WORKING SMARTER UNDERSTANDING JOBS & TALENT IN SOUTHEAST MICHIGAN

Transcription

1 WORKING SMARTER UNDERSTANDING JOBS & TALENT IN SOUTHEAST MICHIGAN 1

2 ABOUT WIN This report was developed by the Workforce Intelligence Network of Southeast Michigan (WIN). WIN is a collaborative effort between eight community colleges and seven Michigan Works! Agencies (MWAs), in partnership with numerous other organizations (businesses, universities, economic development, community based organizations, etc.), to create a comprehensive and cohesive workforce development system in Southeast Michigan that provides employers with the talent they need for success. WIN s goals are to provide current and actionable labor market intelligence to allow for greater regional talent system effectiveness; strengthen and sustain an employer-driven talent system that serves as a resource hub and connection point for regional businesses and stakeholders; and improve institutional, local, state, and federal talent development policy through research, thought leadership, and innovative practice. WIN covers a 9-county area in Southeast Michigan, including Genesee, Livingston, Macomb, Monroe, Oakland, Shiawassee, St. Clair, Washtenaw, and Wayne. WIN was founded with the support of the New Economy Initiative for Southeast Michigan and publicly launched in November This report attempts to clarify the current state of the Southeast Michigan labor market, following numerous years of recession and moving into the early stages of renewed growth. It looks at the past, present, and future, understanding that each is complex and the latter particularly hard to predict. Recommendations in the report provide some important ideas that could help the future of the region s economy, understanding that talent development is economic development, and resources and effort must be deployed towards both. This report is made possible with the strong support and guidance of the WIN board and efforts of the WIN staff. Underwriting for this report helped ensure its design and production and in no way influenced the presented results, conclusions, or analyses. BOARD OF DIRECTORS COMMUNITY COLLEGES Sharon Miller (co-chair) Oakland Community College David Corba Macomb Community College John Joy Monroe County Community College Thomas Crampton Mott Community College Amy Jones Schoolcraft College Denise McNeil St. Clair County Community College Michelle Mueller Washtenaw Community College George Swan Wayne County Community College District MICHIGAN WORKS! AGENCIES William Sleight (co-chair) Livingston County Michigan Works! Agency Pamela Moore Detroit Employment Solutions Corps Craig Coney Genesee / Shiawassee Michigan Works! Agency John Bierbusse Macomb St. Clair Michigan Works! Agency & Workforce Development Board John Almstadt Oakland County Michigan Works! Agency Gregory Pitoniak Southeast Michigan Community Alliance Shamar Herron Washtenaw County Michigan Works! Agency WIN STAFF Lisa Baragar Katz Rebecca Cohen Tricia Walding-Smith Alan Lecz Dorothy Brown Loris Thomas Jonathon Younkman 2

3 TABLE OF CONTENTS PAGE 4...A Note to Readers PAGE 5...About the Report PAGE 6...PART ONE: REGIONAL TALENT OVERVIEW PAGE 7...Regional Workforce Summary & Highlights PAGE 12...Unemployment & Employment PAGE 14...Demographic Trends PAGE 18...Career Pipelines PAGE 19...Talent Development PAGE 21...Talent Attraction PAGE 22...Recommendations & Next Steps PAGE 24...PART TWO: OCCUPATIONAL CLUSTER REPORTS PAGE Understanding Clusters PAGE 25...Health Care PAGE 31...Information Technology PAGE 37...Advanced Manufacturing PAGE 48...PART THREE: DATA NOTES 3

4 A NOTE TO THE READERS WORKING SMARTER: UNDERSTANDING JOBS AND TALENT IN SOUTHEAST MICHIGAN After a decade of upheaval, Southeast Michigan s economy is beginning to show clear evidence of recovery: unemployment has fallen from nearly 16.3% in August 2009 to 9.1% today, and the number of those with jobs is on the rise. Although the economy has a long way to go before reaching pre-2003 levels, job demand, based on the number of employer job postings, has been substantial, especially in key areas like information technology, advanced manufacturing and health care. In fact, growth in these clusters has been so strong that employers are having trouble filling key positions. There is tremendous opportunity to better align the interests and talents of the current and future workforce with these areas of growth to overcome emerging skills gaps. In fact, addressing these talent areas is a regional economic imperative: as workers continue to age and the economy continues to gain momentum, the number of skilled and experienced workers will decline as workers approach retirement. In fact, in the United States, every day there are 10,000 new baby boomers who reach retirement age, and this will be the case for another 18 years. In Southeast Michigan this translates into roughly 158 people per day, or about 58,000 people per year 2. At the same time, the state and region have lost population: the Southeast Michigan labor force declined by 200,000 in the last ten years. While there are new workers in the fold, the number entering the workforce is unlikely to keep pace with demand. First, the overall numbers are relatively low. The 2012 high school senior class is 64,900 strong 3. Not all will enter the labor force, and most are unlikely to pursue training or education in top-demand fields like engineering and information technology. Second, the number of future graduates is dwindling: 2011 enrollment in 1st grade is 7.6% lower than today s 12th grade class. We can expect ongoing struggles finding the right talent for the changing jobs in the region. Southeast Michigan is not alone in the challenges it faces to match human with economic capital: many places around the nation face similar talent shortages. The good news is that Southeast Michigan is working smarter and taking unprecedented action to overcome these gaps. For example, the education and talent partners of the Workforce Intelligence Network (WIN) are playing an instrumental role in using data to identify emerging employment opportunities and create and align programs to prepare workers with the appropriate skills in these fields. They are working with employers to clearly understand their needs and develop plans to promote these opportunities to a cross-section of present and future workers and ensure that the right skills are being taught at the right times. This report takes a deep dive into the state of Southeast Michigan s workforce, but, importantly, it begins to highlight some (but far from all) of the important action steps being taken to make sure that talent aligns with regional growth. The first section of the report presents a broad overview of where our talent stands and some of the key strategies being undertaken to overcome gaps in critical areas. Supplements to this report take deep dives into three of the region s top occupational clusters health care, information technology, and advanced manufacturing. WIN partners are committed to the mission of growing the talent that employers need for success. Just one year has passed since the WIN initiative officially launched, and already efforts are increasingly strategic. Diverse partners including employers, community colleges, workforce development agencies, universities, community based organizations, economic development agencies, philanthropic groups and others are gaining greater clarity around our region s talent needs and are taking important steps to address them. As efforts continue to unfold, Southeast Michigan will ensure its workers are ready for the jobs of today and tomorrow. We have come a long way already. This means that Southeast Michigan must pull out all the stops to grow, repurpose, and attract needed talent. We must educate young people about the fields that are growing new jobs and encourage them to explore and pursue careers in those fields. We must encourage a strong focus on training and retraining opportunities for the current workforce, with employers, workers, and education and training institutions on the same page as to changing skill demands. We must open doors to talent from around the globe and encourage older workers to reimagine retirement as an opportunity to change their work, not leave it entirely. And we must undertake efforts to entice workers to come to and return to Southeast Michigan, promoting the density of employment opportunities and the increasing quality of place. Lisa Baragar Katz Executive Director 2 This figure was estimated by dividing roughly 3,650,000 U.S. retirees per year (10,000 per day) into the U.S. population (315 million), producing a percentage of Using the same percentage, and Southeast Michigan population of roughly 5 million people, the estimated retiree population of 57,936 retirees/year and 158 per day. 3 K 12 enrollment figures come from Michigan Center for Educational Performance and Information. 4

