CONTENTS

6 WELCOME FROM THE PRESIDENT

12 ECONOMIC INDICATORS

16 2025 CHAMBER SUPPORTERS

VOICE OF BUSINESS ------------------------------------

18 CLOGGING THE BRAIN DRAIN

22 TRAINING FOR THE TRADES

26 SECOND ACTS

CHAMBER ACADEMY ----------------------------------

30 BRIDGING THE HEALTH CARE GAP

32 MICRO CREDENTIALS, MAJOR IMPACT

36 FROM LECTURE HALL TO FACTORY FLOOR

38 CHAMBER MEMBER SAVINGS

39 VOLUNTEERS OF THE QUARTER

SEE OUR PREMIER SPONSORS --------

INSIDE FRONT COVER: BUTLER TECH

BACK COVER: HENNY PENNY

MEMBER SEARCH

Innovating the Region’s Talent Pipeline

The Dayton region stands at a critical juncture as workforce dynamics rapidly shift. Our Baby Boomers, who have long provided invaluable experience and leadership, are exiting the workforce, creating gaps that regional employers are actively preparing to fill. Through innovative programs and forward-thinking strategies, Dayton’s businesses are proactively reshaping their workforce strategies.

Employers are increasingly turning to robust succession planning and mentoring programs. These initiatives retain critical institutional knowledge and foster professional growth among younger employees. Formal mentoring partnerships pair senior-level employees with high-potential younger staff, ensuring continuity and a culture of continuous learning. Succession planning has evolved beyond simple replacement strategies, identifying future leaders early and equipping them with the necessary training to assume leadership roles seamlessly.

Simultaneously, the Dayton region’s business community collaborates closely with local educational institutions like Sinclair and Clark State to develop curriculum and training programs tailored to industry needs. These partnerships offer micro-credentials and stackable certificates to efficiently address skill gaps, extending beyond manufacturing and construction into professional roles.

Industry-driven programs ensure curricula remain relevant, meeting real-time workforce demands. On-site training labs provide students and employees with practical, hands-on experience, significantly reducing the learning curve upon workforce entry.

Recognizing younger generations’ priorities, Dayton’s employers are reshaping workplace cultures and roles. They offer flexible scheduling, remote work options and clearly defined career paths to attract and retain talent. Aligning job roles with the personal values and aspirations of younger workers has become essential for workforce stability.

Additionally, there is a growing trend of "encore careers," where retirees actively engage in teaching, skilled part-time roles and entrepreneurship. Companies benefit from their wealth of experience, filling critical skills shortages and mentoring younger workers. Many local businesses have tailored flexible and part-time opportunities specifically for these seasoned professionals.

Dayton’s collective efforts, from apprenticeships to healthcare training, ensure a robust, inclusive economic future. By proactively addressing workforce transitions and fostering meaningful partnerships, Dayton continues its legacy of innovation and opportunity.

Chris Kershner

President & CEO

Dayton Area Chamber of Commerce

"Through innovative programs and forward-thinking strategies, Dayton’s businesses are proactively reshaping their workforce strategies."

ECONOMIC INDICATORS

In This Edition

Cost of Living Index

Sales Tax Collections

Consumer Price Index

Residential Home Sales

Labor Force Participation Rates

Unemployment Rates

Meet our 2025 Chamber Supporters

•  Accuserve

•  Adare Pharma Solutions

•  Altafiber

•  Billerud

•  CenterPoint Energy

•  Charter Communications/Spectrum

•  City of Dayton

•  CityWide Development Corp.

•  Dayton Children’s

•  Dayton Freight Lines, Inc.

•  Deloitte

•  DHL Supply Chain

•  Energizer Holdings, Inc.

•  Henny Penny

•  Hollywood Gaming at Dayton Raceway

•  Honda Development & Manufacturing of America

•  Huntington National Bank

•  Kroger Co.

•  LexisNexis

•  Montgomery County

•  Nidec Minster Corporation

•  Norwood Medical

•  PSA Airlines

•  Reynolds and Reynolds

•  Sheetz

•  Soin LLC

•  Taylor Communications

•  Trimble, Inc.

•  University of Dayton

•  United Church Homes, Inc.

•  WesBanco Bank, Inc.

•  Western Governors University

•  Wright State University

CLOGGING THE BRAIN DRAIN

How Regional Employers Are Preparing for the Exit of Baby Boomers

By Chuck Edmonson

As Baby Boomers increasingly retire, employers across the region face a significant loss of institutional knowledge, expertise and leadership. Preparing for this generational shift is critical—not only to retain essential skills and insights but also to attract and keep the next generation of talent. Employers must proactively address this brain drain by utilizing strategies such as mentoring, succession planning, knowledge capture, adapting workplace culture and cross-training.

