Tag: talent

How Advancing San Diego funded internships help students and businesses

By Olivia Jones,

Advancing San Diego: Bridging education and industry

EDC’s Advancing San Diego (ASD) internship program, run in partnership with the Border Region Talent Pipeline K-16 Collaborative and Imperial Valley EDC, has transformed how students across San Diego gain early career experience, while helping local businesses address talent needs. In summer 2024, the ASD program placed 358 interns at 104 companies across San Diego and Imperial Counties, creating an invaluable bridge between education and industry in high-growth, high-wage fields like engineering, computing, and business. That’s up from 48 interns placed in summer 2023. This program plays a crucial role in addressing regional talent shortages, helping local companies access vetted, diverse talent and offering students paid, hands-on learning opportunities in high-demand industries.

Summer 2024 by the numbers

*Priority populations include low-income individuals, first-generation college students, current community college students or community college transfers, veterans and active-duty military students, and students with disabilities

Addressing the talent gap with community impact

At the heart of ASD’s mission is a commitment to reaching under-resourced communities, ensuring that students from diverse backgrounds gain valuable career experience while helping local businesses address critical talent needs. Companies apply each year by early spring to host students from Advancing San Diego Verified Programs to be interns. These Verified Programs are selected based on industry-determined criteria, including industry engagement, diversity, equity, and inclusion, as well as curriculum that teaches the most in-demand skills in computing, engineering, and business. This approach ensures that students’ skills align with evolving workforce demands, enhancing the overall impact of the internship experience.

Once companies are selected, students from Verified Programs apply for their top five preferred positions. There are not enough positions for every student, so those who identify with the program’s priority populations get preferred access to available positions, with 73 percent of the interns identifying with one or more of the priority populations this past summer. Importantly, ASD provides financial support through the K-16 Collaborative, covering competitive intern wages and saving local companies more than $2 million in payroll costs, ensuring businesses can prioritize mentorship and on-the-job training over recruitment logistics.

Real-world experience and career advancement

Every year the ASD internship program provides students with valuable work experience directly linked to their academic pursuits, equipping them with practical skills and career confidence. At the same time, EDC’s program enables companies to benefit from student contributions, with a 17 percent conversion rate of interns into full-time employees in 2024. For employers, this means reduced time spent on recruitment and a pipeline of highly motivated, well-prepared candidates who bring immediate value.

“I was drawn to this internship program because of my commitment to social mobility and reducing socioeconomic gaps. Companies have a pivotal role in building a more equitable future, especially by empowering the next generation of talent. My favorite part about working with the Advancing San Diego interns at ChakraTech has been their contagious enthusiasm and unwavering dedication to the work.”

—Ravi Chawla, founder and CEO of ChakraTech; ASD summer intern host

Is your company interested in hosting summer interns in 2025?

LET US KNOW BY FILLING OUT THIS FORM

Learn how employers can bolster the local talent pipeline

Read our op-ed

To learn more and get involved in EDC’s work, contact:

Olivia Jones
Olivia Jones

Coordinator, Talent Initiatives

Host summer interns at no cost

By Olivia Jones,

Funded summer internship program 2025

In conjunction with the Border Region Talent Pipeline K-16 Collaborative, companies in San Diego and Imperial Counties are invited to apply to host funded computing, engineering, and/or business interns for the summer of 2025.

Internship applicants will be sourced through Advancing San Diego’s Verified Programs, ensuring they are learning the industry’s most in-demand skills. Intern host companies will have the chance to interview and select candidates from a pre-screened pool of students. This is a great opportunity for companies to strengthen and diversify talent pipelines and fill shortages for critical jobs. Read how Rady’s Children’s Hospital leveraged an Advancing San Diego paid internship program to help solve their talent shortages. Applications due February 28, 2025.

interest form

2025 TIMELINE

  • December 2, 2024: Intern host application opens
  • January 9, 8:30 a.m.: Intern host info session
  • February 28: Intern host applications due
  • Early April: Intern hosts are selected
  • April 8, 8:30 a.m.: Company onboarding session*
  • April 21—May 9: Companies review and interview student applicants*
  • June: Students begin internships (flexible start date pending K-16 student processing)

*Intern supervisors must be available these dates.

AVAILABLE TALENT
Below are sample positions, considering student ability based on Verified Program criteria. Companies will be asked to alter these job descriptions to fit their unique company needs.

