Gauri (Gee) Rege

Senior Researcher

Gee Rege is a senior industrial-organizational researcher at AIR. She conducts applied research and consulting in the areas of human capital and workforce development for public and private employers, associations, and foundations. Rege’s work focuses on personnel selection and retention, skills-based practices, and strategies aimed at reducing barriers to gainful employment. Throughout her career, Rege has delved into diverse topic areas that span the entire employee life cycle and include workforce development topics. 

Ms. Rege serves as the project director for AIR’s work with the electrical training ALLIANCE, through which AIR conducts research, develops and maintains the selection system for electrician apprenticeship programs. This work also involved identifying and helping mitigate reasons for apprentice attrition. Her current and recent work has included leading AIR’s work to researching occupational licensing requirements and barriers, customer experiences, and conducting usability testing. A core component of this work has been to intentionally increase equity in opportunities and outcomes. 

Prior to joining AIR, Ms. Rege worked as a human capital management sr. analyst at the Ohio Bureau of Workers’ Compensation. She is currently a member of the Society of Industrial and Organizational Psychology and previous vice-president of the Personnel Testing Council of Metropolitan Washington.
Rege Gauri headshot
Expertise
Workforce
Human Capital

M.A., Industrial-Organizational Psychology, Wayne State University; B.Sc. Psychology, University of Glasgow

Contact Gauri (Gee) Rege

+1.202.403.5000
Related Work
Supervisor and trainee in factory

Coordinating Skills-Based Hiring and Competency-Based Education Practices

28 Feb 2024
 Implementing skills-based hiring practices can expand the talent pool, improve staff retention, and increase diversity.Today’s economy is marked by the rapid evolution of technology leading to labor shortages and evolving skill needs across the labor market. Finding and retaining a skilled workforce is key to an organization’s growth, yet many ...
Apprentice and mentor with heavy machinery

Improving Apprenticeship Completion Rates

26 Oct 2023
Apprentice retention is a dynamic process that is affected by multiple factors that change over time. This brief, Improving Apprenticeship Completion Rates, summarizes the findings of our review of studies on apprentice retention and provides recommended strategies to mitigate factors negatively affecting attrition. ...

NCSL Occupational Licensing Consortium Case Study Reports

29 Dec 2020
With one in four jobs requiring an occupational license, licensing is one of the central factors that shapes employment opportunities for many workers. AIR has worked with the National Conference for State Legislatures and its partner organizations, the Council of State Governments and the National Governors Association's Center for Best ...
Graphic

Recommendations to Address the Nursing Shortage

14 Oct 2020
Similar to other countries, the U.S. has had a long running shortage of nurses. While the nursing shortage existed long before the COVID-19 pandemic, this crisis highlights the critical need for nurses in a healthcare system that is strained. In this white paper we offer recommendations and considerations for when ...
Electrician and apprentice

electrical training ALLIANCE

AIR works with the electrical training ALLIANCE’s apprenticeship program to conduct job analysis and implement and test apprentice selection procedures.