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For most of us growing up in the United States, “The American Dream” — that promise that anyone, regardless of race, class or status, can climb their way to the pinnacle of success — is served up as a familiar narrative meant to keep our hopes and aspirations alive as we strive, from early childhood on, to do more and be greater. Unfortunately, for most Black people in America, achieving upward mobility has been a near-impossible endeavor. For years, Black talent have consistently faced unemployment at twice the rate of their white peers, with many workers stuck in low-paying, entry-level jobs with little opportunity for advancement.

Pay inequity, lack of advancement and job insecurity are but a few of the conditions that have contributed to what economists are calling The Great Resignation. Since August 2021, more than 4 million people — the majority of whom are white — spurred by the COVID-19 pandemic, have left their jobs in search of better salaries, greater job security and professional growth. Black talent, however, have not been able to join this mass exodus in equal numbers because the gap we must leap from one job to another is too wide to risk.

While the pandemic might have influenced the average American’s tolerance for sub-optimal working conditions, it has been slow to address challenges that keep Black talent in America from securing family-sustaining jobs. One of these obstacles has been corporate America’s commitment to credential-based hiring. 79% of family-sustaining jobs demand four-year degrees, which automatically disqualifies the 76% of Black Americans over 25 who don’t have one. Despite their skills and talent, Black talent are routinely shut out of opportunities.

And getting a foot in the door is only half the battle. Even when Black talent secure employment, they often remain stuck on the bottom rung of the corporate ladder. This is not for lack of effort. Research shows that sponsors and mentors are key for navigating career advancement in these positions. But 67% of Black employees don’t have sponsors (even when their companies have sponsorship programs) and are also less likely than their white colleagues to receive support when pursuing advancement. Pair all of this with the bias that Black talent can face in the workplace, and the situation can feel even more dire.

If the opportunity gap remains open, Black talent will continue to be overlooked, underpaid and unfairly burdened by the many challenges of underemployment and lack of wealth. But the impacts of this gap ripple even further than the Black community. Current employment models are keeping the skills, talent, vision and perspective of Black talent at the margins. As a result, companies are missing out on the benefits of the untapped genius in the Black community. The American economy is also sacrificing $1 to $1.5 trillion in GDP growth by allowing the racial wealth gap to remain unaddressed.

When you look at the nationwide impact of the racial opportunity and wealth gap, it’s clear that this is not just a Black issue, it’s an American issue, and it’s going to take a national effort to solve it. At OneTen, we’re not only optimistic that it can be solved, but we’re also leading that charge.

We are a coalition of employers, education and training programs, and community organizations who have taken up a collective challenge to close the opportunity gap for Black talent in the U.S. Our mission is to hire, promote, and advance one million Black talent without four-year degrees into family-sustaining careers over the next ten years.

We are embracing the opportunity to transform this nation. We are breaking down the barriers that have disadvantaged Black talent, upheld discriminatory hiring practices and stunted our country’s economic success. This mission and the meaningful change it will bring are too important to ignore.

It’s time for employers to prioritize skills-first, not credentials-first, hiring and intentionally create pathways to family-sustaining employment with opportunities for advancement for Black talent. Talent developers and education organizations must step up to provide the upskilling and training that will support Black talent in their career advancement. And community partners must continue to offer services — childcare, transportation, mental health — that can make a big difference when it comes to supporting the long-term success of Black folks in America. This is exactly the work of OneTen — the knitting together and strengthening of an ecosystem that results in more Black talent hired and promoted, greater growth and healthier companies, and an “American Dream” in which Black talent can not only believe in but achieve.

Driving systemic change and creating lasting impact is a team sport. We only succeed if the playing field is level and if every player gives their all. So, I invite every individual and organization to take up their position as a changemaker and join us.

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Maurice Jones is the CEO of OneTen. To learn more about OneTen’s mission, join the coalition or access support as a Black individual pursuing a family-sustaining career, visit us at OneTen.org.

Maurice Jones

Writing since December 2021 · 1 story contributed