Insights and Perspectives

What is Workforce Development Month? 
Every September, Geographic Solutions celebrates Workforce Development Month and recognizes the importance of workforce development initiatives and professionals within the industry. Workforce Development Month was created in 2005 by the National Association of Workforce Development Professionals (NAWDP) to raise awareness about the importance of the workforce industry and highlight the efforts of organizations, policymakers, and professionals committed to helping prepare the labor force to meet the evolving needs of the labor market. NAWDP celebrates Workforce Development Month with initiatives like the  ‘Workforce Heroes’ program, which highlights multiple workforce heroes over the course of the month.
 
A Stronger Workforce for America Act (ASWA) was recently introduced to build on the foundation of, and reauthorize, the Workforce Innovation and Opportunity Act (WIOA), which has been the grounds of workforce development legislation for the past decade. We interviewed Melissa Robbins, CEO of the NAWDP, to gain further insights on the new legislation. Her wisdom offered a valuable perspective on the importance of Workforce Development Month, the promise of ASWA, and the future of the workforce industry.  

Understanding A Stronger Workforce for America Act 
A Stronger Workforce for America Act (ASWA) was introduced on December 7, 2023, passed by the House of Representatives on April 9, 2024, and will go to the Senate next for consideration. Since then, ASWA has received support from workforce organizations and policymakers, who view it as essential for meeting the changing needs of the labor market.  ASWA aims to build upon the existing Workforce Innovation and Opportunity Act (WIOA). Signed into law on July 22, 2014, WIOA was the first major reform of the public workforce system since 1998, with the goal of helping job seekers access employment, education, training, and support needed to thrive within the labor market and match employers to skilled workers.

Melissa Robbins shared what she thought to be the biggest challenge in workforce development today and how ASWA addresses that challenge. “I think right now the biggest challenge is to make sure that we’re meeting the needs of businesses and job seekers in the current environment,” said Robbins. “WIOA passed in 2014, so we’re ten years from the last legislation passing, and a lot has happened in those years.” 

Robbins added that while the workforce system did a wonderful job adapting, especially during the pandemic when we had to find ways to deliver our programs and services without human contact, that the legislation hasn’t changed. It is imperative that the new legislation focuses on flexibility to meet the changing needs of businesses and job seekers. WIOA’s reauthorization via ASWA aims to modernize education and training programs to better align with current and future job market needs.

Components of A Stronger Workforce for America Act: 

• Skills Upgrading: Allocate 50% of funds to upskill workers through Individual Training Accounts (ITAs), on-the-job learning, and prioritizing employer-led programs for skill training.
• Efficiency and Accountability: Focus on the Eligible Training Provider List to streamline outcomes and ensure that programs align with employers' demands. Fully implement a performance accountability system to hold states and local workforce boards accountable.  
• Economic Opportunity: Places a greater emphasis on work-based learning for youth, supports reentry programs, and strengthen workforce education programs at community colleges. 
• Innovation and Hiring: Provide flexibility to states and local workforce boards to modernize their workforce systems and support skills-based hiring practices.

Differences From WIOA:
When asked about the main differences between ASWA and WIOA, Robbins stated that while the new legislation builds on WIOA, it also introduces the following changes:

• Focus on Eligible Training Provider List: The new legislation emphasizes the Eligible Training Provider List (ETPL), a public statewide list of qualified training providers eligible for WIOA worker training funds.
• Funding: ASWA addresses fund ceilings and floors. WIOA allocates specific percentages to various programs and activities, compared to ASWA, which allows states and local boards to diversify programs and funds.  
• Flexibility: Overall flexibility for programs so that they can adapt to the changing needs of the industry.

Potential Challenges, Benefits, and Outcomes
Geographic Solutions President, Paul Toomey shared his insights on the benefits of ASWA in a recent Forbes article where he stated, “This legislation’s renewed vision for creating a stronger, more adaptable workforce offers numerous benefits to not only the economy, but also to dislocated, remote, and future generations of workers.”
ASWA will have short and long-term benefits for job seekers and employers. In the short term, changes will allow state and local workforce boards to take on new initiatives that were not previously possible. “Any kind of change in the legislation, there's going to be things that change quickly," said Robbins.

One of the main challenges in implementing ASWA will be ensuring that everyone is trained on the new compliance requirements. Robbins stated, "Just like WIOA, with any new legislation, there's going to be new compliance issues that are going to be black and white, and we have to make sure that they get rolled out to everybody." 

She further explained that workforce organizations need to be aware of the complexity of new legislation as it involves hundreds of pages of laws and regulations. Then states and local boards will add their own additional things particular to their area, further complicating compliance requirements. Workforce organizations will need to be prepared to ensure a smooth implementation.

