By Kevin Stotts, President, TalentFirst
Across Michigan and the nation, young men are experiencing declining outcomes in education and workforce participation. They graduate high school at lower rates, enroll in postsecondary education less often, and are more likely to find themselves underemployed. These trends matter for Michigan’s economy, especially as employers continue to face talent shortages in nearly every sector.
At TalentFirst, we are committed to understanding the root causes of these challenges and mobilizing business, education, and community partners to respond. Research shows there is no single explanation for young men’s declining engagement—rather, it’s the result of intertwined academic, social, economic, and structural factors. Addressing them requires coordinated action.
Below is what the research tells us, and how West Michigan employers can play a catalytic role in moving Michigan males forward.
- The Research Is Clear: Young Men Are Disengaging Earlier and More Often: A growing body of evidence shows that boys and young men face significant barriers at each stage of the education-to-employment pipeline. These include:
- Academic Under-Preparation Starts Early: Boys consistently lag girls in grades, test scores, course-taking, and completion rates. This lack of readiness reduces eligibility for college and limits future economic mobility.
- Questioning the Value of Postsecondary Education: Young men are more likely to doubt the relevance or payoff of a degree, often perceiving college as unnecessary for their preferred jobs. Many face pressure to work immediately after high school, making the time and cost of college feel out of reach.
- Shifts in Traditional Male-Dominated Jobs: Manufacturing and other historically male sectors have contracted or evolved toward more technical, credentialed roles. Without postsecondary education or training, many young men become disconnected from employment altogether.
- Health, Adversity, and Social Barriers: Young men experience higher rates of mental health challenges, substance use, and incarceration—factors that significantly disrupt education and employment pathways.
- Delayed or Interrupted Transitions to Adulthood: More young men fall into the NEET category—Not in Education, Employment, or Training—leading to long-term disconnection from the labor market.
These symptoms are showing up throughout Michigan: lower graduation rates, lower postsecondary enrollment, reduced participation in HEAL (Health, Education, and Literacy) fields, and a greater likelihood of underemployment,
What We Heard from Michigan Employers
Business leaders are increasingly concerned that the talent pipeline is not keeping pace with employer demand—particularly for young men. Employers highlighted several key levers they believe can make a meaningful difference:
- Recruit and incentivize more men to become K–12 educators and role models.
- Make school more engaging for boys through relevant, hands-on learning.
- Expand access to career technical education (CTE) and dual enrollment.
- Incorporate project-based learning to help students connect school to real-world careers.
These recommendations reinforce what the research shows: relevance and relationships are essential to re-engaging young men academically and professionally.
What Industry Can Do: A Blueprint for Action
Michigan’s talent future is a business imperative—and employers hold the power to move it. Companies told us they’re ready to step up. Here’s what they can do right now to drive the greatest impact:
- Strengthen Career Exposure and Exploration
Provide young men with meaningful opportunities to learn about careers through job shadows, workplace tours, mentorship, and employer-led learning experiences.
- Expand Learn-and-Earn Pathways
Apprenticeships, internships, and short-term training programs help young men see immediate value and regain momentum. The average age of an apprentice in Michigan is around 24—suggesting we are reaching them too late.
- Support Competency-Based Education
Industry-backed initiatives like those championed by the Future of Learning Council can help schools better align learning with skills needed in high-demand jobs.
- Communicate the Economic Value of Credentials
Clearer information about wages, advancement opportunities, and credential ROI helps counter skepticism about the value of education.
- Strengthen Alignment Between Educators and Employers
TalentFirst’s Career Readiness Conference and other regional efforts create essential touchpoints to ensure what students learn matches what employers need.
Why This Matters for Michigan’s Future
Michigan’s labor force participation rate continues to lag the national average. We cannot afford to leave talent on the sidelines—especially when we know that disengagement among young men has long-term economic consequences for families, communities, and employers.
Addressing this challenge is not about shifting focus away from other populations. It is about recognizing that young men’s outcomes are declining sharply and taking action informed by data, partnership, and innovation.
This is the work TalentFirst does every day—bringing employers, educators, and policymakers together to ensure West Michigan becomes a national leader in talent creation.
Moving Forward
The path to re-engaging young men requires all of us. TalentFirst will continue to:
- Convene and equip employers to lead solutions.
- Translate research into actionable strategies.
- Elevate effective practices across West Michigan.
- Build bridges between classrooms and careers.
By taking a proactive, coordinated approach, we can help more young men succeed—and strengthen Michigan’s talent pipeline for generations to come.
