【兰德】2024美国俄亥俄州计算机科学与信息技术人才队伍发展报告_117页_812kb

Summary of "Growing the Computer Science and Information Technology Workforces in Ohio"

Core Content

This report examines the challenges and opportunities in growing and diversifying the computer science (CS) and information technology (IT) workforces in Ohio. It highlights the need for systemic improvements in education pathways, workforce development, and employer engagement to meet the increasing demand for these high-growth, high-wage occupations. The study uses mixed-methods research, combining survey data, administrative records, and focus group insights to evaluate the current state of CS and IT education and employment in Ohio.

Key Findings

• Low Representation: Only 3.5% of prime-age Ohioans (25–54 years) worked in CS and IT occupations in the five-year period ending in 2021, lower than the national average of around 4%.
• Gender and Racial Disparities:
  • Female students are 35–83% less likely than male students to complete early CS/IT courses and programs.
  • Black and Hispanic students who start at two-year institutions are 40–55% less likely to complete early coursework, 13–16% less likely to enroll in a program, and 18–58% less likely to complete a CS or IT credential, especially a CS bachelor’s degree.
  • These disparities persist even after accounting for academic achievement.
• Age Gap:
  • Older students (aged 25 and above) are less likely than younger students to complete CS/IT bachelor’s degrees, despite similar early engagement in coursework and programs.
• Wage Disparities:
  • Median annual CS wages in Ohio are over $9,000 lower than national wages.
  • IT wages in Ohio are nearly $2,800 higher than national wages, after adjusting for cost of living.
  • Wage returns for CS and IT credentials are generally low for short-term certificates but increase with longer-term credentials, especially bachelor’s degrees.
  • Female, Black, Hispanic, and older students receive lower wages for CS and IT bachelor’s degrees compared to their counterparts.
• Employer Connections:
  • Students emphasized the importance of personal and professional connections in entering and completing CS/IT education and finding employment.
  • Superficial institutional-employer relationships and limited peer and faculty engagement hinder learning and career prospects.

Main Recommendations

1. Develop Comprehensive Institutional Supports:

   • Higher education institutions should continue to develop as holistic providers of education and services, integrating funding from state and federal sources to support diverse student populations.

2. Create More-Diverse Learning Environments:

   • Ohio should consider programming that includes instructors, mentors, and peer groups from underrepresented groups to enhance inclusivity and support for all students.

3. Integrate CS/IT into Other Programs:

   • Embedding CS and IT learning into non-CS/IT programs and creating pathways from IT to CS can help increase enrollment and completion rates, particularly for women and students of color.

4. Implement Quality Assurance Measures:

   • Given the rapid evolution of CS and IT, Ohio must establish strong guidelines to ensure the quality of education, especially in online and bootcamp settings, which have been found to be less effective in some cases.

5. Enhance Work-Based Learning Opportunities:

   • Work-based learning, such as earn-and-learn programs, is critical for providing real-world experience and employer connections. These programs should be expanded and standardized across the state.

6. Apply Design Thinking in Talent Pipeline Management:

   • The report recommends using the "Stronger by Design" toolkit to approach talent pipeline management as a design challenge, enabling stakeholders to better align education and employment outcomes.

Key Information

• Data Sources: The study uses data from the American Community Survey (ACS), Ohio Longitudinal Data Archive (OLDA), and focus groups.
• Scope: The report focuses on Ohio but provides insights applicable to other states seeking to grow their CS and IT workforces.
• Talent Pipeline Tool: The "Stronger by Design" toolkit is introduced as a resource to improve the alignment of education and workforce needs.
• Focus on Diversification: The report emphasizes the need to address disparities in representation and outcomes among female, Black, and Hispanic students, as well as older students, in CS and IT education and employment.

Conclusion

Ohio's CS and IT workforces are smaller and less diverse than the national average, despite the field's high growth and wage potential. The report identifies systemic barriers in education access, institutional support, and employer engagement that contribute to these disparities. By implementing the six recommendations, Ohio can work toward a more inclusive and robust CS and IT workforce, enhancing economic and social outcomes for its residents.