THE EMPLOYMENT RATE IN MAUI LOWEST IT'S BEEN IN YEARS.

LOCAL BUSINESSES CAN CONTINUE TO GRAPPLE WITH THE CHALLENGE OF FINDING AND RETAINING WORKERS ENTRY LEVEL, HIGHLY SKILLED POSITION, WORKFORCE SHORTAGE IS IMPACTING BOTH PRIVATE AND PUBLIC SECTORS.

IS THE SITUATION IMPROVE GOING OUR ISLAND HOME?

JOIN THE CONVERSATION ON THE WORKFORCE SHORTAGE PROBLEM NEXT ON INSIGHTS ON PBS HAWAII.

¶¶ ¶¶ ALOHA AND WELCOME TO INSIGHTS ON PBS HAWAII.

I'M LAUREN DAY.

ACCORDING TO A RECENT REPORT, AS OF DECEMBER 2023, THE UNEMPLOYMENT RATE IN HAWAII WAS 2.9%.

EVEN WITH THE LOW RATE, BUSINESSES ARE STILL STRUGGLING TO FIND AND KEEP ENOUGH WORKERS TO OPERATE SUCCESFULLY.

THE NEED FOR WORKERS IS GREAT ACROSS EVERY INDUSTRY AND AT EVERY LEVEL.

RETAIL, HOSPITALITY, FOOD SERVICE, HEALTHCARE WORKERS, AND CIVIL SERVICES ALL NEED EMPLOYEES.

WHAT CAN LOCAL BUSINESSES AND ORGANIZATIONS DO TO SOLVE THE WORKFORCE SHORTAGE?

WE LOOK FORWARD TO YOUR PARTICIPATION IN TONIGHT'S SHOW.

YOU CAN EMAIL OR CALL IN YOUR QUESTIONS, AND YOU’LL FIND A LIVE STREAM OF THIS PROGRAM AT PBSHAWAII.ORG AND THE PBS HAWAII FACEBOOK AND YOUTUBE PAGES.

NOW, TO OUR GUESTS.

TINA YAMAKI IS THE PRESIDENT OF THE RETAIL MERCHANTS OF HAWAII.

SHE HAS BEEN WITH THE ORGANIZATION FOR SEVEN YEARS.

PRIOR TO HER CURRENT POSITION, SHE HELD POSITIONS AT THE HONOLULU POLICE DEPARTMENT, THE HAWAII LODGING AND TOURISM ASSOCIATION, AND SHE WAS THE DIRECTOR OF BUSUNESS SUPPORT HERE AT PBS HAWAII.

SHERRY MENOR‑MCNAMARA IS THE PRESIDENT AND CEO OF THE CHAMBER OF COMMERCE OF HAWAII.

SHE IS THE YOUNGEST AND FIRST FEMALE IN THE ORGANIZATION’S HISTORY.

SHE PREVIOUSLY WORKED FOR THE HAWAII STATE LEGISLATURE, SENATOR DANIEL AKAKA, AND THE SONY CORPORATION.

CARL BONHAM IS A PROFESSOR OF ECONOMICS AND THE EXECUTIVE DIRECTOR OF UHERO, THE ECONOMIC RESEARCH ORGANIZATION AT THE UNIVERSITY OF HAWAII.

HE WAS A FOUNDING MEMBER OF THE ORGANIZATION IN 1997.

HIS RESEARCH FOCUSES ON MACROECONOMICS AND THE HAWAII ECONOMY.

GEMMA WEINSTEIN IS THE PRESIDENT OF UNITE HERE LOCAL 5 WHICH REPRESENTS 10,000 HOTEL, HEALTH CARE, AND FOOD SERVICE WORKERS THROUGHOUT HAWAII.

GEMMA HAS BEEN A MEMBER OF LOCAL 5 FOR OVER 30 YEARS AND ORIGINALLY JOINED THE UNION WORKING AS A HOUSEKEEPER IN WAIKIKI.

THANK YOU ALL FOR JOINING US BEING WITH US IN STUDIO TONIGHT.

CARL, I WANT TO START WITH YOU.

CAN YOU GIVE US SORT OF BRIEF ECONOMICS LESSON, HOW HAS HAWAII'S UNEMPLOYMENT RATE CHANGED SPECIFICALLY OVER THE LAST COUPLE OF YEARS?

>> I'LL TRY TO BE BRIEF.

NOT KNOWN FOR THAT.

IF YOU GO BACK TO THE HEIGHT OF THE PANDEMIC, UNEMPLOYMENT RATE WAS OVER 20%.

BASICALLY, WHEN WE WERE COMPLETELY SHUTDOWN, I THINK 22%, THEN AS WE REOPENED TO TOURISM AND REOPENED ECONOMY, DEMAND FOR WORKERS CAME BACK VERY, VERY STRONG LABOR FORCE DIDN'T COME BACK.

WORKERS DIDN'T COME BACK AS NEEDED FOR WORKERS GREW BECAUSE OF BUSINESSES REOPENING.

SO UNEMPLOYMENT RATE CAME DOWN QUITE QUICKLY.

AND CREATED A HUGE GAP BETWEEN DEMAND FOR WORKERS AND SUPPLY FOR WORKERS.

PERSISTED ALL THE WAY THROUGH LAST YEAR.

IT'S MOSTLY BACK TO NORMAL.

SORT OF TYPICAL EXCESS DEMAND FOR WORKERS BUSINESSES NEED FOR WORKERS THAN WE HAVE THE LABOR FORCE.

ON AVERAGE.

IN ANY GIVEN YEAR.

BACK TO ABOUT WHERE WE WERE IN 2018, 2019.

WITH ABOUT 1‑AND‑A‑HALF JOBS FOR EVERY UNEMPLOYED WORKER IN THE STATE.

ACTUALLY PRETTY TYPICAL.

WHAT IS DIFFERENT IS THAT THOSE SECTORS OF THE ECONOMY GOT HIT THE WORST, HIT HARDEST DURING THE PANDEMIC ARE STILL STRUGGLING TO SORT OF GET BACK TO SOME DEGREE OF NORMALCY.

HAVING TO ADJUST HOW THEY CONDUCT BUSINESS.

PRIME EXAMPLE REALLY IS FOOD SERVICE.

REALLY WHERE YOU SEEN BIGGEST IMPACTS.

>> AS YOU SAID, GOVERNMENT, HEALTH CARE, ACROSS THE BOARD.

DON'T HEAR LAW FIRMS, DON'T HEAR, SECTORS OF THE ECONOMY WHERE YOU DON'T HEAR PEOPLE TALKING ABOUT ABNORMAL SHORTAGE.

LIKE YOU DO IN FOR EXAMPLE FOOD SERVICE.

>>Lauren: WHAT ARE YOU HEARING FROM FOLKS IN THE RETAIL INDUSTRY?

IS THE PROBLEM THAT NO ONE IS APPLYING FOR THESE POSITIONS OR NOT ENOUGH PEOPLE, OR THESE BUSINESSES ARE STRUGGLING TO FIND WORKERS THAT MEET THEIR STANDARDS?

>> A LITTLE BIT OF BOTH.

WE FOUND OUT DURING THE PANDEMIC A LOT OF PEOPLE SAY I'M GOING TO RETIRE, NEXT YEAR, RETIRE NEXT YEAR FINALLY DID RETIRE WHEN THE PANDEMIC HIT.

FOUND OUT IT'S NOT SO BAD STAYING HOME.

SO WE LOST THEM.

THERE'S A NEW BREED OF PEOPLE OUT THERE WHO DON'T WANT TO WORK IN THE SERVICE INDUSTRY.

THEY WANT TO WORK FROM HOME.

IF YOU'RE IN A RESTAURANT OR ESPECIALLY RETAILER AND YOU WANT TO BUY THAT PAJAMAS OR WHATEVER, I'M AT HOME EATING CHEETOS AND WATCHING NETFLIX I CAN'T CHECK YOU OUT.

WE NEED PEOPLE ON SITE.

SEEING DIFFERENT TYPE OF WORKER THAT IS COMING OUT.

GETTING HARDER AND HARDER TO FIND PEOPLE.

>>Lauren: WHAT ABOUT YOU?

WHAT HAVE YOU HEARD FROM LOCAL BUSINESSES?

HOW BIG OF A PROBLEM IS THE WORKER SHORTAGE PROBLEM FOR THESE BUSINESSES?

>> IT IS.

CARL TOUCHED UPON IT.

TINA AS WELL.

HOSPITALITY, RETAIL, RESTAURANT INDUSTRY IMPACT WITH, AT THAT SAID, SAID IT EARLIER ACROSS THE BOARD.

I THINK IT'S FOR VARIOUS REASONS.

ONE IS CHILD CARE.

DURING COVID, ABLE TO TAKE CARE OF THE KIDS SCHEDULED CHANGED, WAY THEY CONDUCTED BUSINESS CHANGED.

ONCE RETURNED TO WORK, SOME DID NOT WANT TO BECAUSE OF CHILD CARE UNDERSTANDABLY.

ANOTHER REASON MANY OF WORKERS DECIDED THEY WANTED TO PIVOT INDUSTRY IS NOT WORK IN HOSPITALITY.

EXPLORE OTHER INDUSTRIES, LET'S SAY HEALTH CARE.

NOT READY TO GO BACK TO WORK.

WE'VE BEEN HEARING ALL KINDS OF REASONS AS TO WHY IT'S HARD TO FILL THOSE POSITIONS.

