By Diane Harris

In late February, Trump delivered the first State of the Union address of his second term, highlighting his administration’s efforts to promote job growth and address affordability. Yet he avoided discussing one goal: to reach and surpass one million new active registered apprentices. This omission comes as apprenticeship growth slowed to its lowest rate in years, which is unsurprising given a year of steep disinvestment in apprenticeship programs, sizeable layoffs at federal agencies, and attacks on diversity, equity, inclusion, and accessibility (DEIA) measures.

While the president praised an increase of jobs in the construction sector, his actions have limited apprenticeship growth and hindered workers’ ability to participate in and benefit from these programs.

The Value of Apprenticeship Programs

Registered apprenticeships have long served as a proven pathway into trades and professional careers. By combining classroom instruction with paid, on-the-job training, these programs allow workers to earn while they learn and gain industry-recognized credentials.

Workers who complete a registered apprenticeship earn an average starting salary of approximately $80,000, about 18 percent more than workers who do not complete such programs. This can add up to $300,000 more in additional lifetime earnings.

Recognizing the value of apprenticeships, the administration set a goal in April 2025 to reach and surpass one million new active registered apprentices, directing the Department of Labor (DOL) to develop a strategy to achieve this. As part of its “Make America Skilled Again” initiative, the administration proposed consolidating workforce grant programs and issued guidance directing state and local workforce boards to align with their vision. However, any plan to recruit and retain that many new apprentices will fail without intentional investments and outreach to new communities–in other words, actions that fall under the “DEIA” umbrella.

Rollbacks of DEIA Initiatives

Workers who face systemic barriers, wage suppression, and occupational segregation, particularly women and workers of color, all stand to benefit from apprenticeships. Yet these groups remain underrepresented.

In fiscal year 2025, fewer than one in four active apprentices were women. Their representation drops even further in high-paying fields such as construction, where they comprised just 1.5 percent of all active apprentices. Racial disparities are similarly stark: although Black workers make up more than 12 percent of the national labor force, they represent only 9 percent of registered apprentices and are less likely to complete programs than, and earn wages comparable to, their peers.

DEIA efforts reduce these barriers and expand access. Nevertheless, on his first day in office Trump signed an executive order eliminating DEI programs across the federal government. The Office of Apprenticeship subsequently removed guidance on affirmative action and regulations on equal opportunity hiring.

The administration has also targeted the Women’s Bureau, the DOL agency tasked with advancing workplace equity for women. It has proposed eliminating the Women’s Bureau and drastically reduced its power and capacity. Within the first six months of the administration, the Bureau lost half its staff through buyouts and resignations; reports indicate that staffing declined by as much as two-thirds over the past year.

These actions have had ripple effects beyond the federal government. Corporations, advocacy organizations, and unions have scaled back internal DEIA activities out of concern over funding losses or legal exposure.

Disinvestment in Apprenticeships

In 2025, the Trump Administration laid off thousands of federal workers, marking the largest single-year reduction in the federal workforce since World War II. Agencies overseeing apprenticeship programs were hit particularly hard, forced to operate with significantly reduced staff. For example, the DOL’s Office of Apprenticeship lost up to 30 percent of its workforce, including key leaders such as the national director and various division chiefs.

Funding cuts compounded these staffing losses. Several organizations that run innovative programs did not receive anticipated grants, limiting their ability to provide apprenticeship programs. The DOL rescinded a $14.7 million grant to Reach University, which was at the forefront of debt-free apprenticeship programs. Other organizations, like the Interstate Renewal Energy Council and the Health Career Advancement Program, lost anticipated funding for apprenticeships in the high-demand clean energy and health care sectors.

Equity-focused grant programs were also impacted. The Women in Apprenticeship and Nontraditional Occupations (WANTO) grant program, established in 1992 to support pathways for women into male-dominated fields, saw all active grants canceled. It was only with Congressional pressure that the grant was reposted, and new grantees were awarded. However, organizations whose previous awards were terminated were ineligible, and the grant no longer prioritizes historically underrepresented groups.

Impact on Workers and Workforce Development

All of these actions limit the administration’s ability to achieve its stated goal of expanding apprenticeships and strengthening non-college career pathways. Meaningful growth requires broad participation, sustained investment, and intentional efforts to reach underrepresented communities.

Rolling back equity-focused initiatives risks reversing years of incremental progress. Women’s participation in apprenticeships has steadily increased in recent years, and women have made gradual gains in the construction trades since the 1980s. Weakening DEIA efforts may stall or reverse that progress, and could also exacerbate existing inequalities within apprenticeship programs and the broader labor market. Occupational segregation contributes to persistent gender wage gaps among apprentices; women are concentrated in lower-paying fields, and Black workers remain underrepresented in higher-paying supervisory roles. Restricting access to high-quality, nontraditional career pathways limits earnings growth and long-term economic security, particularly for women and workers of color.

Finally, expanding apprenticeships without adequate worker protections, job quality standards, and inclusive recruitment strategies risks weakening the very outcomes these programs are meant to deliver. Programs that fail to prioritize equity, career advancement, and job quality are less likely to help workers progress professionally or achieve lasting economic mobility.