For years, technology companies relied on university degrees as a quick filtering tool during job searches, which excluded capable individuals in a talent-scarce market. This exclusion has become a growing cost for companies like IBM, which has pioneered the 'New Collar' concept. This framework does not fall neatly into the traditional categories of 'blue collar' or 'white collar' jobs; rather, it emphasizes technology and applied skills over formal educational qualifications, recognizing the evolving nature of the workforce.

The shift towards a 'New Collar' workforce responds not only to a shortage of skilled talent but also to rising educational costs and new pathways for skill acquisition such as vocational programs, bootcamps, certifications, and online learning. IBM's initiative highlights the importance of practical skills and demonstrable competencies over traditional educational achievements. This reflects a broader societal change in how employment qualifications are viewed and what is considered essential for job success.

Through its apprenticeship programs, IBM aims to create a formal bridge to skill-building, offering structured learning opportunities, mentorship, and recognized credentials while allowing individuals to learn while they work. This approach not only enhances job accessibility but also addresses the urgent need for skilled labor in the tech industry, thereby positioning IBM as a forward-thinking leader in workforce development.