5 ABOUT THE REPORT The region s economic competitiveness is influenced by both the supply of available talent and employer demand for that talent. This report attempts to address both through various data sources 4. The report is structured into several sections that describe the region s economic composition, demographics that affect the workforce, initiatives related to building better career pipelines, developing and attracting talent, recommendations, and occupational cluster reports. The occupational cluster reports are divided into health care, information technology, and advanced manufacturing. These cluster reports take a deeper dive into historical and demographic trends influencing jobs, and make comparisons to other regions across the country. REGIONAL BENCHMARKS In both the regional talent overview and the occupational cluster reports, Southeast Michigan is compared to other metropolitan statistical areas across the country. In the overview, comparison regions are large, Midwestern, and have a history of manufacturing. In the cluster reports, comparison areas vary based on the relative concentration of the occupations in their geography. Comparing Southeast Michigan to areas known for employment in a cluster offers a frame of reference, helping pinpoint trends that may transcend local dynamics and when the region is faced with unique opportunities and challenges. EMPLOYMENT VS. POSTINGS Throughout the report, statistics are used to describe both past and current employment and demand. Employment refers to actual employment numbers the number of people in jobs in targeted industries or occupations. Demand refers to statistics derived from employer job postings, which indicate the potential for employment but may or may not materialize into actual jobs. Employment data can be useful to understand the relative concentration of industries or occupations, how economic changes influenced jobs, and shifting demographics (age and gender). Employment is used for both historical and projected data. Job postings are a good indicator of employer demand for particular occupations. Today s technology makes it possible to analyze online job postings using artificial intelligence, which can spider (collect) information, eliminate duplicate records, and categorize data for analysis. This information helps answer the what, where, and who of demand within a matter of hours of an actual posting being made essentially in real-time. The tools used to gather real-time demand data included in this report have been validated with employer groups across the region. Although not every job is posted online, a great majority 5 are, allowing for robust analysis. Please refer to the data notes section for more details about how employer job postings are compiled. PROJECTIONS Those who care about talent in the workplace naturally care about projections: How many jobs will be needed in what areas and when? However, many projections are made using historical employment data. Very often this data can be one-to-several years old. Moreover, recent employment data reflects anomalies in the region s economy, brought on by the recent recession. WIN carefully reviewed possible projections for employment using historical data and found them frequently in direct contradiction with current trends in job postings. As such, detailed projections data are not included in the report, although high-level summary projections are included in the quick facts sections of the regional cluster analyses. While history can be a good indicator of the future, it is not necessarily a predictor of it, and future-looking employment projections should always be taken with a grain of salt. OCCUPATIONAL VS. INDUSTRY CLUSTERS In most cases, statistics in this report refer to employment and demand in an occupational cluster versus and industry cluster (where this is not the case the report makes the appropriate notation). Occupational employment and demand look at various job activities regardless of the industry in which they are performed. For example, information technology workers may have jobs in traditional IT firms, but they also may work in health care, financial services, or other industries. Also, while health care professions (e.g., nursing and hospice workers) may make up the majority of jobs in the health care industry, there also are high proportions of information and financial clerks, administrative staff, etc. The report focuses on talent needs in the region, so it is important to target job skills and function (the occupation), rather than the type of employer that makes the job possible (the industry). LABOR SUPPLY Information about the supply of available talents is limited. While it is possible to measure the number of people employed in a particular occupation, it is more challenging to understand the number of people with an actual interest in (and readiness for) working in a field. The report uses sources to identify trends that affect talent supply (like graduation or degrees completed), as well as programmatic data (from the Michigan Works! Agencies) about people being trained. In addition, information from CareerBuilder, which aggregates data from resumes of those who use the CareerBuilder job board, makes it possible to identify the relative volume of supply of talent for occupations that are posted on the site. However, not every occupation relies on the site equally, nor does every jobseeker. The CareerBuilder data offers a loose estimate for measuring talent supply when exploring certain occupations. Please see the data notes for more information about this source. QR Codes For more information, scan the QR codes with your smart phone QR code reader app. 4 See data notes section at the end for a full listing of definitions and sources. 5 Burning Glass estimates approximately 70% of jobs are posted online. 5

