Industry Reports
Introduction
The digital transformation is happening in Construction, and it intersects with the greening of the industry. Nationally and locally, 建筑业经历了新冠肺炎大流行和相应的全球经济放缓的动荡影响, including project delays, materials shortage, and layoffs. Technology is not new to the Construction Industry; however, with a reduced headcount and tight profit margins, the adoption of new technology tools accelerated during the pandemic. 技术的进步使建筑更加节能，从而使绿色建筑可持续发展, cost-effective, and safer.
The greening of the industry and technological advancements have differentially impacted and, in some cases, redefined Construction occupations. 随着技术创新融入建设项目管理工具和建设任务, technology-based skills become a part of construction occupations. John O’Phelan from Ramsey County Workforce Solutions stresses the imperative of “developing, retraining, 留住劳动力以支持与技术趋势相匹配的未来技能”，并补充说，建筑人才“需要在工艺和技术编码方面进行持续的终身培训，以扩大他们的价值和收入潜力。.” [1]
Defining Green Construction
本报告的重点是由O*NET确定为“绿色职业”的角色，这些角色在爱博体育手机版下载建筑业(NAICS)总职业就业中也占有50%或更多的份额. 在绿色经济的这些部门中，劳动力对现有建筑角色的影响围绕着减少能源, green retrofitting, use of green building materials, inspecting greener building materials, and reducing energy costs in all stages of the constructions process.
As of the fourth quarter of 2020, an estimated 7,087 people work in Ramsey County in Green Construction roles such as Heating, Air Conditioning, and Refrigeration Mechanics and Installers, Cement Masons and Concrete Finishers, and Solar Photovoltaic Installers, representing about 2% of all local employment. Like the overall Construction roles, Green Construction occupations have relatively high unemployment, estimated at 7.6% as of the fourth quarter of 2020, potentially due to the pandemic's impacts. The local average annual wage in Green Construction careers is about $72,700 compared to $62,100 across all Ramsey County employment.
Analysis
Shrinking Workforce
Due to the nature of the work, the Construction Industry faces limitations to talent entering and exiting roles early. Compared to overall employment in Ramsey County, 绿色建筑职业在16至19岁的年轻人和55岁及以上的成年人中所占比例较低. 明尼苏达州的《爱博体育手机版下载》禁止18岁以下的青少年从事任何“特别危险”的职业, including many construction roles.[2] Regarding aging Construction workers, per the Center for Construction Research and Training, 与其他行业相比，没有加入工会的建筑工人往往更早退出建筑业, which may be due to the job's physical demands.[3]
Lack of diversity employment
Women and diverse talent are underrepresented in Ramsey County’s Green Construction careers. Women make up 49.8% of workers in all occupations across Ramsey County, but they hold 3.8% of local Green Construction roles. 相比之下，男性人才占据了绿色建筑职位的大多数，约占96个.这些职业中有2%的工人——比全县所有职业的频率高出约46个百分点. Across the Green Construction occupations in Ramsey County, 白人工人(81%，整体为73%)和西班牙裔工人(16%，整体为7%)的数量高于当地就业率的预期. Locally, 许多以社区为基础的培训项目旨在帮助来自代表性不足的社区的人们为进入建筑行业并取得成功做好准备.
Hiring Challenges
Beyond pandemic-related issues, the top challenge for construction employers was recruiting and training skilled workers, according to AGC Minnesota Construction Industry Assessment, 2020-2021.
With all the local construction training programs, AGC对工会和非工会的调查让我们了解到全州范围内的雇主将哪些地方作为当前的招聘来源. Among union employers responding to AGC’s assessment, when asked what percentage of their hiring was done through different workforce pools, 69% stated they do not use technical colleges, and 68% do not use community training programs to hire workers.[4] Among non-union contractors responding to the same assessment, 85% do not use technical colleges, and 92% do not use community training programs to hire workers.[5] While JATC trained workers continue to be a strong labor source, the hiring source used most (over 75%) by union and non-union contractors was "Other." In addition to Technical Colleges and Community Training Programs not being a labor source, employer perceptions are low regarding Construction programming scope. With an already tight labor market, it will take a coordinated effort to recruit and train skilled Construction workers. 以下是通过增加绿色建筑职业的公平机会来扩大劳动力池的潜在策略.
Recommendations
Employer Engagement and Partnerships
- 通过雇主参与来调整项目:让当地雇主参与技术学院和社区培训项目可以增加学术的一致性, technical, 受训者在任何行业进入和成功所需的就业技能对于扩大建筑行业的招聘池至关重要.
