Impact Profile: Kastle Systems
At Kastle Systems, the word “belonging” grounds their staffing and talent development efforts. Through its award-winning programs like Bonfire or its employee-led Diversity Committee, this DC-based security management company is renowned for its inclusive culture. So when we at CityWorks DC had the chance in 2020 to help Kastle expand their already-influential apprenticeship program to include local youth as apprentices, we jumped at it.
Recently, we interviewed Kastle Systems’ Diversity, Equity, Inclusion, Belonging (DEIB) Manager, De’Christa Smith, and CareerWise DC apprentice Jabari to learn more about Kastle’s wide-ranging approach to human capital development and how they are using apprenticeship to create a sustainable workforce.
Smith describes Kastle’s vision for youth apprenticeships as a re-investment in DC. The goal is to engage residents in professional opportunities that can transform into something lasting. The learning goes both ways too. “Adding young people brings in a fresh new outlook on the employees we’ll be hiring going forward,” she says.
A focus on developing talent is central to any great human capital strategy and that is no different when working with an apprentice. “Developing the skills needed to function outside of a school environment is of major importance in overall employee development,” Smith says.
Jabari, a recent KIPP DC College Preparatory graduate, started his apprenticeship in the middle of the pandemic as a virtual Business Operations Associate and Client Services Coordinator. Thankfully, after the first year, he was able to work in-person which opened up new possibilities for growth. As Kastle returns to in-person work, “one of the main things we've been focusing on [are] interpersonal skills, as well as professional skills and networking,” Smith says. “Jabari’s getting way more exposure and getting more comfortable with coming to team meetings, talking to people, and understanding what they do.”
Currently, Jabari provides support to Kastle’s client services group, where he’s led presentations and briefings on the system on which he trained. “It feels like I have a better sense of responsibility with just different tasks,” he shared. “And I feel like I better understand how to go about different things in the work field.”
Jabari shared that his apprenticeship has helped him develop a unique skill, one that’s hard to gain in a classroom. “When I went on my first service ride-along, we had to do a lot of [problem solving],” he says. When technology issues arose in the field, Jabari and his team had to navigate obstacles to get the job done, providing a valuable lesson in problem-solving on the fly.
Smith attributes the success of the apprenticeship program to Kastle’s ability to meet young workers where they are, then let them get to work. “Flexibility is key,” she says. “They are young people. That means altering schedules when needed but also giving them the responsibility. You have to fill out your timesheets. You have to be held accountable. If you can't do something, you need to communicate. If you have questions, ask someone. So I think having that flexibility and giving them real work is the key piece.”
By leading with “belonging,” Kastle and Jabari have forged a pathway to success. Jabari has developed invaluable, transferable skills that have helped him succeed in his apprenticeship. Meanwhile, Kastle has continued to build its talent pipeline with DC residents. And that’s exactly how Kastle wants its culture to grow.