6 6 PART ONE: REGIONAL TALENT OVERVIEW

7 REGIONAL WORKFORCE SUMMARY & HIGHLIGHTS Southeast Michigan is a sizeable, diverse region. The geography identified for this report, and for the partners in the WIN region, is reflective of the regional labor shed (where people live, work, and play). Southeast Michigan comprises nine counties: Genesee, Livingston, Macomb, Monroe, Oakland, Shiawassee, St. Clair, Washtenaw and Wayne. The region is home to almost 5.2 million residents, 52.4% of the state s population. Over the last five years, the region s population declined by 2.3%, while the state population declined 1.4% 6. The region is home to a labor force 7 of roughly 2.4 million individuals. Of these, 90% work within the 9-county area, with the remainder holding jobs outside of the area 8. Another 10% of workers flow in and out of the nine counties to work. The average Southeast Michigan resident s commute is fewer than ten miles. Southeast Michigan wants to work smarter. WIN is providing data on the number and types of jobs available in Southeast Michigan and the talent with the education and experience to fill them over the past five years. The following highlights important information and trends gleaned from the analysis of numerous data sources: The Southeast Michigan economy is beginning to show clear evidence of recovery including a declining unemployment rate and slowly growing employment rate. Substantial talent shortages are expected in the areas of information technology, advanced manufacturing, and health care. A declining labor force may be partially to blame, but other factors include insufficient numbers acquiring the necessary skills, education and experience to support these critical fields, which are growing at extremely rapid rates. Average earnings per worker in 2012 were $53,166 in Southeast Michigan, 104% of the national average. In terms of employment, males, African-Americans, and those with limited prior work experience were hit harder by the recession than other groups. The region s aging workforce, particularly in some specialty areas, could exacerbate talent shortages. Further, as older workers have stayed in jobs longer and overall work opportunities have diminished in the region, youth have found it harder than ever to obtain work, regardless of their future educational aspirations. This will make it harder for them to fill the shoes of their predecessors. Southeast Michigan is taking important action steps to ensure that talent aligns with growth. Community colleges and Michigan Works! Agencies provide custom training and traditional education that develop regional talent for today s jobs. Other key initiatives help attract and retain workers to the region. Regional cluster strategies in health care, information technology, and advanced manufacturing help engage all of the talent partners working hard to move skill, education, and experience levels in the right direction. While manufacturing is still the region s greatest economic driver and wealth creator, health care has overtaken manufacturing as the largest employer. The manufacturing cluster has experienced signs of growth, particularly in high tech areas such as engineering and software development, but it is unclear if lost manufacturing jobs will return to previous levels and will require much higher skill levels than ever before. Demand for mechanical engineers tops all other occupational demand in the region. Skilled trades demand in Southeast Michigan is among the highest in the nation. The health care cluster, the region s largest employer, has weathered the recession, and health care jobs have seen slow but steady growth. It is important to monitor demographic shifts like aging that could both impose greater demand on the system but also threaten its workforce. Information technology is the region s most rapidly growing occupational cluster. In the last five years, job postings for all regional IT occupations climbed 54.9% faster than many key technology hubs across the country, including Silicon Valley. Demand for software/application developers climbed 113.8%. Career and technical education programs, apprenticeships and internships are helping to fill talent gaps, but it is important to encourage ongoing investment and interest in programs that relate to the region s manufacturing base and underscore the intersection between information technology and other industries. Each government entity, employer, educational institution, jobseeker, and talent partner can take steps to create a more flexible and responsive talent system, including sharing information and working more collaboratively. 6 The demographic data in this report is compiled from several sources using a specialized process. Sources include U.S. Census Bureau annual estimates, birth and mortality rates from the U.S. Health Department, and projected regional job growth. 7 Labor force information was collected from the State of Michigan Data Explorer Unemployment Statistics (LAUS). Labor force includes both employed individuals, and unemployed individuals actively looking for work. 8 On the Map, analysis through the U.S. Census Bureau uses 2010 labor force and employment information. 7

8 Workforce Commuter Destinations by County County GENESEE LIVINGSTON MACOMB MONROE OAKLAND SHIAWASSEE ST. CLAIR WASHTENAW WAYNE Top Worker Destination (other than home county) Oakland County (13.8%) Oakland County (21.7%) Oakland County (28.1%) Wayne County (22.2%) Wayne County (20.7%) Oakland County (12.2%) Macomb County (22.5%) Wayne County (14.8%) Oakland County (18.9%) 2nd Worker Destination (other than home county) Wayne County (4.9%) Washtenaw County (17.6%) Wayne County (18.5%) Lucas County, OH (17.9%) Macomb County (7.8%) Ingham County (11.8%) Oakland County (13.5%) Oakland County (7.6%) Macomb County (5.8%) 3rd Worker Destination (other than home county) Ingham County (4.0%) Wayne County (13.1%) Ingham County (1.6%) Washtenaw County (7.8%) Washtenaw County (2.5%) Genesee County (11.6%) Wayne County (9.5%) Livingston County (9.5%) Washtenaw County (5.8%) GROSS REGIONAL PRODUCT Despite substantial changes in the regional economy in the last several years, traditional industries, like manufacturing, still play a critical role when it comes to prosperity and jobs. As the economy diversifies, other industry drivers, like health care and information technology, are becoming increasingly important. Southeast Michigan s Gross Regional Product (GRP is a combination of earnings, property income, and taxes on production) in 2011 was $212.9 billion 9 10 The leading driver of GRP, at 14% of the total, was manufacturing, despite recent historical struggles in this industry. The next leading drivers of GRP were professional, scientific, and technical services (11%), government (11%), and health care and social services (10%). WHERE PEOPLE WORK Southeast Michigan residents work in a variety of settings, industries, and occupations. Small businesses are by far the region s biggest employers. Health care is today s largest employer, although manufacturing remains strong, and information technology is rapidly emerging. Southeast Michigan is home to nearly 109,000 business establishments 11 that, in 2012, provided 2.7 million jobs. The concentration of business establishments has declined in Southeast Michigan compared to the rest of the state as a result of the recession. In 2002; 49.9% of the state s business establishments were located in Southeast Michigan. Today, it is closer to 45.6%. Many of the firms lost to the region were manufacturing-related or dependent on manufacturing. Although stage 1 firms (those with 2 9 employees) account for 54% of regional business establishments, they employ only 24% of the workforce. Stage 2 firms (those with employees) account for 9% of establishments but almost 33% of employment. 12 Together, these small business groupings employ more than half of the region s labor force. The region s small businesses with fewer than 50 employees 13 are dominated by the retail trade and health care industries. Professional, scientific, and technical services, which are often engineering, designing, or computer/ information technology firms, are ranked third. REGIONAL CLUSTERS UNDERSTANDING CLUSTERS Since the start of 2012, WIN has examined regional jobs and talent using occupational clusters as the predominant lens. Instead of looking at talent around industries (types of firms), much of its research looks at occupations, and the skills, educational credentials, and experience needed to work in them. WIN research still examines industry data, as the health of companies can be useful for economic development purposes. However, shifting focus from industry to occupation is important as different types of occupations with extremely different skill sets may work within and across industries. For example, accountants, computer specialists, and engineers all may work in the manufacturing industry. By clustering occupations, the talent system can identify employer demand for particular skill sets across multiple industry types and develop a response through training and pipeline development to meet that demand. 8