Workforce organizations may also encounter challenges in balancing innovation with compliance while implementing the new legislation. ASWA aims to create innovative strategies and partnerships. Robbins highlighted the need to balance innovation with compliance:

"How do we strategically impact the new innovative ideas on how we're going to implement… the essence of this new legislation," said Robbins. 

The role of NAWDP will evolve with the implementation of ASWA, as it has since the early 80’s and adapting to legislative changes and integrating non-traditional workforce partners. Robbins emphasized that NAWDP will remain committed to meeting the needs of its members and the workforce industry.   

Supporting Workforce Development for a Stronger Future
Geographic Solutions is dedicated to supporting workforce development initiatives and providing job seekers with the support they need to succeed within the labor market. As workforce legislation and development change, Geographic Solutions remains committed to building a strong and adaptable workforce. 

Workforce development takes a collaborative effort between workforce agencies and service providers to close the skills gap, increase job placements, reduce unemployment durations, and ultimately strengthen economic development initiatives. Workforce Development Month gives us a chance to honor those who go to great lengths to positively impact the workforce. We give our thanks to all workforce professionals, the true heart of workforce development.

Click here to watch the whole interview with Melissa Robbins.
 

Every year, Geographic Solutions explores how technological advancements can enhance the user experience and add value to our products. Recognizing the value of Artificial Intelligence (AI) and Machine Learning (ML), our team worked tirelessly over the past year to incorporate instances of AI throughout the next generation of our industry-leading software suite, aptly named VOS Sapphire AI.

In this blog post, we’ll explore the many unique features of VOS Sapphire AI and how this version is poised to further streamline the job search process for job seekers and employers.

What is VOS Sapphire AI?

Thanks to a dynamic collaboration between OpenAI, Microsoft, and our own innovative functionality, we’re able to showcase the art of prompt engineering and the transformative potential of reshaped interactions for labor exchange.

This next-gen software builds upon existing infrastructure, incorporating advanced AI and ML capabilities throughout the system to provide end users with a range of innovative AI-assisted features for building résumés, interview preparation, job search, job posting, and more. 

With these features, VOS Sapphire AI streamlines the job search process and reduces the time it takes for job seekers to find suitable employment. It also enables employers to quickly identify the most qualified candidates for their job openings.

As a testament to our efforts, the system was recognized by the 2024 Tech Ascension Awards as the Best AI / ML Powered Solution for its modular, customizable design, robust security protocols, and ability to help employers and job seekers in today's competitive job market.
 

Diving into VOS Sapphire AI’s Key Features

The platform’s innovative features offer a wealth of long-term benefits that not only positively impact employers in recruiting talent but can also aid job seekers in standing out as the best-suited candidates. 

Let’s take a look at some of the key features and enhancements that users can utilize.

• Bespoke & Professional Résumés and Cover Letters 

VOS Sapphire AI enables users to effortlessly generate a new résumé and cover letter using their profile data and AI-generated text - creating a bespoke résumé that perfectly aligns with any requirements and specifications listed in a job description; as well as a cover letter that conveys enthusiasm, experience, and captures the attention of hiring managers.

• Interview Preparation with AI-Generated Questions Tailored to User, Company, and Role

VOS Sapphire also helps job seekers prepare for interviews by providing them with details about the employer and position, as well as an AI-centric practice interview platform.  Additionally, the system curates a list of AI-generated questions they can use throughout the interview process. VOS Sapphire AI provides similar interview preparation features for employers as well, enabling recruiters to generate a list of interview questions that are specifically tailored to the applicant’s job title and work experience.

• Detailed Job Description Creation Based on Role and Company Profile

Recruiters can use AI to optimize existing or generate new job descriptions. Based on the selected role and the employer’s profile, the advanced AI algorithm takes care of the rest; seamlessly merging the position details with the company’s preferences and requirements for a role.

• Accurate Job Matching with Reactive Matching Algorithms

VOS Sapphire AI also includes a proprietary Reactive Matching component, which automatically matches job seekers with suitable employment options. By leveraging pattern-matching algorithms, the system automatically extracts key information from a résumé to provide more accurate job matches that perfectly align with a user’s experience, interests, skillset, and background.

Whether it’s generating customized cover letters specifically targeted to jobs, creating a résumé from scratch, or even enhancing preparations for interviews, VOS Sapphire AI offers new and innovative ways to support the end-user throughout the job their search process.

In the coming months, Geographic Solutions’ training team will cover various functionality found in VOS Sapphire AI. Be sure to keep an eye on our Training Opportunities Page to sign up for Geographic Solutions’ next training session. In the meantime, check out our press release and video on VOS Sapphire AI to learn more.
 

