https://www.city-journal.org/html/closing-skills-gap-16083.html
According to the Department of Labor, more than 6.5 million jobs remain unfilled because employers can’t find workers with the necessary skills. Some of this shortfall may reflect the fact that U.S. unemployment rate is historically low, but much of it stems from inadequate worker training. The problem shows up clearly in the widening wage gap for skilled work, which extends beyond the well-documented distinction between the earnings of the college-educated and those with only a high school diploma or less. Across the spectrum of work, the premium for skill continues to grow.
As the baby boomers retire, many skilled workers will leave the productive economy. Just to sustain existing levels of productivity, their replacements will need to rise to their predecessors’ skill level quickly. Global competition will continue to exert pressure, regardless of President Trump’s tariffs. Low wages in emerging economies have drawn manufacturing of simpler, low-value-added products offshore, leaving our high-wage economy with little choice but to turn to more complex, high-value-added products, which demand a better-trained workforce. Rapid technological progress will make its own demands for skilled labor: nearly one in five of today’s jobs did not exist in 1980. More recently, artificial intelligence has threatened to replace less-skilled workers—and even some higher-skilled ones—through automation. American workers will need to upgrade their skills continuously to stay ahead of these economic pressures.
Washington has been slow to respond until now. The Trump White House has supported the expansion of apprenticeship programs and is now pressing legislation to increase access to technical education, most notably through the Perkins Career and Technical Education bill. Executive orders aim to expand training, which the White House refers to as “workforce development.” Adding to such ad hoc efforts, the administration has promised to develop a concerted strategy for “training and retraining” workers for “high-demand industries.”
A recent report by the Council of Economic Advisors lays out the difficulties in meeting the training challenge. Though all interested parties—individuals, employers, government entities, even social-welfare organizations—have strong incentives to train more workers, each group also faces impediments to success. Few individuals can afford to pay the costs or take the necessary time away from work for retraining. Nor is it clear which training or which credential fits the work on offer. Employers, fearful that workers will take their newly acquired skills to competitors, are reluctant to contribute to outside training programs. Government and nonprofits devoted to workforce development are struggling to identify the best ways to get workers trained in a timely fashion.