9 WIN S THREE TARGETED CLUSTERS WIN targets three main clusters in its work and regional data analysis: health care (the region s largest employment occupation), information technology (the region s fastest growing employment occupation), and advanced manufacturing (the region s top contributor to Gross Regional Product). Top job occupations across the clusters include registered nurses, software developers for applications, and mechanical engineers. Nearly 40% of the region s top job demand is in WIN s target clusters. HEALTH CARE WIN s health care occupation cluster includes jobs related to health care support and practitioners. In 2012, occupational employment in health care reached 259,400 workers. That same year, there were approximately 29,800 online job postings for health care jobs. While demand for this cluster has grown (between 2007 and 2012, online postings climbed 28.6%), the ratio of postings to employment was the lowest of WIN s targeted clusters (approximately one posting for every ten current jobs 14 ). Intelligence gathered from employers points to stable but slow growth. Employers also indicate that many of their open job positions are not posted online. Growth in job postings for all regional IT occupations was 54.9% in the last five years, faster than many key technology hubs across the country, including Silicon Valley. For software developers of applications, growth in postings escalated 113.8%. Occupational demand for IT is fully integrated across several clusters and industries, driving employment demands in financial services, health care, manufacturing, etc. For example, nearly 20% of jobs posted related to information technology are posted by manufacturing employers. ADVANCED MANUFACTURING Jobs in the manufacturing industry can range from assembly and production, to skilled trades and technicians, designers and engineers, and even computer-related occupations such as software development. WIN considers multiple occupations in its advanced manufacturing cluster, grouped generally into engineering/designing occupations and technician/skilled trades 15 occupational sub-categories. Assembly jobs are not included in WIN s advanced manufacturing cluster. Computer related occupations are included in the Information Technology cluster 16. Employment for engineers and designers, a sub-cluster of advanced manufacturing, totaled 74,200 in Mechanical engineering led all job postings in 2012, and demand for all engineers and designer positions in 2012 reached nearly 27,900 online job postings. This sub-cluster saw high proportional demand, as the ratio of postings to employment was more than one posting for every three jobs (37.6%), indicating strong potential employment growth. Southeast Michigan has more demand for skilled trades labor, such as CNC machinists and welders, than almost anywhere else in the country (demand increased sharply from ). Total employment for the skilled trades and technicians sub-cluster reached 105,900 in In the same year, there were approximately 15,100 online postings, producing a ratio to employment of nearly three postings for every 20 jobs (14.2%). Registered nurses are consistently one of the top three occupations in demand for the region. INFORMATION TECHNOLOGY Information technology jobs include occupations that are associated with entry level, technical, and professional careers related to the design, development, support and management of hardware, software, multimedia, and systems integration services. Top jobs in this cluster include computer support specialists, computer systems analysts, and software developers for applications. While the information technology cluster does not currently meet the employment levels of the other clusters, it is quickly growing. In 2012, total employment in information technology occupations reached 69,500, yet job postings in 2012 reached 40,400. That represents more than one posting for every two jobs in the occupation. Taking into account all advanced manufacturing occupations, in 2012 there were 180,100 individuals employed in this field. Online job postings for these jobs reached 42,950, bringing the ratio of postings for employment to nearly one posting for every four jobs (23.8%). 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Health care Information technology Engineers and drafters Skilled trades and technicians 2012 SE MI cluster demand/ employment 2012 employment 2012 job postings 9 EMSI complete employment Gross Regional Product is a measure of the size of the economy. It is measured by the market value of all final goods and services produced within a metropolitan area in a given period of time. 11 EMSI complete employment Source: Your Economy.org 13 BLS County Business Patterns, Current jobs refer to jobs in the occupational cluster, not in the health care industry. 15 Current jobs refer to jobs in the occupational cluster, not in the health care industry. 16 Current jobs refer to jobs in the occupational cluster, not in the health care industry. 9

10 10 MUCH OF WIN S RESEARCH LOOKS AT OCCUPATIONAL DEMAND, AND THE SKILLS, EDUCATIONAL CREDENTIALS, AND EXPERIENCE NEEDED TO WORK IN THEM.

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12 TOP 25 JOBS POSTED IN 2012 WERE: 1. Mechanical Engineers 2. Registered Nurses 3. Software Developers, Applications 4. Sales Representatives, Wholesale & Manufacturing ( Except Technical and Scientific Products ) 5. Retail Salespersons 6. Computer Programmers 7. First-Line Supervisors of Retail Sales Workers 8. Customer Service Representatives 9. Heavy and Tractor-Trailer Truck Drivers 10. Computer Systems Analysts 11. Information Technology Project Managers 12. Maintenance and Repair Workers, General 13. Electrical Engineers 14. Executive Secretaries and Executive Administrative Assistants 15. Sales Managers 16. Secretaries and Administrative Assistants, Except Legal, Medical, and Executive 17. Commercial and Industrial Designers 18. General and Operations Managers 19. Accountants 20. First-Line Supervisors of Production and Operating Workers 21. Human Resources Specialists 22. Laborers and Freight, Stock, and Material Movers, Hand 23. Industrial Engineers 24. First-Line Supervisors of Food Preparation and Serving Workers 25. Computer User Support Specialists UNEMPLOYMENT & EMPLOYMENT Throughout Michigan, the changing economy has meant upheaval for many individuals. Unemployment levels have ebbed and flowed. The state s unemployment is the 7th highest in the nation at 8.9% 18. Alternative measures 19 of unemployment that take into account discouraged, marginally attached, and involuntary part-time workers 20 show that Michigan has the 6th highest rate (16.6%) in the country. In Southeast Michigan, recent declines in unemployment have been affected substantially by a decrease in workers actually looking for work in the region. The good news is that employment is on the rise, although, if people re-enter the workforce because of a stronger job market, we could see the unemployment rate begin to rise again. Countering this dynamic could be an increasing number of retirements or other factors resulting in more people leaving the labor force. In November 2012, Southeast Michigan was home to 2.2 million employed workers and 218,000 unemployed residents (for a combined labor force of 2.4 million). 21 Among the industries 22 in which people previously worked, manufacturing unemployment was highest at 12%, followed by retail trade then health care and social assistance (both at 10%). Individuals with no previous work experience or unspecified experience faced unemployment at levels higher than any industry (16%). Southeast Michigan s unemployment rate rose sharply during the 2009 recession to 16.3% in August of that year. By December 2012, it had dropped more than seven percentage points to 9.1%. While many regions were affected by the 2009 recession, the national unemployment rate never rose above 10.6% 23. In December 2012 the national rate was 7.8%. Since January 2009, the number of unemployed individuals in Southeast Michigan has dropped by 33.5% (111,100 individuals). The last time regional unemployment was below 8.0% was in June COUNTY VARIANCE IN UNEMPLOYMENT Unemployment levels across the region have varied over the last five years: For example, unemployment rates in 2012 improved over their 2008 levels (prior to the heart of the recession in ) for Genesee, Monroe, Shiawassee, and Washtenaw counties. However, 2012 unemployment rates were still higher than their 2008 levels in Livingston, Macomb, Oakland, and Wayne counties. All Southeast Michigan counties have seen improvement in their unemployment rates since levels. In Southeast Michigan, despite lower unemployment, the number of people employed (with jobs) has not gone up so dramatically. The number of individuals employed dropped at approximately the same rate as the labor force (1.9%) between 2003 and Yet in 2008 and 2009, the number of individuals employed dropped 9.6%. Since the employment low of January 2010, Southeast Michigan has increased employment by 86,500 jobs, or 4.1%. 12

