Background
Since 2021, Sustainable Pittsburgh has convened cross-sector stakeholders involved in the region’s clean energy workforce development ecosystem. Dubbed the Clean Energy Workforce Roundtable, the convenings enable networked support that aligns with regional needs and foster collective action to help communities prepare for the anticipated increase in demand for clean energy workers and investments. The steadfast goal of the Roundtable has been to promote connectivity of the regional clean energy workforce ecosystem, thus enabling information-sharing about current initiatives taking place in the region’s clean energy industry, identification of needs, and promotion of collaborative next steps for priority issues in clean energy workforce development in southwestern Pennsylvania. The following is a brief recap of the most recent Roundtable convening, which took place on February 27, 2025 at CoLab 18. The event featured:
- PIT2Work – A workforce development model expanding into clean energy.
- Clean Energy Career Map – Updates from Julius Education on mapping career pathways.
- Committee Breakouts – Focused discussions on removing systemic barriers to workforce participation.
Opening Remarks
John Ukenye, Senior Director of Policy and Strategic Initiatives at Sustainable Pittsburgh, opened the roundtable by welcoming participants and emphasizing the importance of collaboration in strengthening workforce pathways. He introduced Bhavini Patel, Sustainable Pittsburgh’s new Executive Director, who addressed the group briefly before the discussion began.
In addition to outlining key discussions and expectations for the day, Ukenye revisited findings from Clean Energy Workforce: Needs and Opportunities for SWPA report, published in October. A reminder that key materials and updates related to clean energy workforce development are available via the Roundtable Resources folder.
PIT2Work & Workforce Expansion
The first presentation explored PIT2Work, a workforce initiative launched by the Allegheny County Airport Authority in partnership with Partner4Work and Pittsburgh Gateways Corporation. Alicia Booker, Director of Workforce Development at the Airport Authority, and Maurice Walker, Industry Liaison for Construction at Partner4Work, detailed how the PIT2Work model was originally developed to create a construction talent pipeline for the Pittsburgh International Airport terminal project, but has since grown into a broader workforce development initiative.
Key Takeaways
- Industry-Driven Design: PIT2Work connects job seekers directly to employers through short-term pre-apprenticeship training, mentorship, and employer engagement.
- Employer & Workforce Board Collaboration: The Airport Authority, as an employer, relies on workforce boards and training providers to build talent pipelines.
- Local Hiring Focus: The goal is to ensure local talent is prioritized, pulling in training providers and wraparound support services.
- Advice: Create your own talent pipeline; grow talent using this model.
PIT2Work Model Components
- Five-week training program with a Career Connections Day in Week 4, giving trainees the opportunity to meet directly with employers and union partners before graduation.
- Six cohorts so far, with continued employment success for past participants.
- Mentorship program, pairing younger trainees with experienced professionals to foster accountability.
- Wraparound services including:
- Stipends to offset income loss.
- On-site childcare and meal provisions for all trainees.
- Free parking and transportation assistance.
PIT2Work is Expanding
- PIT2Aviation:
- Create entry-level pathways into airport operations, clean energy infrastructure, and sustainable aviation fuel production.
- Integrate apprenticeships through the State-Registered Apprenticeship Program (approved in October 2024), helping participants transition into full-time aviation and building trades jobs.
- PIT2Sustainability
- Strengthen the talent pipeline for sustainability careers.
- Expand access to 320+ occupations with entry-level pathways in high-demand fields.
- Support growth and innovation at the airport and regionally.
- Raise awareness of job opportunities across multiple skill levels.
- Build a sustainable workforce for today and the future.
- Focus on renewable energy, green infrastructure, and sustainable aviation fuel jobs.
PIT2Work is gaining national recognition, with multiple cities looking to replicate its success. They are working to expand partnerships and integrate the PIT2Work model into broader clean energy workforce initiatives.
Lunch & Clean Jobs PA 2024 Report
During lunch, Jeff Benzak, E2’s Northeast representative, provided an overview of the Clean Jobs Pennsylvania 2024 report, highlighting the continued expansion of the state’s clean energy workforce:
- Strong Job Growth: In 2023, Pennsylvania’s clean energy sector grew by nearly 4,500 jobs, a 4.6% increase, outpacing the state’s overall employment growth. The total number of clean energy jobs now exceeds 100,000, almost equal to the capacity of Acrisure Stadium and PNC Park. This ranks Pennsylvania among the top 10 states for clean energy employment.
- Highlights
- Energy Efficiency remains the largest sector, employing nearly 73,000 workers and growing at a steady pace. Three out of four clean energy jobs are in energy efficiency, which is in line with other states.
- Renewable Energy jobs, particularly in solar and wind, saw a 5% increase, with more than 12,000 workers in this sector.
