This toolkit aims to equip key stakeholders involved in HVAC workforce development with essential guidance and tools to ensure equity in their practices during a period of rapid industry change driven by increased heat pump deployment. The toolkit's resources are designed to educate workforce development stakeholders on best practices, aiming to enhance recruitment, improve retention rates, increase the number of individuals entering HVAC trades, and promote workforce diversity, equity, and inclusion.

Developed by the Midwest Air Source Heat Pump Collaborative, this toolkit is grounded in comprehensive market research that assessed the current state of HVAC workforce development in the Midwest. The market research identified significant challenges in the current HVAC workforce development status quo, prompting our recommendations for an updated approach to address the issues. Interviews with market actors and extensive analysis revealed numerous issues impeding industry growth, particularly in scaling heat pump deployment. These include a shortage of interested parties to recruit, poor retention rates, overwhelmed contractors, and a lack of diversity.

The proposed model outlined in this toolkit suggests replacing the traditional linear progression workforce development model observed in the HVAC industry with a "Partner Collaboration Cycle.” This cyclical approach emphasizes ongoing collaboration among all key stakeholders, including skill developers, contractors, utilities, distributors, manufacturers, and community-based organizations. Key elements include providing wraparound services to support professional growth and developing a robust talent pipeline to ensure a steady influx of new recruits.

Promote a Partner Collaboration Cycle

The traditional HVAC workforce development model in the Midwest follows a linear path: recruitment, skill development, first job match, and career development. This approach often fails to support recruits effectively, leading to high costs and poor job matches. Instead, we propose a continuous Partner Collaboration Cycle, which integrates recruitment, skill development, and career advancement throughout a professional's career.

This cyclical model encourages dynamic, inclusive processes fostering continuous learning and development. It supports integrating wraparound services like childcare, paid training, and financial support at every stage, ensuring individuals have the resources they need to succeed. By creating a robust talent pipeline, this approach ensures a steady flow of new entrants who can seamlessly progress within the workforce and eventually support newer entrants as they gain experience. The Partner Collaboration Cycle enhances the status quo by improving early recruitment, optimizing apprenticeships, promoting continuous career development, and leveraging experienced workers for later-stage recruitment, supporting all trainees and workers with wraparound services offered throughout.

Enhance HVAC Recruitment: The Need for Early Engagement and Support 

The status quo HVAC recruitment process successfully attracts individuals to skill developers such as trade schools, curriculum developers, testing agencies, and community colleges. While recruitment is not typically a major issue and there is notable interest in the HVAC trades, many entrants lose interest for various reasons. The lack of hands-on experience before entering training programs has resulted in poor retention rates, with recruits often leaving the HVAC industry after realizing they had a limited understanding of the career paths. To address this, we propose starting the recruitment process earlier, allowing potential recruits to explore their interest in the HVAC field before making financial commitments.  

To spark interest in HVAC trades, all workforce development stakeholders should align their efforts. HVAC manufacturers and distributors can fund free introductory workshops, led by their partnering contractors, to give recruits exposure before committing financially. Community-based organizations (CBOs) and trade skill developers can support by offering training venues and helping with recruitment. CBOs can also address personal barriers and improve retention by connecting recruits to wraparound services. Programs that offer comprehensive support and maintain strong employer connections typically achieve higher success rates and better attendance from underrepresented groups.

Below are some strategies to enhance recruitment efforts through early engagement and support. 

Hold Introductory HVAC Workshops

Introductory workshops can provide potential recruits with valuable insights into daily tasks, boosting their interest and helping them make informed decisions about pursuing a trade, all without the burden of educational costs. Organizing these workshops at no charge will allow candidates to explore the HVAC field without financial commitments. Partnering with high schools to offer these workshops to students before they commit to secondary education programs can be particularly effective. Contractors, manufacturers, distributors, and other key stakeholders can fund these no-cost events to increase the local talent pool and recruit individuals at an earlier stage. The sessions should include fundamental HVAC concepts, industry insights, and hands-on activities to generate enthusiasm.  