13 2008 (October) 2009 (October) 2010 (October) 2011 (October) 2012 (October) GENESEE 9.9% 13.7% 11.9% 9.4% 8.1% LIVINGSTON 7.1% 12.3% 10.4% 8.3% 8.1% MACOMB 9.4% 16.0% 12.8% 10.5% 10.3% MONROE 8.5% 13.0% 10.1% 8.2% 6.6% OAKLAND 7.6% 13.9% 11.5% 9.2% 9.% SHIAWASSEE 9.7% 13.4% 10.7% 8.9% 7.7% ST. CLAIR 11.2% 17.0% 13.3% 11.4% 11.3% WASHTENAW 5.8% 8.3% 7.0% 5.7% 4.6% WAYNE 10.7% 16.5% 13.6% 11.7% 11.8% SOUTHEAST MI 9.1% 14.8% 12.1% 10.1% 9.8% The size of the labor force (the number of people employed or unemployed but looking for work) has been dropping since before 2002: Then it was nearly 2.7 million people, and in 2012 it was approximately 2.4 million people. The recession accelerated the regional labor force decline, as people stopped looking for work or moved out of the region. Labor force numbers were decreasing slightly (1.9%) during the early part of the decade. But during the last five years, the rate of decline tripled to 6.1% (employment dropped 7.3% during the same time period). The majority of labor force changes occurred between 2008 and 2010, though the region s labor force continued to decline slightly (less than 0.1%) between 2011 and ,800,000 Unemployment rate by county Employment and labor force in Southeast Michigan Labor force Employment EMPLOYMENT AND % THE LABOR FORCE17 Unemployment rate is the percentage of the labor force that is unemployed but actively seeking employment and willing to work. Changes in the rate are often pointed to as indicators of growing or weakening economies. Yet the numbers of employed or unemployed individuals are not the only drivers of unemployment rate. Since the rate is dependent on the number of people actively seeking work, the rate is affected by population fluctuations and changes in job-seeking behavior. Even if the number of people employed remains steady, future changes in the unemployment rate may be affected by more people joining the labor force with renewed hope of finding a job (the unemployment rate would tick upward). Alternatively, as people retire and leave the labor force the unemployment rate could decrease. Retirees would open up new demand for talent, without necessarily increasing the number of people employed. Employment represents the number of people currently working part-time, temporarily, and full-time. Please see the data notes section for full definitions of employment, unemployment, labor force, and other statistics found in this report. 2,600,000 2,400, Employment and labor force numbers including the ones by age and educational attainment come from the U.S. Census Bureau s Longitudinal Employment Household Dynamics Quarterly Workforce Indicators (QWI) unless otherwise noted. 18 Seasonally adjusted rate December Alternative measures of unemployment by state come from the U.S. Bureau for Labor Statistics LAUS. 2,200,000 2,000, Alternative measures include different levels of unemployment. Discouraged workers include those that are no longer in the labor force, but looked for work in the last 12 months. They have not searched for work in the past four weeks for the specific reason they believed there was not work for them. Marginally attached workers include discouraged workers, but these workers stopped looking for work for any reason. Involuntary part-time workers are those that work less than 35 hours per week, are available to work more, but cite economic reasons (such as cut-backs or unable to find full-time work) as the barrier to full time employment. 21 Data acquired from the State of Michigan Data Explorer Unemployment Statistics (LAUS). 22 Unemployment by industry refers to business industry, not the occupation or job function previously worked by the employee. 23 According to the U.S. Bureau for Labor Statistics, the non-seasonally adjusted national unemployment rate reached 10.6% in January

14 RACE & EMPLOYMENT The recession hit certain populations harder than others. African Americans saw a greater drop in employment than other races 24. Even though employment for all workers dropped -18.2% between 2002 and 2012, employment for African Americans experienced the highest percentage drop (-22.9%). The total number of employed African Americans fell by almost 91,100 (from 397,300 to 306,200). White Americans also showed substantial employment declines (-18.1%), from 1.87 million employed to 1.54 million, a decrease of 338,900. Asian Americans were the only group where employment levels did not change. Employment dropped by only 400 workers (less than one percent), from 68,700 to 68,300 during this time period. For all other races (American Indian, Alaska Native, Native Hawaiian, and more than one race combined), employment dropped by 6.2% (from 36,200 to 33,900 workers). A corollary to disproportionate decrease in minority employment is sharp unemployment in the region s urban cores, where high concentrations of minority populations live: for instance, unemployment rates 25 in Pontiac, Detroit, and Flint reached 33.8%, 27.8%, and 26.5%, respectively, in July Contributing factors to higher than average unemployment rates in urban core areas is higher job opportunity loss. Businesses in these cities tend to be disproportionately connected to the manufacturing industry, which contributed to the decline in the number of private business establishments. In addition, residents are more likely to have low incomes and have less access to transportation to find work outside the city. GENDER & EMPLOYMENT In Southeast Michigan, the workforce is 51.0% male, 49.0% female. Proportionately, there are more women working in the region than in other places. Nationally, the workforce is comprised of 52.2% males and 47.8% females. Ten years ago, the total number of employed males was 763,550. The number of employed females was 725,700. There were 38,000 more male workers than females. This changed between 2008 and 2012, when males experienced disproportionately more job losses. In the first quarter of 2009, male employment dropped by 73,000 (-10.3%) 26. Manufacturing and construction jobs, hit hardest by the recession, are disproportionately held by males, whereas jobs in health care, which stayed relatively stable through the recession, are often held by women. Manufacturing and other employment typically held by males recovered after 2010, and by , male employment once again increased above female employment. In 2012, average earnings for males were $66,000, 107% of the national average. Average earnings for females were $39,800, equal to the national average. This dynamic females earning less than men yet making up an almost equal and sometimes higher proportion of the working population poses negative pressure on average household income. DEMOGRAPHIC TRENDS Since 2009, the regional employment picture seems to be improving, but changes in the economy have shifted working demographics. In particular, older workers are staying on the job longer, making it harder for younger workers to enter employment. AGING WORKFORCE The Detroit metro 28 area was one of a handful of regions across the country to lose population over the last ten years, according to the 2010 Census 29. It also is one of the oldest large metro areas, with 13.2% of the population over the age of , , , ,000 Southeast Michigan employment by age Between 2002 and 2012, employment 31 rose for older workers over the age of 55 by 25.2% (76,100 new workers employed) while employment for younger workers between ages 14 and 24 dropped by 24.5% (85,400 fewer workers employed) 32. In fact, workers over the age of 55 were the only age group that increased employment between 2002 and By 2020, the retiree population is expected to increase by 23.8% 33, but with younger workers struggling to enter employment, they may face difficulty gaining the skills and experience needed to fill critical jobs. Occupational Cluster Older adults Youth % of Workforce Over the Age of 55 ENGINEERS/DESIGNERS 8.90% TECHNICIANS/SKILLED TRADES 20.30% TOOL AND DIE 26.00% INFORMATION TECHNOLOGY 17.20% HEALTH CARE 20.00% REGISTERED NURSE 24.30% 14