COMPUTING INTERNSHIPS

ENGINEERING INTERNSHIPS

BUSINESS INTERNSHIPS

Questions? Contact EDC:

Olivia Jones
Olivia Jones

Coordinator, Talent Initiatives

Harnessing the power of cross-border manufacturing in San Diego

By Lindsey Silvia ,

This blog post is a part of a larger series in celebration of Manufacturing Month, sharing key trends from our report on San Diego’s Manufacturing sector.

READ THE NEW REPORT

Cross-border manufacturing in San Diego has significant untapped potential. With five ports of entry, the Baja California region is one of the most accessible and lucrative for international expansion. While some companies are just beginning to explore it, many of San Diego’s most successful, innovative brands have already established a manufacturing presence in Tijuana and surrounding cities.

According to Tijuana EDC, Baja California already has 960 manufacturing facilities with plenty of room for growth. The manufacturing industry represents 65 percent of Tijuana’s GDP. Just 30 minutes to the south, manufacturing in Mexico offers cost effective products without compromising quality, backed by a steady supply of highly skilled labor.

Here are three common myths about cross-border manufacturing and how San Diego companies have been able to flourish in the binational region.

    1. The myth: Lack of infrastructure makes it more expensive to manufacture in Mexico than advertised.

      The region has made significant strides with modernizing infrastructure including upgrades to many points of entry. For example, major investments in the Otay Mesa II Port of Entry, funded primarily by the US, are set to reduce traffic congestion by up to 50 percent. This improvement will further enhance the cost efficiency of cross-border trade and manufacturing operations, making it even more attractive for San Diego companies to consider these opportunities.

      Taylor Guitars is a prime example of a San Diego company benefiting from cross-border manufacturing. Its operations in Tecate are thriving due to cultural alignment and strategic advantages. A business leader at Taylor Guitars highlights the key benefits and programs it utilizes, such as the IMMEX program, which allows temporary importation of goods that are transformed or repaired and then exported.

      “Manufacturing in both San Diego and Tecate gives Taylor Guitars a competitive advantage. Our Tecate operation allows us to produce quality guitars at accessible price points, reaching a broader audience, while our San Diego facility focuses on more specialized, premium instruments. Together, they enable us to deliver a diverse range of products without compromising on craftsmanship or innovation.”

      – Ed Granero, VP of Product Development, Taylor Guitars

    1. The myth: Mexico doesn’t offer high-quality manufacturing. 

      Many manufacturers in Tijuana work with leading global companies in high tech industries including Medical Devices, Electronics, Automotive and Aerospace. These companies require high quality and rigorous quality control measures to ensure compliance with international standards. For instance, ResMed operates a manufacturing facility in Tijuana, producing advanced medical devices like CPAP machines with stringent quality assurance protocols. Similarly, other high-tech firms like Qualcomm and Medtronic trust local partners to deliver precision-engineered products that comply with their exacting requirements.

    1. The myth: There isn’t a strong talent pipeline present in Mexico.

      The presence of high-quality manufacturing and modernized infrastructure is complemented by access to a highly capable talent pool, supported by top universities in Tijuana and advanced manufacturing capabilities in the region.

      Tijuana provides a hub for a strong pool of high-skilled workers. Baja California is home to many world class universities, 37 of which are in Tijuana. Among these include top-rated schools University of Tijuana and the Tijuana Institute of Technology, which contribute to more than 3,700 annual degrees in STEM fields. Many graduates choose to remain in the region, where they can live at a lower cost and help drive the local economic growth.

Cross-border manufacturing offers San Diego companies a powerful combination of cost efficiency, advanced capabilities, and access to world class talent. By leveraging the benefits of San Diego’s proximity and relationship with Baja California, manufacturing companies not only reduce their costs but also enhance production capabilities and increase competitiveness. As infrastructure investments continue to improve cross-border logistics, and with the support of programs like IMMEX, the future looks bright for San Diego’s cross-border manufacturing landscape.

Resources to explore cross-border trade opportunities

  • World Trade Center San Diego and its Export Specialty Center works directly with companies—free of charge—to help them expand internationally and grow in San Diego.
  • Tijuana EDC provides specialized business consulting and logistics services for companies that are considering choosing contract manufacturing in Mexico to grow.

This blog post is a part of a larger series in celebration of Manufacturing Month. Click here to look at our previous deep dive on San Diego’s strong manufacturing talent pool. To read our full analytical manufacturing report click here.

Building a bright future: The faces of San Diego Manufacturing

By Lindsey Silvia ,

This blog post is a part of a larger series in celebration of Manufacturing Month, sharing key trends from our report on San Diego’s Manufacturing sector.

