Cecilia Holden, President & CEO, myFutureNC
Invest: spoke with Cecilia Holden, president and CEO of myFutureNC, about North Carolina’s workforce and educational attainment goals, regional talent development, and the importance of strengthening the teacher pipeline. “Education is economic development. Education is quality healthcare. Education is public safety,” Holden said.
What have been the biggest changes affecting North Carolina’s education and workforce landscape over the past year?
As a 501(c)(3) nonprofit, myFutureNC’s mission is centered on addressing the workforce needs of North Carolina’s employers while expanding opportunities for all residents. The organization was established in 2019 in response to legislation centered around the skills gap in North Carolina.
Based on data and research, it was determined that North Carolina would need 2 million individuals between the ages of 25 and 44 to hold either a non-degree credential or a college degree by 2030. When this work began, about 1.3 million North Carolinians counted toward that goal. This year, we released updated information showing North Carolina is now at 1.72 million.
We have four years left to reach the 2030 goal, so we continue to maintain a laser focus on the work, which focuses on three areas.
First, we report annually on how the state is tracking toward the goal. We leverage census data and many other resources, and we provide each county with a unique data profile, including key performance indicators and how each county is trending on educational attainment locally.
Second, we advocate for good policy. Our legislative agenda this year is outlined in the Workforce Act of 2026. We know what needs to happen to continue increasing educational attainment, and the Workforce Act would help get us there.
Third, we accelerate action across the state. We do this by sharing state and county-level data and best practices, while also encouraging cross-sector collaboration at the state and county levels. To further accelerate action, we have recently invited eight counties to participate in AttainmentNC. Through this work, we will partner with the counties to go deeper within industry sectors such as healthcare, advanced manufacturing, the trades, the teacher pipeline, and agriculture. We will also partner to focus on untapped populations for potential workforce talent, including the justice-involved, military, opportunity youth, and intellectually disabled individuals.
What are some of the biggest workforce challenges employers are facing across North Carolina?
Addressing the workforce gap requires recognizing several key hurdles employers face.
Two-thirds of jobs require education beyond high school. Yet, only about a third of current ninth-grade public school students will earn a degree or credential within six years after graduation.
The education leaky pipeline shows that one challenge is that too few students are enrolling in college or workforce training programs directly after high school. Therefore, to meet the 2 million by 2030 goal and employers’ needs, more adult learners must enter the pipeline. It is more challenging for adults who often have responsibilities such as childcare, adult care, or jobs that make returning to school even harder.
Another challenge is that many people are not entering the workforce with the soft skills employers need. Whether it is showing up on time, passing a drug test, or having critical thinking skills, employers are seeing gaps in these durable skills as well.
How is North Carolina adapting its education and training systems to prepare people for high-demand careers?
Many great initiatives are underway, including system-level changes to provide better support and a more seamless pathway for students. myFutureNC recognizes and promotes good best practices, and several are captured in our 2025 and 2026 Champions for Attainment awards.
Other great work is also happening among our colleges and universities, focused on better alignment and meeting the needs of high-demand industry sectors. For example, NC State has responded to the high demand for engineers by expanding efforts to increase its supply of graduates in this program area.
Significant efforts are also underway to address pervasive healthcare worker shortages in North Carolina. A couple of examples include the NC Health Talent Alliance, which is a strategic partnership between the NC Center on the Workforce for Health, the NC Chamber Foundation, and AHEC regions. Also, Durham Technical Community College received a sizable grant to establish an early college for high school students interested in pursuing healthcare careers upon graduation.
Advanced manufacturing is another major focus area for North Carolina. The labor force is regional, and employers don’t care what county they recruit talent from. Through AdvanceNC, workforce development providers are collaborating across county lines to make it easier for employers.
What role are community colleges, universities, and employers playing in creating stronger career pathways?
Articulation agreements between institutions make it easier for students to attend a community college and transfer credits to a four-year institution. Partnerships between our community colleges and four-year institutions provide two-plus-two pathways that allow students to earn a two-year degree from the community college and then transfer to a four-year college or university to complete their bachelor’s degree.
Another example is AdvanceNC, which is a collaboration among workforce development boards, four-year universities, and community colleges to meet advanced manufacturing labor market demands and to simplify the process required for employers to find skilled talent. Education Design Lab has partnered with these colleges and employers to map out the training necessary to meet advanced manufacturing jobs. Collectively, they have created micro-pathways and credentials aligned directly with employer needs.
What progress are you seeing in connecting educational attainment with regional economic development?
Education is economic development, and North Carolina has one of the most robust educational infrastructures in the entire nation. This is an economic driver for our state, and the results are clear. We are the Top State for Business and No. 1 in Workforce Development, and our educational system positions us to provide the skilled talent necessary to meet the job demands. Our colleges and universities partner with employers daily to identify and meet workforce demands.
Which sectors will have the greatest influence on North Carolina’s workforce over the next decade?
Having a skilled workforce in any industry begins with having an effective educator in every classroom. Education is an industry sector in itself. If we can solve this industry sector’s workforce challenges by increasing the teacher pipeline and student outcomes, then every other industry sector will see positive impacts as well.
What priorities will matter most for strengthening North Carolina’s talent pipeline and long-term competitiveness?
Education is economic development. Education is quality healthcare. Education is public safety.
And it all begins with having an effective educator in every classroom. To strengthen North Carolina’s talent pipeline, we must ensure students are coming out of the classroom properly educated with the skills necessary to enter the workforce in whatever industry they choose.
Is there anything else you would like to highlight?
First, as North Carolina continues to attract new investment, our priority remains building a homegrown, skilled workforce. We are trending in the right direction, and this must continue. Since 2019, the number of North Carolinians ages 25 to 44 has increased by 8%. At the same time, we have increased the number of people with a college degree or a credential by 19%. This clearly shows that we are growing our own talent while also attracting talent from outside the state. This helps to ensure opportunities remain accessible to all North Carolinians, creating a sustainable and prosperous future for our state.