FOR EMPLOYERS TOO, HAVING THAT KILL SKILLED WORKFORCE.

SOMETHING I KNOW THAT THE CHAMBER, WE'RE WORKING ON IS PREPARE WHO WANTED TO PIVOT OR JOBS RETAIL UPSCALE WORKERS.

>>Lauren: WHAT ARE YOU SEEING BIGGEST CHALLENGE THAT WORKER SHORTAGE HAS CREATED FOR THESE BUSINESSES?

>> SEEN IT ALREADY.

RAMIFICATIONS.

MANY SMALL BUSINESS CLOSED THEIR DOORS.

LESSEN HOURS.

CUT POSITIONS.

STRUGGLE IS REAL.

THEY'RE HAVING A HARD TIME FILLING THESE POSITIONS.

AND SO IF WE DON'T FIND DIFFERENT CREATIVE SOLUTIONS TO FILL THESE POSITIONS, WE'RE GOING TO CONTINUE TO SEE THAT TREND.

>>Lauren: I'M CURIOUS TO HEAR FROM THE UNION PERSPECTIVE.

ALL POSITIONS THAT LOCAL 5 REPRESENTS ARE THOSE FILLED?

OR VACANCIES AS WELL WHERE PEOPLE AREN'T GETTING JOBS OR APPLYING FOR LOOKING FOR WORK.

>> WORKER AND PRESIDENT OF LOCAL 5, WE DO TALK TO THE MEMBERS EVERY DAY.

>> STRUGGLE OF WORKERS THAT ACTUALLY RETIRED DURING PANDEMIC, WE HAVE ABOUT LIKE 11,000 MEMBERS.

UP TO NOW, PROBLEM IS NOT REALLY ABOUT SHORT OF WORKERS.

IT'S ACTUALLY PROBLEM THAT THIS IS BASED ON OUR EXPERIENCE, A LOCAL 5 MEMBERS.

WE SEE THAT YES, THEY'RE BACK TO WORK.

BUT THEY'RE NOT GETTING HOURS.

IT'S BECAUSE OF CUTTING SERVICE, CUTTING THE QUALITY SERVICE, LIKE FOOD SERVICE.

LIKE IN HEALTH CARE.

WE FIND OUT HEALTH CARE HAVE MORE STAFFING.

SO THAT HE CAN TAKE CARE OF THE PATIENT.

WE FIGHT TO HAVE MORE WORKERS TO BE ON THE FLOOR SO THAT THAT HE CAN GIVE QUALITY SERVICE TO THE CUSTOMER, TO GIVE THEM THAT ALOHA.

CAN MAKE THEM FEEL THE PARADISE OF HAWAII BUT WE CAN'T DO THAT.

WE STILL HAVE A LOT OF MEMBERS OF LOCAL 5 THAT ACTUALLY NOT BACK TO WORK.

I HEAR ABOUT SHORTAGE NOT JUST HEAR, I HEAR IT ON THE NEWS.

SHORTAGE.

OUR MEMBERSHIP, WE HAVE MEMBER IS NOT BACK TO WORK.

>>Lauren: NOT BACK TO WORK BECAUSE NOT GETTING ENOUGH HOURS OR AREN'T GETTING THE JOBS?

>> WELL, IT'S BOTH.

BECAUSE THE QUALITY SERVICE, ALSO SOME OF OUR PROPERTIES STILL DON'T HAVE DAILY ROOM CLEANING.

AND SOME OF THE RESTAURANTS DID NOT OPEN OR STOPPED SERVING GUESTS LIKE ROOM SERVICE A LOT OF OUR PROPERTIES HOTELS WE REPRESENT DON'T HAVE ANY MORE ROOM SERVICE.

CUT THAT.

THOSE WORKERS THAT WORK ON THAT CLASSIFICATION HAVE NO WAY TO GO AND GET A JOB BECAUSE THEY CUT THAT POSITION.

>> INTERESTING.

YOU'RE BRINGING UP A POINT ABOUT HOW COVID REALLY CHANGED THE WORKFORCE AND THE JOB FIELD.

>> COVID CHANGED EVERYTHING.

AND THE LAUNDRY LIST OF THINGS THAT HAVE IMPACTED THE LABOR MARKET DURING COVID IS SO LONG.

FROM SHERRY MENTIONED CHILD CARE.

WELL, WE HAD TO HAVE CHILD CARE BECAUSE KIDS WEREN'T IN SCHOOL.

AND THAT WENT ON, THEN PEOPLE MAY HAVE BEEN AT HOME.

SO THINK ABOUT AS WE STARTED RECOVERING FROM COVID, DEMAND FOR WORKERS STARTED GOING UP LABOR SUPPLY DIDN'T COME BACK.

>> WORKERS DIDN'T OFFER TO COME TO WORK AS QUICKLY.

SOME OF THAT WAS CHILD CARE.

THEY WERE MAYBE CARING FOR SICK FAMILY MEMBER.

SOMEBODY IN THEIR FAMILY OR WORKER HAD LONG COVID.

OR AT THE STARTED THEIR OWN BUSINESS.

WE HAD ENORMOUS INCREASE IN BUSINESS START‑UPS.

DURING COVID.

SOMEONE WHO WAS WORKING IN A RESTAURANT DECIDED I'M NOT GOING TO BACK AND WORK IN THAT RESTAURANT ANY MORE.

INSTEAD MAKE CHOCOLATES AT HOME AND SELL THEM ONLINE.

>> WHATEVER BUSINESS MODEL WAS.

PIVOTING TO NEW CAREER.

THAT LEAVES HARDEST HIT INDUSTRY STILL STRUGGLING AND THEN PUT THAT TOGETHER WITH.

THE COVID WAS FOUR YEARS AGO.

PANDEMIC, AND OVER THAT TIME, SINCE RIGHT BEFORE THE PANDEMIC TILL NOW, THE 65 AND OLDER POPULATION IN THE STATE GREW BY MAYBE 17, 18,000 PEOPLE.

SO WE'RE TALKING ABOUT RETIRING.

SO A LOT OF THOSE PEOPLE JUST SIMPLY AREN'T LOOKING TO WORK ANY MORE.

AND THAT IS CONTRIBUTING, SOMETHING WE HAVE TO SORT OF PLAN FOR AND LOOK FORWARD TO FOR THE NEXT FIVE YEARS.

NOT GETTING ANY YOUNGER.

>>Lauren: MAYBE YOU CAN SPEAK TO THE BIRTH RATE AS WELL.

POPULATION RETIRING, IS THAT GETTING REPLACED.

>> NO.

TOTAL POPULATION IN THE STATE DOWN OVER 20,000 PEOPLE SINCE 2017, 2018.

AND THE WORKING AGE POPULATION IS SMALLER.

>> TEN ON TOP OF THAT, BECAUSE OF AGING OF THE PARTICIPATION IS SMALLER.

62% LABOR FORCE, NOW OVER 60%.

THAT DIFFERENCE IS ABOUT 15,000 WORKERS THAT WOULD BE HERE IF YOU COULD INDUCE THESE OLDER WORKERS.

BUSINESSES HAVE TO MAKE ADJUSTMENTS TO HOW THEY DO THEIR BUSINESS.

>> FIGURE OUT WAYS TO MAKE WORKERS MORE PRODUCTIVE ALSO FIGURE OUT WAYS TO GET OLDER PEOPLE TO COME BACK TO WORK.

AND ABOUT PERCS AND TINA WAS TALKING ABOUT, ALSO WANT TO WORKER REMOTE OR HYBRID.

A LOT OF THINGS BUSINESSES ARE STRUGGLING WITH.

>>Lauren: YOU MENTIONED A LOT OF YOUR WORKER RETIRED DURING THE PANDEMIC.

WERE MORE YOUNGER WORKERS DID THEY COME IN AS WELL TO REPLACE THEM?

>> WELL, THAT IS THE PROBLEM THAT WE STILL FACING.

WE HAVE A LOT OF, IF THEY SAID DON'T HAVE ANYBODY APPLYING FOR THE JOB, WE HAVE OUR MEMBERS, REPAIR THE FAMILY.

WE THEY THAT BECAUSE WE HAVE THEM THERE.

THOSE FAMILIES MEMBERS THAT THEY REPAIR, ACTUALLY WORK THAT, THEY DON'T EVEN GET INTERVIEW.

IT'S NOT ABOUT, WHAT I'M SAYING IS WHAT WE ARE EXPERIENCING, AS UNION MEMBER, I DON'T KNOW WHAT IS GOING ON IN THAT UNION.

WE STRUGGLE TO FIGHT FOR WORKERS HOURS.

AND PRIOR TO PANDEMIC, LIKE PBX ITSELF, TELEPHONE OPERATOR WE USED TO HAVE TWO PEOPLE WORKING EVERY SHIFT.

BECAUSE OF THE TWO INCIDENTS THAT HAPPENED TWO OF OUR PROPERTIES, THEY HAVE TO PUT BACK TELEPHONE OPERATOR, WE USED TO HAVE THREE.

NOW ONLY ONE PERSON.

INCIDENT THAT HAPPENED BACK THEN IS LIKE REALLY SCARY BECAUSE THROUGH THE PROPERTY, OUR HOUSEKEEPER DON'T KNOW WHO TO CALL.

HIDING IN ONE ROOM BECAUSE SHE HAVE NO ONE TO TALK TO AND HEAR, PLEASE, TAKE ME OUT OF THIS ROOM BECAUSE OF THIS INCIDENT.

