The Minnesota Department of Labor and Industry has honored the painting and wallcovering apprenticeship training programs in St. Paul and Minneapolis for their success in recruiting female and minority apprentices.
The state sets goals for attracting members from traditionally "underrepresented" groups, said Robert Veilleux, coordinator for the Minnesota Painting and Decorating Apprenticeship and the Twin Cities Training Committee. 'In both areas, we exceeded their goals,' Veilleux said. 'The recognition is satisfying. It lets us know we're doing our job.'
In the program's most recent class, 7 of the 32 graduates - 22 percent - were female. It's not a one-time anomaly, either - in the next class, Veilleux expects, 9 of the 39 graduates will be female, or 23 percent.
Veilleux says one reason the program succeeds is employers who are willing to hire workers who aren't white or male. 'Women have proven beyond any doubt that they're capable of doing the job,' he said, 'and employers are opening the doors.'
Hard work pays off
Recruits not only need a job with a signatory contractor, he points out; they also must be willing to continue their education. Training takes place at St. Paul Technical College.
To help out, the program gives apprentices no-nonsense guidance. 'We're telling them the unvarnished truth,' Veilleux said. 'We let them know it's tough out there. They have to sell themselves to the employer.
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'But if you can be at the job on time, work hard and make a commitment to the program, the program will make a commitment to you. And you'll be able to make a great living.'
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Apprentices start at 60 percent of journey wages - about $15 an hour plus benefits, Veilleux said. 'There's not a lot of places where you get that kind of wage starting out - but you've got to work hard.' He said about 120-150 recruits are hired each year, but that only about 50 percent stick it out through the first year of the three-year program - an attrition rate that he says is typical in apprenticeships.
Knocking on - and opening - doors
Veilleux and director Jerry Briggs also work hard - making the rounds to as many as 90 organizations involved in creating employment opportunities for women and minority populations.
'Like all marketing, we go out and keep sending the message,' Veilleux said, 'let them know that the door is open.'
There are certain obstacles the program cannot overcome, such as the need for recruits to have reliable transportation of their own. 'A car is pretty much a necessity. One day you're here, the next your somewhere across the Twin Cities. It's too difficult to rely on public transportation.'
But the program can address other obstacles head on - such as rude treatment recruits might face on the job.
'We discuss a lot of social issues, discuss it forward and backward how we treat others with respect. There's zero tolerance,' Veilleux said.
'In the program, we have their attention for three years. We have a written policy in place and make it clear that behavior that's OK with the boys isn't OK.
'We're definitely seeing a change in our workforce. There are still some dinosaurs out there, but it's a dying issue.'
From the Jan. 16, 2002, issue of The Union Advocate newspaper. Used by permission. The Union Advocate is the official publication of the St. Paul Trades and Labor Assembly. E-mail The Advocate at: <a href="mailto:mailto:advocate@mtn.org">mailto:advocate@mtn.org
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The Minnesota Department of Labor and Industry has honored the painting and wallcovering apprenticeship training programs in St. Paul and Minneapolis for their success in recruiting female and minority apprentices.
The state sets goals for attracting members from traditionally “underrepresented” groups, said Robert Veilleux, coordinator for the Minnesota Painting and Decorating Apprenticeship and the Twin Cities Training Committee. ‘In both areas, we exceeded their goals,’ Veilleux said. ‘The recognition is satisfying. It lets us know we’re doing our job.’
In the program’s most recent class, 7 of the 32 graduates – 22 percent – were female. It’s not a one-time anomaly, either – in the next class, Veilleux expects, 9 of the 39 graduates will be female, or 23 percent.
Veilleux says one reason the program succeeds is employers who are willing to hire workers who aren’t white or male. ‘Women have proven beyond any doubt that they’re capable of doing the job,’ he said, ‘and employers are opening the doors.’
Hard work pays off
Recruits not only need a job with a signatory contractor, he points out; they also must be willing to continue their education. Training takes place at St. Paul Technical College.
To help out, the program gives apprentices no-nonsense guidance. ‘We’re telling them the unvarnished truth,’ Veilleux said. ‘We let them know it’s tough out there. They have to sell themselves to the employer.
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‘But if you can be at the job on time, work hard and make a commitment to the program, the program will make a commitment to you. And you’ll be able to make a great living.’
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Apprentices start at 60 percent of journey wages – about $15 an hour plus benefits, Veilleux said. ‘There’s not a lot of places where you get that kind of wage starting out – but you’ve got to work hard.’ He said about 120-150 recruits are hired each year, but that only about 50 percent stick it out through the first year of the three-year program – an attrition rate that he says is typical in apprenticeships.
Knocking on – and opening – doors
Veilleux and director Jerry Briggs also work hard – making the rounds to as many as 90 organizations involved in creating employment opportunities for women and minority populations.
‘Like all marketing, we go out and keep sending the message,’ Veilleux said, ‘let them know that the door is open.’
There are certain obstacles the program cannot overcome, such as the need for recruits to have reliable transportation of their own. ‘A car is pretty much a necessity. One day you’re here, the next your somewhere across the Twin Cities. It’s too difficult to rely on public transportation.’
But the program can address other obstacles head on – such as rude treatment recruits might face on the job.
‘We discuss a lot of social issues, discuss it forward and backward how we treat others with respect. There’s zero tolerance,’ Veilleux said.
‘In the program, we have their attention for three years. We have a written policy in place and make it clear that behavior that’s OK with the boys isn’t OK.
‘We’re definitely seeing a change in our workforce. There are still some dinosaurs out there, but it’s a dying issue.’
From the Jan. 16, 2002, issue of The Union Advocate newspaper. Used by permission. The Union Advocate is the official publication of the St. Paul Trades and Labor Assembly. E-mail The Advocate at: <a href="mailto:mailto:advocate@mtn.org“>mailto:advocate@mtn.org