- Clean Vehicles is the fastest-growing area, expanding by over 6%, significantly outpacing job growth in traditional gas and diesel vehicles.
- Grid Modernization & Clean Fuels also experienced steady growth, reinforcing the state’s shift toward clean energy infrastructure.
- Regional Impact: Several Pennsylvania counties rank among the nation’s leaders in clean energy employment. Allegheny County is at the top with more than 13,000 jobs. Montgomery, Philadelphia, and Lehigh Counties also rank high.
Career Map Updates from Julius Education
Vice Presidents Shakir Cannon-Moye and Greg Blair of Julius Education provided updates on the development of two Clean Energy Career Maps, one focused on clean energy careers in Advanced Manufacturing, and the other on Construction and the Electrical Sector. To build the maps, the tech firm utilizes AI and machine learning to develop real-time labor market data, offering an in-depth understanding of business and industry needs, as well as high-demand occupations and required skills. The maps feature roles in the greater Pittsburgh region, covering entry, mid, and senior level positions. The maps’ target audiences include adults from underrepresented and historically disinvested communities who might need support services (e.g., transportation, childcare) and adults in the fossil fuel industry interested in transitioning to the clean energy sector.
A live demonstration of the career map highlighted its ability to identify high-demand clean energy jobs, assist job seekers in assessing transferable skills and training needs, and serve as a valuable resource for jobseekers, workforce boards and training providers. Attendees were encouraged to provide final input and help ensure the tool is widely shared within their networks.
Breakout Sessions: Addressing Workforce Challenges
Workforce Vitality Committee
In the Workforce Vitality Committee breakout session, John Ukenye and Coleman Rogers, a RAMP Fellow with the U.S. Department of Energy, led a discussion on the key challenges impacting workforce participation in Pennsylvania’s clean energy sector. The conversation centered around five major barriers to employment, identified as: access, financial constraints, training alignment, implementation challenges, and data usage gaps.
Transportation access emerged as a major concern, particularly for job seekers in rural areas or those working outside traditional transit hours. Many workforce programs assume that participants have reliable transportation, yet limited bus routes, high commuting costs, and a lack of first-mile/last-mile connections often prevent workers from reaching job sites or training centers. Participants discussed ways to improve access by leveraging existing programs such as the Allegheny Go initiative, which helps connect workers to job opportunities in suburban and rural areas. The recently launched PRTner Pass program, which allows employers, schools, and landlords to purchase bulk-discounted transit passes, was highlighted as a potential tool to ease commuting costs for workers.
Another major topic was childcare access, with participants emphasizing the need to advocate for the governor’s proposed $55 million line-item within the 2025-2026 budget to give childcare workers in Pennsylvania at least $1,000 in recruitment or retention bonuses. Participants noted that childcare challenges affect not just individual job seekers but entire workforce systems, as employers struggle to retain workers who face childcare-related employment barriers.
Employer hiring practices were also discussed, with concerns raised about high turnover rates and the tendency for employers to focus on short-term hiring rather than long-term workforce investment. Participants suggested that workforce training programs should be structured to allow for greater flexibility, ensuring that workers are not limited to narrowly defined career paths and have the ability to transition between related industries as needed.
If individuals are interested in being part of this committee, please contact John Ukenye.
Career Map Feedback Committee
The Career Map Feedback breakout session, facilitated by Julius’ Shakir Cannon-Moye, served as an opportunity for Roundtable participants to review the maps and identify roles that may be missing, could be removed, or other adjustments. Discussion took place around whether to include back-office positions, such as bookkeepers and virtual assistants. For example, the group considered including grant administrators or grant writers, possibly as an entry level position.
The group also discussed how best to represent union and non-union roles on the map. Providing context in the role descriptions will help jobseekers understand the positions and the training required.
This breakout session culminated a months-long effort of collecting feedback from employers, training providers, and other stakeholders to build clear pathways for jobseekers in the clean energy space. The maps are expected to be completed this spring, with a public rollout to follow.
Next Steps and Ongoing Engagement
As the event concluded, attendees were encouraged to continue engaging in Workforce Vitality and Career Mapping Committees and to participate in upcoming Clean Energy Workforce Roundtable meetings, scheduled for:
- May 21, 2025
- August 28, 2025
- November 6, 2025
Sustainable Pittsburgh will continue working with partners to enhance workforce training programs, address barriers to employment, and expand clean energy job opportunities. The feedback gathered from this session will help inform ongoing efforts to refine career mapping tools, strengthen employer engagement in workforce initiatives, and secure sustainable funding for clean energy workforce development.
For more information or to get involved, contact:
John Ukenye – jukenye@sustainablepittsburgh.org
Coleman Rogers – coleman.rogers@hq.doe.gov