As we face a severe workforce shortage, we need all hands on deck. In this issue’s cover story we focus on Minnesotans with a disability, comparing and contrasting their labor market statistics with the general population and Minnesotans with no disability.
We embrace our role in continuing to break down the barriers that have excluded people with disabilities from full and equitable employment, as we acknowledge our successes.
Download the full pdf file or select the links below to view individual stories.
It will take a multi-pronged approach – higher wages, specialized training programs, policy responses – to address the worker shortage. Steve Hine, former LMI Office director, is taking on a new research and writing role within DEED – and you can look forward to reading future contributions regularly in Trends.
The LMI Office pays attention to specific labor market challenges faced by populations with barriers to employment. Here we focus on Minnesotans with a disability, comparing and contrasting their labor market statistics with the general population and Minnesotans with no disability. We embrace our role in breaking down barriers that have excluded people with disabilities from full and equitable employment – and acknowledge our successes
UI claims statistics provide an immediate indicator of economic changes. If claims activity starts to rise, DEED can identify what age groups, gender, race, occupations, industries, or geographic locations are being hit the hardest and craft an appropriate response.
Million-dollar employees in Minnesota make over 3 percent of all wages. While most are men, women are catching up.
With the rising cost of college, more should be done to connect high school students to manufacturing opportunities. Employers are in the best position to identify and teach specific skills. Effective employer-sponsored training can improve retention, enabling firms to promote from within.
At a time when tuition levels and student debt burdens are rising, are post-secondary graduates coming out of school with credentials that position them for employment success? On the other side, employers are stymied in their hiring when candidates don’t have the right educational background. Program planners need to know where to put their school’s resources. It’s important to align instructional offerings with employment opportunities. Here’s how we measure the alignment.
