Horizon Point Consulting

Tag: workforce

Immigration and the Workforce: What History Tells Us and Why It Matters Now
The debate over immigration is far from new. While its political profile has intensified in recent years, immigration policy has shaped the American workforce since the country’s founding. For businesses today, whether in manufacturing, healthcare, technology, or the service sector, understanding this history isn’t just interesting context. It’s key to making sense of labor market dynamics, talent access, and long-term operational resilience.

A Brief History of U.S. Immigration Policy

Naturalization Act of 1790
This first federal law to define citizenship limited it to “free white persons” of good moral character who had been in the country for at least two years and pledged allegiance to the U.S. Children under 21 gained citizenship through their parents.

1800s: Expansion, Exclusion, and Labor Demand
As the U.S. expanded westward and industrialized, demand for labor grew. Immigration policy reflected this, welcoming those deemed “morally fit” and economically useful. At the same time, exclusionary laws were enacted, particularly targeting Chinese immigrants, reflecting both racial prejudice and economic anxiety.

Early 1900s: Quotas and Cultural Clashes
Immigration began to shift from Northern and Western Europe to regions like Southern and Eastern Europe, prompting cultural tension. The Great Depression further fueled anti-immigrant sentiment, and the U.S. moved toward a quota-based system, limiting both the number and origin of immigrants.

Post-War Adjustments and the 1965 Immigration and Nationality Act
Mid-century reforms allowed for exceptions like war brides, refugees, and family reunification. The 1965 Act marked a major shift, prioritizing family-based and employment-based immigration, and officially ending race-based quotas.

Modern Era: Enforcement and Employer Accountability
Since 1965, immigration policy has focused on regulating entry through family ties and job sponsorship, while increasingly emphasizing border control and employer accountability through programs like E-Verify, H-1B caps, and DACA.

The Workforce Today: How Immigration Policy Shapes Business Reality

Fast-forward to the present, and immigration continues to play a pivotal role in workforce strategy. But today’s policies present significant challenges across industries and regions.

Labor Shortages: A Structural Workforce Problem

Today’s labor shortages aren’t a short-term post-pandemic hiccup. They reflect deep, long-term trends. Businesses across the economy are contending with:
1. An Aging Population and Declining Birth Rates
Over 10,000 baby boomers reach retirement age daily, but the next generation of workers isn’t large enough to replace them. Decades of declining birth rates have compounded the issue, shrinking the overall working-age population. This imbalance is especially painful in sectors that rely on experience and tenure, such as healthcare, education, and the skilled trades.
1. Low Labor Force Participation
Even with job openings at record highs, many prime-age adults (25–54) have exited the workforce due to caregiving responsibilities, health issues, or lack of training. As of mid-2025, labor force participation still trails pre-2008 levels, an economic signal that the problem is structural, rooted in long-term demographic and economic shifts, not cyclical fluctuations tied to short-term economic ups and downs.
1. A Shortage of Specialized Skills
The U.S. education and training pipeline is failing to keep pace with demand in tech and automation, emerging sectors like AI, cybersecurity, and clean energy, and trades and vocational fields (electricians, machinists, nurses). Immigration used to serve as a release valve, allowing companies to source specialized talent globally. But now, employers face caps, processing backlogs, and legal uncertainty, often losing talent mid-process.

Policy Uncertainty and Compliance Pressures

Immigration policy in the U.S. is often reactive and politically charged. Frequent shifts—executive orders, court rulings, and congressional stalemates—make it difficult for businesses to plan ahead or invest confidently in global talent strategies.

Even companies that don’t sponsor visas are affected by I-9 audits, E-Verify mandates, and enforcement crackdowns. These increase compliance costs and risks, especially for small and mid-sized businesses, diverting attention from growth and innovation.

Why This Matters Now: Economic Growth at Stake

The U.S. has always relied on immigrants to build, grow, and adapt its economy. Immigrants are not only vital contributors to the workforce, they are entrepreneurs, innovators, and consumers. Restrictive and outdated immigration policies don’t just block workers, they block progress.

Without strategic reform, industries will continue to struggle with talent shortages, wage inflation, and stalled innovation. Immigration policy must align with workforce realities, not hinder them.

