The $42.5 billion BEAD program has allocated $350 million for workforce development to just three states to date, primarily focused on fiber optic training, with that amount expected to rise significantly. While state agencies may find it appealing to use BEAD funding to launch training programs, they should consider the lessons from the tower technician workforce. Many individuals who pursued tower technician careers to support America’s 5G race faced setbacks when mobile carriers slowed their builds and imposed unsustainable pricing on contractors, leading to workforce reductions and company closures. Their dream of a high-paying and rewarding career ended without a single paycheck. Without careful planning, fiber optic trainees could face similar challenges.
As the Broadband Equity, Access, and Deployment (BEAD) program begins construction in Louisiana, Delaware, and Nevada in Q2, significant concerns about workforce development initiatives funded through BEAD grants are emerging.
A striking percentage of the $42.5 billion BEAD program is earmarked for broadband workforce training, totaling nearly $350 million today. Yet, the funding heavily favors fiber-optic training, leaving other broadband technologies sidelined.
Critics argue that this narrow focus ignores the diverse needs of broadband expansion, wastes resources, and prepares workers for a potentially uncertain future in an industry with fluctuating demand.
For instance, Louisiana plans to allocate $30 million to the Louisiana Community Technical College System (LCTCS) to expand its fiber-optic training programs rapidly. The goal is to train 5,000 workers by 2027.
ConnectLA, the state’s broadband office, boasts that these programs will equip students with technical skills, safety training, and customer service expertise. Similarly, Ohio and South Carolina are investing millions in workforce development. Ohio is allocating $50 million to sector-wide workforce planning, and South Carolina is offering $7 million in apprenticeship stipends.
However, critics point to the lack of evidence that this influx of fiber-trained workers will be needed. Louisiana, for example, has yet to provide proof that the market will require the projected 5,000 graduates in the state and offer any credible evidence that fiber installation will require graduates’ services following the buildout.
Adding to these concerns, the National Telecommunications and Information Administration (NTIA) recently signaled that the $350 million might only be the starting point for workforce funding.
The agency has encouraged State Broadband Offices (SBOs), particularly those with remaining BEAD funds after deployment obligations are met, to consider further investments in workforce initiatives.
To facilitate this, NTIA has outlined steps that SBOs can implement to prepare for a potential broadband construction labor shortage. Critics worry this guidance could lead to even more disproportionate spending on narrowly focused training programs without ensuring alignment with actual industry demand.
Lessons from the past: The wireless contractor infrastructure industry’s warning
The wireless infrastructure industry offers a cautionary tale. Four years ago, reports claimed a shortage of 19,000 workers was crippling cell sites and fixed wireless projects, leading to federal and state investments in training programs.
Trade associations and others before a Senate committee lamented that America’s anemic workforce would be incapable of winning the race to 5G without tens of thousands more technicians.
However, according to Wireless Estimator, these statistics were unsubstantiated, and the promised job opportunities failed to materialize.
Many trained technicians who entered multi-week training programs funded by various grants found themselves without employment as the industry faced pricing pressures, company closures, and workforce reductions.
A glut of unemployed workers remains, illustrating the dangers of over-investing in narrowly focused training programs without sufficient market analysis.
Tower technicians require advanced training to handle complex tasks such as climbing, safety procedures, highly specialized equipment installation, and system integration. Their work involves significant physical and technical challenges at heights, comprising about 80% of a network’s physical build.
In contrast, fiber optic installers, who are also skilled and take pride in their work, primarily perform low-skill tasks such as trenching, pulling cables, and basiessentialipment setup. These tasks can often be learned on the job with minimal specialized training.
While fiber splicing and testing require additional expertise and training, they represent approximately 10% of the installation, according to two fiber installation company managers Wireless Estimator spoke to.
Former FCC Commissioner Michael O’Rielly has been vocal in his criticism of BEAD’s structure. He calls the program overburdened with mandates and lacking in practicality. He highlights the program’s fiber-first preference as a glaring example of its inefficiencies, noting that it violates BEAD’s legal commitment to technology neutrality and risks ignoring cost-effective alternatives like fixed wireless and satellite technologies.
O’Rielly’s concerns align with the workforce development critique: both reflect an overreach by the program’s administrators that could hinder its success.
A call for recalibration
As BEAD construction begins in Louisiana, Delaware, and Nevada, these states will serve as litmus tests for whether the program can achieve its ambitious goals without exacerbating workforce mismatches.
Critics like O’Rielly call on the incoming administration to recalibrate the program, eliminate unnecessary mandates, and expand its focus to include other broadband technologies. For many, the stakes couldn’t be higher. The promise of broadband equity hinges on building networks and ensuring that workforce initiatives align with the industry’s actual needs, avoiding repeating past mistakes.
The BEAD program’s potential remains significant, but achieving its goals will require flexibility, practicality, and a willingness to prioritize outcomes over bureaucratic mandates. Critics warn that without those changes, the program risks leaving workers and underserved communities behind.
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