READ THE full REPORT

San Diego’s Manufacturing sector is not just a cornerstone of the local economy; it also provides unique and well-paying career opportunities for San Diegans with great prospects for advancement. With an average wage of $103,000 per year, manufacturing jobs in San Diego pay 31 percent more than non-manufacturing jobs in the region on average. The industry supports approximately 100,000 jobs across a diverse array of industries including Craft Brewing, Life Sciences, Aerospace, and Tech as well as emerging fields like Cleantech.

Talent is a key driver for many manufacturers looking to setup or expand in the region. Companies are actively seeking local graduates, offering summer internships, and creating opportunities for individuals from historically underrepresented communities. This proactive approach to talent acquisition ensures that manufacturers in San Diego continue to thrive and innovate—and supports real San Diegans in building meaningful careers.

EDC sat down with a few local manufacturing experts to hear their experiences and insights. The goal is to showcase the diverse range of individuals and companies within the manufacturing sector and highlight the opportunities available to those interested in pursuing a career in this industry.

Employee spotlights: Real stories, real success

ASML: Working at the cutting edge of technology

Austin graduated with a degree in materials physics from UC San Diego in 2021 and holds a master’s in engineering from UC Irvine. After his stint in Orange County, he was determined to build a life in San Diego and returned to the area seeking a career in manufacturing. Although his education opened doors at top companies nationwide, Austin knew San Diego was home and was determined to carve his path here. With experience in research, he pivoted to manufacturing where he could see the direct impact of his work. Now working at local tech giant ASML on the New Product Introduction team, he integrates new products into the manufacturing process and ensures they meet customer expectations. Reflecting on his journey, Austin emphasized the importance of internships for gaining industry exposure and building professional networks. His connection to the San Diego community, formed during his undergraduate studies, has motivated him to pursue a career in the region. Austin is optimistic about the future of the semiconductor industry, noting its growth and increasing demand for chips driven by AI, and computing and electric vehicles.

TriLink BioTechnologies: Cultivating a culture of quality and inclusion

Jennifer is a dedicated member of the TriLink BioTechnologies team, part of the Maravai LifeSciences parent company, which helps other businesses develop and manufacture products vital for understanding genetic processes and developing biotechnological applications like vaccines and gene therapies. A graduate of UC San Diego, Jennifer started her career as a lab assistant in 2001, and over the years has taken on multiple roles leading to her current role as Associate Director for Quality Product Lifestyle, where she is dedicated to enhancing quality control within the company. Jennifer is passionate about mentoring and advancing female leadership in the Life Sciences industry, aiming to elevate women in executive roles. She values San Diego’s collaborative Life Sciences ecosystem, where companies share knowledge to develop life-saving treatments.

Dr. Bronner’s: Growing up in the culture of care

Blanca has navigated an inspiring career since joining Dr. Bronner’s in 2007. Joining the Vista-based company directly out of high school, she found her niche in manufacturing, driven by passion for the products she helps create. Over the years, Blanca has ascended through various roles, culminating in her current position as Director of Production. She cherishes the culture at Dr. Bronner’s, which prioritizes employee care and work-life balance, and she appreciates the company’s approach to challenges like the high cost of living in San Diego. Blanca’s experience as a woman in a traditionally male dominated industry has equipped her with resilience and determination, and inspired her advocacy for other women. Her passion for San Diego’s vibrant, inclusive culture mirrors her dedication to shaping manufacturing in the region.

Finding skilled talent for your manufacturing facilities

San Diego’s manufacturing sector is not only an economic force but it’s also a community of innovators and skilled technicians where professionals like Austin, Jennifer, and Blanca have built rewarding careers with opportunities for advancement. More than offering a job, this industry can provide fulfilment and a well-balanced and thriving lifestyle in the San Diego region.

If you’re a manufacturer looking for skilled talent like those profiled above, leverage these recruiting tools:

  • Develop an apprenticeship program: In partnership with Apprenti, EDC can assist companies with establishing apprenticeship programs in non-traditional fields like advanced manufacturing, information technology, cybersecurity, and more.
  • Connect with Verified Programs: To strengthen your company’s talent pipeline, EDC can connect employers with local post-secondary training programs that have been vetted and recognized for strong efforts to teach relevant curriculum and serve a diverse student body.

What’s next?

This blog post is a part of a larger series in celebration of Manufacturing Month. Click here to look at our previous deep dive on San Diego’s unique manufacturing strengths and opportunities. To read our full analytical manufacturing report click here.

Op-ed: Employers can bolster the local talent pipeline. Here’s how.