Mentoring programs provide a critical bridge between retiring employees and younger generations. Formal mentorship arrangements facilitate the transfer of nuanced, experiential knowledge, offering younger employees access to seasoned professionals who can guide their growth and development. Mentors help mentees navigate workplace challenges, ensuring critical skills and insights remain within the organization. Creating structured mentorship opportunities encourages a culture of continuous learning, increasing engagement and improving retention among younger workers.

Succession planning goes beyond merely identifying the next individual to fill a leadership role. Effective succession strategies involve proactive identification, assessment and targeted development of future leaders. Organizations must regularly review and update their succession plans, aligning them with long-term business objectives and adapting them to changing organizational needs. This forward-looking approach ensures a smooth transition of leadership, maintaining organizational stability during generational transitions.

Employers should implement structured processes to document and retain institutional knowledge systematically. Capturing insights from long-term employees through written procedures, digital archives, video interviews or interactive databases ensures that valuable experiential information is not lost. Such archives become indispensable resources, particularly when addressing complex problems or training new hires.

Attracting and retaining younger workers often requires adapting organizational culture and workplace roles to better align with evolving workforce expectations. Younger employees value flexibility, meaningful work, professional development and a positive organizational culture. By proactively reshaping workplace practices—such as offering hybrid work models, promoting work-life balance and providing clear career paths—organizations can enhance their appeal to younger talent.

Cross-training employees across various roles and departments not only lessens the impact of departing Baby Boomers but also enriches overall organizational agility. Employees who understand multiple facets of an organization can step into new roles quickly, smoothing transitions and preserving operational continuity. Cross-training enhances employee engagement and satisfaction by offering varied experiences, increasing both retention and organizational resilience.

Addressing the exit of Baby Boomers requires a multi-faceted strategy. By proactively implementing initiatives like these, employers can successfully retain vital knowledge, sustain leadership quality and create an engaging workplace that resonates with emerging generations of talent.

"Addressing the exit of Baby Boomers requires a multi-faceted strategy."

– Chuck Edmonson

Director, Marketing & Engagement

Dayton Area Chamber of Commerce

TRAINING FOR THE TRADES

Shook Construction & Local Partners Combat Skilled Labor Shortage

By David Hoffman

As the U.S. construction industry faces a critical labor shortage, with 56% of skilled trades workers aged 50-65 and nearing retirement, Dayton’s Shook Construction is leading the charge to address the crisis through strategic community partnerships and educational outreach.

With its 100th anniversary approaching, the Dayton-based commercial contractor, a fixture in the community since 1926, is collaborating with local schools and organizations to inspire the next generation of workers in its core markets: industrial, health care, education and water resources.

The U.S. construction sector is projected to need 1 million new workers in 2025, as five skilled workers retire for every one entering the field. In Dayton, where the percentage of construction workers over 55 nearly doubled from 2003 to 2020, the challenge is acute.

“The workforce is decreasing due to an aging population and declining participation,” said Sam Tunnacliffe, Shook Construction’s Director of Business Development for the Midwest Region. “For us, it’s about creating awareness and drawing people into construction to showcase the opportunities within the industry.”

Shook is forging strong ties with Dayton’s educational institutions, particularly K-12 and vocational schools, to address this gap.

“We visit classrooms, attend career fairs and host career fairs at schools,” Tunnacliffe said.

For example, Shook is collaborating with the Dayton Regional STEM School, where the company is building a new K-5 elementary school. Approximately a dozen students recently participated in shadow days, following professionals in roles such as project management, engineering and virtual design construction. Shook also collaborates with educators to weave construction projects into curricula, enabling students to visit sites and gain hands-on experience.

“Students can connect what they’re learning to real-world applications,” Tunnacliffe said.

These efforts align with broader industry trends, as trade schools, apprenticeships and employer-led boot camps provide rapid training for in-demand jobs. In Dayton, where Wright-Patterson Air Force Base drives demand for STEM careers, Shook’s focus on STEM education is particularly relevant.

“STEM is a big piece of careers in the greater Dayton region,” Tunnacliffe said, highlighting opportunities in aerospace and industrial sectors fueled by the base and local businesses.

Shook’s decade-long commitment to community engagement has shown results.

“We’ve had students intern with us or tell us it helped them,” Tunnacliffe said. “We believe in it, and it’s the right thing to do for our community and our industry.”