ACTIVE SHOOTER IS HAPPENING IN MY ROOM.

ONE OF THE GUESTS CALLED FAMILY MEMBER IN MAINLAND AND SAID SOMETHING ABOUT CONCERNING, AND THE GUEST IN MAINLAND ACTUALLY CALLED HOTEL BUT NOBODY IS RESPONDING OR ANSWERING THE PHONE.

THEY HAVE TO CALL POLICE AND POLICE AND AMBULANCE GOT THE HOTEL BECAUSE THERE'S NO TELEPHONE OPERATOR.

THOSE ARE THE THINGS THAT IS HAPPENING.

THAT'S WHY OUR MEMBERS CONTINUE TO FIGHT UNTIL NOW TO GET OUR JOB THAT WE HAVE IN 2019 PRIOR TO PANDEMIC.

THAT IS THE BIGGEST PROBLEM THAT WE'RE ACTUALLY FACING.

STILL CONTINUE FIGHTING TO GET THE JOB THAT I HAVE, 2019, FULL‑TIME WORKERS.

WE HAVE A LOT OF THAT.

FULL‑TIME PRIOR TO PANDEMIC, AFTER PANDEMIC, IT'S BEEN FOUR YEARS.

OCCUPANCY COME BACK.

AND THEY ARE NOT BRINGING THEM BACK.

WHEN SHE SAID I DON'T HAVE HOURS FOR YOU, IT'S BECAUSE THEY HAVE THE CUT THE SERVICE.

STAFF SOMETHING NOW SHORT AND PEOPLE WORKERS THAT HAVE HOURS, IS WORKING HARDER THAN THEY USED TO IN 2019.

YES, THEY HAVE TO WORK HARD BECAUSE THEY'RE GETTING PAID.

BUT DOING A JOB OF THREE PEOPLE INSTEAD OF WHAT THEY'RE DOING IN 2019.

SO THAT IS WHERE THE PROBLEM IS.

AGAIN, I'M GOING TO REPEAT MYSELF.

WHAT I'M HEARING THROUGH OUR MEMBER LOCAL 5, BUT IF THESE WORKERS THAT HAVE A UNION REALLY STRUGGLING TO FIGHT TO BRING BACK THE SERVICE, QUALITY SERVICE FOR THE GUESTS, WHAT MORE OF THOSE WORKERS DON'T HAVE A UNION?

I DON'T KNOW WHAT IS GOING ON IN THERE.

THAT'S BASED ON OUR EXPERIENCE RIGHT NOW.

CONTINUE TO FIGHT TO HAVE OUR JOBS IN 2019.

>>Lauren: DOES THAT SURPRISE YOU HEARING THAT THERE ARE WORKERS WITH THE UNION THAT ARE READY TO WORK BUT THAT JOBS JUST HAVEN'T COME BACK TO WHAT THEY WERE PRECOVID?

WHAT DO YOU THINK WE CAN DO AS A STATE TO GET THOSE WORKERS, WORKERS AGAIN.

>> YEAH.

I MEAN, OBVIOUSLY NUMBER ONE PRIORITY GET BACK BACK TO WORK AND ENSURE THEY CAN HAVE LIVELIHOODS.

I UNDERSTAND WHAT SHE WAS SAYING.

EVERY BUSINESS IS DIFFERENT AS TO THE REASON WHY THEY CANNOT RESTART POSITION.

OVERALL, RESTORE POSITION.

COST OF LIVING COST OF DOING BUSINESS CONTINUES TO GET MORE CHALLENGE.

SO THAT IS ONE FACTOR.

AS IT RELATES TO TOURISM.

TOURISM HASN'T QUITE COME BACK TO WHERE IT WASN'T PREPANDEMIC.

SO HOW ARE BUSINESSES ADJUSTING TO THAT?

SO MANY OTHER FACTORS.

BUT WHAT CAN WE DO?

HOW CAN BUSINESSES ADJUST ACCORDINGLY SO WE CAN HAVE THESE POSITIONS RESTORED?

AGAIN, I BELIEVE BUSINESSES EACH ONE, HAS DIFFERENT REASONS AS TO WHY THEY CAN'T RESTORE THE POSITIONS.

AND AS A RESULT OF COVID, FORCED TO ADJUST ACCORDINGLY.

>>Lauren: I'M SURE YOU'RE SEEING THAT ACROSS THE BOARD.

>> TALKED ABOUT HOURS BEING IMPACTED FOR RETAIL STORES.

>> FOR THOSE PEOPLE FOUND OUTSIDE BUSINESS OR FOUND OUT THEY CAN ACTUALLY SURVIVE ON IT, AS A COTTAGE INDUSTRY, DURING PANDEMIC, DIDN'T COME BACK TO WORK, BUT NEW BUSINESSES THAT STARTED DURING THE PANDEMIC, IN THEIR BUSINESS PLAN, THEY TOOK INTO EFFECT HOURS AND NUMBER OF PEOPLE, WHOLE BUNCH OF OTHER THINGS, WHEREAS EXISTING BUSINESSES, HAD TO SCRAMBLE AND FIGURE THAT OUT, ON HOW TO KEEP THEIR BUSINESSES RUNNING, HOW TO PIVOT AND CHANGE AND MAKE SURE EVERYTHING IS WORKING.

>> KIND OF HARDER THING.

LIKE YOU SAID WITH THE HOURS BEING CUT, FINDING OUT AT THE SHOPPING MALL, BECAUSE OF CARL SAID, PEOPLE CHANGED SINCE THE PANDEMIC.

SO YOU'RE SHOPPING MALL, BY 7:00, PRETTY DEAD.

EVERYONE NOT THERE.

FEW PEOPLE PICKING UP FOOD THINGS LIKE THAT.

KIND OF CHANGED TOO ON HOW PEOPLE ARE WORKING.

>> WE'RE ALSO FINDING OUT THAT A LOT OF THE WORKERS DON'T WANT TO WORK CERTAIN HOURS.

THEY WANT TO WORK A SHORT PERIOD OF TIME FOR A LOT MONEY.

BALANCE OF HOW CAN BUSINESSES AFFORD EVERYTHING AND DO WHAT THEIR EMPLOYEES WANT BUT STILL MAKE A PROFIT IN ORDER TO PAY THEM AND PAY THEIR RENT.

WE ALSO GOT TO REMEMBER TOO, A LOT OF BUSINESSES ESPECIALLY SMALL ONES, THEY'RE STILL TRYING TO PAY BACK LOANS AND DEBTS THAT THEY HAD DURING THE PANDEMIC IN ORDER TO KEEP THEIR BUSINESSES OPEN, TO KEEP THEIR EMPLOYEES WORKING FOR AS LONG AS THEY COULD, AND A LOT OF THESE PEOPLE TOO IN ORDER DO THAT, THEY FOUND OUT THAT IF THEY DID PARTNERSHIPS THAT REALLY HELPED TOO.

SO INSTEAD CLOSING BUSINESS DOWN BECAUSE WE COULDN'T DO ONE THING, HEY, LET'S LOOK AT SOMETHING ELSE, SO WE SAW CLOTHING PEOPLE PARTNERING UP WITH FOOD PEOPLE.

BUY A TEE‑SHIRT GET BOX OF COOKIES KIND OF THING FOR MOTHER'S DAY OR FATHER'S DAY.

PARTNERSHIPS NEVER SEEN BEFORE HAPPEN.

>>Lauren: EVERYTHING TURNED TO ONLINE.

>> GET USED TO THAT HOW DO YOU ENCOURAGE THEM BACK‑TO‑BACK TO THE SHOPPING CENTERS.

>> ONLINE, A LOT OF THE KUPUNA FOUND OUT IT'S REALLY EASY.

YOU CAN ORDER THAT TEN, 15 POUND BAG OF RICE, GETS DELIVERED TO YOU.

DON'T HAVE TO STRUGGLE TO GET IT TO YOUR CAR OR HOUSE.

NOW, WE'RE SEEING MORE PEOPLE COMING BACK INTO THE STORES AND EVEN YOUNGER GENERATION, BECAUSE WE'VE ALL SEEN IT ON SOCIAL MEDIA.

YOU ORDER SOMETHING AND WHEN IT COMES, IT'S TOTALLY DIFFERENT.

CHAIR YOU ORDERED IS MAYBE 2 INCHES TALL OR DRESS YOU ORDERED IS NOTHING LIKE YOU EVER HAD.

LOOKS LIKE MAYBE A PRESCHOOLER MADE IT.

SO PEOPLE ARE STILL GOING BACK INTO THE SHOPPING MALLS.

SEEING THAT ESPECIALLY OVER THE PAST HOLIDAY SEASON.

A LOT MORE SHOPPERS DURING THE BLACK FRIDAY SALES AND EVEN AFTER THE CHRISTMAS SALES.

>>Lauren: HEARING ABOUT WE TALK ABOUT CHANGES OF CONSUMER INDUSTRY THROUGH COVID, DOES THAT WORRY YOU WHEN YOU TALK ABOUT HOW THE HOTELS ARE MAYBE NOT OFFERING DAILY CLEANINGS OR NOT ROOM SERVICE ANY MORE FOR YOUR EMPLOYEES TO GET THOSE JOBS?

>> WELL, IT REALLY WORRIES ME AND IT'S NOT JUST BECAUSE OF THE JOB.