By Sidd Vivek, Mark Cafferty, and Dr. Sunita Cooke,

Op-ed originally published by the San Diego Union-Tribune

Authored by Sidd Vivek, President and CEO at Junior Achievement of San Diego and Imperial Counties; Mark Cafferty, President and CEO at San Diego Regional EDC; and Dr. Sunita Cooke, President and Superintendent at MiraCosta College

The success of our regional economy hinges on more than the businesses that power it; it thrives when our community, education systems, and industry come together to create opportunities that benefit all San Diegans. Internships and career-connected learning are key to aligning local students with regional jobs and overcoming the talent shortages threatening our economic competitiveness.

Demand for workers in the innovation economy is set to double over the next few years, making it imperative to connect young people to career pathways and professional networks in San Diego’s leading industries. Talent from historically underserved communities remains heavily underrepresented in the local innovation economy; in fact, Black and Hispanic people comprise 50 percent of the region’s K-12 population but only 24 percent of innovation cluster workers. Supporting these youth in accessing high-growth, sustainable careers is key to addressing San Diego’s socioeconomic disparities and creating a talent surplus.

That’s why, together with key local partners, San Diego Regional EDC is focused on placing students in paid work-based experiences and/or internships across the region. In collaboration with the Border Region Talent Pipeline K-16 Collaborative, Imperial Valley EDC, Junior Achievement of San Diego and Imperial Counties, and the County of San Diego led by Chair Nora Vargas, 443 local youth were placed in paid summer internships and/or work-based learning experiences at more than 125 businesses across San Diego and Imperial Counties including Illumina, Deloitte, Booz Allen Hamilton and Cox Communications and many small businesses. Through local industry partners—and supplemented by philanthropy—students were paid more than $2.7 million in collective wages and employer support services, and many are already being hired on for full-time opportunities. This work goes beyond offering students a paycheck—transforming futures and driving long-term economic growth for San Diego.

When employers invest in career-connected learning experiences, they address both immediate staffing needs and strategically build a future workforce pipeline tailored to their skills demands. According to the National Association of Colleges and Employers, approximately 72 percent of US companies will offer their interns full-time positions, and 80 percent of employers cited their internship programs as the talent acquisition technique with the best return on investment.

It is not just businesses that benefit. Forbes reported that students who completed paid internships receive twice as many job offers and secure a higher first-year salary than students with no internship experience, even when controlling for industry and demographic data.

Work-based learning equips students with industry tools and professional skills while helping them identify career paths aligned with their strengths and build a network of support for the future. Young people’s creativity and diverse perspectives can spark fresh ideas that drive businesses forward. As more students transition from interns to full-time roles, they mentor the next generation, creating a self-sustaining growth cycle that fuels innovation and economic mobility across San Diego and Imperial Counties.

This complex work requires cross-sector collaboration, from K-12 school districts and nonprofits to community colleges, universities, and employers who need the talent to fill critical functions. For our region—we must keep our sights set on fostering innovation, connecting youth to in-demand, sustainable wage career pathways, and building a talent pool that reflects our people.

With students back in school for the fall, we invite our regional businesses to join us in this vital work. From participation in career panels to hosting work-based learning for high school students or post-secondary apprentices and interns, a commitment by San Diego’s companies will be the difference-maker for this region and our youth.

It is only with and through San Diego’s employers that we can meet our Inclusive Growth goals, and ensure our economy remains competitive, innovative, and resilient for years to come. The benefits are clear: stronger businesses empowered students, and a vibrant, accessible economy that works for everyone.

What’s next?

To learn more and get involved in EDC’s work, contact:

Bridgette Coleman
Bridgette Coleman

Manager, Talent Initiatives

Manufacturing in San Diego: More vital than you think

By Lindsey Silvia and Emily Irion,

This blog post is a part of a larger series in celebration of Manufacturing Month, sharing key trends from our report on San Diego’s Manufacturing sector.

READ THE full REPORT

San Diego is known for its sunny coastlines, vibrant tourism, and thriving biotech industry, but its Manufacturing sector is equally as diverse and dynamic. Manufacturing in the region is done using the most cutting-edge technology as well as traditional craftsmanship. This diversity reflects the region’s ability to adapt and evolve while creating a robust economic landscape with opportunities across a variety of industries.

The impact of the Manufacturing sector on San Diego’s economy may go unnoticed, but it’s a crucial contributor to the region, generating more than $47 billion annually when accounting for direct, indirect, and induced effects on the economy.

By the Numbers

 

With significant job concentration in Life Sciences, Technology, and Aerospace and Navigation technologies industries, manufacturing in San Diego is both sophisticated and advanced.

