Thank you. It's a good question.
Awareness has to be hit at a few different angles. The employer has to be made more and more aware of the benefit of taking on the apprentice. Too many still look at it as a cost. So to Sarah's point, I know in our industry they still do, or they'll hire the journeyperson over the apprentice.
There still needs to be a lot of work done to communicate the value and the benefit of investing in an apprentice, versus thinking of it as a cost. The second thing that needs to happen is that we need to integrate the communication better. I think when you look at young people coming in, the people who are in front of them day in and day out are their teachers. Their parents may sway them to and from different career choices, but their teachers are presenting curricula, and sometimes aren't able to make the connection of how what they're learning in school is applied in a workplace setting.
If there were more of that, if we could communicate through the people who are in front of those young people every day, which is their teachers and trainers, about making those connections of what their learning and how it's applied.... The other piece to that is to integrate the employer into the equation so that there's more of a conversation and dialogue and a rapport with local schools, with local employers, and those young people.
II you can connect those dots, and I think there are ways to do that in a really efficient fashion that's effective and results-oriented, I think you'll start to see some of these things that just sort of keep on.... We continually talk about young people and if they are going into the trades, and I think if you start connecting those dots better you'll start to realize some systemic change.