Oklahoma HR Leaders Tackle the Education-to-Employment Gap

SHRM and the Oklahoma SHRM State Council recently convened an invitation-only roundtable to examine one of the most persistent challenges facing employers today: how to better connect education to real-world opportunities.

Hosted Feb. 19 at the Wes Watkins Center at Oklahoma State University in Stillwater, Okla., the discussion was part of SHRM’s Education-to-Employment (E²) Initiative, a national effort to modernize how individuals gain skills and how employers hire, develop, and retain talent.

Business leaders, HR professionals, educators, workforce practitioners, and policymakers filled the room, including representatives from the state’s congressional offices. The mix was intentional. Education-to-employment challenges span K-12 education, higher education, employer practices, and public policy. Solving them requires all voices at the table.

The convening carried added significance, as the Oklahoma SHRM State Council was the first in the nation to formally endorse the E² Initiative, underscoring the state’s leadership in advancing stronger education-to-employment alignment.

Event: SHRM Talent 2026

The central question guiding the roundtable was simple: How can Oklahoma more effectively connect learning to real careers? The answers, however, reflected the complexity of a labor market where employers face persistent talent shortages while capable individuals remain sidelined by outdated credentials, limited access to experience, or misaligned training.

For SHRM leadership, the Oklahoma convening reflects the broader purpose of the E² Initiative.

“Through SHRM’s E² Initiative, Oklahoma is demonstrating what can happen when employers, educators, and policymakers align around a shared goal: connecting learning to real careers,” said Emily M. Dickens, SHRM’s chief administrative officer. “By aligning education systems with the real-time needs of business, we can build stronger talent pipelines, expand opportunity, and position Oklahoma — and our nation — for long-term workforce success.”

Tara Crowley, SHRM-SCP, state director for the Oklahoma SHRM State Council, described the energy in the room as both encouraging and instructive. “It was impressive — there was a lot of active conversation,” she said. “There were heavy hitters in the room, and everyone gave input. Hearing perspectives on K-12, higher education, and untapped talent pathways reinforced how important it is for HR to be part of these discussions.”

The theme of HR in the role of connector surfaced repeatedly. Crowley emphasized that even well-intentioned education and training efforts can miss the mark if they are not aligned with real employer needs. “HR needs to be in the room,” she noted. “Organizations may be doing great things, but if the direction isn’t what businesses actually need, a gap remains. HR professionals should be on local school boards and workforce development boards.”

Participants explored the growing importance of durable skills, the value of applied learning, and the role of work-based experiences such as internships, apprenticeships, and mentorships, in preparing students for in-demand roles. University representatives shared what they are seeing on campus, including students who graduate with strong academic knowledge but limited practical experience. Career services leaders highlighted that many employer-led, on-the-job learning opportunities already exist, but students are not always aware of them.

“All stakeholders should put more emphasis on what’s already out there,” Crowley said. She also pointed to the success of technical institutes that are willing to design programs around specific industry needs. “If we go to them and tell them what we need, they’ll build it. That’s powerful, and it’s something that could be scaled.”

JD Robinson, SHRM-SCP, state legislative director for the Oklahoma SHRM State Council, echoed the value of collaboration and intentionality. “This wasn’t done for show,” he said. “It was put together to actually see change effected. The level of collaboration between the Oklahoma State Council and SHRM, and the caliber of people involved, was impressive.”

Robinson was particularly encouraged by the focus on untapped talent pipelines and equal opportunity inclusion. “I’m a huge advocate for this,” he said. “It’s about asking whether a degree is truly required if someone has the right skills. Aren’t we widening the talent pool when we move beyond traditional filters?”

His perspective is deeply personal. Robinson shared that he has built a successful career without a formal degree. “I’m a living testament to what’s possible,” he said. “For organizations to be open to multiple pathways for advancement — that’s what E² encourages. There are many ways people can succeed, and employers benefit when they recognize that.”

Specialty Credential: Skills First

SHRM’s research underscores the urgency of this work. Only 67% of recent graduates say they feel prepared for work, while employers continue to cite lack of experience, technical skills, and power skills as top hiring challenges. At the same time, 78% of employers with apprenticeship programs say those programs help address talent shortages, yet access remains uneven, particularly for small and midsize organizations.

For HR leaders, the takeaway from the gathering is clear: stronger education-to-employment pathways require sustained, local collaboration, and HR must help lead it. As Crowley noted, the next step is action. Feedback from the discussion will be shared with local stakeholders, with plans for future convenings to build on the ideas surfaced, she said.