What does it take to build a strong workforce?
Job opportunities are certainly part of the equation. But attracting talent is only the beginning. For employees to build long-term careers in Tampa Bay, they also need access to the essential resources that allow them and their families to build a life here.
That connection was at the center of the Tampa Bay Chamber's State of the Workforce, part of the Work Redefined series, held Wednesday, September 2 at The Tampa Club.
The program brought together Patricia "Patti" Rendon, Hillsborough County School Board Member, District 4; Abbye Feeley, Administrator for Development and Economic Opportunity at the City of Tampa; and Michelle Bauer, Chief Operating Officer of the Tampa Bay Economic Development Council. Rebecca Siviglia Arends moderated the conversation.
Together, the panel explored how education, workforce housing, childcare and economic development intersect—and why addressing these issues requires collaboration across the business, education, government and nonprofit sectors.
Attracting Talent Is Only the Beginning
Tampa Bay continues to build a reputation as an attractive destination for businesses and workers. The region's growing talent pool, career opportunities and quality of life have helped make it increasingly competitive for emerging talent.
But growth brings its own challenges.
As more people choose Tampa Bay as a place to begin or advance their careers, the region must also ensure that employees can afford to remain here. Housing costs, access to reliable childcare and the expenses associated with raising a family can directly affect whether someone is able to accept a job, remain in the workforce or build a long-term future in the region.
That creates an important distinction in the workforce conversation: recruiting talent and retaining talent are not the same challenge.
A strong regional economy requires both.
The Talent Pipeline Starts Earlier Than We Think
Workforce development doesn't begin when someone submits their first job application.
Education and early childhood development help form the foundation of the region's future workforce. The discussion highlighted the importance of looking at the talent pipeline as a continuum—from early learning and K-12 education to higher education, career preparation and eventually employment.
Access to affordable, reliable childcare is part of that continuum as well. For working parents, childcare isn't simply a family issue; it can determine whether someone is able to participate in the workforce at all.
For employers competing for talent, understanding those barriers is increasingly part of understanding the workforce itself.
Housing Is a Workforce Issue
The same connection exists between housing and economic competitiveness.
Employers can create strong jobs, but workers still need realistic options for living within or near the communities where those opportunities exist. The challenges surrounding workforce housing are complex, involving factors ranging from land and construction costs to financing and community development.
Those challenges make collaboration particularly important.
Public-sector leaders, employers, educators, developers and community organizations each approach workforce issues from different perspectives, but the State of the Workforce conversation reinforced how interconnected their work has become.
Building a competitive talent pipeline isn't solely about attracting new workers. It means growing talent here, supporting people while they're here and creating the conditions that give them a reason to stay.
Workforce Vocabulary: What Do We Mean?
Conversations about workforce development often include terms that encompass much more than their names suggest. Here are a few that help frame the larger discussion:
Talent Pipeline: The pathway through which people develop the education, skills and experience needed to enter and advance within the workforce. The pipeline can begin with early childhood education and extend through K-12 schools, colleges, universities, workforce training and professional development.
Emerging Talent: Individuals who are entering or preparing to enter the workforce, including students, recent graduates and early-career professionals.
Workforce Housing: Housing that is attainable for people working within a community, including many of the teachers, first responders, healthcare workers, hospitality employees and other professionals who support the region's economy.
Workforce Participation: The ability and opportunity for people to participate in the labor market. Factors outside the workplace—including childcare, transportation and housing—can influence an individual's ability to work.
Building the Workforce Means Building the Community
Ultimately, workforce development and community development are increasingly difficult to separate.
A region can have career opportunities and a strong business environment, but long-term competitiveness also depends on whether people can envision building their lives there.
For Tampa Bay, that means continuing to invest in the entire workforce ecosystem: educating and developing local talent, attracting new talent, supporting working families and addressing the community conditions that influence whether workers stay.
The Tampa Bay Chamber thanks Patricia "Patti" Rendon, Abbye Feeley, Michelle Bauer and moderator Rebecca Siviglia Arends for sharing their perspectives and helping advance this important regional conversation.
Thank you to MUFG, Presenting Sponsor, and Gold Sponsors Shumaker and Hillsborough College for their support of State of the Workforce and the Chamber's Work Redefined series.