To ensure equitable access to introductory HVAC workshops, strategies should include tailoring outreach to underrepresented groups such as women, minorities, and economically disadvantaged communities to promote diversity and inclusion in the HVAC workforce. Connecting workshop participants with mentors from within the industry, particularly those from similar backgrounds, can provide valuable guidance and support, helping recruits build confidence as they consider this potential career path. Additionally, offering stipends or transportation assistance to attendees from underserved and under-resourced communities can reduce barriers to participation. Leveraging online platforms to offer virtual workshops can further broaden accessibility, reaching individuals in rural or remote areas where in-person events may not be feasible, thereby expanding the impact of these initiatives. The resource below has checklist and guidance on how to promote, host, and leverage community events such as introductory workshops. 

Resource Title	Resource Type	Resource Use	Source URL
Resources for Community Organizations	Resource List	Use to access various resources and support for community organizations.	PNNL

Promote Pre-apprenticeship

Quality pre-apprenticeship programs offer valuable work-based learning experiences that prepare individuals for entry-level registered apprenticeship programs, contributing to a more equitable HVAC workforce. These programs, which vary in design and approach, should incorporate key elements outlined by the Department of Labor to ensure they effectively pave the way to employment through registered apprenticeships. Many successful pre-apprenticeship programs are hosted at high schools and community colleges, where they provide hands-on learning opportunities and early exposure to the HVAC field. By targeting these educational settings, these programs increase accessibility and inclusivity, helping to build a diverse talent pool and ensuring that individuals from various backgrounds have the opportunity to enter and thrive in the HVAC industry. Below are resources for pre-apprenticeship opportunities and support. 

Resource Title	Resource Type	Resource Use	Source URL
Advanced HVAC Preventative Maintenance Technician, Pre-Apprentice	Training Program	Learn about HVAC pre-apprenticeship training and opportunities.	Job Corps
YouthBuild	Training Program	Explore education, job training, and leadership opportunities for youth through the YouthBuild community-based pre-apprenticeship program.	U.S. Department of Labor
Pre-Apprenticeship - Office of Apprenticeship - Presentation	Presentation	Understand pathways and support that should be provided by pre-apprenticeship programs.	U.S. Department of Labor
Interplay Learning Partners with Pryor High School Innovation Center to Launch HVAC Pre-Apprenticeship Program	Article/Case Study	Learn about an HVAC pre-apprenticeship program combining virtual learning and hands-on experience in Oklahoma.	PR Newswire
ABA Guide to State Support for Quality Pre-Apprenticeships	Guide	Access guidelines for supporting pre-apprenticeship programs with accessibility compliance.	Office of Apprenticeship U.S. Department of Labor

Promote Financial Aid Options

Providing financial aid through scholarships or similar assistance is crucial for reducing entry barriers and promoting diversity in the HVAC industry. This support makes training or secondary education more accessible to individuals from various backgrounds, especially those facing financial challenges. To be effective, it’s important to actively promote these scholarships through community outreach, schools, and local organizations, ensuring they reach underrepresented groups. Wide-scale and equitable promotion of financial aid options helps build a more diverse workforce by breaking down barriers to entry. Below are some existing financial aid opportunities for those entering the HVAC field. 

Resource Title	Resource Type	Resource Use	Source URL
Student Scholarships	Scholarship List	Find energy-related scholarships for students entering the field.	Get Into Energy
HVAC & Refrigeration Scholarships	Scholarship List	Explore HVAC and refrigeration scholarship opportunities for students in training.	Refrigeration School, Inc.
Opportunities & Scholarships	Scholarship List	List of third-party scholarships for students in the trades.	HVAC Technical Institute
Undergraduate Engineering Scholarships	Scholarship List	Scholarship opportunities for undergraduate students pursuing engineering degrees.	ASHRAE
WHVACR Scholarships	Scholarship Program	Scholarship program aimed at supporting women in the HVAC/R industry.	Women in HVACR
Scholarships	Scholarship Program	Explore & apply for the EGIA Foundation Scholarship Program.	Always In Demand
HVACR Scholarships	Scholarship List	Access HVACR scholarships and educational resources for students, instructors and programs.	ESCO Group
The Rees Scholarship Foundation	Scholarship Program	Learn about the Rees Scholarship for qualified students looking to become HVACR technicians.	AHRI
Scholarships and Grants	Scholarship List	Discover scholarships and grants offered through SkillsUSA for career and technical education for students entering workforce.	SkillsUSA

