Tech industry workforce demographics reveal a need for increased diversity, and many employers have shown a desire to make their teams more diverse and inclusive. To address the lack of workforce diversity in tech and the low recruitment of students from historically Black colleges and universities (HBCUs) into the industry, the Urban Institute and partners at South Carolina State University launched a degree-based apprenticeship program with a consortium of HBCUs in 2020.

Drawing on interviews with program partners, this brief shares the perspectives of those involved in the South Carolina HBCU consortium to amplify their experiences and reflections about the launch and future of the program. We also provide recommendations for those interested in setting up and organizing a successful degree-based apprenticeship program.

Why This Matters

The tech industry’s workforce is only 25.2 percent female and 17.5 percent Latinx or Black. To address the connected issues of inadequate diversity and an overall talent shortage, employers must explore underutilized approaches to recruitment and training. HBCUs are a proven source for diverse STEM talent. Already, one in four Black students who graduates with a STEM degree earns it from an HBCU. Partnering with HBCUs on a degree-based apprenticeship program is one way for tech employers to increase diversity while providing students with meaningful, paid work experience.

What We Found

Analysis of interviews with South Carolina HBCU consortium partners revealed the following themes about this degree-based apprenticeship program:

• The program offers significant benefits to both students and employers. With a credential and meaningful work experience, apprentices are stronger applicants and are more likely to have career success beyond their apprenticeship. Meanwhile, apprenticeship employers receive a greater average return on investment in five years’ time, improved company diversity, and a skilled employee who is more likely to remain with the company.
• Partnerships between schools and employers are critical to improving education and increasing diversity. Professors are eager to observe the impact that the program will have for students’ collegiate learning experience, while employers are eager to add more diversity in their technology workforce.
• HBCUs are a source of untapped talent in the IT field. This program is creating a diverse pipeline of skilled workers from HBCUs. To sustain the program into the future, professors hope to recruit more employers and students and to find additional funding to support operations.

We recommend three key steps for setting up and organizing a successful degree-based apprenticeship program, including

• making sure to create clear roles and responsibilities within the consortium,
• having a project manager so tasks can be delegated and tracked in a timely manner, and
• engaging employer partners early and often so they develop an understanding of apprenticeship and its benefits.

These types of programs can connect the next generation of skilled, diverse talent to employers that are willing to hire, train, and mentor students with demonstrated interest and potential in the tech industry.