How Louisville Employers Can Work With the Academies of Louisville

Employers across Louisville say they struggle to find skilled workers. Meanwhile, thousands of local high school students are exploring careers in health care, manufacturing, construction, information technology, logistics and business through the Academies of Louisville. Connecting those two groups is one of the most practical long-term workforce strategies available to the region.

What the Academies are

The Academies of Louisville is a Jefferson County Public Schools initiative that organizes high schools into career-themed academies. Students take core academic classes alongside courses connected to a career pathway, such as health sciences, engineering, information technology or construction trades. The program serves more than 20,000 high school students, according to JCPS and KentuckianaWorks.

Students typically begin with career exploration in ninth grade and then choose a pathway. Along the way, they can earn industry certifications, take dual credit courses and participate in work-based learning.

Business partners are central to the model. Employers help design coursework, provide guest speakers and mentors, host field trips and offer internships.

Why employers participate

The most direct benefit is a future talent pipeline. Students who spend time at a company, meet its employees and learn about its jobs are more likely to apply after graduation. Some go directly into jobs, while others pursue apprenticeships or college programs and return later.

Employers also gain influence over what students learn. When business partners explain the skills they need, teachers can adjust coursework to match. That alignment is especially valuable in fields like manufacturing and construction, where shortages are severe, as we described in our manufacturing report and our construction workforce report.

Participation also strengthens employer reputation. Students, parents and teachers talk about the companies that show up for them. In a tight labor market, that local goodwill matters.

Ways to get involved

Employers can participate at different levels depending on their capacity. Guest speaking and career fairs require a few hours. Hosting a site visit lets students see real workplaces. Mentoring pairs employees with students over a semester or school year.

Internships and work-based learning offer the deepest involvement. Programs like Kentuckiana Builds, which connects students with construction careers, place students with employers to gain hands-on experience. Some students are as young as 16 or 17 when they begin.

Paid internships tend to attract more students and signal that the work is valued. They also help students who need income to participate, which widens the pool beyond those who can afford unpaid positions.

Employers can also connect students to Registered Apprenticeship programs after graduation, as explained in our apprenticeship guide. A student who completes an internship and then enters an apprenticeship with the same employer can become a skilled worker within a few years.

Following the rules

Hiring students under 18 requires attention to child labor laws. Federal rules limit the hours that 14- and 15-year-olds may work, especially during the school year, and prohibit minors from many hazardous occupations. Some exemptions exist for student learners and apprentices in approved programs, but they come with conditions.

Kentucky has its own child labor rules, which employers should check alongside federal requirements. Our guide to Kentucky wage and hour law covers related state rules.

Safety training and supervision are essential. Students should never work alone on hazardous tasks, and employers should assign experienced mentors to guide them.

Making partnerships work

Successful partnerships require consistency. Showing up once a year has limited impact. Employers that commit to regular involvement, such as hosting a class every semester or mentoring a group of students throughout the year, build stronger relationships.

Choose the right employees. The best mentors and speakers are enthusiastic, patient and honest about both the rewards and challenges of their work. Recognize their time as part of their job.

Track outcomes. Count how many students participate, how many apply for jobs or internships and how many are eventually hired. Those numbers help justify continued investment.

Employers interested in partnering can contact JCPS or KentuckianaWorks, which works with local employers on talent pipelines. Greater Louisville Inc. also connects businesses with workforce programs.

Investing in high school students will not fill next month's openings. But for employers facing long-term shortages, it is one of the most reliable ways to build a local workforce. The students in Louisville classrooms today will be the region's electricians, nurses, technicians and managers within a decade. Our report on Kentucky's labor force explains why that pipeline matters.