Provide Wraparound Supportive Services

Current HVAC workforce development efforts may have unintentional barriers that make the programs inaccessible to segments of the public. Offering comprehensive wraparound supportive services during recruitment initiatives can be pivotal in potential recruits’ decision to remain in the HVAC field. Factors such as access to necessary tools and equipment are essential for participants to fully engage in training programs, ensuring they can focus on learning without the burden of additional costs. Additionally, providing transportation services or stipends can help to eliminate logistical barriers that might otherwise hinder participation. These support measures foster a more inclusive environment, enabling early recruits to concentrate on developing their skills and advancing their careers. To learn more about why wraparound support is key to early recruitment and retention, check out the resources below. 

Resource Title	Resource Type	Resource Use	Source URL
Wraparound Support Is Key To Ensuring An Equitable And Fair Future Of Work	Article	Learn about the importance of wraparound support for fair and equitable workforce development.	Forbes
How WorkLife Partnership's Resource Navigation Works	Business	Explore how WorkLife Partnership's resource navigation helps employers support their workforce.	WorkLife Partnership

Given the current workforce shortage, poor retention, and lack of diversity in the HVAC industry, it is clear that starting the recruitment process at an earlier stage while providing support services is essential to address issues facing the HVAC workforce. Effective early recruitment can build a more robust, diverse, and skilled workforce. To support these efforts, we strongly recommend stakeholders explore The Recruitment Toolkit: Recruiting Employees and Students for Residential Building Energy Efficiency & Heat Pumps from the Building Performance Institute. This comprehensive recruitment toolkit provides a wealth of resources designed to enhance your recruitment approach, including customizable materials, guides, key strategies, and support tools like checklists to streamline the process. By utilizing these resources, stakeholders can significantly improve their early recruitment efforts, attract under-represented populations, and build a strong, future-ready HVAC workforce. 

Optimize Apprenticeships: Blend Skill Development, Hands-on Experience, and Support Services

Apprenticeships are an important part of the typical HVAC career progression, bridging the gap between initial skill development and independent employment. Apprenticeships should blend hands-on experience with formal training to properly prepare individuals for successful careers in the field. An effective apprenticeship program will provide comprehensive support services to retain diverse talent, establish clear career pathways and advancement opportunities, and partner closely with employers to align training with industry needs. Research indicates that apprenticeships offer a better return on investment compared to other workforce development models, which should be incentive for HVAC employers to optimize their apprenticeship programs.

Investing in entry-level retention and advancement through comprehensive apprenticeship programs can help companies reduce costs, develop a stronger talent pipeline, and increase employee productivity and engagement. However, many HVAC employers face challenges in retaining new entrants due to undefined career progression. By implementing structured apprenticeship programs with well-defined steps, growth opportunities, and support services, the industry can create more fulfilling and balanced careers for both employees and employers.  

Below are some strategies to optimize apprenticeships and ensure retention.

Provide Simultaneous Skill Development and Work Experience

Apprenticeships are valuable as they allow interested recruits to earn while they learn. Apprenticeships should be structured to combine hands-on HVAC maintenance or installation work during the day with formal classroom or lab training in the evenings for 3-4 hours. Employers need to ensure apprentices gain practical experience while reinforcing their knowledge through structured learning. Apprenticeship programs should ensure they are actively recruiting a diverse range of candidates, offering support services and mentorship, and addressing barriers faced by underrepresented groups.  

Guidance and work process schedules for certain occupation apprenticeships have been vetted by the industry and approved by the U.S. Department of Labor for use in registered apprenticeship programs. Apprenticeship programs should clearly outline work activities that will be covered during the apprenticeship, what supplementary lab or classroom training will be provided, and clear next steps or career paths they can follow after apprenticeship. The resources below offer guidance on structuring an apprenticeship as well as apprenticeship opportunities in the HVAC field that can be promoted to early recruits.  