Why San Diego stands out

Three key factors set San Diego apart as a Manufacturing hub: talent, innovation, and proximity to key customers. See how local companies are taking advantage of all three below:

    1. Staying close to key customer base

      Stone Brewing is a unique story and part of a larger narrative of the region’s diverse Manufacturing landscape. A homegrown brewery, Stone Brewing was founded in San Diego County in 1996, playing a key role in establishing the region as a thriving craft beer hub. Its strategic location keeps it close to target customers and suppliers, while the vibrant brewing community attracts top talent. Now the largest craft brewery in California and the ninth-largest overall in the U.S., Stone continues to expand, reinforcing its presence in San Diego. Acquired by Japanese brewery Sapporo in 2022, Stone invested $20 million to expand its Escondido brewery. Now branded Sapporo-Stone Brewing, the brewer makes Sapporo’s beers in addition to its own, doubling output and expanding the Japanese brewery’s reach into the U.S. market. Its San Diego presence remains a strategic asset, benefiting from the region’s collaborative brewing community and loyal customer base.

    1. A hub for cutting-edge ideas

      San Diego consistently ranks in the top three Life Sciences markets in the U.S., often recognized as a hub for research and development (R&D). However, the region’s strength in manufacturing frequently goes overlooked.

      Founded in San Diego in 2017 by former Illumina leadership, Element Biosciences develops genetic analysis tools and human genome sequencing, reflecting the region’s cutting-edge genomics work. One of the key advantages to San Diego is the robust biotech ecosystem, specifically within Genomics, which fosters continuous innovation and cutting-edge ideas, creating an environment where a startup like Element can thrive. Element’s rapid growth in under seven years is partly due to the decision to continue manufacturing key components in San Diego, driven by proximity to critical R&D activities, access to top talent and reliable industry partners, and collaboration with local universities and industry giants. Like many Life Sciences companies in the region, Element stands out as both an R&D innovator and precision manufacturer, solidifying its role in San Diego’s innovation Manufacturing landscape.

    1. Driving San Diego’s next innovation cluster

      When people think of Manufacturing, they often picture large-scale assembly lines. In San Diego, smaller-scale Manufacturing with a greater emphasis on quality and precision is the region’s sweet spot.

      Aptera launched in 2019 out of co-CEO Steve Fambro’s garage. The solar electric vehicle company embodies the region’s burgeoning Cleantech hub, utilizing a micro-factory model. Aptera opts for smaller-scale operations and strategically selects markets close to its customer base. California’s environmental goals made the state an ideal fit for its innovative product. San Diego was also a natural choice for its founders, who had prior experience launching companies in the region.

      Beyond being a key market for customers, San Diego’s innovation ecosystem continues to provide access to top-tier talent for high-tech, cutting-edge roles. It also offers strategic supply chain advantages due to proximity to Los Angeles and, more importantly, to Tijuana, Mexico.

Supporting the ecosystem

Manufacturing in San Diego is a vital sector that supports more than 100,000 jobs, contributes significantly to local GDP, and fosters a thriving environment for innovation and growth. By focusing on nurturing talent, fueling innovation, and leveraging its strategic location, San Diego is well-positioned to sustain and grow its manufacturing expertise.

Local industry resources:

To read our full analytical manufacturing report click here.

San Diego’s demand for talent in business

By Bridgette Coleman,

This summer in partnership with the Border Region Talent Pipeline K-16 Collaborative, EDC’s Advancing San Diego program convened six leading San Diego employers that collectively employ more than 24,000 San Diegans to participate in an Employer Working Group (EWG) and provide a real-time picture of the region’s talent demand for entry-level business roles. Additionally, 120 businesses were surveyed to gain a regional snapshot of talent demand, find gaps in business related training, and identify in-demand entry-level positions for individuals training to enter the workforce. Leveraging strategies from the U.S. Chamber of Commerce Foundation’s Talent Pipeline Management® framework, Advancing San Diego is excited to share the 2024 Business Talent Demand Report to serve as a snapshot of local demand for entry-level business professionals.

Business Talent Demand Report

This report serves as a tool for education partners to understand what skills and competencies students need for entry-level business positions in San Diego County. Based on employer feedback, the report focuses on in-demand external facing roles (Customer Service Representative and Advertising, Sales, and Marketing) and internal facing roles (Purchasing and Buying and Project Managers), and highlights the demand for Accounting, Auditing, and Bookkeeping positions which were identified as high priority by EWG participants.

