An equitable recovery ... for all

What does “building back better” mean? In the job market, it means in part reflecting that even before the pandemic, millions of Americans were locked out of better jobs - whatever their skills or willingness to learn on-the-job or by retraining - simply because they lack a four-year degree.

Yet these working learners—of all ages, genders, races and regions—have skills and adaptability that companies rightly say they need. They developed these skills in a variety of ways: training programs, community colleges, on the job, military service, and other alternatives to college.

In Opportunity@Work’s latest “Opportunity Wrap,” Martin Evelyn highlights a new Brookings report offering guidance to CEOs and regional business coalitions to advance racial equity, a profile of more experienced, older service workers struggling in the post-COVID economy, and an analysis of growing demand for STARs among employers hiring for fast-growing tech roles.

• A new report by Amy Liu and Reniya Dinkins of Brooking Metropolitan Policy Program offers CEOs a three-part framework to make meaningful progress toward an equitable economy, including adopting diversity and inclusion internally, building a regional coalition of businesses committed to equity, and using their influence on civic organizations to champion change within local institutions. https://buff.ly/2O0Ey10
• An article written by Molly Redden explores fears that more experienced workers laid off in the COVID recession may not be able to return to their old jobs - due to cost cutting measures and/or age discrimination. If more older workers are forced to look for new careers, current re-training options and hiring attitudes must be revamped. https://buff.ly/3fftZ5d
• According to Ramona Schindelheim, employers facing the “skills gap” have begun to look beyond the four-year degree to fill open technology positions as demand for new technical workers ramps up post-covid. This is backed by a recent CNBC survey, which found that 52% of technology executives responded that they have hired workers Skilled Through Alternative Routes, not a college degree. https://buff.ly/3stxOHM

More employers are recognizing, valuing, and seeking to recruit talented individuals who are Skilled Through Alternative Routes for in-demand jobs. It’s no surprise - its common sense, and it’s simple math. For companies to find the full range of talent to compete in a post-pandemic economy, they must rethink biased assumptions and reform exclusionary approaches. Today.

All the best,

Byron