Recruiting for Quality, Quantity and Diversity
Unlike other parts of the country, the Bay Area District 1 currently has a great number of applicants waiting to be indentured. Recruitment efforts coupled with positive word of mouth on the strong reputation of the program, its contractors and union — in addition to the great pay and benefits — attracts numerous candidates. Henry Funcke, Outreach/Rotation Coordinator and longtime member of Local 104 and the North Bay JATC, is instrumental in filling the pipeline of apprentice candidates and communicating the impact of a trained and skilled workforce on communities and careers.
The state of California has placed a particular focus on apprenticeship program sponsors to recruit, select, train and retain diverse and disadvantaged candidates through good faith efforts. Apprenticeship leaders are required to perform self-evaluations and monitoring on their outreach and results. Funcke’s role is instrumental as the SMW Local 104 and Bay Area Industry’s program designee to fulfill our commitment to affirmative action and increasing equal opportunity in the apprenticeship program.
With more than 180 recruiting locations contacted inperson or virtually in the past three years, Funcke and the training program track the location, contacts and results of the program’s recruiting efforts. From high schools to veteran programs, customized presentations are made to target audiences with specific time for Q & A. Pre-apprenticeship programs like Rising Sun Center for Opportunity and the North Bay Trades Introduction Program (TIP) are a few organizations that have provided prepared pre-apprentices who gain exposure to our industry and the trades. As part of our program’s goals to recruit more women, Funcke partners with experienced Local 104 District 1 journeywomen and apprentices, so girls can see themselves as sheet metal workers.
With less than 3% of women in our apprenticeship program, there is still much room to grow. Critical to the success of targeted recruitment is the need for equity and engagement in the shop and field. Oftentimes women or people who are viewed as different can be marginalized on projects, prompting Training Co-Administrator Ben Rivera to state “a need for a culture change” for contractors and field personnel to be more open and encouraging of diverse populations.
With the efforts of Funcke, Local 104 Tradeswomen and the state of California’s strong focus on equity in the sought-after construction trades, the number of women and people of color will continue to rise to be more representative of local demographics.