IT WORRIES ME MORE ALSO ABOUT LIKE COMMUNITY OF HAWAII, IF WE CONTINUE TO ABANDON QUALITY SERVICE FOR CUSTOMER, I'M WORRIED ABOUT WE'RE NOT GOING TO HAVE ANY TOURISTS AS ALL TO COME.

REASON WHY IS MOSTLY TOURISTS COME TO HAWAII BECAUSE HAWAII KNOWN FOR ALOHA.

HAWAII KNOWN AS PARADISE OF HAWAII, THEY WANT TO GO TO HAWAII BECAUSE IT'S PARADISE.

IT WORRIES ME ALL THE STUFF THAT'S HAPPENING.

LIKE BASED ON OUR EXPERIENCE, FEELS LIKE THE QUALITY OF THE SERVICE THAT NEED TO GIVE THROUGH THE GUESTS, TO THE CUSTOMER, TO THE TOURISTS, IT'S GONE.

IT'S NOT THE SAME.

EVERY TIME WE TALK TO THE WORKERS, I'M TIRED.

I'M TIRED WORKING BY MYSELF.

THEY DON'T CARE ABOUT THE GUESTS IS SAYING.

THE WORKERS FEEL LIKE IT'S MORE IMPORTANT FOR THEM TO MAKE MONEY, THAN TO ACTUALLY MAKE SURE THAT MAKING MONEY IS A LONGTERM, NOT JUST FOR THAT DAY.

AND THAT IS WHAT THE WORKERS ARE TALKING ABOUT.

ONE DAY WE'RE NOT GOING TO HAVE ANY GUESTS COMING TO HAWAII ANY MORE.

THEY WILL COME TO HAWAII, GO BACK HOME AND TALK ABOUT HOW BAD IT IS IN HAWAII IF YOU GO INTO THE HOTEL.

THAT'S WORRIES ME AND ALSO, I KIND OF LIKE THINKING THIS, 33 YEARS IN THIS UNION AND INDUSTRY.

WE SAW ALSO FOOD SERVICE ITSELF, LIKE I THINK YOU GUYS SAW TECHNOLOGY.

NOW CAN YOU ORDER FOOD AND TECHNOLOGY.

>> THAT WORRIES ME TOO BECAUSE ONCE, CALLING OR SHOPPING, WE'RE NOT GOING TO HAVE A JOB ON OUR SERVICE.

WE'RE NOT GOING TO HAVE WAITRESS.

WHERE IS THE JOB ONCE TECHNOLOGY WILL COME?

WE SAW THIS WHEN WE DO TO THE MAINLAND, YOU WILL ORDER.

NO CASHIER ANY MORE.

THOSE ARE JOBS THAT WE, WHEN THE CUSTOMER WILL PAY AND WORKERS LOVE TO TALK TO THE GUESTS, LOVE TO TALK TO THE TOURISTS AND HEY, YOU GUYS GO TO THIS.

BEAUTIFUL.

WHERE ARE THOSE GUESTS IF YOU DON'T HAVE WORKERS?

WORKS SAY I WOULD LIKE TO SPEND MORE TIME TO GIVE GOOD SERVICE TO THE CUSTOMER TO, THE TOURISTS SO THEY WILL COME BACK.

BUT IT'S NOT HAPPENING NOWADAYS.

AND WORKERS, EVERY TIME WITH YOU WALK, TALK TO THE WORKERS HAVE NOT JUST HOUSEKEEPING, HAVE MAINTENANCE, ENGINEERING, WE HAVE CLERICAL, BELLMAN, EVERY DEPARTMENT, THING THAT THEY TALK ABOUT IS SHORT STAFFING.

>>Lauren: DO WANT TO.

>> THAT'S THE PROBLEM WHERE.

>>Lauren: I WANT TO BRING UP SOME VIEWER COMMENTS AN QUESTIONS.

THERE'S A THEME HERE AND SOMETHING THAT I THINK I WANT EVERYONE TO WEIGH IN ON.

START WITH A THEME FIRST FOR VIEWERS WATCHING.

AFFORDABLE HOUSING.

READ A COUPLE COMMENTS.

ASK THE QUESTIONS.

WE HAVE A CALLER FROM MAUI.

SAID HAWAII SHOULD ADDRESS AFFORDABLE HOUSING TO ATTRACT MORE EMPLOYEES.

MARTHA FROM PEPEEKEO.

COMMENT.

SAYS, I THINK THIS WORKER SHORTAGE IS RELATED TO AFFORDABLE HOUSING SHORTAGE BECAUSE NOT GETTING PAID ENOUGH TO PAY FOR HOUSING.

PROBABLY WHY WE'RE LOSING SO MANY WORKERS IN LOWER PAYING JOBS.

I'LL DIRECT THE FIRST QUESTION TO YOU.

CALLER FROM EWA BEACH.

IS THIS A WORKER SHORTAGE OR AFFORDABLE HOUSING SHORTAGE?

KIND OF ANOTHER CALLER HAS SIMILAR QUESTION.

JUST GOING TO READ ON THE SAME TOPIC.

GEORGE FROM MAUI ASKING, REASON WE HAVE A WORKER SHORTAGE IS AFFORDABLE HOUSING.

DURING COVID A LOT OF PEOPLE MOVED AWAY ESPECIALLY TO VEGAS.

WHY SHOULD WORKERS STAY HERE?

>> THIS ISN'T SOMETHING THAT JUST STARTED WITH COVID.

SO AFFORDABLE HOUSING ABSOLUTELY PLAYS A ROLE HERE PRIMARILY THROUGH IN AND OUT MIGRATION.

AND BASICALLY, WHAT IS HAPPENED OVER THE LAST DECADE IS OUT MIGRATION TO THE CONTINENT HAS GROWN.

ROUGHLY DOUBLED IN SIZE.

AND INTERNATIONAL IN MIGRATION DISAPPEARED.

AND SOME OF THAT PROBABLY CAME WITH POLICY CHANGES IN DC AND THEN IT WAS IMPACT BY COVID.

SO AS A NET RESULT, WE'RE LOSING POPULATION.

SO THAT IS CONTRIBUTING TO THE WORKER SHORTAGE.

AND IT'S DEFINITELY RELATED TO HOUSING.

SO WHEN PEOPLE DECIDE WHERE THEY'RE GOING TO LIVE, THEY'RE LOOKING AT EVERYTHING FROM HOW MUCH THEY CAN EARN IN THE JOB THEY'RE EMPLOYED IN, WHAT THE QUALITY OF THE SCHOOLS ARE, WHAT THE NEIGHBORHOOD IS LIKE, WHAT IS THE CULTURE.

HOW GOOD IS THE SURF.

CAN THEY AFFORD TO LIVE THERE.

AND SO PEOPLE WHO ARE LEAVING, MOVING AWAY OR NOT COMING HERE ARE MAKING THOSE CHOICES.

SO IMPROVING THE HOUSING SITUATION WILL MAKE DIFFERENCE.

BUT IT WILL NOT SOLVE, NOT COMPLETELY SOLVE THE PROBLEM BECAUSE BIG PIECE OF THAT PROBLEM IS FACT THAT WE ARE AGING AND SO YOU'RE GOING TO HAVE TO HAVE A SIGNIFICANT IN MIGRATION OF YOUNGER WORKERS TO BE ABLE TO OFFSET AGING OF THE POPULATION.

PROBABLY MORE THAN WE CAN EXPECT EVEN IF WE PUT A CAP ON, EVEN IF HOME PRICES DIDN'T GO UP AT ALL FOR THE NEXT FIVE YEARS?

BRING US TO ANOTHER TOPIC OF DO WE HAVE ENOUGH HOUSING SIMPLIFY ON THE ISLAND?

IF WE EVEN DID HAVE BIG IMMIGRATION.

>> IF YOUR POPULATION IS DECLINING, THAT WRONG WAY TO SORT OF ADDRESS THE HOUSING PROBLEM.

BUT IT DOES EASE THAT HOUSING PROBLEM A LITTLE BIT.

BOTTOM LINE IS WE NEED TO ADDRESS AFFORDABLE HOUSING, PERIOD.

REGARDLESS OF IF IT'S THE ROOT CAUSE OF THE WORKER SHORTAGE OR NOT.

ABSOLUTELY PLAYS A ROLE.

IT'S NOT THE ONLY CAUSE.

>>Lauren: SINCE COVID, WHAT ARE YOU HEARING FROM LOCAL BUSINESSES AS FAR AS WHAT THEY ARE TRYING TO OFFER EMPLOYEES AS INCENTIVES TO TAKE THE JOB?

>> WELL, NUMBER ONE.

COST OF DOING BUSINESS CONTINUES TO GO UP.

CHALLENGING.

JUST LAUNCHED BLUEPRINT FOR HAWAII'S ECONOMY 2030.

LONGTERM STAKEHOLDER DRIVEN PLAN.

AND ONE OF THE PILLARS WE FOCUS ON IS WORKFORCE.

SO THERE ARE FEW INITIATIVES OUT THERE RIGHT NOW THAT ATTEMPT TO ADDRESS THIS WORKFORCE CHALLENGE.

ONE IS GOOD JOBS HAWAII.

WHICH IS A PARTNERSHIP WITH UNIVERSITY OF HAWAII SYSTEMS IN THE COMMUNITY COLLEGES.

IT'S A FEDERAL GRANT THAT PROVIDES MONEYS TO THOSE WOULD WANT TO GET TRAINED FOR THESE AVAILABLE JOBS.

LET'S SAY HEALTH CARE.

OR IT OR CREATIVE INDUSTRIES.