Origins of Pride Month

Pride month is the annual celebration of the contributions of the LGBTQIA+ community to history, society, and culture. Pride, whose acronym stands for Personal Rights in Defense and Education, highlights the ongoing issues within the community such as discrimination, violence, and legal inequalities. The origins of the gay rights movement dates back to the early 1900s, when many basic civil rights were largely denied to gay, lesbian, bisexual, and transgender people. North American and European individuals began creating gay and lesbian organizations such as the Society for Human Rights, founded in Chicago during the 1920s by activist Henry Gerber.

In June 1969, a popular gay bar in New York City called the Stonewall Inn was raided by law enforcement. Police officers forcibly removed individuals and employees from the bar, and confrontations quickly escalated. This five-day-long event was marked with riots and protests, becoming a pivotal moment for the LGBTQIA+ rights movement.

The Stonewall Uprising was so pivotal, in fact, that just one year later the first Pride marches were held in New York, Los Angeles, and Chicago. Thousands of LGBTQIA+ people and their allies came together to commemorate Stonewall, celebrate their pride, and advocate for equal rights. Fast forward to 2024, and Pride is now celebrated every June, honoring the achievements of LGBTQIA+ individuals in arts, culture, science, and politics and serves as an expression of self-acceptance and love. Throughout the month of June, cities across the U.S. celebrate with parades, parties, and events featuring the rainbow flag, a reflection of diversity in the community and the spectrum of human sexuality and gender 

More recently in June 2020, the U.S. Supreme Court ruled that LGBTQIA+ workers are protected from discrimination under the Civil Rights Act of 1964. While this ruling was a significant step forward for LGBTQIA+ equality, further efforts are needed to ensure inclusive policies and practices are adopted across both personal and professional spaces. 

Creating Inclusivity in the Workplace 

Over 8 million workers in the U.S. identify as LGBTQIA+ and discrimination in the workplace remains a critical issue. Many LGBTQIA+ individuals face barriers finding employment and advancement due to biases and prejudice. A survey conducted by Williams Institute School of Law found the over 45% of LGBTQIA+ workers reported experiencing unfair treatment at work, including being fired, not hired, or harassed because of their sexual orientation or gender identity at some point in their lives.

In today's workforce, establishing inclusive recruitment processes and creating inclusive job descriptions is an essential first step for attracting a wide range of talented candidates, including those from the LGBTQIA+ community. Here are just a few guidelines that employers can follow to create a more inviting, inclusive workplace: 

Writing Job Descriptions Using Inclusive Language 

Gender-coded words decrease apply rates and increase the cost per application. Removing them will increase the likelihood of attracting more talent from diverse groups. Avoid using gendered language by using gender-neutral terns like ‘they/them’ instead of ‘he/she’ and avoid job titles that imply a specific gender, such as ‘Salesman’ instead use the term ‘Salesperson’. It may be difficult to catch all gendered language in job descriptions, however there are online tools or software that can analyze job descriptions and suggest improvements to make the language more inclusive to all applicants. 

Highlight Commitment to Diversity and Inclusion 

Include a statement about the company’s commitment to diversity and inclusion on a front-and-center public platform. This shows LGBTQIA+ candidates that the company welcomes and values diverse individuals. Additionally, adding inclusive phrases within job description can attract a more diverse talented group of individuals. Include phrases that are welcoming, such as “We encourage applicants from all backgrounds and identities.” Most candidates value seeing a D&I commitment when they are looking for jobs to apply for. 

Remove Unconscious Bias in Recruitment  

There are many types of unconscious bias that can occur when hiring. Stonewall found that 18% of LGBTQIA+ people who were looking for work were discriminated against because of their sexual orientation and/or gender identity. Employers and their human resource departments need to work together to remove unconscious biases within their recruitment process and training and create greater awareness across their enterprise. One practice an organization can use to reduce unconscious bias is to practice ‘blind recruitment’ which involves removing all personal details from job applications. 

Expand Recruiting Channels 

Expanding recruiting channels for LGBTQIA+ individuals involves reaching out through various platforms and avenues to ensure inclusivity and accessibility. Post job openings on platforms and job boards that support diverse communities, including LGBTQIA+ networks, and partner with organizations to participate in career fairs or events that focus on diverse talent pools. Using these channels can attract candidates from various backgrounds more effectively than traditional channels. 

Show your PRIDE! 

Show your pride all year long, not just in June! A company can showcase its pride by implementing inclusive policies and offering support for their LGBTQIA+ employees. Celebrate LGBTQIA+ awareness days, such as National Coming Out Day or Transgender Day of Visibility, through internal communications, events, or educational initiatives. Finally, by listening to LGBTQIA+ voices and being accepting, companies can show their pride and make everyone feel valued. 

