Childcare, Commuting and Language Classes

Airports are not islands. Wait, maybe they are?

When it comes to workforce recruitment and retention, airports must compete for qualified personnel just like any other employer. However, many airports are at a distinct disadvantage because they are outside their city centers, making the daily commute more difficult—and expensive—for workers.

Syracuse Hancock International (SYR) recently convinced the Central New York Regional Transportation Authority to begin trial bus service between its central transit hub and the airport. Currently, there are 13 round trips every weekday, with the first bus pulling into SYR bright and early at 5:32 a.m., and the last leaving around 7 p.m. Limited service will also be available on Saturdays. Like other routes, the fare is $1 for adults.

Minneapolis-St. Paul International Airport (MSP) addressed another common employment barrier by partnering with a local adult education facility to offer courses in English as a Second Language. The Metropolitan Airports Commission covers the cost to help concessionaires and other MSP tenants attract and retain employees, and therefore improve the airport’s overall customer service. To date, 60 employees have completed the course and another group scheduled to graduate in mid-November.

My last example is from our current issue. Pittsburgh International Airport (PIT) recently opened an on-site daycare center for children of its employees and other workers at the airport. It’s an attractive perk for both current and prospective employees—and other airports are in various stages of providing similar options. See Page 48 for details. 

While these three ideas may seem like straightforward ways to help attract and retain workers, each required a vision and leadership to make it a reality. Bravo to MSP, PIT and SYR!

Cheers,