Key findings

  • Twenty percent of businesses reported a high turnover in four out of eight listed in-demand occupations.
  • Lack of sufficient training or education was cited as the primary reason for hiring difficulties for entry-level business positions.
  • For non-entry level positions, lack of sufficient industry or work experience and inadequate training or education were the primary hiring challenges.
  • Employers predicted the highest job growth for purchasing and buying roles over the next 24 months, noting that 30 percent of these positions take more than six months to fill.
  • The most challenging positions to fill included supply chain and logistics positions, finance, and project manager roles, all of which reported high turnover rates.
  • Hispanic and Latino, as well as Black and African American individuals are underrepresented in entry-level business positions, indicating a need for investment in equitable access to strengthen the regional workforce.

Occupation demand

San Diego’s economy is powered by its diverse industries, from defense and technology to life sciences and manufacturing, supported by more than 71,000 business jobs. However, many employers struggle to find candidates with the necessary skills for entry-level roles, particularly as technical skills become increasingly crucial. With nearly 5,400 businesses competing for talent, the shortage of qualified candidates makes it challenging to fill positions.

Sixty-three percent of surveyed businesses noted that available talent does not have the relevant training or education, highlighting the need for better access to post-secondary education, work-based learning, and internships to strengthen talent pipelines and prepare students for success.

What’s next?

  • Save the date: Join EDC on November 13 at UC San Diego Park & Market for Advancing San Diego’s Verified Program event. More details to come.
  • Apply to be a Verified Program! Learn more about the process and benefits here. Verified Program applications close September 27.
  • Read other industries’ Talent Demand Reports here.

To learn more and get involved in EDC’s work, contact:

Bridgette Coleman
Bridgette Coleman

Manager, Talent Initiatives

Best practices for AI in higher education

By Olivia Jones,

takeaways from Advancing San Diego’s AI Best Practices event

In a regional economy where one in four local firms utilizes Artificial Intelligence (AI), it is essential that San Diego students be prepared with the skills necessary to maximize the use of AI. To address this need, Deloitte and San Diego Regional EDC convened nearly 50 faculty and administrators from Advancing San Diego’s Verified Programs to collaborate and workshop the future of AI implementation in higher education.

Six THINGS WE LEARNED:

  1. Personalize learning and content

    AI can revolutionize personalized learning by analyzing student performance data to identify areas where students need more support and adjust curriculum accordingly. Additionally, AI enables educators to quickly adjust to student needs by creating lecture materials, interactive learning modules, and more. This dual capability expands educators’ ability to create tailored content and saves time on resource creation, enhancing both the learning experience and instructional quality.

  1. Streamline administrative tasks

    AI tools can manage routine administrative tasks such as scheduling, grading, and responding to common student questions. This can reduce the administrative burden on educators, allowing them to concentrate more on teaching and mentoring, thereby improving overall efficiency.

  1. AI literacy and prompt engineering

    Understanding prompt engineering, the skill of constructing the right questions, can significantly enhance the utility of AI in educational settings. The way questions are framed can drastically impact AI responses and, if done properly, reduce the risk of “hallucinations,” AI-generated information that may be incorrect or outdated. This literacy ensures that these tools are used to their full potential, providing accurate and relevant information that supports learning objectives. It also effectively prepares students for jobs in San Diego’s innovation economy, which is already adopting AI at staggering rates .

  1. Emphasize higher-order thinking

    The integration of AI in education is shifting instructive approaches, emphasizing higher-order thinking skills outlined in Bloom’s Taxonomy. With AI handling lower-order tasks such as remembering and understanding information, educators can focus on fostering analysis, evaluation, and creation in students. This shift encourages deeper learning and critical thinking, preparing students for complex real-world challenges.

  1. Establish effective governance frameworks

    Integrating AI into education will require strong governance frameworks to address ethical concerns like bias and privacy, clear policies and guidelines for its use in assignments and assessments, and a regular process for evaluating and updating these frameworks to keep pace with the evolving AI landscape.

  1. Mitigate bias and protect privacy

    Addressing bias in AI training data is important for fair educational outcomes. Ensuring AI models are trained on diverse, representative datasets can improve accuracy and inclusiveness. Privacy concerns are also paramount; public AI tools can inadvertently use any input data for retraining, risking exposure of sensitive information. Enterprise-specific models, which do not learn off of private data, might offer a more secure solution for educational institutions.

To learn more and get involved in EDC’s work, contact:

Olivia Jones
Olivia Jones

Coordinator, Talent Initiatives

aPPLY TO BE A VERIFIED PROGRAM

sEE edc’S AI series

San Diego’s role in the Navy’s fleet sustainment mission

By San Diego Regional EDC,

This is a developing story; last update was made May 2024.

