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The Bureau of Labor Statistics' (BLS) August jobs report showed a labor market that, while not as hot as earlier in the year, is still showing significant growth. But despite that growth, there remains serious variation in the economic health of different racial and ethnic groups. Namely, August's unemployment rate for Native Americans was 4.9%—which, while significantly better than its early pandemic peak of 28.6%, is still over a percentage point higher than the national seasonally unadjusted unemployment rate of 3.8%. In this piece, we report on an important facet of the pandemic economy that has affected how well Native Americans have been able to access employment over the past two years: their ability to work remotely compared to other racial and ethnic groups.
Despite the growing popularity of WBL, the community college and workforce development fields need greater transparency and clarity on the design of these programs to broaden workforce pathways, ensure the transferability of exemplary program models, and support the advancement of equitable outcomes for all students, especially learners from historically underserved and underprivileged backgrounds. In this report, we highlight case studies of emerging program models across the United States to understand the motivation, goals, and design of paid WBL opportunities available at two-year colleges. This report outlines four recommendations for community college leaders and state policymakers. Findings from this study have important implications for state policymakers and college stakeholders in career services, academic advising, and workforce development.
Care work has forever been critical to the health and basic functioning of our society. With the steady aging of our population, care jobs are also among the fastest growing in our economy. These jobs are staffed predominantly by immigrant women and women of color, so despite their societal importance, racial prejudice and gender discrimination have led to a systematic devaluation of this sort of labor. In this paper, Boston Indicators and SkillWorks provide a demographic profile of care workers in Massachusetts and pairs that with a job quality analysis for a few key subsectors.
The vast majority of Americans are introduced to the workforce through frontline jobs—whether waiting tables, stocking store shelves, or folding clothes. Approximately 70 percent of the current U.S. workforce is concentrated in frontline jobs, which is also the most diverse part of the workforce. Too often, however, frontline jobs are both a starting point and an end point for workers. This research, a collaboration between McKinsey & Company, the W.K. Kellogg Foundation, PolicyLink and Walmart, found this challenge is especially true for frontline workers of color, who face an array of impediments to moving up the ladder. This report shines a light on the experiences of frontline workers of color, the pathways upwards from the front line, and the skills workers need to advance. It also offers steps companies could take to improve job quality and better support frontline workers of color to develop and progress in their careers.
More than two years into the public health emergency, individuals and families continue to experience the ongoing economic effects of the COVID-19 pandemic. Recent job numbers show that the U.S. economy is on a path to recovery as jobs return and labor force participation increases at a steady pace. However, even with these positive trends, women of color continue to face disproportionate challenges.To create an equitable path forward in economic recovery, we must ensure that the quality of jobs grows alongside the number of people employed. Building a resilient and sustainable recovery for women of color requires addressing the lack of benefits, worker protections, and well-paying jobs so that women of color can thrive.
Community development unites people to take collective action to build stronger, more resilient places to live. Its roots are embedded in the backyards, living rooms, and church halls of people who, out of sheer will and perseverance, found ways to advocate for change in their neighborhoods. Over time, though, the field of community development has shifted from grassroots movements to the careers of specialized professionals. This shift has led to less racial diversity across the field and too few people of color in decision-making positions, leading to laws, policies, and practices that have perpetuated white supremacy—delivering excessive privilege to whites while disadvantaging Black, Brown, and Indigenous communities.Championing Leaders of Color reflects an effort to uncover and disrupt the systems that perpetuate racial inequity in the communities we serve and the organizations where we work. Through this work, we aim to identify tactical strategies to promote equitable leadership in the field of community development where leaders of color are welcomed, supported, and equipped to succeed in advancing their careers as well as their organizations' missions.This report presents findings from a national survey distributed to stakeholders in the community development field, provides insights into data and trends gleaned from responses, and deliberates implications for leaders in, funders to, and supporters of the community development field to consider in service of equitable results. This work takes a narrow focus specific to community development and identifies barriers to equitable leadership opportunities while offering reparative solutions.
