My Top 5 Takeaways from Workforce Development Advocates

Last week I gained rich insight and inspiration from a live panel & community conversation on #workforcedevelopment in Georgia hosted by the Community Foundation for Greater Atlanta and WABE (90.1) #publicmedia #atlanta One of Atlanta's most trusted voices, Rose Scott, moderated the conversation featuring three activist leaders: Dana Inman, President & CEO, Atlanta Center for Self Sufficiency, Inc.; John Helton, President & CEO at CareerRise; and, Michael D. Taylor II, Site Director at Center for Employment Opportunities (CEO) Atlanta. Having devoted much of my career to workforce skills, I was ready to listen, learn, and gather fresh perspectives from experts outside the corporate talent landscape.

Social workers, WABE staff, private citizens & students, educators (K-12 and higher), and non-profit leaders filled the room. The personas I did not find in wide attendance were HR/Talent leaders from the business community and policymakers. In fairness, the GA legislature closed its session the night before, and all staffers likely were still awake from the previous day's push to pass the final bills of the session. Nevertheless, I needed clarification on the under-representation of government and corporate HR considering current issues, such as a deepening talent crisis, the work-from-home debate, massive layoffs, wage and compensation pressure in the face of inflation, and DEI priorities.

The conversation was eye-opening. I confess in advance – I'm disappointed in myself for not being more aware of some of the information shared. But, now that I know better, I can do better. I look forward to that!

Here are my top 5 takeaways from the event:

1.   The metrics that matter are familiar but with a few twists. Impacts like placing an individual in a job (roles filled) are a fine starting point. Still, advocates want to measure % of candidates staying in the position longer than 90 days, 180 days, and one year (retention/attrition) as an indicator of job quality and job readiness. Another essential measurement is economic mobility, which is tracked within the corporate organizational priorities but from the angle of compensation cost. What would change if corporate HR talked about "economic mobility" rather than "compensation"? It is a provocative thought.

2.   The term "occupational segregation" landed hard. Pay inequity, gender inequity, and racial inequity are familiar. However, these challenges never struck me as "segregation." That powerful word conveys a different level of urgency and intentional systemic separation. Sadly, the phrase fits. In addition, I am unaware of corporate HR leaders referring to DEI programs as essential to combatting gender or racial segregation. In reviewing current research after the event, I also struggled to find industry analysts in the Talent space using the term "occupational segregation" in reports. If I've missed it or you have ideas why this might be the case – please share your thoughts in the comments or message me.

3.   Highly skilled refugees and immigrant workers are separate from the conversation, which is an opportunity. Audience member and advocate Darlene C. Lynch, ESQ, Head of External Relations at The Center for Victims of Torture Georgia (CVT), asked for help connecting hundreds of highly qualified, credentialed professionals to appropriate jobs in the US. These refugees fled fascist or terrorist regimes and are highly educated practitioners who are misplaced in low-wage roles. Unfortunately, licensing barriers, a profound misunderstanding of this population, and under-representation in key workforce databases force critical under-employment. The good news is that successful programs like Global Michigan are making a difference in other states. Hence, a roadmap of viable solutions can be adapted if Ms. Lynch and CVT can get help from policymakers, business leaders, and the wider community.

4. The panelists cited transportation as a barrier. This issue is complex and ranges from access to affordable, reliable public transportation for low-wage earners to the debate over work-from-home (WFH). To complicate the matter further, Atlanta has a talent gap in its transportation industry. One panelist spoke with frustration about the headwinds created when workers walk more than a mile to the nearest public transit depot only to find a bus with no driver available that day. Transportation and WFH are becoming severe political and cultural issues beyond my initial understanding. The LA Times offers additional perspectives on the issue that I found helpful in gaining deeper insight into the impact of this hot topic nationwide.

5. "It amazes me how many jobs you can do while incarcerated that you are not allowed to do in the community," said Michael Taylor of CEO Atlanta. Every social worker/advocate in the room nodded, and the energy rose over this point. Skilled tradespeople are in demand and hard to find. Legislators and employers were called upon to consider loosening restrictions like mandatory background checks, continuing to enable high-quality vocational training programs, launching more apprenticeship programs, and collaborating more fully with advocacy groups to help former inmates build productive lives and stay out of prison for the long term. The business community taking a more active role in reducing recidivism rates is a provocative and powerful idea.

I could go on. These are only five of the dozen or so takeaways I absorbed. Thanks again to WABE, the Community Foundation for Greater Atlanta, the expert panelists, and every advocate in the room last week. I am grateful for the opportunity to learn, think differently, and tap into this forum's tremendous energy. Awesome event!