By partnering with Dayton’s schools and leveraging the region’s STEM ecosystem, Shook Construction is not only addressing the workforce shortage but also strengthening the local economy. As a member of the Dayton Area Chamber of Commerce, Shook exemplifies how Dayton businesses can collaborate to build a resilient, skilled workforce for the future.

"We believe in it, and it’s the right thing to do for our community and our industry.”

– Sam Tunnacliffe

Director of Business Development, Midwest Region Shook Construction

SECOND ACTS

The Rise of the Encore Career

By Jerry LaMartina

When people retire, they close one chapter of their lives and open a new one.

The new chapter can be tough to write. However, with thought, planning and preparation, their new chapters can enable retirees to stay active, make meaningful contributions and enrich their lives.

Staying focused on its workforce development mission, the Strategic Ohio Council for Higher Education (SOCHE) helps retirees flesh out these new chapters.

The organization (soche.org), founded in 1967 and based in Beavercreek, OH, connects students, teachers, job seekers, governments, businesses and other organizations to share information, access professional development opportunities and improve the workforce by expanding internships and research.

“The organization participates in a longtime initiative funded by the state to help job hunters who have retired from various fields, including the military, civil service and entrepreneurship,” according to Cassie Barlow, SOCHE president. SOCHE connects with retirees through job seekers’ groups and transition assistance programs for retiring military and government workers.

“We have a conversation about what’s next,” she said. “The amazing thing about them is they have so many options because of their experience.”

The region focuses most on the federal government and military because of Wright-Patterson Air Force Base, Barlow said. SOCHE has participated in the Department of Defense’s Skill Bridge program for the past two years. The program is aimed at colleges, universities, community colleges, the traditional trades and companies to help them find retired military for up to six months, which the DoD pays for. This prepares retirees to potentially work full time.

SOCHE places about 50 retirees per quarter in new jobs, Barlow said. This benefits retirees and employers. Retirees can help employers through their experience and ability to serve as mentors. Employers must rethink how to integrate retirees into their operations. SOCHE helps them do that.

In March 2024, Scott McGohan was 59 and left a roughly 35-year career with McGohan Brabender, an employee benefit broker his father founded. McGohan had served as CEO for about 12 years.

A month later, he and his wife, Lori, co-founded Dayton-based One Morning (onemorning.com). One Morning serves individuals struggling with mental health or substance use issues by connecting them with service providers to enhance their workplace abilities.

“I decided to share my story with McGohan Brabender employees about one morning at age 43 when I didn’t want to live anymore,” he said. “So, waking up one morning and asking God to take away the pain or I was willing to do it myself.”

He asked the company’s employees whether they would share their stories about their struggles. He made videos of them telling their stories and shared them company-wide.

“Employees don’t talk about it,” McGohan said, “because of the ’massive stigma’ surrounding these kinds of problems.” Within 16 weeks of showing the videos, 40% of the employees sought help, up from 4%.

McGohan’s advice to anyone who starts a business or otherwise continues working after retirement is to “talk to anyone you know” — with a caveat.

“Friends and family don’t want to hurt your feelings,” he said. “Go somewhere you can find the truth. If you’re going to start something, put a dollar amount on how much you’re willing to invest and stop at that number.”

"The organization...help(s) job hunters who have retired from various fields, including the military, civil service and entrepreneurship. We have a conversation about what's next."

– Cassie Barlow

President, SOCHE

BRIDGING THE HEALTH CARE GAP

Training a New Generation of Nurses and Nursing Assistants

By David Hoffman

The United States is grappling with a critical shortage of registered nurses (RNs) and certified nursing assistants (CNAs), threatening the stability of the health care system. The American Association of Colleges of Nursing projects a shortfall of more than 78,000 full-time RNs by this year and a deficit of 73,000 CNAs by 2028.

Driven by an aging population, nurse retirements, burnout from the pandemic and a shortage of nursing school faculty, these gaps are increasing workloads, delaying patient care and straining health care teams.

In the Dayton region, the vocational high school, Miami Valley Career Technology Center (MVCTC), is confronting this crisis with innovative solutions, partnering with local businesses to build a robust pipeline of young health care professionals. As the largest career center in the region, MVCTC offers 43 career programs, with its health care cluster – particularly pre-nursing – at the forefront.

“There’s a nursing shortage and an increase in demand for what the students are learning,” said Nick Weldy, the center’s superintendent and chief executive officer.