15 Occupations that have a higher proportion of older workers are expected to be affected more by changing demographics than others. For example, 20.3% of skilled trades/technicians jobs are currently filled by workers over the age of 55. For some of the jobs, like CNC operators and welders, the workforce is younger (only about 11.8% of the workforce is over the age of 55). But more than one quarter of the tool and die makers in the region are over age 55. This is not unique to the area. In fact, Chicago, Cleveland, and Houston all have a higher percentage of skilled trade/technician workers over the age of 55. Demand is increasing for workers with the right skills. In 2012, Southeast Michigan had the highest number of skilled trade job postings in the country, around 2,000 each quarter. Despite such high demand for these workers, young people seem reluctant to enter them or unaware of opportunities. The potential for an even larger talent shortage in this area is high. Current high demands, combined with a retiring workforce, could ultimately affect productivity and economic competitiveness if not addressed. Registered nursing is another area greatly affected by an increasingly older workforce. While roughly 4,000 nurses graduate from Michigan schools every year, these younger, inexperienced workers do not meet the skill and experience requirements that certain specialties require, like operating or emergency room nurses. Age and experience levels for nurses in these specialty areas exceed the average, and health employers are looking for creative ways to ensure that pipelines continue to fill these positions. SINCE 2009, THE REGIONAL EMPLOYMENT PICTURE SEEMS TO BE IMPROVING. Southeast Michigan education level of the employed 32.3% 32.7% 26.3% 24 Quarterly Workforce Indicators. Note: This data source does not include a Hispanic worker category. 25 City unemployment data comes from the Bureau for Labor Statistic s Local Area Unemployment Statistics. 26 Quarterly Workforce Indicators. Data availability is limited and stops at Q employment by gender information retrieved from EMSI complete employment. 28 Data available for the Detroit-Warren-Livonia Metropolitan statistical area only, which covers six counties: Lapeer, Livingston, Macomb, Oakland, St. Clair, and Wayne counties. 29 Data covers 50 largest metro areas U.S. Census Bureau Quarterly Workforce Indicators. 32 A total of 378,149 individuals over the age of 55 were employed as of Q A total of 262,917 individuals between the ages of 14 and 24 were employed as of Q Demographic data was collected from EMSI. 8.7% Less than high school High school or equivalent Some college or associate degree Bachelor degree or above 15

16 EDUCATION ATTAINMENT The recent economic crisis resulted in the permanent loss of thousands of lower-skill jobs that may not be recovered in areas like manufacturing, retail trade, and several other industries. The jobs that replace them (such as information technology, business and financial services, and engineering) tend to be skill-intensive and will require that workers be prepared much differently than they are today. In fact, some experts predict that by 2018, 63% of job openings nationwide will require at least some college education, up from 56% in Moreover, there are distinct benefits to individuals and the economy as a result of higher educational degree attainment: for example, workers are likely to earn more 35 and retain their jobs in the midst of economic crisis. In Southeast Michigan, a college education could mean the difference between having a job or not 36. Sixty-five percent of employed individuals in the region have at least some college. Regardless of employment, only 35.9% of the region s workforce (over age 25) holds a college degree 37. Another 24.1% has taken some college coursework. The region lags behind other large cities, like Chicago, where 40.2% of the workforce holds a college degree. There is variability in college attainment across the nine counties. A higher proportion of Oakland and Washtenaw county residents hold college degrees. For students in some urban areas, completing college is difficult. In Detroit, Flint, and Pontiac, high school dropout rates are almost double the rates statewide. Though a high proportion of students are enrolling in college after high school graduation, more than 50% of students from Detroit and Pontiac must take remedial coursework, making them much less likely to complete college credits and graduate with a college degree. In addition to higher wages and better employment outcomes for individuals, more degree attainment means greater economic returns for the region. A report from the Talent Dividend estimates that if the city of Detroit could increase its percentage of degree holders by 1% (29,700 additional graduates), the region would capture $3.4 billion in wage earnings and related tax receipts 39. Efforts by groups such as the Michigan College Access Network, Detroit Drives Degrees, community colleges, universities, and Michigan Works! Agencies are trying to make college and skills attainment a reality for more students. Percentage of Population with a College Degree SOUTHEAST MI 35.60% GENESEE 21.20% LIVINGSTON 40.10% MACOMB 30.90% MONROE 25.80% OAKLAND 49.70% SHIAWASSEE 24.50% ST. CLAIR 24.90% WASHTENAW 58.00% WAYNE 27.40% DEGREE COMPLETION In 2011, there were 74,000 degree completions 40 from Southeast Michigan Institutions 41. The top field for degree completions was health professions and related programs (18,000), followed by business/ management/marketing and related support (10,600). Together, engineering and engineering-tech and related fields had a total of almost 8,500 completions. The number of community college graduates has nearly doubled over the past ten years, and students are becoming more focused in their studies. In , 41% of students (2,600) graduated with some sort of associate s degree in a general studies program (liberal arts and sciences, general studies, or humanities), compared to about 25% (4,600) in Of graduates who pursued a more focused program of study, 24% (4,400) focused on healthprofessions and related programs (associate s degrees and certificates) and 9% (1,700) focused on business management, marketing, and related support services. Surveys taken six months post-graduation provide insight on student opportunities during a difficult economic time. Of the students who graduated with an associate s degree or certificate 42, 45.2% were employed full-time, 20.3% were employed part time, 13.0% were unemployed and seeking work, and 7.4% were unemployed but not seeking work. Slightly over half of the survey respondents reported continuing their education post-graduation (50.6%). Only 37.7% of respondents reported employment in a job related to their program of study. 34 Help Wanted: Projections of Jobs and Education Requirements Through Anthony P. Carnevale, Nicole Smith, and Jeff Strohl. The Georgetown University Center On Education And The Workforce The College Payoff: Education, Opportunity and Lifetime Earnings. Anthony P. Carnevale, Stephen J. Rose And Ban Cheah. The Georgetown University Center On Education And The Workforce Data comes from USU.S. Census Bureau s Quarterly Workforce Indicators. 37 EMSI complete employment Each ACT College Readiness Benchmark is the minimum score required on that multiplechoice ACT test English, Math, Reading, or Science for a student to have a high probability of success in a related first-year, credit-bearing college course: English Composition, College Algebra, a social science course, or Biology. A student who meets a Benchmark has approximately a 50 percent chance of earning a B or better and approximately a 75 percent chance of earning a C or better in the corresponding course. ACT College Readiness data are based on ACT administrations completed during the Michigan Merit Examination in the spring of grade 11. Student re-tests are not included. For more information about the ACT benchmark, please see MI School Data: 39 CEOs for Cities Talent Dividend The completer s data in this report is taken directly from the national IPEDS database published by the U.S. Department of Education s National Center for Education Statistics. Data were aggregated by Economic Modeling Specialists, Inc. 41 Degree granting institutions include: Baker College, Cleary University, Concordia University-Ann Arbor, Cranbrook Academy of Art, Eastern Michigan University, Henry Ford Community College, Kettering University, Lawrence Technological University, Macomb Community College, Madonna University, Marygrove College, Michigan School of Professional Psychology, Monroe County Community College, Mott Community College, Oakland Community College, Oakland University, Rochester College, Schoolcraft College, St Clair County Community College, University of Detroit Mercy, University of Michigan- Ann Arbor, University of Michigan-Dearborn, University of Michigan-Flint, Walsh College, Washtenaw Community College, Wayne County Community College District, and Wayne State University. 16