Resource Title	Resource Type	Resource Use	Source URL
Marketing and Outreach for Apprenticeship	Resource List	Access resources for marketing and outreach strategies to promote apprenticeships.	Workforce GPS
Occupation Finder: Heating, Air Conditioning, and Refrigeration Mechanics and Installers	Resource List	Explore resources to help build apprenticeship roles in HVAC and refrigeration mechanics.	U.S. Department of Labor
Career Seekers	Information Guide	Learn more about what apprenticeships entail.	U.S. Department of Labor
Trane Commercial HVAC Technician Apprenticeship Program	Training Program	Learn about Trane’s 4-year HVAC technician apprenticeship program.	Trane Technologies
Youth Apprenticeship Readiness Community	Resource List	Access resources to help youth prepare for apprenticeships and career readiness.	Workforce GPS
Introduction to Apprenticeship	Information Guide	This guide gives Apprenticeship 101 overview with resources and tools.	Workforce GPS
HVAC Technician Apprenticeship: What to Expect in the First Year	Article	Explains what HVAC apprentices can expect in their first year of training.	HVACR Career Connect NY
Closing the Skills Gap Apprenticeship Training Toolkit	Toolkit	Toolkit with training materials and information for launching and expanding successful apprenticeship programs.	Workforce GPS

Promote Clear Career Pathways

To enhance retention and ensure that all apprentices have equal opportunities for advancement, it's crucial to outline clear career trajectories, including both short-term and long-term goals, to all apprentices. Providing equitable guidance on specialty areas, certifications, and advancement opportunities helps apprentices effectively plan their future careers. Apprentices often face challenges when making their first job match or navigating career growth, especially if smaller companies do not communicate growth opportunities due to concerns about training future competition. This lack of communication can prevent newer technicians, installers, and comfort advisors from fully understanding their potential career paths. Using resources to demonstrate HVAC career pathways can help ensure that all recruits, trainees, and employees are aware of and can pursue career development opportunities. The resources below are useful tools to demonstrate HVAC career pathways to recruits, trainees, and employees alike.  

Resource Title	Resource Type	Resource Use	Source URL
Green Buildings Career Map	Career Map	Explore career pathways in the green building sector.	DOE & IREC
HVAC Career Map	Career Map	Access detailed career paths and growth opportunities in the HVAC industry.	IREC & California Community Colleges
HVAC Career PATHS	Case Study	Learn about the PATHS initiative and framework including how it can be replicated in your community.	DOE

Offer Comprehensive Wraparound Services

To advance equity in HVAC apprenticeships, it is crucial to offer comprehensive wraparound services that address both professional and personal needs. This includes providing continuous support through personalized mentoring and career counseling, as well as access to tool banks for essential equipment. Additionally, apprentices should have access to vital social services such as transportation and childcare to mitigate everyday challenges. By addressing these life-imposed barriers, apprentices can more effectively navigate their training and career development, allowing them to fully engage with and benefit from their apprenticeship experience. The article below provides more detail on why providing wraparound services to apprentices is a key to ensuring their success. 

Resource Title	Resource Type	Resource Use	Source URL
Wrap Around Services: The Key to Graduating Apprentices	Article	Learn about how wraparound services can improve apprentice graduation rates.	Andy Seth/ LinkedIn

It is evident that apprenticeships can be highly beneficial for both those entering the HVAC workforce and the employers within the industry. By optimizing HVAC apprenticeships to include comprehensive wraparound supportive services, providing clear pathways for advancement and professional development, and pairing hands-on field experience with lab or classroom education, key stakeholders can significantly enhance equity, retention, and the overall skill level of the workforce. These improvements will help create a more inclusive and sustainable HVAC industry. For general apprenticeship resources from the U.S. Department of Labor that cater to career seekers, employers, and skill developers alike, we recommend exploring Apprenticeship USA. Additionally, for employers looking to recruit under-represented populations into their apprenticeship programs, we recommend checking out the Universal Outreach Tool.  

Foster Continuous Development: Promote Learning and Advancement Throughout Careers

Apprenticeships are designed to prepare individuals for independent work, but continuous learning remains essential for their ongoing development once they secure their first independent job and enter a career path. To ensure that HVAC professionals keep progressing, it's crucial to create clear paths for advancement within the industry. The HVAC workforce encompasses a range of roles—service technicians, sales and comfort consultants, installers, and management positions—all of which share foundational skills. Continuous education and skill development are vital across all these roles, much like in any other profession. As HVAC professionals master fundamental skills, opportunities to learn about more advanced skills should be readily available. Keeping employees engaged with up-to-date education is essential in the evolving HVAC industry.