With 184 students vying for just 100 seats across three pre-nursing programs, and a fourth in development, MVCTC is responding to the urgent need. Concurrently, local employers such as Premier Health are hiring younger talent, allowing high school juniors as young as 16 to take the CNA exam.

“By moving (the test) to the junior year, Premier Health comes in spring of junior year, with hopes of employing those kids as high school seniors,” Weldy said. “They used to look for people over 18, but now they’re looking at the license.”

As a result, 80% of MVCTC‘s pre-nursing seniors are already working in health care settings by graduation. This early entry not only addresses immediate staffing shortages but also encourages students to pursue local Bachelor of Science in Nursing (BSN) programs.

“By getting them started early, you’ve got a better chance of them staying in town,” Weldy said.

As a bonus, MVCTC students are able to earn college credits from Sinclair Community College while in high school, easing their transition to higher education. The high school features a state-of-the-art facility with advanced nursing labs, making them even more prepared.

“It feels like a college environment for those programs, helping them be even more prepared,” Weldy said.

This infrastructure, paired with a focus on retention, ensures students are equipped to meet the region’s health care demands.

MVCTC is also represented on the region’s Workforce Investment Board, so the school is part of the conversation when new companies come in.

“We also have an adult education program that helps provide training for new and existing businesses,” Weldy said.

"80% of MVCTC‘s pre-nursing seniors are already working in health care settings by graduation. This early entry not only addresses immediate staffing shortages but also encourages students to pursue local Bachelor of Science in Nursing (BSN) programs."

– Nick Weldy

Superintendent & CEO,

Miami Valley Career & Technology Center

MICRO CREDENTIALS, MAJOR IMPACT

How Butler Tech is Re-imagining Workforce Readiness

By Alexander Watts

Micro credentials are transforming the path to career success, and Butler Tech Adult Education is leading the charge. With fast, targeted programs developed in collaboration with industry partners, Butler Tech demonstrates that high-demand careers no longer require a four-year degree.

Every Butler Tech program is carefully crafted with input from its Business Advisory Council, comprised of employers from diverse industries, including healthcare, manufacturing, biotechnology, utilities and more.

Key partnerships include:

•  Ohio Life Sciences, contributing $200,000 to help launch a cGMP Certification in 2025, preparing students for cleanroom biotech jobs starting at $22/hour.

•  Duke Energy, supporting a Utility Pipeline Installer program with CDL, welding and heavy equipment training.

•  YAC Robot Systems, which is already hiring graduates from Robotics and Industrial Maintenance programs that teach in-demand automation skills.

•  Kettering, Mercy and Premier Health are shaping the LPN to RN Bridge Program, a hybrid, one-year path for working nurses, such as student Kayla Bald.

Kayla shared, “The hybrid format let me move quickly into a career. I wanted to start working fast.”

Each program is aligned with real-time labor needs and future growth:

•  Healthcare: With over 1,500 open RN roles in Ohio, the LPN to RN Bridge became a priority. The LPN to RN Bridge Program offers an accelerated, low-cost pathway to licensure for working LPNs.

•  Manufacturing and Maintenance: Robotics programs are informed by employer demand and utilize tools such as FANUC robots, Roboguide software and electrical module trainers.

•  Biotech: The new cGMP certification supports Ohio’s fast-growing life sciences sector.

“Our programs don’t just follow workforce demand—they shape it,” said Butler Tech Career Strategist Laura Hicks.

Butler Tech collaborates extensively with workforce boards, chambers of commerce, economic development agencies such as JobsOhio and public safety agencies. The partnerships with fire, police and EMS departments across the region include tuition reimbursements, shared equipment and robust opportunities for agency professionals to invest in the next generation.

These connections help promote enrollment, solicit employer feedback and support student-employer engagement.

Butler Tech achieves impactful outcomes through industry-aligned training, hands-on experience, strong employer partnerships and a focus on both technical skills and professional development. The results show that:

•  96% of their students earn industry credentials

•  94% gain employment in their field within twelve months

•  Many are hired before finishing, thanks to job fairs and employer visits

“We’re not just placing students in jobs,” said Michael Berding, Butler Tech Workforce Strategist. “We’re investing in futures.”

Looking to the future, Butler Tech is making bold investments in advanced facilities and new programs to prepare students for tomorrow’s most in-demand careers, including:

•  Advanced Manufacturing Hub (2026), a 70,000 sq. ft. collaboration with Miami University

•  $12.1M Bioscience Center expansion

•  28,000 sq. ft. Aviation Hangar for FAA-aligned training

As Assistant Superintendent Marni Durham puts it, “Together we can guarantee readiness for jobs that don’t yet exist.”

