The John J. Heldrich Center for Workforce Development, based at Rutgers University, collaborates with organizations like the Federal Reserve to enhance workforce development programs. Led by Carl Van Horn, the center has conducted extensive research on workforce issues over its 25-year history. “We’ve done hundreds of research projects around workforce development,” said Van Horn.
Named after John J. Heldrich, a former executive at Johnson & Johnson, the center focuses on improving employment opportunities through rigorous research and program evaluation. It addresses challenges such as access to affordable child care, which Van Horn describes as an “evergreen” issue.
In 2023, the center conducted focus groups with New Jersey child care workers to understand their motivations and workplace challenges. Findings from these sessions will inform policy recommendations aimed at enhancing job conditions in the child care sector.
The center also explores emerging technologies like generative artificial intelligence (GenAI) and their impact on industries in New Jersey. The research examines how GenAI can create new data and its implications for the life sciences and technology sectors.
Nationally, the Heldrich Center has partnered with the Federal Reserve since 2014 on initiatives like Investing in America’s Workforce. This collaboration involved listening sessions and reports focusing on workforce policies that benefit employers and employees.
Heldrich researchers have contributed to projects like “Then and Now: Key Trends and Transformations in the 21st Century Labor Market,” which analyzes two decades of labor market data. The study highlights trends such as declining labor force participation rates since the early 2000s.
The Heldrich Center also advised on the Fed’s Worker Voices project, capturing worker experiences during economic changes post-pandemic. Sarah Miller from the Atlanta Fed emphasized the value of external expertise in shaping effective workforce strategies.
Van Horn notes that interactions with the Fed have been mutually beneficial, enriching both organizations’ understanding of workforce dynamics.
