Developing the talent pipeline in OC

Edward Mora, Managing Director Orange County, San Diego BNY Mellon Wealth Management

Amy Kauffman, Senior Vice President CEO Leadership Alliance of Orange County Editor’s Note: Edward Mora leads all aspects of wealth management in Orange County and San Diego for The Bank of New York Mellon, one of the world’s largest asset managers. Amy Kauffman is Senior Vice President at the CEO Leadership Alliance of Orange County (CLAOC), a nonprofit organization of 55 top executives in Orange County who are tackling important local issues.

The past few years have seen unprecedented disruption in how, when and why we work.

As we look to 2023, future-proofing our workforce will be more important than ever, and the region’s ability to supply an evergreen, diverse and innovation-oriented talent pool will differentiate OC from our peer regional competitors.

Let’s accept the fact that all employers in the US and around the world are competing for innovation talent. With collaboration and public-private partnerships at the forefront, the CEO Leadership Alliance of Orange County (CLAOC) aims to position the county as a powerhouse of economic innovation and make the county of 3.2 million the sixth largest in the nation . A premier, inclusive, innovation talent hub.

What is it going to take? Much can be learned from CLAOC member Bank of New York Mellon, which seeks to ensure the stability of the talent pipeline.

BNY Mellon knows that continuing to innovate and lead in asset management requires active nurturing and cultivation of early talent. It has long had summer internships for college students that are a gateway to full-time careers and internship opportunities within BNY Mellon as well as other major corporations.

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However, BNY Mellon believes we can increase the inclusivity of the banking industry by tapping into the first generation college-going population of OCs for internship opportunities like this one.

CLAOC was a natural partner in meeting this goal. CLAOC’s flagship program, the Career Exploration Experience (CEE), provides students, from high school through university, the opportunity to explore careers, develop new technical skills, gain practical work experience, and hone their professional skills because They collaborate in small teams on company relevant. projects.

Working with the “I Am First” program at California State University, Fullerton, CLAOC selected 10 students for the CEE, which included BNY employees from across the US.

Following that experience, Madeline Castañeda, a BNY Mellon CEE participant, was selected to participate in the highly competitive 2023 BNY Mellon Summer Internship.

The business executives involved in CLAOC have made a concerted effort to build an evergreen talent pipeline around innovation jobs and roles across all OC industry sectors fueled by artificial intelligence, cloud computing, data analytics and emerging technologies.

The talent supply at our nine local community colleges and one community college school of continuing education is vast and short. If more effectively engaged with employers, this “hidden” talent pool could be an important source of highly sought-after diverse talent. For example, all but 10 of CSUF’s BNY students were transfers from community colleges.

However, to truly meet our goal of an innovation talent hub, we must look to talent pipelines that go beyond university-level graduates, who represent only 40% of the OC population.

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CLAOC has partnered with Amazon Web Services (AWS) and local community colleges to extend valuable cloud-based technical certification and offer on-the-job training opportunities.

Discussions are currently underway to collaborate with training effectively with a focus on entry-level technical roles and job skills required by local employers. Being in the lead of the employer makes all the difference.

This approach is in line with the recommendations of a recent study published by Harvard University titled, “The Partnership Imperative: Community Colleges, Employers, and America’s Chronic Skills Gap.” It states that 59% of employers agree that relationships between employers and community colleges are important and an opportunity for businesses to reach recruitment and retention goals.

Employers will also benefit from a focus on high school recruiting.

Intel has already seen the benefits of this through its AI for Workforce program. Launched in the US in 2020 through partnerships with governments and community colleges, AI for the Workforce prepares current and future workers with critical skills in AI. Since last July, more than 70 schools in 32 states have joined the program.

Intel joined hands with CLAOC to become the first company to partner and offer a program exclusively for OC high school students, which has already proven successful.

Students from the Tustin Unified School District (TUSD) and Irvine Unified School District (IUSD) were winners at the Intel AI Global Impact Festival—an annual digital readiness celebration to showcase AI innovation and impact for the next generation of technologists and educators.

Suhina Chand, Mahita Adluri (TUSD) and Keyon Jazayri (IUSD) earned top US honors in the 13-18 year old category for their project created during CLAOC’s career at AI CEE, designed in partnership with the Department of OC I went. For education and Intel’s AI

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Delivered by Workforce Program and Coastline ROP. Additionally, Abhishek Rao (IUSD) took home another top honor for America at Impact Creators for his project in the 13-18 year old category.

Ongoing investment in developing and retaining our local talent, at the start of the talent pipeline continuum, will propel OC forward as a key influencer in innovation industries and create a strong, evergreen pool for all employers.

A newly formed OC Talent Collaborative (OCTC), organized by CLAOC, is made up of prominent business leaders, educators, funders and nonprofits and has adopted clear goals and metrics for success.

For example, to create internships, mentoring opportunities, and job-linked certifications for at least 20,000 participants through OCTC alliance members by 2030. We hope to influence other business leaders to take this number to 100,000.

As leaders of purpose in Orange County, we must contribute to the region’s growth by building a deep and diverse talent pool, especially to attract the jobs of the future in AI-infused innovation industries like these.

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