In April 2023, San Diego Regional EDC and its partners hosted the Shipbuilding Regional Industrialization Pilot (SHIP) Regional Visioning event at UC San Diego Park & Market.

The day-long workshop was the first part of a multi-state effort to understand unique regional challenges facing the nation’s defense industrial base. Critical partners in the effort included a Navy Program Executive Office (PEO SSBN), California Manufacturing Technology Consultants (CMTC), Port of San Diego Ship Repair Association (SDSRA), the Office of Congressman Scott Peters (CA-50) and more. The day’s speakers included Congressman Scott Peters, Scott Frost at Industrial Base Analysis and Sustainment (IBAS); Jess Key, Manager of Supplier and Workforce Development at Electric Boat; Gordon Rutherford, President of SDSRA; Kyle Turner, Program Manager at PEO SSBN; and a panel discussion with members of industry.

The SHIP Regional Visioning event gathered diverse industry, education, policy makers, and civic leaders’ perspectives on critical priorities for the shipbuilding industrial base, including:

  1. Industrial base workforce
  2. Technology and innovation
  3. Strategic outsourcing
  4. Data analytics and proactive risk management
  5. Material readiness and sustainment
  6. Supply chain infrastructure and engagement

ABOUT THE SHIP PROGRAM

In collaboration with the Navy, the U.S. Department of Defense’s (DOD) IBAS program office launched the SHIP program to help regions address supply chain and workforce gaps across the defense shipbuilding industry. IBAS selected the Texas A&M Engineering Experiment Station’s SecureAmerica Institute to deliver data-driven and relationship-based roadmaps to scale and deploy regional workforce and technology adoption solutions that simultaneously support the near-term and future needs of the shipbuilding industrial base.

In addition to San Diego, these efforts are also taking place in the New England and Great Lakes regions. In each region, the Regional Visioning workshop is followed by series of deep dives into topics that arose during the workshop, as well as a Threatcasting activity.

The SecureAmerica Institute then delivers key event takeaways, as well as investment and solution recommendations, to the IBAS team.

TALENT FLOW ANALYSIS FINDINGS

IBAS, SecureAmerica Institute, and other implementation partners rely on regional champions and local experts to help guide their understanding of each region. At the SHIP Regional Visioning event, San Diego Regional EDC presented preliminary findings from its ongoing Talent Flow Analysis project in collaboration with San Diego’s major defense industrial base employers over six months.

What we learned: Poor communication between regional industry leaders and education partners drives a mismatch of talent supply and demand, exacerbated by a lack of shared strategy around industry recruitment efforts.

Additionally:

  • Long-term, there is shrinking interest in the skilled trades. Improved demand signaling, as well as employer engagement in career exploration at the K-12 level could open doors for more young people to be trained in the skilled trades.
  • DOD contracting methods and San Diego’s high cost of living continue to put pressure on the existing talent pipeline. This incentivizes talent to transition to different skilled trades-reliant industries or move outside the region altogether.

read the full report

SHIP REGIONAL VISIONING TAKEAWAYS

During the event, breakout groups with equal representation from each group of participants (industry, education, policymakers, and civic leaders) covered the critical topics listed above in three separate phases:

  1. Obstacles: What are the consistent themes that are driving the challenges in the area? Groups saw consistent obstacles with awareness and perception, cost of living and compensation, skilled manufacturing workers, contracting and supplier support, and inconsistent demand signaling.
  1. Enablers: What entities exist that play a critical role in addressing the identified obstacles? Groups identified education and training programs, marketing and communication initiatives, technology incubators, and government and policy support as enablers.
  1. Resourcing: What resources could be adapted, scaled, or started to tackle the identified challenges? Conversations centered around workforce education, training, and recruiting program areas. Some also highlighted supply chain, policy and economic, and infrastructure program areas.

Taking Action

By the summer of 2023, the SHIP team assembled a roadmap and presented investment recommendations based on the data collected. EDC convened key partners including San Diego Workforce Partnership (SDWP), San Diego/Imperial Counties Community College Consortium, San Diego/Imperial Center of Excellence for Labor Market Research (COE), East County Economic Development Council, and California Manufacturing Technology Consulting (CMTC) to submit five white papers indicating how funds could be deployed in the region to achieve the investment recommendations made by the SHIP team. The collaborative anticipates we will receive information about regional investments into new and existing programming by the end of Summer 2024.

In the meantime, EDC, through support from BlueForge Alliance, is conducting an employer working group that builds on the original Talent Flow Analysis project. This group will produce workforce demand data looking into 2025 and help local partners understand what interventions will be most useful in strengthening the talent pipeline of skilled tradespeople into defense industrial base companies. The results of the working group will be available in June 2024, in conjunction with the release of funding.