Being a True Ally: Geographic Solutions’ Commitment to Diversity and Inclusion  

At Geographic Solutions, we encourage everyone to be themselves without fear of discrimination. We have designed guidelines and put programs in place to make sure our workplace is fair, inclusive, and diversly represented. Geographic Solutions operates under an Equal Opportunity and Non-Discriminatory Policy and has a Zero-Tolerance Policy for Harassment.

In 2023, we aimed to hire more diverse talent and ended up exceeding our goal with an 18% increase. While it is illegal to ask applicants and current employees about personal characteristics that are protected by law (including race, color, religion, sexual orientation, etc.) it is safe to say with an employee count of 500, our staff’s gender and sexual identification spans a diverse range. It is our job to make sure that each and every employee feels welcome, accepted, and supported.

One of our best initiatives is our employee-run Inclusion Committee, which organizes events and resources to celebrate our diverse workforce. The Inclusion Committee has representation from a broad range of ethnicities, cultural backgrounds, national origins, gender identities or expressions, abilities, and age ranges. The Inclusion Committee organizes events, offers resources, creates support groups, and more to foster inclusion. With over 50 nationalities represented, we are proud of the diversity in our team and want to keep attracting and celebrating talent from every background.

Pride Month is a great time to reflect and revisit inclusive practices, procedures, and culture, ensuring that your workplace is doing everything it can to support the LGBTQIA+ community. Our own company revisits policies, procedures, and gages workplace culture on an ongoing basis. Together, we can create a more inclusive workplace for all. 

May marks the exciting milestone of graduation season. Across the country, college students are taking their first steps into the professional world. However, stepping into the dynamic and evolving job market can be challenging without the right information. For new graduates, the state of the labor market has implications beyond getting your first job. Understanding the state of the labor market and labor market information is crucial for recent graduates to make informed decisions about their career paths.

What is Labor Market Information  

The labor market refers to the supply and demand for labor. Employees provide the supply and employers provide the demand. Labor Market Information (LMI) is a set of data and insights that helps describe how jobs are changing, now and into the future. LMI provides essential data about job trends, salaries, industry demands, required skills, and education levels.  

Why LMI Matters for Recent Graduates  

Graduates can use this valuable information to make informed decisions regarding their career paths. For graduates, LMI serves as a compass, guiding them through the initial stages of their professional journeys. LMI can answer questions such as “how much does a job pay,” “how many jobs are available now,” and “what is the growth rate for this job.” By understanding and leveraging labor market information, graduates can gain a better understanding of the labor market by having the ability to identify job trends and opportunities as well as learn how to align their skills with the demands of various industries. 

 What Does the Current Job Market Look Like for College Graduates 

According to the U.S. Bureau of Labor Statistics, as of March 2024, the current unemployment rate is 3.8%. However, recent college graduates face a different job market. According to the Federal Reserve Bank of New York, in March 2024, about 4.7% of recent college graduates were unemployed in the U.S. Until 2018, the unemployment rate for recent graduates was lower than the overall unemployment rate. Since then, it has hovered under a percentage point above the overall rate. However, this gap has recently widened. Recent graduates are also more likely to be underemployed, meaning they are working in jobs that do not require a college degree. In March 2024, recent graduates had an underemployment rate of 40.8% compared to college graduates with an underemployed rate of 33.1%. Although unemployment and underemployment for recent graduates are higher than historical rates. According to the Harvard Business Review, the strength of the labor market can positively impact recent graduates, and students who graduate into a strong labor market will earn more throughout their careers than those who graduate during a recession. The time of the year can also positively impact recent graduates, Phillip Sprehe Geographic Solutions’ Sr. Economist, explained more on this during the Big Interview YouTube Expert series on Labor Market Trends. He compared seasonally adjusted and unadjusted job postings, and he found that March and April are the best months to find opening and December tends to be the worst. 

Using Geographic Solutions LMI Tools 

Geographic Solutions empowers individuals with the information that they need to make informed career decisions. Through innovative software solutions, graduates can gain access to data and insights that they can use to navigate the complex job market with confidence. Geographic Solutions offers user-friendly LMI tools like Virtual LMI (VLMI) and Virtual Career Center (VCC). Virtual Career Center (VCC) provides colleges with an online platform that helps students prepare for entering the workforce after graduation. VCC’s personalized dashboard and algorithms match students with relevant internships and job opportunities based on their data. Virtual LMI (VLMI), is an online platform that provides individuals with the ability to perform detailed analyses, compare job market statistics, and explore various career paths.  

