The U.S. Department of Labor (DOL) defines Non-Traditional Occupations (NTOs) as occupations where specific populations (i.e. one gender or a minority group) are traditionally underrepresented, comprising less than 25 percent of the individuals employed in them. Barriers associated with entry into NTOs can prevent these populations from accessing employment in certain occupations and realizing the benefits of that employment, including economic self-sufficiency, higher wages, improved benefits, broader job opportunities and advancement potential, and job satisfaction. The U.S. DOL contracted a five-year study to: (1) identify barriers to NTOs and promising strategies for addressing those barriers, (2) design and implement a demonstration of a promising strategy that encourages entry to training programs in NTO elds, and (3) evaluate the effectiveness of the strategy implemented under the demonstration. Our comprehensive literature review focused on strategies that have been implemented to address barriers low-skilled, low-income women face in entering and being successful in NTOs. We identified two main types of strategies: Education-related strategies and Workplace- and Career-related strategies. Education-related strategies address barriers related to the delivery of academic material as well as student proficiency, academic interest, and self-efficacy to pursue STEM-related academics. Workplace- and Career-related strategies address barriers found in career recruitment materials, mechanisms, and practices, as well as individual perceptions about certain occupations and lack of wraparound services such as childcare. Informed by the literature, we developed a recruitment intervention designed to increase awareness of training programs in high-growth occupations among low-skilled women, address their misperceptions about NTOs, and encourage them to enroll in a training program leading to careers in high-demand, high-growth occupations. The demonstration's multi-pronged outreach approach involved targeted recruitment content implemented to encourage participant enrollment in NTO-related training programs in Information Technology in Central New Mexico Community College and Advanced Manufacturing in South Seattle Community College. The last component of this five-year study was an evaluation of the demonstration intervention. The demonstration's behavioral evaluation tested the effectiveness of women-specific multi-pronged outreach intervention in nudging women to take short-term actions towards NTO training programs. The research team initiated RCTs, in which the treatment groups received gender-themed recruitment content designed to increase awareness of NTOs among women and to address misperceptions women may have about NTOs. The control groups received non-themed, generic recruitment content. The treatment group versions of content differentiated from the control group versions in three ways: (1) Gender-framed treatment themes designed to reduce perceived barriers to NTO participation for women. Through extensive research noted in the companion literature review for this study, the evaluation team identified and included several themes designed to counteract messages associated with lack of awareness and misperceptions of NTOs; (2) Use of female images. Whereas the vast majority of the photos in the control content were of men, the treatment content included primarily photos of women; and (3) Use of testimonials from women. Testimonials or quotes from women training for, or working in, NTOs highlighted the NTO themes noted above as appealing particularly to women. 16,401 women were randomized in South Seattle and 20,857 in Central New Mexico. The evaluation measured and compared the effectiveness of the two sets of recruitment content used to encourage women to take short-term actions towards applying to an NTO training program. Data was obtained from grantees, state workforce agencies, and analytic tools built to capture outcome information. Content was delivered to individuals assigned to each group through multiple emails and a postcard, all of which directed the recipient to a website containing additional recruitment content. Each contact encouraged the recipient to take specific steps towards enrolling in an NTO training program. The evaluation measured and compared the effectiveness of the two sets of recruitment content used to encourage women to take short-term actions towards applying to an NTO training program. The actions or behaviors women in the sample were nudged to take included: (1) opening the email, (2) clicking on a link in an email directing to a recruitment website, (3) completing an interest form, (4) gathering more information on the training program, and (5) applying for the training program. 3 Our results suggest that gender-themed content can be effective. The overall positive impact of implementing gender-themed recruitment materials in South Seattle indicates that gender-themed content addressing women's concerns and misperceptions about and highlighting the benefits of NTO careers can reduce negative perceptions about working in NTOs. Also, understanding the target population's career preferences is essential. The difference in impacts across demonstration sites -- South Seattle offering entry-level trades training, New Mexico offering IT related training-- and several subgroups demonstrates that the recruitment content may be misaligned with the career preferences of women within those subpopulations. This variation highlights the need to ensure recruitment content reflects a clear understanding of the career preferences and perceived occupational barriers of different subgroups (such as age, ethnicity, veteran status, disability status, income, and household size) to more effectively attract those populations and address their NTO-related concerns.