Finding Gemstones in the Rough: Why Companies Should Focus on Early Career Talent from Underserved Communities

It’s time to confront a mindset gap in our diversity and inclusion efforts. Many organizations are still relying on the same old recruiting strategies, focusing exclusively on early career talent from blue-chip colleges and universities. Flashy recruiting events and prestigious partnerships are not cutting it anymore. The real challenge lies in embracing a more inclusive approach and include the "Gemstones in the Rough".

The truth is, many companies ignore, dabble and/or fall short when it comes to reaching, onboarding, and developing talent from underserved and underrepresented communities. It’s crucial to think beyond traditional pipelines and recognize the immense potential within these communities.

It's time to embrace a more forward-thinking approach to talent acquisition and development. Organizations that choose not to recognize and respond to this reality are missing a critical opportunity to drive innovation and success and that is what I want to talk about in this article.

The Untapped Potential

Talent is not confined to the walls of elite institutions. Across the nation, there are countless individuals in underserved communities who possess the drive, determination, and raw potential to excel in professional settings. According to the Brookings Institution, over 40% of college students in the U.S. attend non-selective public colleges, many of whom come from low-income backgrounds. These individuals often bring unique perspectives and problem-solving approaches shaped by diverse life experiences. By broadening their recruitment strategies, companies can tap into this vast pool of untapped potential, fostering innovation and creativity within their teams.

Bridging the Opportunity Gap

Many individuals from underserved communities face significant barriers to accessing higher education and professional opportunities. According to the National Center for Education Statistics, only 14% of students from the lowest income quartile earn a bachelor's degree by age 24, compared to 60% from the highest income quartile. By focusing on early career talent from these backgrounds, companies can play a pivotal role in bridging this opportunity gap. Providing comprehensive training, coaching, and mentoring programs can help these individuals develop the skills and confidence needed to thrive in their careers and lives.

Enhancing Diversity and Inclusion

Diversity and inclusion are not just buzzwords; they are critical components of a thriving workplace. Research from McKinsey & Company shows that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. By prioritizing the development of talent from underrepresented communities, companies can enhance their diversity and inclusion efforts, creating a more equitable and dynamic workforce.

Creating Loyal and Engaged Employees

Employees who feel valued and supported are more likely to be loyal and engaged. A study by Deloitte found that 83% of millennials are actively engaged when they believe their organization fosters an inclusive culture. By investing in the growth and development of early career talent from underserved communities, companies can build strong, lasting relationships with their employees. These individuals are often deeply appreciative of the opportunities provided to them and are more likely to remain with the company long-term, reducing turnover and fostering a positive workplace culture.

Driving Social Impact

Beyond the business benefits, there is a profound social impact that comes from investing in underserved communities. By providing pathways to professional success, companies can help break the cycle of poverty and create positive ripple effects that extend beyond the individual to their families and communities. According to a report by the Economic Policy Institute, raising the educational attainment of low-income students could lift millions out of poverty and increase the nation’s overall economic output. This commitment to social responsibility not only enhances a company’s reputation but also contributes to a more just and equitable society.

Strategies for Success

To effectively support early career talent from underserved and underrepresented communities, companies should consider implementing the following strategies:

Integrate into Growth Strategy

• Include the hiring of talent from underserved and underrepresented communities in your overall organizational growth strategy and plan. This commitment should be reflected in your company's goals, values, and performance metrics, ensuring that diversity and inclusion are prioritized at all levels.

Comprehensive Training Programs

• Develop robust training programs that provide the technical and power (professional) skills and competencies needed for success. Tailor these programs to address the specific needs and challenges faced by individuals from diverse backgrounds.

Mentoring and Coaching

• Establish mentoring and coaching initiatives that pair early career talent with experienced professionals that believe in early career talent. These relationships can provide invaluable guidance, support, and networking opportunities.

Inclusive Recruitment Practices

• Revise recruitment practices to ensure they are inclusive and equitable. Partner DEEPLY and wholistically with community organizations, schools, and colleges that serve underrepresented populations to identify and attract talent for the long term.

Ongoing Support and Development

• Create a culture of continuous learning and development. Offer ongoing support and opportunities for career advancement to ensure that early career talent can grow and thrive within the organization for at least three to five years.

Call to Action: Embrace the Future of Talent Development

The focus on training, coaching, and mentoring early career talent from underserved and underrepresented communities is not just a moral imperative; it is a strategic business decision. Here are four key takeaways to drive action in your organization:

1. Adopt a Mindset Change:?Shift your hiring mindset to actively seek and value talent from underserved and underrepresented communities. Recognize the unique strengths and perspectives these individuals bring and commit to creating opportunities that allow them to thrive within your organization.
2. Broaden Your Talent Pipeline:?Expand your recruitment efforts to include underserved communities. Partner with local organizations and communities to identify and nurture potential talent.
3. Invest in Comprehensive Development Programs:?Create and sustain training, mentoring, and coaching programs tailored to the unique needs of early career professionals from diverse backgrounds. Ensure continuous support and opportunities for growth.
4. Commit to Long-Term Inclusion:?Foster a workplace culture that values diversity and inclusion at all levels. Regularly evaluate and adjust your strategies to maintain an environment where every employee can thrive and contribute to the company’s success.

It’s time for organizations to look beyond the traditional talent pools and invest in the future leaders who will drive success in a rapidly changing world. By doing so, companies not only enhance their competitive edge but also make a significant positive impact on society. Let's commit to building a more inclusive and dynamic workforce—starting today.

Wally Bruner, founder of Early Career Partners, is a recognized leader and pioneer in the early career arena, having designed, launched, and led award-winning onboarding and training programs for front-line sellers and solutions engineers at CA Technologies, Salesforce, Amazon Web Services, and Oracle. Additionally, Wally co-leads the Cross Academy Association for Early Career Programs, a global professional association that develops best practices and frameworks for early career practitioners and organizations. Wally's mission is to cultivate nascent talent and create a synergistic force that propels the early career field to new heights.