Maximizing LMI for Career Success 

By having access to real time data on job opportunities, salary ranges, and skills requirements, graduates can make informed decisions about their first steps in their career paths. Understanding what employers are looking for and how to stand out for entry level jobs can be challenging. By using LMI to complement research, graduates can gain a better understanding of what will be expected for a certain role. Graduates can leverage LMI effectively by tailoring their resume with skills and qualifications identified through LMI, use industry-specific insights and trends from LMI to impress potential employers during interviews, and negotiate a competitive salary based on skills, education, training, and knowledge of industry averages.  

Go Forth into the Job Market with the Power of LMI 

Labor Market Information is a valuable resource that empowers graduates to navigate the job market confidently. By leveraging LMI tools, the class of 2024 can make informed career decisions that align with their goals and the demands of today's job market, contributing to the success of the next generation of the workforce.  

Global Accessibility Awareness Day (GAAD) is celebrated annually on the third Thursday of May, this year GAAD is on May 16th, marking its 13th anniversary. GAAD aims to raise awareness and educate individuals about equality, accessibility, and inclusion for the over one billion people worldwide with disabilities and impairments. This day highlights the importance of accessible technology to ensure access to digital content for all individuals.

The Origins of GAAD

Global Accessibility Awareness Day (GAAD) was first celebrated in 2011 when a blog post was written by web developer Joe Devon. He encouraged developers to come together to raise awareness and set global standards for closing the accessibility gap. Jennison Asuncion, an accessibility expert from Toronto, stumbled upon Devon's blog post by chance after seeing a tweet about it while browsing the internet. Inspired by Devon's vision, Jennison Asuncion collaborated with Joe Devon to co-create GAAD. 

Understanding Inclusive Design

Digital accessibility refers to enabling individuals with disabilities or impairments to access and interact with digital applications, such as websites and mobile apps. According to a Pew Research Center survey of U.S. adults, 62% of adults with a disability say they own a desktop or laptop computer, compared with 81% of individuals without a disability. While activities like browsing the internet, catching up on social media, or texting on mobile devices feel natural to many, accessibility barriers create challenges for millions of people with disabilities, making it challenging to use some forms of technology or deterring them altogether. According to WebAIM, over 96% of the world’s top one million web pages are not accessible. This equates to less than 4% of the world’s most popular websites are accessible to people with disabilities. 

Accessibility on the web is crucial, yet many disabled web users encounter challenges accessing the websites and content they need. The World Wide Web Consortium (W3C) actively campaigns for the creation of websites, tools, and technologies that are designed in a way that is accessible for people with disabilities. The Americans with Disabilities Act (ADA) is a civil rights law that prevents discrimination based on disability. When designing ADA accessible websites, developers and organizations must consider a wide range of impairments that may affect web access. These disabilities encompass permanent, temporary, or situational limitations, as well as challenges related to technology or internet connectivity.

Types of Disabilities: 

•    Visual - Full blindness or partial blindness and other visual impairments including color blindness, cataract, or glaucoma
•    Auditory – Different degrees of hearing loss, from deafness or loss of hearing from old age
•    Cognitive – Impairments that impact memory, language, thinking, or judgement
•    Physical – Limitations that affect mobility and navigation

Additionally, temporary disabilities such as broken bones or fatigue, situational limitations such as bright sunlight, time constraints or independent living, device constraints such as small screens or outdated technology, and internet-related factors like slow connection are all factors that need consideration. Each of these impairments highlights the range of barriers that many individuals face when trying to navigate and use digital technologies effectively. 

Ensuring Digital Accessibility

Geographic Solutions, as a software development firm, understands the importance of creating accessible web applications and is dedicated to ensuring ease-of-use for all users. Ensuring accessibility is a core aspect of our software development process. All our software is designed to comply with the Americans with Disabilities Act (ADA). Our team utilizes a myriad of accessibility tools to mimic color impairments, test alternative text for images, check screen reader order, evaluate keyboard navigation, and more. Our ADA Compliance Team is made up of many people, but it was important to our company to employ individuals with various impairments as part of this process. We invite you to enjoy this video on our ADA Compliance processes. 

Our commitment to accessibility goes beyond compliance, we believe that empathy drives us to find ways to include everyone. We prioritize accessibility to empower workforce staff and job seekers of all abilities. Our accessible technology expands job opportunities for individuals with disabilities and equips workforce agencies with the effective tools that they need to provide equal service. As we celebrate GAAD, Geographic Solutions remains dedicated to fostering digital accessibility and creating an inclusive workforce landscape that is diverse and inclusive. Looking ahead, we are dedicated to ongoing improvement in accessibility for our software, ensuring that it evolves to meet the needs of all users. 