Interested in getting involved? Please reach out to Director of Talent Initiatives Taylor Dunne for more information.

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Taylor Dunne
Taylor Dunne

Director, Talent Initiatives

 

EDC, SBDC research show talent acquisition is greatest challenge to small businesses

By Sang Nguyen,

Small businesses are one of the cornerstones of San Diego’s regional economy. More than 61 percent of all jobs in the region are within a business that employs less than 100 employees, which is nearly double the national average.

However, small businesses are also the most prone to economic downturns relative to their larger peers. The pandemic caused approximately half of all small businesses to face extended closures locally, with many shutting down permanently. On top of that, a job at a small business will pay 34 percent lower wages, on average, than a job at a larger business.

To better understand where small businesses currently stand and their evolving needs in this ever-changing business climate, EDC, San Diego & Imperial Valley Small Business Development Center (SBDC), and BW Research conducted a survey of small businesses across San Diego and Imperial Counties. This survey was done in partnership with SBDC to inform its network of advisors to best provide support and programming. Here’s what we learned:

expansion of workforce

Job growth for small businesses has been flat for the past two years. Nearly half of small businesses surveyed indicated no change in employment and an additional 19 percent reported a decrease in employment. This trend is applicable to small businesses in most industries. Businesses in food service, tourism, and hospitality industries experienced less of a decline in employment since the end of 2021. This could be due to pandemic-induced tourism slowdowns when travel was limited. On the other hand, firms in the construction and design industries reported an expansion in employment 12 percentage points above the average, reflecting the region’s investment in infrastructure and development.

However, when asking small businesses about their near-term outlook, nearly one out of three expect to increase hiring over the next 12 months. Firms in the high-paying innovation economy (life sciences, emerging technologies, information, and communication technologies industries) stood ahead of the pack, with 43 percent expecting to add to their workforce. Additionally, 48 percent of small businesses that have a customer base that expanded outside the region had a positive outlook, compared to only 23 percent of firms that serve customers primarily in the region.

Hiring is the greatest challenge

The most significant challenge that small businesses face is recruiting and hiring qualified staff. More than half (55 percent) of small businesses reported some level of difficulty in talent acquisition. Mid-sized (10 to 24 employees) and larger small businesses (25 to 100 employees), as well as firms with more years of experience under their belt, struggle more with finding talent relative to micro businesses (two to nine employees) and younger firms. As a firm grows over time, expansion in its workforce is necessary, but finding the right people to fill roles is hindering most small businesses. This becomes more of a problem when considering that larger businesses are competing for the same talent. Read more about San Diego’s talent outlook on our talent dashboard.

Other significant challenges for small businesses include navigating rules and regulations (44 percent), retaining qualified staff (43 percent), finding affordable commercial or working space (43 percent), and securing necessary funding (43 percent). Younger small businesses are more likely to have difficulties with issues in the early stages of a business like finding an affordable working space or securing necessary funding. More experienced firms are more likely to have difficulties attracting and retaining talent as they look to expand.

Relocation risk

Of small businesses surveyed, seven percent revealed they are planning or exploring a move out of the region. Additionally, 20 percent indicated that although they plan to stay in the region for now, they have considered a move out of the region at some point in the future. When looking at retention by industry, the distribution and logistics industry has the highest proportion of firms planning to leave the region. Furthermore, 35 percent of responding firms in the high-paying, fast-growing innovation economy industries have considered leaving the region—the highest among all industry groups.

Those small businesses that have considered or are planning to leave the region have more difficulty with facets of doing business. Three in five small businesses that are planning to move out of the county report difficulty in navigating these rules and regulations. More specifically, labor regulations, permitting, and taxes are the most common issues that firms run into. Finding an affordable working space and securing funding are also challenges more commonly found in firms that are likely to leave.

Small businesses that rated local programs and resources as a weakness are more likely to leave the region than those that rated it as a strength. Connecting these small businesses to the right resources can help alleviate the challenges they are facing. Greater and more targeted awareness of what is currently available to help small businesses, like EDC business services and SBDC services, could help.

Tap into local resources

If you are a small business in need of assistance, connect with SBDC and its network of advisors, and access on-demand training and live workshops. For additional resources to help your business grow see EDC’s Doing Business Here page. Additionally, learn more about EDC’s Anchor Institution Collaborative, which aims to increase small business resilience by connecting them to large buyers in the region.

SEE THE ADDITIONAL FINDINGS FROM THE SURVEY HERE