Expanding Minnesota’s
Talent Pipeline

What We Found

The M-SPIRE Program Crosswalk and Gap analysis research suggests that addressing Minnesota’s projected advanced manufacturing workforce needs will require both increasing the number of people completing programs aligned with high-demand occupations and broadening participation in those programs. Demographic patterns in Minnesota’s postsecondary awards reveal opportunities to engage groups that are currently underrepresented in several important career pathways.

Women were underrepresented in many engineering and technical programs. Women earned only 15% of awards related to Mechanical Engineering and Electrical Engineering. Among programs connected to occupations requiring an associate degree, women earned just 1% of Machinist awards, 4% of Electrician awards, 5% of Maintenance and Repair Worker awards, and 10% of awards related to Electrical and Electronic Engineering Technologists and Technicians. Representation also varied by race and ethnicity: programs related to bachelor’s-level engineering careers had relatively few Black graduates, while degrees related to Computer User Support had much more diverse participation.

The research also shows that advanced manufacturing offers multiple entry points. Employers advertised jobs across all education levels, including high-demand roles accessible to people with a high school diploma, GED, or associate degree—not only four-year engineering careers. Together, these findings point to an opportunity for employers, educators, and workforce organizations to expand outreach, access, and belonging for underrepresented groups while communicating the full range of occupations and educational pathways available in advanced manufacturing.

Why It Matters

Minnesota's workforce challenges cannot be solved simply by competing for the same limited pool of workers. Long-term success will depend on expanding the pipeline itself.

That means helping students, parents, educators, career counselors, career changers, and underrepresented populations better understand the breadth of opportunities available across advanced manufacturing. It also means ensuring those opportunities are accessible through a variety of educational and career pathways and that underrepresented candidates feel a sense of belonging when they get to their desired career.

By broadening participation, Minnesota can strengthen both its workforce and its long-term economic competitiveness.

Questions Leaders Should Consider

  • Which populations remain underrepresented in Minnesota's advanced manufacturing workforce?

  • Are students and career seekers aware of the wide range of manufacturing careers available beyond traditional perceptions of the industry?

  • How can employers, educators, and workforce organizations work together to broaden awareness, access, and belonging?

  • What partnerships could help connect more Minnesotans with rewarding careers in advanced manufacturing?