- 通过伙伴关系加强雇主多样性倡议:对AGC明尼苏达州建筑业评估的雇主的回应, 2020-2021, 69% stated they were taking deliberate measures to attract and retain people of color and women, and 54% said those measures were working. [6]
Expand wraparound services for youth, apprenticeship, and community-based programs in Ramsey County to address barriers, attract and retain people of color and women.
- 协助办理驾驶执照:该县8个社区培训项目中有5个需要明尼苏达州的驾驶执照，11个注册学徒项目中有8个需要明尼苏达州的驾驶执照. Disproportionately, people with low income, people of color, and new immigrants lack a Driver’s License.pre -apprenticeship可以提供建筑方面的培训和教育，并帮助他们获得驾驶执照和交通方面的帮助，就像西雅图都会区那样.[8]
- Expand Childcare Assistance: As of the fourth quarter of 2020, women hold 3.8% of local Green Construction roles, despite making up 49.8% of workers in all occupations across Ramsey County. According to Minnesota Building Trades, about 6% or 615 of union construction apprentices in Minnesota are women.许多当地的学徒都有日程安排，这使得照顾孩子变得很复杂，因为他们需要提前前往工作地点，还要上夜校. 女学徒报告说，负担得起的托儿费用是参加学徒计划的一个障碍, per The Impact of Construction Apprenticeship Programs in Minnesota report. [10]
Build inclusive and meaningful pathways for career advancement in areas of growth
- Build out pathways in high growth areas of Green Constructions: In Ramsey County, 未来5年，绿色建筑行业就业人数增幅最大的是太阳能光伏安装工.5% annual growth) as of the fourth quarter of 2020. Construction Manager roles are estimated to have the second-largest expansion (1.0% annual growth) in the County during the same period.
- Design inclusive and meaningful pathways for career advancement at every stage:
- 尽早吸引和培养多样化人才:在目前的青年建筑培训项目中投资技术培训，旨在提高代表性不足社区的青年参与度，同时为年轻人进入建筑行业创造渠道.
- 通过促进包容性的工作场所和培训环境来留住员工:建筑行业的学徒注册越来越多样化, but the persistent employment disparities in these roles across multiple sectors are troubling. Apprentice completion data disaggregated by race, ethnicity, 性别将是一个有价值的工具，可以进一步研究如何留住学徒，并为学徒计划的招聘提供信息, persistence, and retention strategies.
- 确保证书的可移植性，以支持职业发展:建立从生产岗位到非生产岗位的管道, like Construction Managers, could also help retain skilled talent. Most management roles within Construction require bachelor’s degrees, and 14.0% of Construction workers have a four-year degree compared to 31.7% seen in all occupations in the County. 完成建筑学徒计划获得的大学学分可以帮助人才在他们的行业中过渡到监督或管理的角色, like Construction Managers, or in a related field.
[1] John O’Phelan, Reinventing Our Construction Workforce Through Technology Advancements, December 2017.
[2] Department of Labor and Industry, Ensuring the safety of youth in skilled trades training programs, Report to the Minnesota Legislature, 2020, http://www.dli.mn.gov/sites/default/files/pdf/YouthInSkilledTradesStudy_011520.pdf
[3] http://www.cpwr.com/research/data-center/the-construction-chart-book/chart-book-6th-edition-labor-force-characteristics-age-of-construction-workers-by-union-status-hispanic-ethnicity-type-of-employment-and-occupation/
[4] Associated General Contractors of Minnesota, Minnesota Construction Industry Assessment, 2020 – 2021, http://agcmn-c5.s3.us-east-2.amazonaws.com/6116/0706/2722/2020_AGC_Minnesota_Construction_Industry_Assessment-web.pdf
[5] Associated General Contractors of Minnesota, Minnesota Construction Industry Assessment, 2020 – 2021, http://agcmn-c5.s3.us-east-2.amazonaws.com/6116/0706/2722/2020_AGC_Minnesota_Construction_Industry_Assessment-web.pdf
[6] Associated General Contractors of Minnesota, Minnesota Construction Industry Assessment, 2020 – 2021, http://agcmn-c5.s3.us-east-2.amazonaws.com/6116/0706/2722/2020_AGC_Minnesota_Construction_Industry_Assessment-web.pdf
[7] http://www.mnlegalservices.org/legal-services-in-the-news/2021/3/11/minnesota-asset-building-coalition-advocates-to-end-license-suspension-treadmill & http://www.house.leg.state.mn.us/SessionDaily/Story/15690
[8]http://www.seattle.gov/documents/Departments/FAS/PurchasingAndContracting/Labor/ApprenticeshipGuidebook.pdf#page=11&zoom=100,0,0
[9] http://mntrades.org/apprenticeship/
[10] http://faircontracting.org/wp-content/uploads/2019/09/mepi-uiuc-impact-of-apprenticeships-programs-in-minnesota.pdf
