Massachusetts labor leaders say the state can meet its ambitious climate goals while creating quality jobs in communities facing the greatest threats from climate change.

A new report details how investments in electric rail networks, renewable energy and high-efficiency buildings can reduce emissions and help build a diverse, equitable workforce.

Ryan Murphy, executive director of Climate Jobs Massachusetts, said those most at risk of sea level rise or worsening air quality should benefit from the jobs the projects will bring.

"We have a real opportunity to create thousands and thousands of great careers," Murphy pointed out. "That not only benefit the environment and fight climate change, but also helps reduce inequality."

Murphy noted energy jobs have long provided strong wages, health care and pension plans, and argued the green jobs of the future should do the same. The state aims to cut its emissions in half by 2030, with a goal of net-zero emissions by 2050.

The state's energy transition will require a steady pipeline of highly trained construction workers, electricians, plumbers and more. Murphy suggested the state should boost investments in quality pre-apprenticeship programs and increase spending on outreach services to help low-income workers gain better access to union jobs.

He emphasized ensuring strong labor standards and contractor agreements to support apprenticeships on state-funded projects will help build equity.

"The more that we can invest in this infrastructure -- making sure that money is going back into Massachusetts communities -- that's, to me, where the largest investment would be most critical," Murphy stressed.

Murphy added it is important for the state to support workers displaced by the clean energy transition. The report suggested the creation of an apprenticeship program fund to train fossil fuel workers in alternative energy careers, while clean energy employers hiring the workers could receive tax credits as incentives.

Many Maryland workers are benefiting from the minimum wage increase that went into effect at the beginning of this year.
But a new report from Oxfam America suggests the increase didn't go far enough.

Over 500,000 Maryland workers make less than $17 an hour. That's almost 17% of the population - and disproportionately women, single parents and people of color.

But Kaitlyn Henderson, senior researcher at Oxfam America, said Maryland is doing well compared to its neighbor, West Virginia - where 30% of workers make less than $17 an hour.

"The fact that people in neighboring West Virginia can have the exact same job as someone in Maryland but earn significantly less," said Henderson, "and have a really hard time paying for the cost of living - even the most basic components of the cost of living - doesn't seem to make a lot of sense."

Henderson emphasized that not everyone can move to states like Maryland that have made strides to increase their minimum wage. She said she backs the idea of national legislation to increase wages.

The federal minimum wage has been $7.25 an hour since 2009.

In Maryland, the number of workers earning less than $17 an hour increases quickly when race, gender or family composition are factored in.

For women, the number is 19.6%. For people of color, it's 29.6%. And almost 34% of single parents in Maryland make less than $17 an hour.

With this data, Henderson said Oxfam is working to fight the cliches that exist around low- and minimum-wage workers.

"There is such a common misconception that when we talk about low-wage workers, or even when we talk about minimum-wage workers," said Henderson, "that these are high school students that are working an after-school job."

In reality, she says, fewer than 13% of low-wage workers in Maryland are teenagers.

The Massachusetts Institute of Technology's Living Wage Calculator says for Maryland, one adult with no children needs a wage of almost $25 an hour to comfortably live in the state.

Two adults, both working, with two children, need to each make close to $29 an hour.




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A new report finds Connecticut's state government can improve pay equity and representation.

The University of Connecticut School of Public Policy report examines demographic representation in proportion to statewide census data. Hispanic and Latino people have the lowest representation among new hires and long-term employees. White men and Black people are the majority of longer-term hires.

Mohamed Alkadry, professor and director of the school, said it is more than a human resources issue.

"There are also areas where the issues are stubborn like hiring female engineers is complicated by many things like the availability of female engineers in the workforce," Alkadry pointed out. "Engineering schools are still graduating not enough women by comparison to men."

Although female engineers are entering the field in record numbers, they are not remaining in the industry. Alkadry noted lawmakers can fund pathway programs for government employment, which can provide recent graduates with options to enter public service since it is harder to enter a field with little or no experience.

Despite this, Alkadry finds representation in government among all groups has improved in recent years.

While representation is fairly well-rounded, pay equity in Connecticut's government is not. The report showed pay for people of color, Hispanics and Latinos is lower than those of white workers. Alkadry emphasized pay equity plays a big role in representation, especially for minority workers.

"If half of the workforce is that, but then the pay equity data shows that these folks are only making 60% of what white men and white women are making in that same workforce, this means that the Hispanic and Black men and women are ending up in lower-echelon positions," Alkadry outlined.

One report recommendation called for the Department of Administrative Services to conduct an analysis on the diversity of statewide candidate pools. The data can uncover whether diverse candidates are entering the application process or if other barriers slow their progress.

More than a year after City of Richmond workers filed to vote on a union contract, they are celebrating its implementation.

The contract provides workers with an established grievance process, updated health and safety guidelines, and labor management committees to help improve different departments. Workers described the moment as everything they have waited for.

Felicia Boney, management analyst associate in the Department of Social Services for the City of Richmond, said it sends a message to other cities about the efficacy of treating workers fairly.

"The economy has changed," Boney pointed out. "People are looking for better employment, better benefits. It will improve retention of the employees and if employers are treating their employees like they should, it would benefit them."

Cities like Alexandria, Portsmouth, and Newport News are all in different stages of the unionization process. A 2021 poll showed 68% of Virginians favored letting public employees unionize.

Boney noted there was plenty of give and take from the city and workers, making it quite a process to reach this point but with things in place, she emphasized the city is eager to start working with the Joint Labor Management Committee.

Another reason for the contract's implementation is making the city more competitive in hiring. The hope is to attract people to jobs in understaffed departments. She stressed workers are eager to see what lies ahead in a new chapter of Richmond's history.

"We love our jobs, we really do," Boney added. "We just want to be able to be better at doing what we're doing, and I think this gives us an opportunity to do just that. We want to make Richmond great again and I think this is one of the tracks we can take to do that."

Before the contract and unionization, one in 12 of the city's full-time employees could not support themselves on their salary. The city also saw high turnover rates across agencies. In all, it cost the city more than $6.5 million per year.


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