The nonprofit has an opportunity to tell the story of how the organization adapted to tremendous external changes in the last year.
The pandemic has significantly impacted the types of job opportunities available to our clients. In response, we have conducted in-depth labor market research, adapted our training to support placement in emerging fields, and developed new employer partnerships. For instance, in early 2020, we were in the midst of developing a training program in culinary and food service. When the pandemic struck, we shifted our focus to career fields that were newly in high demand, such as micromobility, social services, green infrastructure, and others. We remained abreast of trends as the labor market evolved, and have even piloted a sector-specific, employer-informed model for select cohorts of our general industry training program with a focus on sectors and employers with a significant need for skilled labor, as well as transferable customer service skills. Beyond incorporating transferable skills for specific sectors into existing programs, we are developing and launching new programs in sectors that are projected to grow in the long-term, such as HVAC installation and maintenance, micromobility, aquaculture, and landscaping.
HOPE has also implemented a remote job training curriculum, the first of its kind serving New Yorkers with low levels of digital literacy. We provide laptops and/or WiFi hotspots to all clients who lack in-home digital access, and our new innovative pre-training, combined with our best-in-class digital literacy curriculum, ensures that all participants have the skills to participate in remote training and succeed in online job search. Over the past year, we have implemented a hybrid approach to all of our programs, providing opportunities for in-the-field work experience, hands-on hard skills training and certifications, and face-to-face supportive services.