’s a great opportunity to bring in people at the lower levels who have a lot of new ideas. We can bring in younger generations to help the agency grow in more diverse [ways].

 

What would you want potential candidates to know about the scientific and technical work being done within the ATF?

 

Czarnopys: Our scientific and technical experts are working to solve some of the problems we see in the field. For example, in the near future they’ll hopefully be able to detect DNA off of surfaces that we’ve never been able to before. That would dramatically increase the need for forensic biologists, firearm examiners and latent print analysts.