Each year, money is generously donated by Geographic Solutions’ employees to fund the Paul Toomey IT Scholarship. The amount is then matched by company Founder and President, Paul Toomey. With the money being collected through the end of November 2023, we sent out the call for applications early this year. The application process was open to the children of Geographic Solutions employees and all Hillsborough, Pasco and Pinellas County seniors. This year enough money was raised to award four scholarships – more than ever before! Each scholarship recipient received $3,800 which they can use towards credit hours, housing, or curriculum supplies. 

Criteria for the scholarship included the demonstration of above-average achievement and motivation towards advancing his or her education in a computer-related field, outstanding service to their school and the community, involvement in extracurricular events, and admirable character. Each applicant was also required to submit an essay detailing what influenced them to pursue a computer-related field of study. 

This year we received a record 32 applications! Geographic Solutions’ scholarship committee reviewed these applications thoroughly and chose the four students that best represented the criteria and Geographic Solutions' values.  

The Four Recipients of the 2024 Paul Toomey IT Scholarship Are: 

Justin Heyman – Lutz, FL   Justin is a dedicated student at Steinbrenner High School. He serves as the Band Section Leader and the Metropolitan Ministries Event Planner/Coordinator. Additionally, he is an active member of the National Honor Society, has been recognized as a National Merit Commended Student, and received the Quincy Jones Musicianship Award. Justin plans to pursue a career in a computer-related field after high school, driven by his belief that this will allow him to make a meaningful impact in today’s world. Fun fact: Justin joined us many times for Take Your Kids to Work Day where he shadowed our tech team!		Christian Ramos – Riverview, FL Christian is an actively involved student at Riverview High school. He is involved in Buddy Baseball, a recreation baseball league for players with disabilities, the Raspberry Pi Club, a school computer programming club, and FCA, a faith-based athletic club. He excels academically, maintaining high honor roll status and holds a Microsoft Technology Certification. With a passion for technology, Christian plans to become a software developer, and has studied programming languages like Python, HTML, and CSS. Christian dreams of designing an educational software to support individuals with different types of disabilities.

Hanlin Zhang – Valrico, FL Hanlin Zhang is an accomplished and ambitious high school senior at Strawberry Crest High School. Hanlin’s academic success includes top placements in FBLA Computer Game and Simulation Design and MU Alpha Theta Calculus competitions. He is also certified as a Microsoft Office Specialist and Adobe Certified Professional. Hanlin contributes to the community by preparing and delivering meals to the homeless though the Portamento of Hope Cafe. He plans to pursue a career as a software engineer and will begin his journey at the University of Florida, where he has been accepted into the honors program.		Sarthak Gupta – Tampa, FL  Sarthak, a senior at Strawberry Crest High School, has an impressive background, including winning first place in the Congressional App Challenge for developing Signify, an AI app that translates American Sign Language to text and speech. He is also a PSAT/NMSQT National Merit Finalist and a state finalist in the 2024 Samsung Solve for Tomorrow competition for his work on a pest-identifying robot. Sarthak is active in school and community activities. He is the captain of the Strawberry Crest Varsity Tennis Team and founded the Artificial Intelligence Club. He also has dedicated over 100 hours to Feeding Tampa Bay. Sarthak plans to pursue a career as a software engineer, aiming to contribute to impactful technological advancements.

Since the scholarship was established in 2016 and first awarded in 2017, the Paul Toomey IT Scholarship has helped 14 high-achieving high school seniors in their pursuit of computer-related degrees. Now, a total of 18 scholarships have been awarded! We want to thank everyone who donated to this worthy cause!  

Congratulations to each of the recipients! And thank you to every employee that donated to help make their dreams a reality! 

 

What is Second Chance Month?
Started in 2017 by the Prison Fellowship, National Second Chance Month is an national observance celebrated in April that aims to raise awareness and support for reentry programs that help reintegrate incarcerated individuals back into society before and after their release. During Second Chance Month, human service organizations, communities, and government agencies across the country come together to shed light on the challenges faced by incarcerated individuals as they reenter society.
 

The Role of Reentry Programs
Reentry programs play a pivotal role in the process. They provide a range of services designed to address the needs of individuals who are transitioning back into society. These programs offer job training, educational opportunities, housing assistance, counseling, as well as soft and hard skills. 

Organizations, such as the California Prison Industry Authority (CALPIA), have been at the forefront of innovative reentry programs, helping prepare incarcerated individuals for productive lives outside of prison, thus lessening the likelihood of recidivism. The organization offers 128 nationally recognized accreditations, including programs in AutoCAD, computer coding, metal fabrication, optical, dental, underwater welding, and more. Their latest program, Entry to Employment (E2E), aims to connect second-chance employers to CALPIA’s database of skilled and willing workers to help them find a job prior to release.  