Career development is a shared responsibility among all market actors. Community-based Organizations can organize workshops that provide resources for mentorship and career growth, which helps improve retention and contractor development. Utilities can support this by offering contractor designations, establishing training requirements for rebates, endorsing manufacturer training, and advocating for technician certification. Manufacturers and distributors can work together to provide product-specific technical training. Additionally, skill developers can offer certification and career training to build upon the skills acquired during apprenticeships. Promoting continuous learning and recognition helps bridge skill gaps, promotes diversity, and empowers underrepresented groups to advance in their careers. By fostering an inclusive learning environment, the HVAC industry drives innovation and growth.

Below are some strategies for workforce development stakeholders to promote continuous learning and career advancement.

Engagement in Continuous Learning

To maintain a competitive edge and ensure employees are equipped with the latest industry knowledge, it is essential to foster a culture of continuous learning and development. This includes offering ongoing education opportunities through strategic partnerships with manufacturers, distributors, and workforce organizations. Employees should have access to training on advanced technical concepts, emerging technologies, and industry best practices. By doing so, employees can stay updated, enhance their skills, and remain competitive in the ever-evolving industry landscape. Ensuring equitable workforce development in the HVAC field hinges on providing all employees with equitable access to these training opportunities. Continuous learning helps bridge skill gaps and empowers underrepresented groups to advance in their careers. Below are training and certifications that workforce development stakeholders can offer to their students, trainees, or employees to promote continuous learning and career advancement.

Resource Title	Resource Type	Resource Use	Source URL
Building Science Education	Educational Materials	Access educational materials and programs related to building science and energy efficiency.	DOE
HVAC Training Courses & HVAC Training Materials	Training Program	Enroll in HVAC training courses or access materials through Carrier University.	Carrier
Building Systems & Controls and Technical Service Training	Training Program	Access HVAC training programs and professional development through Trane University.	Trane Technologies
On-Demand Training	Training Courses	Access on-demand training and certificate programs for HVAC professionals.	ACCA
Careers in HVAC	Training Courses	Access HVAC training courses through Tech Up's My Learning Center.	Tech Up
Online HVAC Training – Get trained & hired for free	Training Courses	Access free online HVAC training and employment opportunities.	Faraday
JoinTheTrades.com	Job Board	Learn about various trade careers and apprenticeship opportunities.	JoinTheTrades.com
Trade School for Ventilation Training in Illinois	Training Program	Learn more about a ventilation training program in Illinois for HVAC students.	HVAC Technical Institute
HVAC Excellence	Resource List	Obtain HVAC Excellence validation through different accreditation and certifications.	ESCO Group
HVAC University Program	Training Courses	Access specialized training and education in HVAC systems.	Greenheck
Credential Finder	Resource List	Search for available credentials in desired fields.	Credential Registry
National Inspection Testing Certifications (NITC)	Certification	Learn about and obtain RSIs NITC certification in HVAC/R.	Refrigeration School, Inc.
Refrigeration Service Engineers Society Training	Educational Materials	Find HVAC/R training programs and educational resources.	RSES
Workforce Training Checklist	Checklist	Use this checklist to help guide development of HVAC workforce training programs.	PNNL
Gamechanger Heat Pump Training Event	Training Course	Participate in this training course to learn more about Heat Pumps.	HVACU, LLC

Soft Skills and Business Development Training

In addition to expanding technical and job-related skills, it is crucial for workforce development stakeholders to provide individuals with opportunities to advance their soft skills and business acumen. This holistic approach ensures that everyone has the chance to succeed and progress in the industry. It is beneficial to facilitate training sessions focused on essential soft skills such as communication, teamwork, and problem-solving, to ensure all employees can excel in their careers. Additionally, providing business development courses to employees—covering essential areas such as customer service, project management, and entrepreneurship—will further support their growth and advancement. This commitment to comprehensive skill development promotes equity and empowers all employees to thrive in their careers. Below are numerous resources that can help individuals develop their soft skills and business acumen.  

