New research from Lightcast and Opportunity@Work shows how apprenticeships are on the rise as a solution to tear the paper ceiling separating employers and the talent they need.
Stellarsight aggregates the latest national labor market and STARs data, helping employers identify the best way to source workers Skilled Through Alternative Routes (STARs).
This practical guide gives talent leaders at every level practical tools and guidance to shift their hiring to include STARs. Over the coming months, the playbook will grow to eight chapters and a series of employer case studies that will provide data to characterize the STARs talent pool and strategies to find and recruit STARs at scale.
*STARs (noun) — There are 70+ million adults in the U.S. who are Skilled Through Alternative Routes such as community college, workforce training, bootcamps, certificate programs, military service or on-the-job learning, rather than through a bachelor’s degree. STARs include the majority of Black, Hispanic, and essential workers, as well as veterans.
For STARs, access to high-wage jobs has less to do with skills – and more to do with employer bachelor’s degree screen.
At Opportunity@Work, we believe that if you can do the job, you should get the job.
For decades, STARs have been screened out by a focus on educational attainment. When companies see the data on STARs skills and potential, they realize this is about change, not charity.
That’s why we are gathering, sharing, and publishing data-driven insights that raise STARs’ visibility and change perceptions of workers without a bachelor’s degree.
Many companies want to hire STARs for entry-level tech roles, but they’re finding it hard to navigate the emerging ecosystem of nontraditional talent sources.
Stellarworx is a new, faster and easier way to match STARs with inclusive employers that are ready to hire.
The STARs Studio serves as a design and testing laboratory that helps organizations translate their promises into action, helping STARs access higher wage work–and help the businesses who employ STARs fulfill their commitment to a more inclusive labor market.
of our staff is BIPOC:
Our team represents the diversity and skills of the national workforce.
We don’t just tell other employers how valuable STARs can be—we demonstrate it by including them at all levels of our organization.
Gender diversity is a fundamental part of our success and our mission.
Listen to STARs share their successes: what led them to where they are today, what obstacles they face and what they hope for in the future. In their own words, hear how these STARs are shining a light on how their distinct yet complementary qualities are contributing to the opportunity movement.
“I had tried for many years to get jobs in the tech sector, only to be told that I could not get a job because I did not finish the degree. I was never tested on my technical skills or made it past the first interview.”
“I was motivated to pursue tech when I wanted to build a networking platform for the National Hispanic Institute. I was driven by my desire to find a means beyond my financial limitations to connect young Latinx students and professionals.”
“I started to become passionate about computers at a very early age. The first time I was around a computer, I immediately wanted to figure things out and find out more about it every day; it has been non-stop since then.”
State and local governments are struggling to recruit new talent. The Center for American Progress and Opportunity@Work partnered to show how skills-based hiring can help solve their problem.