In June, we celebrate Youth Employment Month, highlighting programs to help young workers—typically ages 14–24—gain critical work experience, develop professional skills, and secure summer or year-round employment. These initiatives provide financial literacy, mentorship, and on-the-job training to bridge the gap between school and the workforce.
Child Trends is the leading U.S. research organization focused solely on improving the lives of children, youth, and families since 1979, designing, conducting, interpreting, and communicating rigorous, high-quality data and research on children, youth, and families’ well-being to explore how a child’s environment shapes their life and the drivers of variance in their outcomes across individual, socioeconomic, and other characteristics.
KRA is pleased to share an extremely relevant blog posted by Vanessa Sacks, Child Trends Research Scientist II, on Positive Youth Development Practices in the Workplace, in which she explores how positive youth development (PYD) principles apply in workforce-development settings for young adults.
Based on findings from the Generation Work initiative, Sacks states, “Young adulthood…is a critical time for building the skills, confidence, and experiences needed to thrive later in life—including in the workforce. Professionals who work with young adults should know how to draw on existing strengths to support their professional growth and long-term success. Read entire blog:
KRA’s analysis of Ms. Sacks’ article finds that PYD offers a strengths-based, research-backed approach to supporting young adults as they enter the workforce, highlighting how PYD emphasizes skill building, supportive relationships, mentorship, and real-world work experience—practices that align closely with WIOA-reauthorization priorities.
By promoting career pathways, work-based learning, and employer engagement. PYD also encourages inclusive workplace environments, flexible supports such as childcare and transportation assistance, and youth voice in program design.
In summary, embedding PYD principles into WIOA-funded programs, performance frameworks, and employer partnerships can strengthen service delivery, improve participant outcomes, and support more equitable and sustainable workforce pipelines.