71
32 hours a week of online classes in com-
puter skills, accounting, entrepreneur-
ship and other fields. (Some might even
get their jobs back, albeit temporarily, as
the state upgrades its systems.) But just
11.6 % of American workers were repre-
sented by a union in 2019.
Yvonne R. Walker, the union
president, says most non-union workers
don’t get this kind of assistance.
“Companies out there don’t provide
employee training and upskilling—
they don’t see it as a good investment,”
Walker says. “Unless workers have a
union thinking about these things, the
workers get left behind.”
In Sweden, employers pay into private
funds that help workers get retrained;
Singapore’s SkillsFuture program re-
imburses citizens up to 500 Singapore
dollars (about $362 in U.S. currency)
for approved retraining courses. But in
the U.S., the most robust retraining pro-
grams are for workers whose jobs are
sent overseas or otherwise lost because
of trade issues. A few states have started
promising to pay community- college
tuition for adult learners who seek re-
training; the Tennessee Reconnect pro-
gram pays for adults over 25 without
college degrees to get certificates, asso-
ciate’s degrees and technical diplomas.
But a similar program in Michigan is in
jeopardy as states struggle with budget
issues, says Michelle Miller- Adams, a
researcher at the W.E. Upjohn Institute
for Employment Research.
House and senate democrats intro-
duced a $15 billion workforce- retraining
bill in early May, but it hasn’t gained
much traction with Republicans, who
prefer to encourage retraining by giving
tax credits. The federal funds that exist
come with restrictions. Pell Grants, which
help low- income students pay for educa-
tion, can’t be used for non traditional pro-
grams like boot camps or a 170-hour EMT
certification. Local jobless centers, which
receive federal funds, spend an average of
$3,500 per person on retraining, but they
usually run out of money early in a calen-
dar year because of limited funding, says
Ayobami Olugbemiga, press secretary at
the National Skills Coalition.
Even if federal funding were widely
available, the surge of people who
need retraining would be more than
universities can handle, says Gabe
Dalporto, the CEO of Udacity, which of-
fers online courses in programming, data
science, AI and more. “A billion people
will lose their jobs over the next 10 years
due to AI, and if anything, COVID has
accelerated that by about nine years,”
says Dalporto. “If you tried to reskill a
billion people in the university system,
you would break the university system.”
Dalporto says the coronavirus should
be a wake-up call for the federal govern-
ment to rethink how it funds education.
“We have this model where we want to
dump huge amounts of capital into very
slow, non career- specific education,”
Dalporto says. “If you just repurposed
10% of that, you could retrain 3 million
people in about six months.”
Online education providers say they
can provide retraining and upskilling
on workers’ own timelines, and for less
money than traditional schools. Coursera
offers six-month courses for $39 to $79 a
month that provide students with certifi-
cations needed for a variety of jobs, says
CEO Jeff Maggioncalda. Once they’ve
landed a job, they can then pursue a col-
lege degree online, he says. “This idea
that you get job skills first, get the job,
then get your college degree online while
you’re working, I think for a lot of peo-
ple will be more economically effective,”
he says. In April, Coursera launched
a Workforce Recovery Initiative that
allows the unemployed in some states
and other countries, including Colombia
and Singapore, to learn for free until the
end of the year.
Online learning providers can offer
relatively inexpensive upskilling options
because they don’t have guidance coun-
selors, classrooms and other features
of brick-and-mortar schools. But there
could be more of a role for employers
to provide those support systems goingforward. Dalporto, who calls the wave
of automation during COVID-19 “our
economic Pearl Harbor,” argues that the
government should provide a tax credit
of $2,500 per upskilled worker to com-
panies that provide retraining. He also
suggests that company severance pack-
ages include $1,500 in retraining credits.
Some employers are turning to Guild
Education, which works with employers
to subsidize upskilling. A program it
launched in May lets companies pay a
fee to have Guild assist laid-off workers
in finding new jobs. Employers see this
as a way to create loyalty among these
former employees, says Rachel Carlson,
the CEO of Guild. “The most thoughtful
consumer companies say, Employee for
now, customer for life,” she says.
With the economy 30 million jobs
short of what it had before the pan-
demic, though, workers and employers
may not see much use in training for jobs
that may not be available for months or
even years. And not every worker is in-
terested in studying data science, cloud
computing or artificial intelligence.
But those who have found a way to
move from dying fields to in-demand
jobs are likely to do better. A few years
ago, Tristen Alexander was a call-center
rep at a Georgia power company when he
took a six-month online course to earn a
Google IT Support Professional Certifi-
cate. A Google scholarship covered the
cost for Alexander, who has no college
degree and was supporting his wife and
two kids on about $38,000 a year. Alex-
ander credits his certificate with help-
ing him win a promotion and says he
now earns more than $70,000 annually.
What’s more, the promotion has given
him a sense of job security. “I just think
there’s a great need for everyone to learn
something technical,” he tells me.
Of course, Alexander knows that
technology may significantly change his
job in the next decade, so he’s already
planning his next step. By 2021, he
wants to master the skill of testing
computer systems to spot vulnerabilities
to hackers and gain a certificate in that
practice, known as penetration testing. It
will all but guarantee him a job, he says,
working alongside the technology that’s
changing the world. — With reporting
by AlejAndro de lA GArzA and juliA
zorthiAn/new York □‘I REALLY THINK
THIS IS A
NEW NORMAL—
THE PANDEMIC
ACCELERATED
WHAT WAS GOING
TO HAPPEN ANYWAY.’
—ROB THOMAS, SVP at IBM