As the United States enters its third year of navigating the global Covid-19 pandemic, the coronavirus continues to disrupt the lives of millions of workers and their families. About a quarter of the US workforce—nearly 41 million workers -- experienced at least one spell of unemployment due to the coronavirus. As of February 2022, some 3 million fewer people are employed than before the pandemic. While nearly all workers have been affected, yet these impacts are highly unequal: low-wage workers, Black workers, and other workers of color, particularly women of color, have experienced the greatest health and economic harms. This lop-sided labor market recovery has done little to buoy low-wage workers of color who continue to face heavy burdens in terms of rent debt and childcare access.
This toolkit will serve as a guide for the Washington State Labor Council's legislative program as they continue to build power for all working people and integrate racial equity into all that they do.
The Covid-19 pandemic and our long overdue national reckoning on racial injustice have thrust into sharp relief the results of centuries of economic inequality and systemic racism. While the pandemic and its accompanying economic devastation have hurt so many, people of color and low-income communities have been hit exceptionally hard. More than 100 million people in America—half of all people of color and one-quarter of all White people—struggled to make ends meet even before the pandemic and they continue to bear the heaviest toll, even as the economy bounces back.For corporate leaders, this historic moment presents an opportunity to make lasting progress against stated commitments on racial equity and ensure the billions of dollars pledged to communities of color actually lead to equitable outcomes. Our 2021 CEO Blueprint for Racial Equity will guide you beyond diversity and inclusion commitments to the heart of the business opportunity ahead: addressing the intended and unintended impacts of your products, services, operations, policies, and practices on people of color and low-income communities, with key recommendations across the three domains of corporate influence.
Advancing racial equity in companies is action-oriented work. Black workers, in particular, face challenges – from the structural inequities of geography to underrepresentation in industries that might create additional opportunity to the cultures and behaviors within their workplaces. This report, which is part of a new comprehensive series by McKinsey & Company, was produced In collaboration with the W.K. Kellogg Foundation, PolicyLink and Walmart, lifts Black American voices and shares their experiences in the U.S. private sector. The research is organized in three parts: first, a summary of Black Americans' participation in the U.S. private sector economy; second, their representation, advancement and experiences in companies; and third, recommendations and actions companies can take in response, along with additional actions a wider set of stakeholders can take to accelerate progress on diversity, equity and inclusion.
In 2019, the National AfterSchool Association (NAA) convened a series of leadership conversations focused on creating a culture of professionalization in afterschool, which included a discussion of the need to build a leadership pipeline and to foster more diverse leadership, starting with a focus on supporting and retaining leaders from minoritized racial and ethnic backgrounds. These leader-focused discussions were a natural next step in NAA's long track record of commitment to equity and advocacy for the professionalization of the afterschool field, including through the development of Core Knowledge and Competencies for Afterschool and Youth Development Professionals, and by annually honoring the Next Generation of Afterschool Leaders. NAA is now elevating the importance of building a diverse leadership pipeline through the launch of a Professional Learning Community (PLC) in spring 2020, with grant support from the S.D. Bechtel, Jr. Foundation and in partnership with the California School-Age Consortium (CalSAC) and Development Without Limits (DWL). NAA also engaged Policy Studies Associates (PSA) and Public Profit as learning and research partners. This brief, researched and authored by PSA and leveraging interview and survey data from Public Profit, results from a collaborative effort intended to frame efforts to embrace, support, and retain afterschool leaders of color.
In the wake of the coronavirus pandemic, massive job losses, rapidly evolving business models, and accelerating technological change are dramatically reshaping the US economy. This report, produced in partnership with Burning Glass Technologies and the National Fund for Workforce Solutions, provides a comprehensive analysis of long-standing racial gaps in labor market outcomes, the economic impacts of Covid-19, and the racial equity implications of automation. It provides an in-depth analysis of disaggregated equity indicators and labor market dynamics, finding that White workers are 50 percent more likely than workers of color to hold good jobs and that eliminating racial inequities in income could boost the US economy by $2.3 trillion a year. In addition to detailed data analysis on the state of racial inequities in jobs and opportunity, the report offers a bold framework for action to advance workforce equity, where racial income gaps have been eliminated, all jobs are good jobs, and everyone who wants to work has access to family-supporting employment.