Business Engagement

Business engagement is interaction between employers, vocational rehabilitation (VR), and other workforce development and education organizations that results in measurable improvement in desired outcomes for both parties. Engaging business and industry is a critical component to developing apprenticeship programs for job seekers with disabilities.

Video: Maine Department of Labor's Perspective on Employer Engagement for Apprenticeships

Many employers that are located and operate in rural communities are businesses with small employee capacity. According to a research report by the Rural Institute, most of the employers that were surveyed in rural areas have had less than five full-time personnel and only one had more than twenty 20 full-time employees. The small employee capacity gives VR the opportunity to support the administrative needs of apprenticeship programs, afford the coverage of expenses related to training, and increase the hiring and retention of new apprentices. 

The public vocational rehabilitation (VR) system is poised to become the nation’s premier provider of careers for people with disabilities and of workforce solutions for business. By developing and accessing inclusive apprenticeship programs, the VR system and agencies add real value to businesses and to employment services for job seekers with disabilities.

For VR Employer Engagement Specialists, it is important to meet employers where they are in terms of their willingness to explore apprenticeships.

1. Educate businesses on the options, benefits, standards and requirements of each of these options. Informed Choice is not limited to only individuals with disabilities within the VR program. Employers need to have all the important information to help them decide if apprenticeships are a viable option for them, which means they may need some considerable education. Who better than you to help them get that education or information for them, either directly or through a resource you can connect them with.

2. Dispel myths: One myth for example is that apprenticeships are best suited for large businesses when they are equally effective for small businesses.

   Apprenticeships not only meet the demand-side needs but also the supply side. With the rising cost of education in the U.S.

   Apprenticeships offer an alternate route to successful job placement for youth not looking to pursue higher education degrees.

3. Conduct industry outreach: Partner with industry councils, Chambers of Commerce, or others who can be a resource in getting messaging out on apprenticeships as an option to meet employer needs.

4. Talk with businesses to see specifically how apprenticeships can meet employers' particular workforce needs

5. Explain the flexibility that can be afforded through these models, for example Registered vs. Unregistered apprenticeships

6. Offer incentives that may be available with, or in addition to, use of apprenticeships.

7. Do not hesitate to use your professional skills to innovative strategies with employers that makes apprenticeships work to meet the business needs.