It’s critical that we reframe immigration not as a political flashpoint, but as a business and economic necessity. Employers, industry leaders, and policymakers must recognize that global talent is not a threat—it’s a competitive advantage. Immigration policy must reflect the real needs of the modern workforce.

How are today’s immigration policies limiting your organization’s ability to grow, compete, and innovate?
July 29, 2025
Are We Paying Attention to Workforce Trends in 2025?
If there’s one thing we know for sure about the workforce in 2025, it’s this: the pace of change isn’t slowing down. Between economic shifts, evolving employee expectations, and new technologies reshaping how we work, HR professionals and business leaders alike are rethinking what it means to build, develop, and retain a successful workforce.

At Horizon Point Consulting, we work with employers across the Southeast, especially in Alabama, to navigate the practical realities of today’s talent landscape. From workforce development planning to leadership training and retention strategy, we’re seeing some key macro trends rise to the top. Here’s what you need to know about workforce trends in 2025.

1. The talent shortage is still real but priorities are shifting

According to SHRM’s 2025 State of the Workplace report, recruiting remained a major challenge in 2024, with 75% of organizations struggling to fill full-time roles. Burnout increased as existing employees picked up the slack, and while job openings have started to level out nationally, talent attraction still tops many HR priority lists.

But in 2025, there’s a noticeable shift happening: organizations are pivoting from focusing solely on recruitment to prioritizing employee development and engagement. Leadership and manager development, learning and development, and employee experience are now top priorities for HR professionals and U.S. workers alike.

This trend aligns with what we’re hearing in our work with manufacturing clients, school systems, and nonprofits across Alabama: once you get good people, you need to keep them—and help them grow.

2. Employee development is now a business imperative

ATD’s 2025 State of the Industry report confirms this shift. While learning hours per employee have decreased (down to 13.7 hours on average in 2024), investment in learning remains strong, with organizations spending an average of $1,254 per employee on direct learning costs. Coaching and mentoring are on the rise as preferred methods of development, especially in larger organizations.

This focus on learning isn’t just about ticking a training box. It’s about preparing for the future of work, where adaptability, problem-solving, and leadership at every level are essential.

If you’re not investing in your people, you’re falling behind.

Looking for ways to boost employee development at your organization? Check out our blog post on 4 Ways to Get Unstuck with Professional Development.

3. HR tech and analytics are essential to staying competitive

Both SHRM and ATD highlight the growing importance of HR technology in driving talent strategies. When HR tech is effective, workers are more likely to view their HR departments as effective and they’re more likely to be engaged, productive, and satisfied.

From applicant tracking systems and performance management tools to learning platforms and DEI dashboards, technology is enabling smarter, faster decisions. And in 2025, that data-driven approach is no longer optional, it’s essential.

4. Job openings in Alabama are ticking upward again

Here in Alabama, we’re seeing localized workforce shifts that mirror the national data. According to the U.S. Bureau of Labor Statistics, Alabama’s job openings rate rose from 4.6% to 4.9% between March and April 2025, indicating renewed demand for talent across industries.

While our state has traditionally lagged behind the national average in some workforce metrics, the current labor market presents an opportunity for employers who are ready to adapt.

Want to know how your compensation and benefits compare across the region? Read about the latest North Alabama Wage and Benefit Survey.

5. A new era of leadership is needed

Finally, as remote work stabilizes, AI tools evolve, and generational shifts accelerate, we’re seeing an increased demand for human-centered leadership. According to SHRM, poor management was cited by one-third of workers as a major reason for disengagement or intent to leave their job.

Leadership development isn’t just a “nice to have”. It’s a must-have for organizational stability and culture in 2025. Leaders at all levels must know how to communicate, coach, and connect.

Explore our approach to leadership development to learn how we help leaders build the skills needed for today and tomorrow.

Moving Forward: What Should Employers Do?