SO FUND OR GRANT GOOD JOB GRANT ALLOWS INTERNS TO BE ABLE TO GET PAID ABOVE AVERAGE.

GOOD PAYING SALARIES AS WELL AS EMPLOYERS GETTING PAID.

SO THAT IS ONE OF THE INITIATIVES.

OTHER IS PARTNERSHIPS.

WHICH IS PUBLIC/PRIVATE PARTNERSHIPS TO ADDRESS AND DISCUSS WHAT ARE THE NEEDS FOR THE FUTURE WORKFORCE.

I BRING THESE UP BECAUSE WHILE WE NEED TO ADDRESS SHORT TERM ALSO NEED TO LOOK AT LONGTERM PERSPECTIVE.

HOW DID DO WE BUILD A PIPELINE WORKS PREPARED FOR FUTURE JOBS.

WE NEED TO INVEST IN EDUCATION WORKFORCE DEVELOPMENT INITIATIVES.

DEFINITELY HOUSING IS A HUGE ISSUE FROM A SHORT‑TERM PERSPECTIVE THAT IS KEEPING EMPLOYEES STAYING HERE.

>> FOLLOW UP ON THAT?

ONE OF THE THINGS THAT, HOUSING IN HAWAII MOST EXPENSIVE PRETTY MUCH ANYWHERE IN THE COUNTRY.

THAT HASN'T REALLY CHANGED THAT MUCH.

ACTUALLY OUR HOME PRICES IN OUR RENTS DIDN'T GO UP NEARLY AS MUCH NATIONALLY OVER THE LAST FIVE YEARS.

WHEN YOU HIT A MILLION DOLLARS, THAT IS A PSYCHOLOGICAL BARRIER AND FINANCIAL BARRIER BUT I THINK THING THAT HAS CHANGED A LOT OVER THE LAST DECADE IS WE HAVEN'T CREATED THE SAME KINDS OF JOBS AT THAT HAVE BEEN AVAILABLE ON THE CONTINENT.

SO THESE KIND OF WORK FORCE TRAINING EFFORTS TO MAKE IT SO THAT PEOPLE CAN GET INTO BETTER PAYING JOBS, SO THEY CAN STAY HERE, IS REALLY IMPORTANT.

DON'T HAVE TO LEAVE IN ORDER TO FIND THAT JOB ON THE CONTINENT.

>>Lauren: I THINK THIS TOPIC IS A GOOD SEGUE TO MILES' QUESTION.

FROM HAWAII KAI.

ASKING, MAYBE THIS IS SOMETHING IF ANY OF YOU HAVE INTEL ON YOU CAN WEIGH IN ON.

STATE EVER CONSIDERED ESTABLISHING HIGH SCHOOL INTERNSHIP PROGRAM FOR STUDENTS TO OBTAIN ON THE JOB EXPERIENCE?

>> THANK YOU FOR ASKING THAT QUESTION.

AS A MATTER OF FACT, ONE OF THE PRIORITIES FOR OUR LEGISLATIVE AGENDA IS FOR THE LEGISLATURE TO CREATE GRANT FOR INTERNSHIPS.

SMALL BUSINESSES, IT COSTS TO ON BOARD.

BRING ON EMPLOYEE.

INTERN.

TRAIN THEM.

AND WANT TO ENCOURAGE SMALL BUSINESSES TO BRING ON INTERNS COLLEGE OR HIGH SCHOOL FOR THAT MATTER.

AND SO THIS GRANT PROGRAM WILL HELP OFFSET SOME OF THE COST AS WELL AS PAY FOR INTERNSHIPS.

HOW ABOUT IF WE HAVE HIGH SCHOOL INTERN WORK FOR THE BUSINESS HERE, LET'S SAY OCEANIT HIGH SCHOOL INTERN.

DECIDES GOOD EMPLOYEE.

WHY NOT KEEP THAT INTERN IN THE PIPELINE?

THAT PERSON GOES TO COLLEGE.

EITHER AWAY OR HERE.

AND EVENTUALLY COMES BACK HERE TO RETURN TO OCEANIT.

>> LOOKING AT IT FROM A LONGTERM PERSPECTIVE AND CREATING THAT PIPELINE.

AND SO YES, WE DO ADVOCATE FOR MORE SUPPORT FOR HIGH SCHOOL INTERNSHIPS.

SO THAT WE CAN START THE INTEREST IN THESE DIFFERENT TYPES OF JOBS FROM EARLY ON AND INVEST IN THEM.

>>Lauren: I WANT TO ADD ON THAT TO THAT.

>> PAST LIFE WORKED WITH THE HOTELS THERE WAS A PROGRAM WHERE YOU KIND OF HAD A HOTEL PARTNER UP WITH HIGH SCHOOL, AND THEY WENT IN AND THEY TALKED TO THE KIDS AND LET THEM KNOW, THESE ARE ALL DIFFERENT KIND OF THINGS WE HAVE TO OFFER.

KIDS COULD COME IN AND THEY GOT TO SEE ALL THE DIFFERENT DEPARTMENTS AN MAYBE EVEN WORK THERE FOR ONE WEEK SHADOWING TO SEE WHAT IT WAS REALLY LIKE.

IF IT'S SOMETHING THAT THEY WANTED TO DO.

BUT WE ALSO FOUND OUT THAT IT SHOULD BE TEACHERS WOULD GO THROUGH THESE INTERNSHIP PROGRAMS TO KNOW WHAT IS LIKE TO BE IN BUSINESS BECAUSE A LOT OF THEM HAVE NEVER REALLY WORKED, MAYBE FIRST JOB WAS IN RETAIL OR FAST FOOD.

CHANGED.

>> WE DON'T HAVE INTERNSHIP PROGRAM WE CAN HIRE YOU AT 16 YEARS OLD.

>> YOU ARE GETTING PAID.

YOU HAVE THE JOB AND DO ON‑THE‑JOB TRAINING.

OUR INDUSTRY IS A LITTLE BIT DIFFERENT WITH REGARDS TO INTERNSHIPS.

ALTHOUGH THE CORPORATE SIDE OF IT, DO TAKE IN INTERNS WHETHER IT'S FOR GRAPHIC ARTS OR SOMETIMES IT'S FOR SALES AND MARKETING TYPE OF THINGS.

DO THIS THAT WAY.

DO IT QUIETLY THROUGH THE YEARS.

WORK‑BASED LEARNING OPPORTUNITIES.

SO IT'S STARTING FROM EARLY ON FROM EVEN ELEMENTARY SCHOOL.

THEN MIDDLE SCHOOL AND HIGH SCHOOL.

BUT YEAH, THAT GOING TO BE CRITICAL TO BUILD THAT WORKFORCE AND PARTNERSHIPS WHAT I BROUGHT UP EARLIER, ABOUT BRINGING EDUCATION COMMITTEE, TEACHERS, EMPLOYERS, AS WELL AS COMMUNITY COLLEGES COMING TOGETHER AND HAVING THE EMPLOYER DRIVE WHAT KIND OF SKILL SETS ARE NECESSARY FOR STUDENTS TO LEARN.

FOR TEACHERS TO TEACH THE STUDENTS FOR REAL LIFE OPPORTUNITIES.

REAL LIFE SKILL SETS.

>> I WANT TO BE A CHEF.

WHY DO I NEED TO KNOW MATH KIND OF THING TO DO THE RECIPES.

ARE FINDING OUT THE JUST US AS INDUSTRY, WE NEED TO GET OUT AND GO INTO THE SCHOOLS FROM EARLY AGE TO LET THEM KNOW THAT HEY, WE HAVE OTHER THINGS JUST THAN CASHIERS, PEOPLE STOCKING AND FOLDING THE CLOTHES AND THINGS LIKE THAT.

WE HAVE ALL OF THESE OPPORTUNITIES THAT ARE OUT THERE THAT YOU MAY NOT THINK OF.

AND SO WE ARE LOOKING TO GET INTO THE ELEMENTARY SCHOOLS, INTERMEDIATE SCHOOLS, HIGH SCHOOL.

BY THE TIME THEY'RE IN HIGH SCHOOL, THEY KNOW WHAT THEY WANT TO DO.

LOST THEM.

START THEM OUT AT YOUNGER AGE TO GET THEM EXCITED AND START THINKING ABOUT THINGS.

>> IN LOCAL 5, WE ACTUALLY HAVE LIKE A PROGRAM WE CALL, IF THEY WANT TO UPGRADE SKILLS, LIKE BECOME ENGINEERING, BECOME A CHEF, WE ACTUALLY HAVE A PROGRAM FOR OUR MEMBERSHIP.

SO THEY CAN THEY HAVE NO HOURS, PARTICULAR JOB THEY ARE NOW, THEY CAN GO TO THIS PROGRAM AND ACTUALLY UPGRADE THEIR SKILLS.

SO THEY CAN GET JOB IN OTHER CLASSIFICATIONS.

WE HAVE THAT.

FOR OUR MEMBERSHIP.

>>Lauren: REALLY COOL.

>> THINK YOU'D BE SURPRISED HOW MANY INTERNSHIPS PROGRAMS EXIST.

NOT ONE BIG COORDINATED SYSTEM.

NOT UNCOMMON FOR ALL THE COLLEGES AT THE UNIVERSITY AND COMMUNITY COLLEGES TO HAVE SOME FORM OF INTERNSHIP PROGRAMS AND I THINK SOME COORDINATION MAKES GOOD SENSE.