Resource Title	Resource Type	Resource Use	Source URL
Key Soft Skills for Technicians	Article	Learn about key soft skills needed for HVAC technicians.	HVAC School
How to Make Angry HVAC Clients Happy	Article	Learn tips and strategies to handle difficult HVAC clients.	FieldEdge
The Essential Soft Skills Every HVAC Technician Should Master	Article	Learn about the essential soft skills needed for success as an HVAC technician.	Operations Laboratory/ LinkedIn
Soft Skills: The Competitive Edge	Article/Resource List	Explore how developing soft skills can give you a competitive edge in the job market.	U.S. Department of Labor

Career Advancement Resources

Establishing clear pathways for career advancement is essential for fostering a motivated and skilled workforce while ensuring equity in HVAC workforce development. Providing resources for obtaining additional certifications and licenses not only equips employees to advance in their careers and take on more complex roles but also helps level the playing field. By making these advancement opportunities accessible to all employees, the industry can promote fair and equitable career growth. Below are several examples of certifications that can be promoted to individuals as they consider advancing in their career. 

Resource Title	Resource Type	Resource Use	Source URL
Traditional Pathway	Training Program	Learn about the traditional certification pathway for HVAC professionals through NATE.	NATE
Professional Technician Certifications	Resource List	Learn about professional certifications for HVAC technicians.	ESCO Group
HVAC Excellence	Resource List	Obtain HVAC Excellence validation through different accreditation and certifications.	ESCO Group
Section 608 Technician Certification | US EPA	Certification	Learn about Section 608 certification required for HVAC technicians to handle refrigerants.	EPA

Employee Recognition and Retention

Creating programs that recognize and reward employee achievements can foster a culture of growth and retention while promoting equity in the HVAC workforce. By acknowledging and valuing individual contributions, organizations can motivate employees to excel. This approach not only supports personal growth but also strengthens overall organizational success by retaining a dedicated and proficient team. Ensuring that recognition programs are inclusive and accessible to all employees helps maintain fairness and encourages a diverse range of talents to thrive within the organization. Below are some resources offering ideas for effectively recognizing and retaining HVAC employees. 

Resource Title	Resource Type	Resource Use	Source URL
HVAC Employee Incentive Program Ideas that Work	Article	Read about HVAC employee incentive program ideas to improve retention and motivation.	KGG Consulting
Motivate Your HVAC Employees All Year Long	Article	Learn strategies to keep HVAC employees motivated throughout the year.	FieldEdge
Rewarding Top Employees	Article	Discover best practices for rewarding top-performing HVAC employees.	ACCA
Creating a Culture of Recognition	Article	Learn how to create a workplace culture that fosters recognition and appreciation.	Great Place to Work
Employee Retention Ideas: How To Keep Your Top Talent	Article	Read tips and strategies for retaining top talent in the HVAC industry.	HVACR Career Connect NY
How to Attract (and Retain) Top HVAC Employees	Article	Learn how to attract and retain top HVAC employees with best practices.	Rheem Manufacturing

Fostering continuous development and recognizing employee achievements can be highly beneficial for both HVAC professionals and employers within the industry. By promoting ongoing education, providing clear pathways for advancement, and supporting skill development across all roles, key stakeholders can significantly enhance equity, retention, and the overall skill level of the workforce. These improvements will help create a more inclusive and sustainable HVAC industry. For comprehensive career development resources, we recommend exploring the resources listed above. Curate a list of these resources to provide to professionals in your workforce development cycle. Additionally, partner with manufacturers, distributors, and workforce organizations for advanced training opportunities. For employers seeking to support the continuous growth of their employees, investing in structured career advancement programs and promoting an inclusive learning environment are crucial steps. By taking these actions, employers can ensure their workforce remains motivated, skilled, and prepared to meet the evolving demands of the HVAC industry. 

Enhance HVAC Recruitment: Leverage the Experienced Workforce to Continue the Cycle

Creating programs that allow experienced professionals to actively contribute to the growth and advancement of newer recruits will help enhance the workforce development cycle. Once individuals have advanced through the HVAC field and reached higher-level positions, they should be encouraged to leverage their expertise and experience in ways that go beyond their immediate job roles. Rather than becoming stagnant in their roles, these seasoned professionals should be given opportunities to engage in activities that support the next generation of workers. Encouraging experienced professionals to actively contribute to workforce development efforts helps to create a culture of continuous recruitment, learning, and growth.  