At Butler Tech, micro credentials are unlocking macro opportunities.

With fast, targeted programs developed in collaboration with industry partners, Butler Tech demonstrates that high-demand careers no longer require a four-year degree.

FROM LECTURE HALL TO FACTORY FLOOR

New Industry-Academic Collaborations

By Alexander Watts

In the heart of the Miami Valley, educational institutions are developing tomorrow’s technical workforce. The Dayton Regional STEM School, Edison State Community College, Clark State College and Sinclair Community College are pioneering models that bridge the gap between academic instruction and practical industry needs. This “lecture hall to factory floor” paradigm addresses immediate skill shortages and lays the groundwork for sustained economic growth in the Dayton region.

The Dayton Regional STEM School (DRSS) exemplifies this shift, emphasizing project-based learning. By integrating STEM principles across all subjects, DRSS ensures that students engage with real-world problems, fostering critical thinking and adaptability. Serving families from over 30 school districts, the school’s curriculum is designed to align with the evolving demands of the local workforce.

Edison State Community College has established robust partnerships with industry leaders such as American Trim and FRAM. Through programs like the Associate of Technical Study (ATS) degrees, students receive tailored education that combines academic coursework with hands-on training, directly addressing the specific needs of employers.

Clark State College’s collaboration with Infinity Labs has led to the development of a Modeling and Simulation program, backed by a $1 million grant from the U.S. Department of Education. This initiative aims to produce a workforce skilled in areas critical to national defense and cybersecurity, sectors experiencing rapid growth and demand.

Sinclair Community College offers a spectrum of work-based learning opportunities, including apprenticeships and customized corporate training. By aligning educational programs with employer needs, Sinclair ensures that students acquire relevant skills, enhancing their employability upon graduation.

Beyond technical roles, these institutions recognize the importance of supporting professional workers. Edison State’s Workforce Development & Work-Based Learning team offers customized training solutions to enhance leadership and organizational effectiveness. Similarly, Sinclair’s Innovation Lab is a hub for developing new teaching methodologies and learning technologies, benefiting educators and professionals seeking continuous development.

The collaborative ecosystem in the Dayton region amplifies the success of these initiatives. Organizations like the Dayton Development Coalition are pivotal in fostering partnerships between educational institutions and employers, ensuring that programs remain responsive to industry trends. This synergy between academia and industry is vital for cultivating a workforce equipped to meet current and future challenges.

These approaches that Dayton’s educational institutions adopt represent a proactive strategy to bridge the skills gap. By integrating academic learning with practical experience, these programs not only prepare students for immediate employment but also contribute to the long-term vitality of the region’s economy. As industries continue to evolve, such collaborative models will be essential in developing a resilient and adaptable workforce.

The Dayton Regional STEM School, Edison State Community College, Clark State College and Sinclair Community College are pioneering models that bridge the gap between academic instruction and practical industry needs.

Chamber Member Savings

Your chamber membership could pay for itself – and then some. Take advantage of the buying power afforded to you as a chamber member with these valuable offers! Find more information at DaytonChamber.org.

Health Insurance for Small and Mid-Size Businesses;
Sole Proprietors

The chamber and Anthem Blue Cross Blue Shield have combined efforts to offer health, dental and disability insurance coverage to small and mid-sized businesses. These offerings come with competitive rates and comprehensive services from a large network of providers.

Workers’ Compensation Discounts &
Medical Management Solutions

Did you know that many alternative discounts are available to help reduce your annual Ohio workers’ compensation costs? Through the chamber’s workers’ compensation program, your organization can significantly reduce your workers’ compensation costs through a variety of alternative rating programs. Our program, administered by Sedgwick, offers you quality service and stability through the complex workers’ compensation environment.

Energy Savings Program

Chamber members receive an exclusive discount offer from IGS Energy. Member businesses benefit from custom pricing that could save them hundreds on their energy bills. Member employees are also eligible for custom pricing at home.

Payment Processing

If you take credit cards for payment, you know how quickly technology changes. The Payroc model is simple: The best quality payment processing using personalized solutions and the latest technologies, paired with low prices. As a Dayton Area Chamber of Commerce member, Payroc will take a close look at how you’re currently processing payments, and provide a no-cost quote on a suggested solution. There’s nothing to lose, but you could gain savings and better service. Why not check it out?

Office Supplies

Chamber members see significant savings on frequently used office supplies at Office Depot AND free next day delivery. Employees of member businesses can also get the same great discount when they shop at Office Depot, using their chamber discount card.