SHRM issued a letter of support May 16 on behalf of California legislation that would promote youth apprenticeship programs in the state’s high schools, effective the 2026-27 school year.
SB 480 would authorize a youth apprenticeship program at three geographically diverse pilot sites to serve as an alternative to the state requirement that students complete a course in visual or performing arts, foreign language, or career and technical education.
The legislation was introduced by Democratic state Sen. Anthony Portantino, chair of the Senate Business, Professions and Economic Development Committee.
Other states, such as Georgia, have apprenticeship programs for high school students. Indiana is developing a statewide program modeled on Switzerland’s apprenticeship system.
“Traditional four-year degrees remain valuable, but there is a growing demand for alternative pathways,” Emily M. Dickens and Michael S. Kalt said in the letter to Portantino. Dickens is SHRM’s chief of staff, head of government affairs, and corporate secretary. Kalt is SHRM’s government affairs director for the California State Council of SHRM (CalSHRM).
“Workforce development programs like the one envisioned in SB 480 are essential for fostering skills development in employees and expanding talent pools for employers,” they noted in the letter. The two-year program would equip students with essential skills directly aligned with current industry demands.
- Require the superintendent, in collaboration with specified entities, to develop and adopt work-based learning standards and require the department and Labor and Workforce Development Agency to develop guidance on the distinction between youth apprenticeship programs, career technical education programs, pre-apprenticeship programs, and regional occupation programs.
- Address the increasing need for workers to have both technical skills and transferable power skills—also known as soft skills—such as critical thinking, communication, empathy, and teamwork.
SHRM’s 2024 Talent Trends report found that 75% of organizations have struggled to fill full-time positions in the last 12 months. Of the organizations that offered registered or customized apprenticeship programs, 77% stated that these programs have been somewhat or very effective in addressing talent shortages.
One demographic that could benefit from such a pilot program is “opportunity youth”—individuals ages 16 to 24 not enrolled in school or working—by receiving a chance “to acquire in-demand skills that align with current hiring needs, which would equip them for future success,” Dickens and Kalt wrote.
SHRM’s support for SB 480 comes on the heels of backing the federal H.R. 7477, the Ensuring Military Access to Higher Education Benefits Act.
SHRM collected the following articles and resources regarding career programs for young adults.
What Are Youth Apprenticeships?
These structured, work-based learning opportunities are growing more popular across the U.S. They offer young people—particularly young people of color and those from low-income households—the opportunity to gain critical job skills and experiences within or outside of high school or college. This can lower the cost of college for students and help them stand out to find high-quality employment in the competitive labor market.
(The Annie E. Casey Foundation)
Why Youth Apprenticeships? Information for Students and Parents
Youth apprenticeships for students ages 16 to 21 combine academic and technical instruction with paid work experience across many sectors, such as IT, health care, and energy industries.
Investments, Partnerships Support Apprenticeship Opportunities for Young Adults
To reinforce the belief that our young people have the talent needed to help industries innovate and succeed, the U.S. Department of Labor launched the Youth Employment Works strategy to set a clear vision to create critical links between the public workforce system and its public-sector and private-sector partners to promote high-quality career pathways.
Report: Apprenticeships, Career Pathways Can Fill Talent Pipeline
Multiverse and The Burning Glass Institute issued a report, Untapped Potential: How New Apprenticeship Approaches Will Increase Access to Economic Opportunity, that advocates for applying new apprenticeship models to the U.S. labor market.
The Burning Glass Institute is an independent nonprofit focused on the future of work and learning. Multiverse is a tech startup that offers professional apprenticeships to a diverse pool of individuals, including young adults and workers looking to upskill or reskill.
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