17 EXPERTS PREDICT THAT BY 2018, 63% OF PHOTO JOB OPENINGS HERE. NATIONWIDE WILL REQUIRE AT LEAST SOME COLLEGE EDUCATION. 17

18 YOUTH EMPLOYMENT The Great Recession of 2009 has had a tremendous effect on youth employment. As older workers (over the age of 55) have stayed in jobs longer 44, and overall work opportunities have diminished in the region, youth have found it harder than ever to obtain work, regardless of their future educational aspirations. Over the past 10 years, youth (ages 14 24) employment has dropped (-24.5% and 85,400 jobs) almost proportionately to the older worker (over age 55) employment increase (25.2% and 76,100 jobs). The region s youngest workers, ages 14 18, had the highest decline in employment at 51.7%. The issue of younger workers not gaining early work experience is a critical factor for future employment and wage earnings. See the related graph on page 12. In Michigan, 16 different career clusters exist, including business (one of the most popular programs), health care, production (like welding), engineering or designing, information technology, and agriculture. Data from the Michigan Department of Education shows growth in CTE program enrollment across the state. In Southeast Michigan this has been the case for both health care and IT programs. IT programs are newer, but enrollments have grown quickly and are now more than 3,000 students. Manufacturing does not appear as popular to high school age students, and CTE manufacturing programs have experienced declines in enrollment, despite extensive demand for skilled workers in the region. Across the country, the number of disconnected youth those who are not in school or employed is on the rise. A recent report by Measure of America 45 looks at disconnected youth in the top 25 largest metro areas. The Detroit metro area ranks as the 3rd worst metro area in number of disconnected youth, with more than 17% of youth not in school and not working. One in four African American youth is neither in school or working. Though disconnection has a strong correlation to household poverty rates and educational levels, it seems that the region s diminished employment opportunities are affecting youth disconnection the most. At 30%, youth unemployment in the Detroit metro area is the highest of any large metro area in the country. CAREER PIPELINES Students Enrolled Career and technical education enrollment in Southeast Michigan % 23.8% Changing demographics, shifting talent needs, and the importance of engagement and connection to the workforce underscores the importance of ensuring that young people, transitional workers and others have opportunities to gain muchneeded skills and experience. Career and Technical Education (CTE) programs, apprenticeships, internships, and other experiential learning opportunities help achieve this % Information Technology Advanced manufacturing Health care CAREER AND TECHNICAL EDUCATION CTE programs provide high school instruction, teaching students skills in a specific career cluster. Courses provide students with awareness about potential fields of study, knowledge of required education and experience, new and improved technical and soft employability skills, and motivation to start down a pathway. Most programs offer early college credit opportunities to provide a seamless transition to postsecondary education. APPRENTICESHIPS Registered apprenticeships offer a combination of structured on-the-job training and technical instruction in high-demand, skill-intensive occupations. Industry standards drive apprenticeship training, with an industry partner or program sponsor determining necessary skill requirementsr