In the face of these evolving workforce trends in 2025, employers need to take a proactive approach. That means:
- Investing in development: Create a culture of continuous learning through coaching, mentoring, and targeted upskilling.
- Listening to employees: Employee experience and engagement are directly tied to retention. Don’t wait until your best people leave.
- Getting strategic with HR tech: Use data and automation to improve efficiency, equity, and outcomes.
- Developing your managers: They’re the glue that holds teams together and often the reason people stay or go.
The bottom line? Workforce trends in 2025 are about much more than filling positions. They’re about creating environments where people want to stay, grow, and contribute.

Let’s build those workplaces together.

Need help navigating your workforce strategy in 2025? Reach out to us! We’re here to help you build a brighter future for your team.
July 22, 2025
Why Fewer Men Are Working and What Policy Can Do About It

We’ve written before about the decline in prime-age males in the workforce—and how this and other demographic trends are impacting overall labor force participation. We’ve also explored the research behind why fewer men in the U.S. are working today, a trend that’s been building for decades.

This graph pretty much sums the issue up:

So, what do we do about it?

In a 2023 post, we shared a few ideas for what employers can do. But what about at the macro level? From a policy perspective, what might actually move the needle?

Brad Wilcox, a professor at the University of Virginia, has a couple of ideas:

1. Promote the Success Sequence

We discussed this in our last post. Read all about it here.

2. Defund College, Refund Vocational Education

In his book Get Married, Wilcox writes:

“Not enough male teachers, too little recess, books that don’t speak to the male imagination, and intolerance for the boisterous spirit of boys in our nation’s schools are among many factors driving ‘the growing epidemic of unmotivated boys and underachieving young men’ in the education sector.”

He continues:

“Big education has also focused its spending and attention overwhelmingly on serving students on the ‘college track,’ a track now dominated by girls and young women. The Department of Education, for instance, spends about seventy-nine times as much money on colleges and universities as it does on vocational education in high schools and community colleges.”

In short, our system is failing to equip many young men—especially those from poor or working-class backgrounds—with the skills, confidence, and purpose that come from learning a trade. This isn’t just about economics. It’s also about dignity, direction, and a clear path toward a stable, decent-paying job. Even some affluent young men would benefit more from hands-on work than from a traditional college path, as I’ve written about previously.

Wilcox’s recommendation? Shift investment and prestige toward vocational and technical education.

“Career Academies—high school programs that offer struggling students rigorous, career-oriented courses—have succeeded in boosting the earnings and marriage prospects of young men who succeed in them. Policymakers should lean into the success of Career Academies and other CTE models in high schools and community colleges by increasing funding and prestige for these programs.”

Local Progress, National Opportunity

I’m encouraged to see progress in this area locally—through both funding and community focus. But more is needed.

We also need to engage strong, positive male role models earlier in boys’ lives. As Wilcox points out, there are far fewer male teachers than female teachers—especially in early education. Many boys are raised by single mothers, taught mostly by women, and rarely see men working in trades or industries that might spark their interest—if only they were exposed to them.

The decline in male workforce participation has been slow and steady. Climbing out of it won’t be quick, but with thoughtful, long-term policy, it’s possible.

And it’s not just a workforce issue—it’s a societal one. As poverty expert Ruby Payne has said, “If men aren’t employed, they are usually one or both of two things: lovers and fighters.”

That reality runs counter to the success sequence—and leaves too many men incarcerated or disengaged rather than contributing meaningfully to their families, communities, and economy.

So I guess I’ll wrap up by saying this: If we want to reverse the decline in male workforce participation, we need to rethink how we educate, support, and engage young men – starting early and continuing through career entry. It’s not just about jobs; it’s about purpose, identity, and belonging. Investing in these solutions today can lead to a stronger, more stable workforce (and a healthier society) for everyone.

July 8, 2025
The Success Sequence: Workforce Development Meets Poverty Prevention
The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:

Graduate from high school

Obtain full-time employment

Marry before having children

The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.

Source: The Power of the Success Sequence for Disadvantaged Young Adults

Education, Employment, and… Marriage?

The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.

Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.

How the Sequence Supports Workforce Participation

Let’s zoom in on the middle step: employment.

If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.

While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.

Why the Success Sequence Matters for Employers and Communities

Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.

Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.

What Are Your Thoughts?

Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.
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July 1, 2025