“We provide meaningful job skills and training to approximately 5,700 incarcerated individuals with the ultimate goal that they never return to prison,” said Bill Davidson, CALPIA’s General Manager. “Our programs are helping to reduce recidivism while also improving conditions in prison and providing greater public safety, along with saving taxpayer money.”

Reducing Recidivism

In 2022, the Bureau of Justice Statistics reported that almost 448,400 incarcerated people were released from state and federal correctional facilities. Unfortunately, a majority of these individuals are likely to be rearrested within 10 years of their release, according to an earlier study conducted by the U.S. Department of Justice. However, there is hope in reducing the rate of recidivism by providing these individuals with the necessary tools, skills, and resources through reentry programs such as those spearheaded by CALPIA. 

Breaking the cycle of recidivism requires addressing common barriers such as lack of education or life skills, unemployment, substance abuse, and mental health issues. However, it's important to note that there is no one-size-fits-all approach to reentry. While providing personalized plans that cater to individuals' unique needs can greatly increase their chances of success, it can be challenging due to limited staffing, funding, and resources in many organizations and government agencies.

Despite these challenges and limitations, reentry programs and services, such as those offered by CALPIA, are making a difference in the lives of individuals by providing them with stability and opportunities. In fact, a recent study from the University of California, Irvine found that incarcerated individuals who participated in CALPIA’s programs have lower rates of rearrests, reconvictions, and reincarcerations compared to those who did not participate in CALPIA.   
 

What’s Next?
National Second Chance Month serves as a reminder that everyone deserves an opportunity to rebuild their lives and contribute positively to society. Through the implementation of effective reentry programs, we can create a more inclusive and supportive community for all individuals, regardless of their past mistakes. Together, we can create a society that believes in second chances and provides the necessary support for successful reintegration.

March is Women's History Month, a time to honor women’s contributions to history, culture, and society. The celebration of Women's History Month in the United States dates back to the early 20th century. In 1978, the first celebration of Women’s History Week took place in Sonoma, California. The movement continued to grow, and in 1987, Congress designated March as Women's History Month. Since then, each U.S. President has issued annual proclamations to honor and recognize the contributions of women to American history and society. As we reflect on the progress made, it is essential to shine a spotlight on women in the workforce, acknowledging the major strides women have made in the labor market, and addressing the challenges that they still face.  

A Historical Perspective on Women in the Labor Force 

The history of women in the workforce highlights their resilience and determination, from the early struggles for basic workplace rights to the present-day pursuit of leadership roles. Women have continuously overcome barriers and reshaped the professional landscape. In the early 20th century, most women in the United States did not work outside of the home and had limited education. According to Janet Yellen, previous chair of the Federal Reserve Board, in the 1930s, the number of women who entered the workforce began to grow with participation rates reaching 50% for single women by 1930 and 12% for married women. During this time, it was still the norm for married women to leave the workforce after marriage.  

Between the 1930s and 1970s, women’s participation in the economy continued to rise due to World War II, women's rights movements, and improved educational opportunities. According to Janet Yellen, by 1970, 50% of single women and 40% of married women were participating in the labor force. By the end of the 20th century, women's labor force participation continued to grow, but had not yet reached the same level as men. The labor force participation rate of prime working-age women reached just over 74%, compared with 93% for prime working-age men. Women were increasing their education and joining professions formally dominated by men such as those found in the medical, legal, and education fields. While the gender wage gap began to close, it persisted.   

Current Labor Market Barriers  

Today women play an essential role in our economy. While many women need to work for their economic security, it has also become a cultural norm for most households to have both partners engaged in the workforce. According to the Center for American Progress, the labor force participation rate for prime-age women hit 77%, exceeding the level in 2019 (76%). The COVID-19 pandemic had a negative impact on women in the workforce, but in post pandemic years, women’s employment has seen significant improvement thanks to a strong post-pandemic recovery. Women with children younger than 18 saw an improvement in employment with 993,000 more mothers working in December 2022 than one year prior. Mothers of children younger than age 5 have seen employment levels recover more slowly than mothers of school-age children, with employment standing at just over 99% of the pre-pandemic level. Despite progress, women with minor children at home face reduced employment opportunities, especially those with the youngest children. Gender gaps in employment rates between mothers and fathers remain significant. 