A LOT OF THESE INTERNSHIP PROGRAMS FOR THE ONES WHO WANT TO GO ON TO COLLEGE.

THEY WANT TO GO ON TO HIGHER EDUCATION.

WHAT ABOUT THOSE KIDS WHO WANT TO GO DIRECTLY INTO JOB OR LEARN A TRADE SKILL?

THERE'S NOT A LOT OF STUFF FOR THEM.

KIND OF THE AREA THAT WE'RE FOCUSING AT BECAUSE LIKE I SAID, NOT A LOT OUT THERE FOR THESE GUYS.

>>Lauren: THERE ARE SOME REALLY GOOD HIGH PAYING TRADE JOBS THAT NEED WORKERS.

>> SUCCESSFUL EXAMPLE IS HAWAII PACIFIC HEALTH.

FROM HIGH SCHOOL TO CAREER CREATE A PROGRAM IN HIGH SCHOOL AT WAIPAHU HIGH SCHOOL, ACADEMY.

>> HEALTH ACADEMY.

>> YEAH.

HIGH SCHOOL STUDENTS CAN GET MED TECH CERTIFICATE AND WORK AT HPH DURING HIGH SCHOOL OR INTERN.

AND AS SOON AS THEY GRADUATE, SOME DON'T WANT TO GO TO COLLEGE, AND THEY GO DIRECTLY TO WORKING HAWAII PACIFIC HEALTH AND START HIGHER LEVEL PAYING JOB.

DECIDE TO RETURN BACK TO SCHOOL, FINE.

>> AT LEAST THEY CAN CONTINUE ON THAT PATH INCREASING WAGE LEVEL AT THE SAME TIME.

EXCITING.

SOME PROGRAMS, I THINK OTHER BUSINESSES ARE ADOPTING THAT PROGRAM AS WELL.

>>Lauren: WE NEED MORE OF THAT.

ALL KNOW WE HEAR ABOUT THE HEALTH CARE WORKER SHORTAGE.

I'M SURE YOU HEAR ABOUT THAT ALL THE TIME.

>> YES.

LIKE TALKING ABOUT THE PROGRAM THAT WE HAVE, SOME OF THE NURSING AID, ACTUALLY GOES THROUGH SCHOOL SO THAT THEY WANT TO BECOME A NURSE.

REGISTERED NURSE.

WE HAVE THAT CLASS TOO.

JUST PARTNERSHIP IS JUST HAPPENED LIKE I THINK 2 YEARS AGO.

THAT IS SOMETHING THAT WE REALLY LOOK AT.

WORKERS WANT TO UPGRADE OR THERE'S A PROBLEM OR ISSUE ON HIRING MORE WORKERS, ON THIS JOB, WE HAVE THE HIGHER PROGRAM WE HAVE THAT WE CAN GET.

SO WORKFORCE AMONG OUR MEMBERSHIP IS THERE.

SO WE'RE DOING EVERYTHING WE CAN TO MAKE SURE THAT OUR WORKFORCE HAS A JOB, PROBLEM IS JOB THEY USED TO HAVE IS GONE.

MANAGEMENT OR CORPORATION IS TAKING THAT AWAY FROM THE WORKERS.

SO THAT IS WHERE THE PROBLEM IS.

>>Lauren: KIND OF LEADS INTO THIS VIEWER'S QUESTION.

MICHAEL IN MAKIKI.

I THINK ANYONE CAN WEIGH IN ON THAT.

DOES THE CURRENT WORKER SHORTAGE SCENARIO FORCE BUSINESSES TO CHANGE THEIR BUSINESS MODEL?

YOU CAN ONLY RAISE PRICES SO MUCH AND EMPLOYERS CAN ONLY RAISE WAGES SO MUCH WITHOUT LOSING MONEY.

>> TIME FOR OUT OF THE BOX THINKING.

START WITH YOU.

WHAT ARE YOU HEARING FROM BUSINESSES AS FAR AS MAYBE WHAT THEY'RE DOING TO TRY AND THINK OUT OF BOX AND WORK AROUND THIS PROBLEM?

>> YEAH, EVERY BUSINESS IS DIFFERENT.

WHAT THEY OFFER.

ONE WE ALWAYS HEAR FLEXIBILITY.

PROVIDING SOME TO WORK FROM HOME.

OR HYBRID SITUATION.

CHILD CARE.

PROVIDING CHILD CARE.

BECAUSE IT'S NOT NECESSARY JUST WAGE.

IT'S OTHER FACTORS.

NONMONETARY FACTORS THAT EMPLOYEES ARE INTERESTED IN STAYING AT THE COMPANY.

RETENTION.

WORKER RETENTION.

AND SO I THINK IT DEPENDS ON EACH BUSINESS AND FIGURING OUT WHAT THE EMPLOYEES WANT.

AND DEVELOPING INCENTIVE PACKAGES AROUND THAT.

A LOT OF TIMES HAVE STANDARD PACKAGES OR OFFERS OR BENEFITS.

BUT LET'S LISTEN TO EMPLOYEE AND SEE WHAT DO THEY WANT AND CUSTOMIZE SO THEY GET EMPLOYEES ARE RESPONDING TO THEIR NEED AND WANTS, THEY WANT TO STAY WITH THE BUSINESS.

CREATIVE IDEAS.

LET'S HAVE THAT KIND OF DISCUSSION.

BUT I THINK WHAT WE'RE HEARING IS THAT MORE BUSINESSES ARE RESPONDING TO EMPLOYEES WHAT THEY NEED AND BEING FLEXIBLE ABOUT IT.

>>Lauren: IS THAT HARD THOUGH FOR SMALLER BUSINESSES TO BE ABLE TO OFFER NONMONETARY OTHER BENEFITS FOR EMPLOYEES?

>> SOME OF THEM HAVE GOTTEN REALLY CREATIVE WHAT THEY DO WHERE THERE'S ONE EVERY QUARTER, THEY DO LIKE A PICNIC OR SOMETHING.

OR THEY GO CLEAN THE BEACH.

WHAT THE WORKERS WANT TO DO.

THEY MAY CLOSE THE STORE FOR THAT DAY AND GO OUT AND DO THAT ON A SLOW DAY.

AND HAVE A BARBECUE OR SOMETHING LIKE THAT.

BECAUSE THAT IS WHAT THE WORKERS WANT.

THEY WANT TO DO SOMETHING TO HELP THE ENVIRONMENT.

OTHER WORKERS THEY WANT TO HAVE A PARTY AND GET TOGETHER.

NETWORK WITH SOME OF THE OTHER PEOPLE.

A LOT OF IT IS MONETARY.

WE HEARD ONE THAT TOOK HER ENTIRE STAFF TO THE BTS CONCERT OF THINGS PAID FOR IN VEGAS.

THEN WE HEAR OTHER ONES WHERE THEY HAVE APPRECIATION PARTIES.

I THINK A LOT OF THE EMPLOYEES WANT TO BE HEARD.

IT'S NOT NECESSARILY TELLING YOUR EMPLOYER WE WANT THIS OR CAN YOU THINK ABOUT THIS?

AS EMPLOYERS WE ACTUALLY HAVE TO LISTEN TO THEM AND TRY AND MAKE IT WORK A LOT OF TIMES.

YOU CAN'T JUST SAY, YEAH, YEAH, YEAH.

WE GOT TO REALLY HELP OUR WORKERS AS WELL TOO.

I MEAN, NOT EVERYBODY CAN AFFORD TO PAY THEM TO GO TO COLLEGE LIKE SOME OF THE LARGER ONES DO.

OTHER WAYS THAT EMPLOYERS OR EMPLOYEES ARE PAID BACK.

>> SO ON THAT QUESTION, FROM MAKIKI, I THINK WE DO UNDERSTAND THAT THE BUSINESS NEEDS TO ADJUST, BUT WE ALSO KNOW IF THE BUSINESS WERE CLOSED DOWN, OUR MEMBERS IS NOT GOING TO HAVE A JOB.

THAT IS WHY WE DO OUR RESEARCH.

NOT GOING TO ASK SOMETHING THAT WE KNOW THAT THE MANAGEMENT OR CORPORATION CANNOT AFFORD TO GIVE.

WE'RE NOT GOING TO HAVE SOMETHING HUGE IF WE KNOW THE CORPORATION IS ACTUALLY GOING BANKRUPTCY.

WE DO THAT.

WE CARE FOR OUR MEMBERS AN CARE THEY SHOULD HAVE A JOB.

NOT LIKE WE'RE CRAZY, UNION IS CRAZY ASKING SO MUCH MONEY THEY CANNOT AFFORD.

IF WE ASK SO MUCH, THEY WILL GO BANKRUPTCY.

NOT GOING TO HAVE A JOB.

WE'RE NOT LIKE THAT.

REDO RESEARCH WHAT TO ASK, ACTUALLY AFFORD FOR THE EMPLOYER TO GIVE IT TO THE WORKERS AND IT'S IMPORTANT LIKE YOU SAID, THEY NEED TO TALK TO THE WORKERS AND LISTEN TO THE WORKERS BECAUSE WORKERS KNOW BEST.

>>Lauren: OPEN LINE OF COMMUNICATION.

>> YES.

>>Lauren: YOU WANTED TO ADD.

>> SHORT ANSWER TO THIS QUESTION IS YES.

BUSINESSES HAVE TO CHANGE.

THEY'RE ALREADY CHANGING.