Experienced individuals can play a pivotal role in recruiting new talent into the HVAC workforce by sharing their knowledge, offering mentorship, and leading training sessions. Their involvement in these areas not only ensures that their valuable expertise is passed down but also helps to inspire and motivate younger or less experienced staff. By participating in recruitment and retention efforts, they can inject new energy into the industry and create a more dynamic and inclusive environment where everyone has the opportunity to succeed.

Below are some strategies by which the experienced workforce can be leveraged to enhance equitable workforce development. 

Provide Mentorship to New Recruits

Once recruited, pairing newcomers from a variety of backgrounds with experienced mentors who can provide personalized guidance will help them navigate the industry more effectively. It is important that outreach efforts, accessibility of introductory workshops, and sharing of knowledge through mentorship are equal among individuals from all backgrounds. Below are some examples of HVAC mentorship programs that showcase how to enhance the experience of new recruits. 

Resource Title	Resource Type	Resource Use	Source URL
Mentoring Program	Mentor Program	Find mentorship opportunities for HVAC professionals through ASHRAE’s mentorship program.	ASHRAE
Mentorship	Mentor Program	Access mentor/mentee opportunities specifically for women in the HVAC/R industry.	Women in HVACR
Become a Better Mentor w/ Eric Kaiser	Podcast	Learn mentorship strategies to help guide HVAC professionals and apprentices.	HVAC School

Provide Direct Recruitment Support

Experienced professionals can sponsor scholarships that provide financial support to individuals who might otherwise lack access to such opportunities, leveling the playing field and enabling diverse talent to thrive. Offering potential or new recruits an opportunity to shadow experienced professionals can provide valuable insights into real-world applications and expectations, bridging the gap between theoretical knowledge and practical experience. Experienced professionals can also lead accessible introductory workshops that equip newcomers with foundational knowledge and build their confidence as they consider starting a career in HVAC. Another direct recruitment opportunity is for professionals to participate in career fairs, school visits, and industry panels that help promote the field, sharing their experiences and insights to inspire and inform prospective candidates. Finally, experienced professionals can appear on digital content, such as podcasts or video series that showcase a diverse range of HVAC professionals. This can broaden the reach of the industry and help break down barriers to entry by showcasing realistic and inspiring perspectives from professionals of varied backgrounds. Below are resources that provide additional information about how experienced professionals can enhance the recruitment process. 

Resource Title	Resource Type	Resource Use	Source URL
Attract New HVAC Talent – Offer Your Own Private Scholarships	Article	Learn how to attract new HVAC talent by offering private scholarships.	Contracting Business
Work For The Leader in Central OH HVAC & Plumbing	Internship Programs	Apply for job shadow and internships opportunities.	Atlas Butler

By implementing these strategies, the HVAC industry can create a more dynamic, inclusive, and equitable environment. This approach ensures that all workers, regardless of their background, have access to the mentorship and guidance they need to thrive. It also helps experienced professionals avoid stagnation in their roles by providing opportunities to engage in activities that support the next generation of workers. Ultimately, leveraging the expertise of seasoned HVAC professionals in these ways will lead to a more equitable distribution of opportunities within the field. This fosters a diverse and robust workforce well-prepared to meet future challenges, creating a continuous cycle of growth and development in the HVAC industry. 

Ensure Continuity in the Cycle

Maintaining a robust talent pipeline in the HVAC industry is vital for supporting sustained growth and meeting the demands of increased heat pump deployment. By integrating strategic recruitment, optimizing apprenticeships, and fostering continuous professional development, alongside leveraging the expertise of seasoned professionals and providing comprehensive wraparound services, stakeholders can cultivate a diverse and resilient workforce. The Partner Collaboration Cycle—spanning early and late-stage recruitment, effective apprenticeship programs, and ongoing career development—ensures a steady stream of qualified professionals ready to tackle industry challenges. This holistic and cyclical approach not only addresses immediate needs but also establishes a strong foundation for equitable workforce development. By ensuring continuity within this cycle, the HVAC industry can enhance its capability to deploy heat pumps effectively, drive innovation, and achieve long-term success. Below are some general resources to leave you with that provide general guidance on increasing equity in the workforce, enhancing recruitment, increasing retention, effective marketing, and more to ensure that a robust pipeline of talent continues to enter the workforce development cycle.