19 The U.S. Department of Labor recognizes more than 900 apprentice classifications and Michigan has almost 1,200 registered programs and 11,400 apprentices. Michigan ranks within the top third of states for number of programs and apprentices. Community colleges and Michigan Works! Agencies can help employers and jobseekers take advantage of apprenticeships. Over the last several years apprenticeships have been losing popularity as an educational pathway, with declining programs and enrollees. Coming out of the recession in 2012, Michigan saw an uptick of both: A total of 75 new programs and 3,060 new apprentices started working across the state, primarily in manufacturing and construction. INTERNSHIPS Intern in Michigan is a web site that matches students to employers based on skills, interests and requirements. The Intern in Michigan technology ensures that the candidates are well-suited for their experiential learning opportunities. This supports effective internships and streamlines the hiring process, saving employers time and money. While many internships take place informally and through other mechanisms, the Intern in Michigan site alone has allowed more than 1,000 Michigan businesses to post nearly 3,400 internship opportunities in More than half of these were opportunities with small businesses. More than 14,000 internship seekers have visited the site, and though students were able to choose more than one area of interest, about half indicated interest in an internship related to health care, 38% in engineering designing and utilities, and 35% in computer and information sciences 48. WORK EXPERIENCE & CAREER EXPLORATION Job awareness also is a focus of initiatives and pilot programs in the region. Work experience placements for youth play a role in promoting jobs that youth may not have thought to pursue in advanced manufacturing and technology. For example, Southeast Michigan Community Alliance s workforce investment youth program is conducting advanced manufacturing career exploration, focusing on CNC and welding positions. In this pilot program, youth receive real-time data on job availability, wages, training, etc., and tour worksites to see the environment and people working in advanced manufacturing positions. Each of the region s Michigan Works! Agencies provide youth employment experiences for qualifying individuals. TALENT DEVELOPMENT In addition to looking towards the future, WIN is working with partners across the region to build or better align programs with the skill sets that employers need right now. As technology changes and demographics of the community shift, employers need new skill sets, and jobseekers need the right opportunities to acquire them. TRADITIONAL & CUSTOM TRAINING AND EDUCATION When it comes to the changing needs of the regional economy, Southeast Michigan community colleges and workforce development agencies, called Michigan Works! Agencies (MWAs), are able to develop and provide custom training to meet employer needs across a diverse range of fields, for example: hospice care and assisted living, electronic medical records,.net web development, ios application development, computer number control (CNC) machining using alternative materials, welding for military specifications, emergency responder protocols for electronic vehicles, and much more intern in Michigan postings and searches Skill Set Categories in Southeast Michigan Posted Opportunities Students Looking for Opportunities COMPUTER, LIBRARY & INFORMATION SCIENCES 1,194 3,498 CONSTRUCTION & MANUFACTURING 79 1,269 ENGINEERING, DESIGNING & UTILITIES 1,048 3,620 HEALTH PROFESSIONS & RELATED CLINICAL OCCUPATIONS 235 5, Data is based on and post-graduation surveys taken between 3 15 months after graduation from regional community colleges. The time period between graduation and survey response varied by college, with a majority of colleges requesting and receiving responses approximately six months post-graduation. Community colleges contributing to this report include Macomb Community College, Monroe County Community College, Mott Community College, Oakland Community College, St. Clair County Community College, and Washtenaw Community College. Respondents in active military duty at the time of the survey have been included as employed, full-time. Apprenticeships are included in survey results in varied manners by college, therefore, apprenticeships may be included as continuing employment or employed. 43 See data notes for definition. 44 Employment for older workers has risen 25% in the last ten years The Measure of America research defines the Detroit region by the 6-county Detroit-Warren-Livonia metropolitan statistical area. Youth statistics from this report reflect that geographic area only Students may indicate more than one interest. 19

20 The community colleges and Michigan Works! Agencies help to ensure that students and workers obtain the skills and credentials needed to function and excel in today s ever-changing workplace. This includes education for new students and continuing education and professional development for those already on the job (or looking to find or change a job). In the program year 2011 (July 1, 2011-June 30, 2012), the seven Michigan Works! Agencies in Southeast Michigan registered more than 6,400 individuals in training programs, 23.7% of whom were employed. Approximately 60% of those served were in technical and scientific fields, and a very high proportion (nearly 90%) received a certificate or educational credential for their training before exiting the system. Of the thousands of participants who exited the system, 74.6% regionwide 49 secured employment as a result of their training. Credentials That Work is a new effort to help education and training providers align their programs with employer demand. WIN partners (and other institutions around the state) are using new technology and data tools to understand what online job ads are seeking, and then validating their research with employers. This effort provides practical guidance, support and experience related to integrating recently available tools and information into the curriculum design and planning process. IMMERSIVE EXPERIENCES Employers are taking training and experience seriously. Piloted by private industry 50, and developing into a public-private partnership, IT in the D integrates experiential learning and innovative thinking into its team-based, hands-on information technology training programs, which are held and delivered on-site in corporate settings. A unique feature of IT in the D is that it involves senior ranking directors or officers within the partner companies engaging directly with students, and corporate staff provide hands-on training and mentoring for participants. This helps grow confidence, familiarity with corporate settings, and new experiences using team-enhancing processes. To date, nearly 50 individuals mostly experienced technology workers and students have gone through the IT in the D program, with planning for future cohorts underway. (See interview to the right). EMPLOYABILITY SKILLS In 2012, the Southeast Michigan Council of Governments (SEMCOG) released a new report about non-technical employability or soft skills necessary for the workplace. The skills include personal traits like work ethic or judgment, learned academic skills such as basic reading, writing, and arithmetic, digital literacy, and life skills such as teamwork and time management. The report found that these skills are often overlooked, but can make a critical difference in getting and holding a job. Key recommendations from the report include emphasizing the connection of these skills along the learning continuum. MEET IAN KWIOTEK Ian is currently enrolled at Wayne State University and a recent graduate of IT in the D. WHAT ATTRACTED YOU TO IT IN THE D? Prior to IT in the D, I had not even considered employment within Detroit or the state of Michigan. Chicago, Seattle, or other known up and coming IT hubs seemed like the go-to place for employment. IT in the D opened my eyes to the growing IT industry within Detroit and the revitalization that is occurring downtown. It gives me great pleasure to know that my presence in Detroit can help to rebuild the city. IT in the D is an appealing program because it marries the technological revitalization within Detroit, a collaboration of companies at the forefront of this revitalization, and Michigan students eager to make a difference. The opportunity to experience [software] development at an enterprise level and work with agile methodologies is a great complement to a Computer Science degree. WHAT WAS THE MOST VALUABLE EXPERIENCE GAINED FROM THE PROGRAM? The ability to network with individuals and work well in a fastpaced, agile environment is the key to the success of any project. Additionally, I learned that success has to come from within. Barriers are put in place by your own doubt. If you believe in yourself and your team, the possibilities truly are endless. WHAT ARE YOUR ASPIRATIONS AND AMBITIONS FROM HERE? IT in the D opened my eyes to the growth that is occurring in Detroit. Through embracing technology and using it to automate everyday processes, we can make Detroit and Michigan much more efficient. Along with summiting Mt. Rainier, my future goals include obtaining my bachelor s degree in Computer Science and utilizing technology to build a more efficient future. The sky is the limit. 20