THEY'RE ALREADY, BUSINESSES, BEST BUSINESSES, BEST RUN BUSINESSES, BEST MANAGED AND ONES THAT WILL THRIVE, ARE THE ONES THAT FIGURE THIS OUT.

FIGURE OUT HOW TO COMBINE TECHNOLOGY, TO INCREASE PRODUCTIVITY, HOW TO BE FLEXIBLE.

HOW TO ALLOW FOR SOME HYBRID WORK.

HOW TO GIVE PEOPLE TIME OFF TO DO CHILD CARE OR TO DO CARE FOR ELDERLY PARENTS OR WHATEVER IT IS.

BUT BASICALLY, RECOGNIZING HOW IMPORTANT EMPLOYEES ARE.

THAT'S THE CORE OF REALLY EVERY BUSINESS.

AND WE'RE SEEING THIS ACROSS THE BOARD.

BUSINESSES ARE ADJUSTING.

AND THIS IS GOING TO BE ONGOING ISSUE BECAUSE OF AGING.

AND IT'S TRUE HAWAII, I THINK MEDIAN AGE IN HAWAII IS ABOUT 41.

WENT UP A YEAR OVER THE LAST FIVE YEARS.

ABOUT 17, 18,000 PEOPLE AGED INTO RETIREMENT OVER THE LAST FIVE YEARS.

THAT IS GOING TO CONTINUE FOR THE NEXT DECADE OR SO.

BUSINESSES ARE GOING TO HAVE TO CONTINUE TO MAKE THESE ADJUSTMENTS.

>> IF I COULD ADD, WITH COVID, MAUI WILDFIRES.

AND INDIVIDUAL SITUATIONS THE HEALTH OF EMPLOYEES IS IMPORTANT.

>> WE NEED TO DO MORE MENTAL HEALTH, ANOTHER AREA WE'RE HEARING MORE DISCUSSION.

HOW DO YOU MAKE SURE THAT WE FOSTER HEALTHY ENVIRONMENT AT WORK, AS WELL AS ENSURE THAT EMPLOYEES ARE SUPPORTED.

SO THAT IS SOMETHING THAT WE'VE BEEN HEARING A LOT FROM BUSINESSES, HOW WE CAN ENSURE THAT WE CONTINUE TO INVEST IN OUR EMPLOYEES AND BUILD HEALTHIER WORKFORCE.

>>Lauren: CONTROVERSIAL QUESTION.

AS A SMALL BUSINESS OWNER, I THINK A LARGE PORTION OF THIS GENERATION HAS CHOSEN NOT TO WORK INSTEAD TRYING TO BE SOCIAL MEDIA STARS.

REFERRING TO YOUNGER GENERATION.

IS THIS SOMETHING?

>> JUST TALKING ABOUT THAT EARLIER.

IT'S FUNNY, DURING THE PANDEMIC, AFTER THE PANDEMIC, WE SAW A LOT OF QUOTE, UNQUOTE, INFLUENCERS.

THEY SEE THINGS ON SOCIAL MEDIA AND THINK THAT IS GOING TO BE ME.

I'M GOING TO MAKE MILLIONS OF DOLLARS.

THEY COME INTO OUR STORES AND ASK EVERYTHING FOR FREE AND I'M GOING TO PUT YOU ON MY SOCIAL MEDIA PAGE AND YOU'RE GOING TO MAKE HUNDREDS OF DOLLARS.

>> MILLIONS DOLLARS GET HUNDREDS OF FOLLOWERS.

>> NOT NECESSARILY THE CASE.

IT'S VERY FEW WOULD COME TO THAT LEVEL.

GETTING INTO THE NBA.

UNFORTUNATELY, THERE IS A GENERATION THAT THINKS THAT THAT IS A LIFESTYLE.

BUT HOW THEY'RE SUPPORTING IT IS THEY'RE IN DEBT.

CAN'T AFFORD ALL OF THESE LUXURY GOODS.

PUTTING IT ALL ON CREDIT CARDS OR PARENTS CREDIT CARDS.

>> HEARD SOME PARENTS GOING INTO A SECOND MORTGAGE IN ORDER TO PAY FOR THESE QUOTE, UNQUOTE INFLUENCERS.

>> TECHNOLOGY, AS EMPLOYERS SOMETIMES USED TO BUSINESSES DOING THINGS CERTAIN WAY.

BUT WE KNOW THAT NEXT GENERATIONS COMING IN.

TECHNOLOGY, SOCIAL MEDIA.

SO HOW CAN WE ASK YOUNGER GENERATION TO HELP US, BUSINESS, INTEGRATE SOCIAL MEDIA AND USE THEIR SAVVY SKILL SETS AND TECHNOLOGY, AND SOCIAL MEDIA TO BUILD A BUSINESS.

SO HAVING THAT OPEN TO CONVERSATION.

>>Daryl: ARE BUSINESSES SEEING LESS JOB APPLICANTS IN THE YOUNGER AGE RANGE OR YOUNGER APPLICANTS.

>> DEPENDS POSITION.

SOCIAL MEDIA, A LOT OF APPLICATIONS FOR THAT AND THEY HAVE ACTUALLY USED IT.

PANDEMIC, YOU ACTUALLY, WHEN THE STORES WERE CLOSED, YOU HAD TO HAVE A SOCIAL MEDIA PRESENCE.

>> YOU HAD TO HAVE ONLINE PRESENCE WHERE YOU COULD BUY STUFF.

FOUND OUT POWER OF SOCIAL MEDIA.

SO THEY WERE ACTUALLY USING IT A LOT TO THEIR ADVANTAGE.

THEY HAVE, IT IS DOESN'T MATTER IF YOU'RE A NEW COMPANY OR OLD COMPANY.

THOSE COMPANIES WHO SAID, THIS IS HOW WE DO IT.

ALWAYS DONE IT.

DON'T NEED SOCIAL MEDIA.

OR ONLINE SALES.

THEIR BUSINESSES ARE CLOSED.

BUT THE ONES WHO EMBRACED IT AND TOOK IT A STEP FARTHER, THEY'RE IN STILL IN BUSINESS TODAY.

>>Lauren: WHY CAN'T HAWAII LOWER THE WORKING AGE TO 14?

DO YOU THINK THAT WOULD SOLVE ANY PROBLEMS HERE?

>> WELL, I MEAN THERE'S A GOOD REASON NOT TO LOWER IT TO 14.

WE WANT OUR 14‑YEAR‑OLDS IN SCHOOL AND NOT WORKING.

AND I THINK IT MAKE MORE SENSE FOR US TO MAKE ADJUSTMENTS TO OUR WORKPLACES SO THAT WE CAN KEEP OLDER WORKERS IN THE WORKPLACE RATHER THAN GOING THE OTHER DIRECTION.

AND CHANGE THINGS LIKE MAKE SURE WE HAVE ENOUGH AFFORDABLE HOUSING AND WE'VE GOT GOOD SCHOOLS AND CAN ATTRACT PEOPLE TO STAY IN HAWAII SO OUR POPULATION DOESN'T SHRINK OVER TIME.

>> OTHER THING TOO, WHEN YOU HIRE SOMEONE WHO IS BELOW AGE OF 16, YOU GET INTO A WHOLE GAMUT OF OTHER RULES.

THIS THEY CAN'T USE CERTAIN EQUIPMENT.

CAN'T DO THIS.

CAN'T DO THAT.

THAT'S WHY A LOT OF BUSINESSES HAVE IT AT 16 YEARS OF AGE.

>> ADD TO THAT BECAUSE WORKERS ARE WORKING AGE OF 14.

WHAT IS THE 14 YEARS OLD JOB IS GOING TO HAVE?

GOOD PAYING JOB?

I THINK THAT IS WHY WE GOT TO TAKE A LOOK AT TOO.

YOUNG PEOPLE THAT WANT TO BE INFLUENCER, WANT MAKE MONEY.

LIVING IN HAWAII IS EXPENSIVE.

AFFORDABLE HOUSING NOT THERE.

MINDSET IS I NEED TO MAKE A LOT OF MONEY.

SO THAT I CAN STAY IN HAWAII.

AND HOW CAN THEY MAKE, WHAT KIND OF JOBS, SUPPORTING CAN ACTUALLY GET.

SO HAVING, IF WE HAVE MORE AFFORDABLE HOUSING, LESSER WORKERS, ACTUALLY GOING TO THINK ABOUT LIKE I NEED TO HAVE TWO JOBS.

NEED TO HAVE A JOB THAT PAYS THIS MUCH.

INSTEAD OF RIGHT NOW, WORKERS WILL LOOK AT A JOB THEY CAN GET MORE MONEY.

AND WE TALK ABOUT THE TIKTOK.

BECAUSE THEY SEE THAT THIS INFLUENCER MAKING A LOT OF MONEY.

WHY DO NEED TO MAKE A LOT OF MONEY?

THEY NEED THAT MONEY TO SURVIVE IN HAWAII.

HOPEFULLY, WE CAN HAVE THE PROBLEM BE RESOLVED, HAVE MORE AFFORDABLE HOUSING AND I THINK LOCAL 5 IS GOING TO THE STREET, GOING TO THE STATE CAPITOL TO FIGHT TO HAVE MORE AFFORDABLE HOUSING.

WE'RE DOING THAT LONG TIME.

WE'VE BEEN FIGHTING TO HAVE MORE AFFORDABLE HOUSING.

>>Lauren: CURIOUS IF YOU WOULD BE WILLING TO SHARE MAYBE FROM YOUR PERSONAL EXPERIENCE, YOU STARTED AS HOUSEKEEPER.

