On April 22, the Detroit Regional Chamber hosted a webinar to equip employers with valuable resources and programs to support adult learners in the Detroit Region.
The event brought together representatives from organizations dedicated to upskilling and reskilling adult learners, including:
- Alphonso Amos, Executive Director, Urban Alliance Detroit
- Clarinda Barnett-Harrison, Director, Talent Development and Programming, Michigan Central
- Jacklyn Salazar, Project Manager, GEM Employer Services, Southeast Michigan Community Alliance (SEMCA)
- Vester Waters, Manager, Adult Degree Completion, Detroit Reconnect, Detroit Regional Chamber
The discussion covered a range of important topics, including strategies for engaging adult learners, tailored support approaches, and employer engagement opportunities.
Engaging Adult Learners
The panel discussion began with a focus on how organizations address adult learners’ needs, recognizing them as a crucial audience. It highlighted the importance of supporting individuals who have started but have not completed postsecondary education, as well as those looking to upskill or pivot into new careers.
Salazar explained how SEMCA connects with adult learners through a range of federal and state economic initiatives, such as WIOA workforce programs, the Partnership. Accountability. Training. Hope. (PATH) program, and WayneLINC, which filters through the Michigan Works system. Similarly, Barnett-Harrison noted that Michigan Central collaborates with local Michigan works agencies and nonprofits to help identify and nurture local talent.
“A lot of what we’ve done thus far is really leveraging the foundation that already exists in Michigan and making sure that our founders know that those exist,” Barnett-Harrison said. “And where we have found gaps, we’ve spun up new initiatives in order to support both training individuals, but also de-risk hiring folks here in Detroit and throughout the Region.”
Urban Alliance Detroit, however, takes a slightly different approach. Initially focused on high school students, the organization originally only provided early career opportunities through paid internships, mentoring, and professional development for high school students. Recognizing the ongoing need for support beyond high school, Urban Alliance expanded its initiatives to include internship placements through employer partnerships for up to four years post-graduation.
“We are really using our social capital to move the needle forward for these young people,” Amos said. “We were already working with those young people, [and now] we work with our young people at least two to four years post our programming.”
Waters shared that the Detroit Regional Chamber takes a multi-generational approach to postsecondary education. He highlighted the Detroit Promise, which offers support to traditional students, alongside Detroit Reconnect, which focuses on non-traditional adult learners.
“When we’re out in the community or if we’re talking to adults, we want them to know that ‘hey, there are opportunities for your children as well as yourself,’” Waters said.
This collective focus on adult learners underscores the need for innovative programs and partnerships to close the education and skills gap, building a stronger, more inclusive workforce for the future.
Tailoring Programs for Adult Learners
Continuing the discussion, Waters highlighted the distinct differences between the educational experiences of adult learners and traditional-age students. For organizations supporting adult learners, understanding these differences is crucial when designing effective services.
The panelists unanimously stressed the importance of an individualized, results-oriented approach due to the differences. This method should reflect adult learners’ unique challenges and diverse life experiences. Urban Alliance is a prime example, focusing on practical, career-oriented skills while offering deeper mentorship and support to help adult learners balance multiple commitments.
“Unlike our traditional students who may be figuring it out or trying to figure out which career they want to pursue, our adults are typically coming to us more likely to know the direction they want to go in but just need the necessary tools, connections, and resources to get there,” Amos said. “So, this is making it really critical for us to provide those tailored, actionable resources that meet their needs right where they are, whether it’s through job placement support, further education opportunities, or skill building in areas like financial literacy and professional development.”
Salazar and Barnett-Harrison reinforced the importance of accessibility for adult learners. At SEMCA, Salazar shared they can fund training programs that range from short-term certifications to master’s level courses. They also collaborate with organizations like the Chamber to develop curriculum that supports learners at every stage of their journey.
“We’re working in partnership with organizations like the Michigan Manufacturing Technology Center, Michigan Workforce Collaborative, [and] Michigan Manufacturers Association,” Salazar said, “So that we can afford programming for the employees at work and deliver those solutions to them, getting those credential programs all the way from assemblers and fabricators all the way up to cybersecurity programming, software development, automotive service technicians, and electrical technicians.”
These organizations are bridging the gap between education and workforce needs through partnerships and tailored programs, ensuring adult learners receive the skills and resources necessary to thrive in today’s evolving job market.
Employer Engagement and Partnerships
The panelists highlighted the importance of ongoing collaboration between employers, educational institutions, and workforce development organizations. These partnerships are essential for aligning the talent pipeline with industry needs and fostering a skilled, future-ready workforce.
An example of valuable collaboration is the support workforce development organizations provide through funding and resources to both adult learners and employers, enhancing employee training and upskilling initiatives. Programs like GEM’s Mobility Talent Resource Network exemplify this effort, offering business-to-business matchmaking programs for talent attraction and retention.
“We built out a platform to receive applications from vendors who want to support our mobility and manufacturing businesses, along with business applicants who want to be the awardees of these services,” Salazar said. “We support a number of categories, all in the talent attraction and talent retention space … [and] we are funding up to or in the range of about $50,000 in project value to businesses that apply.”
Another noteworthy resource is the Detroit Area Talent Fund, which provides cash grants to assist adult learners facing immediate challenges. Barnett-Harrison also highlighted Michigan Central’s Talent Innovation Training Fund, which allocates up to $7,500 per trainee for companies in deep technology and mobility technology that employ Detroit residents.
“This fund is directly targeted to companies, particularly those that are emerging companies or founders that are probably in that phase where they’re ready to grow and they just got their first PO or they’re testing their technology and they’re ready to hire their first few people,” Barnett-Harrison said.
Amos added that while Urban Alliance’s primary resource for employers is training on topics such as engaging with specific generations of learners, its true value lies in its human capital.
“We’re always looking to place our young people with our employer partners who have a need for capacity building,” Amos said. “[And] if you don’t have the capacity to host, [you can] sponsor. We’re always looking for folks to sponsor interns in any capacity.”
In addition to hosting and sponsoring learners, Amos encouraged employers to participate in Urban Alliance’s initiatives as volunteers. This could include conducting mock interviews, participating in speed networking sessions, reviewing resumes, or serving on industry panels.
By leveraging these partnerships and resources, employers can play a pivotal role in building a resilient, adaptable workforce while addressing critical talent needs.
Getting Help From the Chamber
Employers can continue learning about this topic from the Chamber’s Workforce Success Toolkit and how to get engaged with the Chamber’s TalentEd initiatives here.