Women still face gender pay gaps despite recent progress, men outearn women within every age group. According to the Center of American Progress, among younger workers, ages 16–24, women’s median weekly earnings are about 8% lower than men’s. The gap is even larger for prime-age workers, with women earning 16% less than men. Earnings gaps are more pronounced for many women of color due to racial bias in the workplace. This wage gap has significant consequences for long-term economic security, contributing to higher rates of poverty in old age, especially for widows, divorced women, or women who never got married. 

The Future of Women in the Workforce 

The future of women in the workforce is promising, as women continue to break down gender barrier and push for ongoing efforts to promote inclusivity. In the last few years there has been a growing emphasis on diversity and companies are recognizing the value of women's talents and perspectives across all industries. Initiatives for equal opportunities, mentorship programs, and family-friendly policies are becoming more prevalent, creating an environment that allows women to grow professionally. 

Remote work has opened more opportunities for women to work from any location giving them more flexibility to seamlessly balance their career aspiration with family life. Women are also obtaining higher levels of education setting them up for leadership positions, higher paying jobs, and roles within male dominated fields. However, barriers still exist including the gender wage gap, stereotypes, and biases. Women must overcome these barriers to create a truly equal workforce. Advocacy for women's rights and ongoing commitment to creating inclusive workplaces will be crucial in shaping a future where women can continue to thrive. The evolving labor market has the opportunity for a future where diversity and gender equality are not just ideals but can be an attainable reality. 

The Labor Market Report is derived from two monthly surveys from The Bureau of Labor Statistics (BLS) that measure labor market trends: The Current Employment Statistics (CES) survey and The Current Population Survey (CPS).

The U.S. Economy Gained 275,000 Jobs in February

Key Takeaway: Job creation finished close to the Geographic Solutions, Inc. expectations of 258,000 jobs and well above the WSJ Survey expectations of 198,000 jobs. 

 
THE EMPLOYMENT LANDSCAPE
According to the monthly Bureau of Labor Statistics (BLS) report, employment in the U.S. in February 2024 gained 275,000 additional jobs, while the unemployment rate increased to 3.9%. Despite downward revisions in December and January, employment ended February with the best 3-month performance since the April-June 2023 period. 

 JOB CREATION
Job creation was strongest in the Private Education & Health Services (+85,000), Leisure & Hospitality (+58,000), and Government (+52,000) sectors, while no sectors saw significant job loss. Leisure & Hospitality employment is 0.1% below its total in February 2020. It is on track to surpass its pre-pandemic peak next month and would be the last major sector to achieve this. 

 

_{Bureau of Labor Statistics}

UNEMPLOYMENT LANDSCAPE
The U-6 unemployment rate nudged up to 7.3% in February from 7.2% in January. The rise in both types of unemployment rates (U-3 & U-6) with an unchanged labor force participation rate sends a different signal from the employment numbers. It shows a weakening labor market.
 

 

The U-6 unemployment rate counts discouraged workers who are no longer actively seeking work (and therefore no longer in the labor force) and those that have settled for part-time employment but desire a full-time job.

REAL WAGES
Real wages have consistently increased since September 2023. Inflation data will not be released until next week but if prices rose similarly to the previous four months, real wages declined in February. 

Geographic Solutions derives its employment forecast and unemployment rate forecast from internal data on the number of job openings/searchers/applications and unemployment applications filed on Geographic Solutions' state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Geographic Solutions, Inc. has produced forecasts for the monthly change in employment and the monthly unemployment rate. These are the two most closely watched macroeconomic data series from The Bureau of Labor Statistics' (BLS) monthly surveys that measure labor market trends, The Current Employment Statistics (CES; also known as "the payroll" or "the establishment" survey) and The Current Population Survey (CPS; also known as "the household survey").

GEOGRAPHIC SOLUTIONS PREDICTS:

Jobs are predicted to increase in February by 258,000, in keeping with the strengthening trend seen since October last year.

 

The Chart shows shaded ranges that represent 80% and 90% probabilities of the actual employment result.
Geographic Solutions' employment forecast is represented by the horizontal blue line to the right.

In Comparison:

Job Creation in the 1st quarters since 2021 has outperformed other quarters. January’s strong result of 353,000 indicate that is continuing in 2024.

GEOGRAPHIC SOLUTIONS PREDICTS:
The unemployment rate will increase to 3.8% for February, which is slightly higher than the 3.7% we saw in January.

This chart shows shaded ranges that represent 80% and 90% probabilities of the actual unemployment rate result.
Geographic Solutions' unemployment rate forecast is represented by the horizontal blue line to the right.

On Friday, March 8th, The Bureau of Labor Statistics (BLS) will release their two monthly surveys,
The Current Employment Statistics (CES) survey and The Current Population Survey (CPS).

After the release of the report, Geographic Solutions will post a full analysis of the results.