WAS THAT 30 YEARS AGO?

>> YES.

25 YEARS OLD, AND IT'S MY FIRST JOB.

ORIGINALLY FROM THE PHILIPPINES.

MIGRATED HERE AND I TOLD MYSELF, I APPLIED FOR SO MANY JOBS.

AND I SAID, WHOEVER CALLS ME FIRST, THAT'S MY JOB.

AND I GOT CALLED IN ALA MOANA.

I WORKED THERE AS A HOUSEKEEPER.

I WORKED MYSELF WAY UP.

>>Lauren: YOU SAID YOU WERE 25.

>> I'M 25.

>>Lauren: DID YOU EVER THINK BACK THEN THAT YOU WOULD, IN THE FUTURE, BE THE PRESIDENT OF THE UNION?

>> NEVER.

NEVER.

>>Lauren: I ASK YOU THIS BECAUSE I'M CURIOUS WHAT YOU WOULD SAY TO MAYBE ANYONE WATCHING WHO IS YOUNG OR STARTING OUT THEIR CAREER, AND FRUSTRATED ABOUT THE COST OF LIVING HERE IN HAWAII.

WHAT WOULD YOU WANT TO SAY TO THEM TO ENCOURAGE THEM ABOUT THEIR CAREER?

>> BACK WHEN I'M 25, DON'T CARE ABOUT THE PENSION.

THINK NOW THAT I'M OLD, THE BENEFITS OF HAVING A PENSION, IT'S IMPORTANT.

ALL I CAN SAY TO THE YOUNG PEOPLE, WHEN THEY LOOK FOR A JOB, LIKE EVEN THOUGH IT'S A FIRST JOB, GOOD PAYING JOB, THAT'S WHERE I START, THAT'S THE REASON WHY I TOOK THAT JOB.

IT'S BECAUSE GOOD PAYING JOB BECAUSE I HAVE A GOOD BENEFITS.

I AGREE MEDICAL.

ME AND MY HUSBAND.

FREE MEDICAL.

I RAISE GO KIDS.

THEY HAVE FREE MEDICAL TO THE AGE OF 26.

I COVERED MY HUSBAND AND CONTINUE TO DREAM.

THAT'S WHAT I CAN SAY.

CONTINUE TO DREAM.

DON'T STOP DREAMING.

>> INTERESTING THING IS I DON'T KNOW IF YOU KNOW THE STATISTICS ON THIS.

I WOULD GUESS THAT THE AVERAGE AGE OF HOUSEKEEPER IN SAY IN WAIKIKI, IT'S PROBABLY GETTING CLOSE TO 60.

MAYBE 55.

IT'S QUITE A BIT OLDER THAN THAT AVERAGE AGE OF THE POPULATION IN HAWAII.

THOSE RETIREMENTS THAT WILL COME, WE'RE GOING TO HAVE A HARD TIME FINDING PEOPLE TO TAKE THOSE JOBS.

THAT'S JUST ONE MICROCOSM OF OUR STATE.

AGING OF THAT POPULATION IS GOING TO CONTINUE TO PLAY A ROLE AND BUSINESSES ARE GOING TO CONTINUE TO HAVE TO ADJUSTMENT.

>> I WAS ACTUALLY GLAD THAT YOU MENTIONED THAT BECAUSE IN OUR STATISTICS SHOWING THAT WE HAVE MORE WORKERS THAT ARE RETIRING ON OUR MEMBERSHIP THAN COMING IN.

THAT IS ONE OF THE THINGS ALSO THAT WE'RE WORRYING.

>>Lauren: I ONLY HAVE JUST THREE MINUTES LEFT.

I'LL LET YOU HAVE A WORD.

>> IN ADDITION, FEDERAL LEVEL, LOOK AT POLICIES, WITH IMMIGRATION LAWS, LESS CHALLENGING TO COME TO THE STATE ESPECIALLY HAWAII, SO MANY OBSTACLES.

IF YOU WANT TO CONTINUE THIS PIPELINE OF WORKERS FOR THE POSITIONS, YOUNGER GENERATION COMES TO HAWAII, WE NEED TO FOCUS OR ADDRESS IMMIGRATION LAWS ON FEDERAL LEVEL.

>> SORT OF SUM EVERYTHING UP WITH THE LAST FEW MINUTES.

FROM AN ECONOMICS STANDPOINT, ARE YOU REALLY CONCERNED ABOUT WHAT THE WORKFORCE IS GOING TO LOOK LIKE TEN, 20, 30 YEARS FROM NOW?

>> I WOULDN'T SAY REALLY CONCERNED.

IT WOULDN'T BE MY ‑‑ IN OTHER WORDS, I THINK OUR ECONOMY WILL ADJUST.

BUSINESSES WILL ADJUST.

BUT THAT IS ALSO ASSUMING WE GET SOME OF THE POLICIES RIGHT AND ADDRESS THE AFFORDABLE HOUSING CRISIS.

WE TAKE CARE OF HAWAII.

IF WE DO THINGS RIGHT FOR THE PEOPLE OF HAWAII, POPULATION WON'T CONTINUE TO DECLINE FOREVER.

BIRTH RATE IS NOT GOING TO GO DOWN FOREVER.

AND BUSINESSES WILL ADJUST AND TECHNOLOGY WILL ALSO ADJUST.

I'M SURPRISED THAT ARTIFICIAL INTELLIGENCE DIDN'T COME UP WITH IN THIS CONVERSATION.

>> IT JUST DID.

>> YOU KNOW THERE ARE CHANGES IN TECHNOLOGY THAT WILL MAKE IT SO THAT WE CAN CONTINUE TO THRIVE EVEN WITHOUT HAVING A GROWING POPULATION AND GROWING LABOR FORCE.

I THINK THAT IS WHERE WE'RE HEADED.

>>Lauren: LAST FEW MINUTES.

>> WANT TO GIVE THE LAST TWO WORDS TO TINA AND SHERRY HERE.

ANYTHING YOU WOULD LIKE TO SAY TO BUSINESSES ABOUT WHAT THEY CAN DO TO ATTRACT WORKERS OR JUST TO KEEP PUSHING THROUGH AND BE INNOVATIVE.

>> GOT TO KEEP PUSHING THROUGH BEING INNOVATIVE RETAIL HAS ALWAYS LEARNED THAT WE CAN'T STAY STATIC.

IT'S ALWAYS EVOLVING.

IF YOU GO SOME OF THESE BEAUTY STORES NOW, YOU CAN PICK UP A LIPSTICK AND GET YOUR HAIR DONE.

THEY'RE FINDING DIFFERENT WAYS TO DO THAT.

WE'RE ALWAYS GOING TO BE AROUND BUT WITH THE LOOK OF RETAIL'S GOING TO BE FIVE, TEN, 20 YEARS FROM NOW, IS PROBABLY GOING TO BE DIFFERENT THAN WHAT WE'RE SEEING IT TODAY.

>>Lauren: WHAT WOULD YOU TELL THE RESTAURANT OWNER OR BUSINESS OWNER WHO IS BEEN HAVING A HARD TIME GETTING APPLICANTS AND THEY'VE HAVE THAT HELP WANTED SIGN UP FOR A WHILE NOW?

>> WELL, FROM A POLICY STANDPOINT, ADVOCATE.

BE PART OF THE LEGISLATIVE PROCESS.

BECAUSE MORE VOICES OUT THERE, THE MORE IMPACT THE VOICE WILL BE CREATING POLICY CHANGE.

UNLESS YOU ADDRESS THE COST OF DOING BUSINESS, GOING TO GET MORE CHALLENGING AS WELL AS COST OF LIVING, LISTENING TO EMPLOYEES, WHAT ARE THEY MOST INTERESTED IN THAT WILL KEEP THEM AT THE JOB.

TALKED ABOUT IT EARLIER.

>> PROVIDING THAT FLEXIBILITY.

THREE, SHARED PRACTICE.

TALK WITH OTHER BUSINESSES TO FIND OUT WHAT THEY'RE DOING THAT IS MAKING IT SUCCESSFUL FOR THEM TO KEEP WORKING AS WELL AS ATTRACT WORKERS.

>>Lauren: HEARING A THEME HAVING MORE OPEN COMMUNICATION BETWEEN BUSINESSES AND ALSO EMPLOYER TO THE EMPLOYEE.

THANK YOU ALL SO MUCH FOR JOINING US TONIGHT.

COULD HAVE TALKED LONGER AND ABOUT ARTIFICIAL INTELLIGENCE.

>> TOPIC FOR ANOTHER TIME.

THANK YOU TO OUR GUESTS, TINA YAMAKI, THE PRESIDENT OF RETAIL MERCHATS OF HAWAII, CARL BONHAM, THE DIRECTOR OF UHERO, SHERRY MENOR‑MCNAMARA, THE PRESIDENT OF THE CHAMBER OF COMMERCE OF HAWAII, AND, GEMMA WEINSTEN, PRESIDENT OF UNITE HERE LOCAL 5.

NEXT WEEK ON INSIGHTS, WE DISCUSS THE SEEMINGLY NEVER‑ ENDING BATTLE AGAINST ILLEGAL FIREWORKS.

IS THE TASK FORCE DOING ENOUGH?

PLEASE JOIN US THEN.

I’M LAUREN DAY FOR INSIGHTS ON PBS HAWAI`I.

HAVE A GREAT NIGHT.

¶¶ ¶¶