We are building a new Community Pipeline to Good Jobs--together!
Last July, we asked major employers to join us on the journey to a more equitable
labor market. Now, we are moving forward towards the Co-Creation of Opportunity.
What do residents in a Mattapan focus group talking about looking for a job say interests them most?
The Salary.
The Salary.
Black, Indigenous, Latinx, and other working adults of color with credentials, transferable skills, and strong labor market attachment, are now tracked into low wage jobs and sectors. The current system is the result of hundreds of years of exclusion structured into the labor market.
We are now talking to employers about a pipeline to specific positions—data analyst, energy efficiency technician, pharmaceutical manufacturing, and more. 85,000 people in Dorchester, Roxbury, Mattapan and Hyde Park have some college or more education. People who are working have transferable skills from their jobs—skills that can be transferred to a better jobs if the connections are made. But based on City of Boston data, while a white Boston resident with a BA has a median wage of $70,678, a Black resident with a BA has a median wage of just $37,771.
Read our paper Truth and Reconciliation in the Labor Market and the Co-Creation of Opportunity for a more detailed description of the steps we are taking with partner employers. Employers are making changes, too, but we have further to go. We anticipate our first Information Session will be in the early fall.
The Jobs Action Network Negotiating Committee is driving this campaign. Interested? Get in touch.
We are now talking to employers about a pipeline to specific positions—data analyst, energy efficiency technician, pharmaceutical manufacturing, and more. 85,000 people in Dorchester, Roxbury, Mattapan and Hyde Park have some college or more education. People who are working have transferable skills from their jobs—skills that can be transferred to a better jobs if the connections are made. But based on City of Boston data, while a white Boston resident with a BA has a median wage of $70,678, a Black resident with a BA has a median wage of just $37,771.
Read our paper Truth and Reconciliation in the Labor Market and the Co-Creation of Opportunity for a more detailed description of the steps we are taking with partner employers. Employers are making changes, too, but we have further to go. We anticipate our first Information Session will be in the early fall.
The Jobs Action Network Negotiating Committee is driving this campaign. Interested? Get in touch.
What we are hearing…things are changing, but we have further to go.
Each of these comments is a composite of similar comments we heard from many people.
From community residents…
Each of these comments is a composite of similar comments we heard from many people.
From community residents…
- When I got hired, they trained me on the job. They don’t do that anymore. They expect people to come in already knowing the work. How can anyone get in?
- Hundreds of people, maybe a thousand or more, applied for the program. But there are fewer than 20 spots. It’s a good thing, but it can’t be the only way in.
- I paid for an entry course to get me into a hospital job. But the pay never went up. A year later, I was still a temp contractor. And I won’t tell you how many years it took me to pay off the $15,000!
- We’ve decided not to require a 4-year degree anymore. But we still need people to understand the business and be able to work well in teams.
- There is a diversity goal for the hiring, but it isn’t publicized. ~ Researcher
The time is overdue for Black, indigenous, Latinx, and other excluded residents of color to gain access to the good jobs from which we have long been excluded. Our exclusion was and is intentional. Today’s income and wealth disparities are by design. And eliminating structures of exclusion is no longer enough. Access to good jobs is long overdue, not just for the few, but for all of our people.
This is a moment….a moment for new structures of inclusion connecting those of us who have been excluded to today’s good jobs and new economy. Major employers from teaching hospitals, tech, financial services, and life science have agreed to be our anchor employers.
For more information, contact: Tarshia Green-Williams, 857-266-3559, tarshia@action4equity.org
Want to keep in touch? Interested in the Community Pipeline to good jobs for yourself, family member or a friend? Sign up here.
This is a moment….a moment for new structures of inclusion connecting those of us who have been excluded to today’s good jobs and new economy. Major employers from teaching hospitals, tech, financial services, and life science have agreed to be our anchor employers.
For more information, contact: Tarshia Green-Williams, 857-266-3559, tarshia@action4equity.org
Want to keep in touch? Interested in the Community Pipeline to good jobs for yourself, family member or a friend? Sign up here.
What do residents in a Mattapan focus group talking about looking for a job say interests them most?
The Salary.
The Salary.
We are building a new Community Pipeline to Good Jobs--together!
Last July, we asked major employers to join us on the journey to a more equitable
labor market. Now, we are moving forward towards the Co-Creation of Opportunity.
Community Pipeline being built to Kraft Group Sports jobs--Info Sessions start
As part of a bid to gain more trains to Foxborough, the Kraft Group has negotiated with the Fairmount Indigo Transit Collaborative to provide access to good quality jobs to residents of the Fairmount Corridor. Information sessions are being held starting February 10th. Take a look at the flyer for new Information Sessions.
Results are in--51% of jobs at Encore Casino go to POC
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Back in 2013, we said “if there is going to be a casino, we want there to be good jobs and we want our fair share!” We have just finished Year 1 of a two year “proof of concept” pilot, testing interventions into the labor market that can connect under-employed residents, particularly residents of color, to good jobs. Using the new Region A casino start-up as a huge hiring opportunity with good quality jobs, we thought it could kickstart the second year testing the model with other employers.
Encore has just documented its initial 51% hiring of people of color! At the midpoint of our 2-year test, we see enough positive proof of concept to drive forward into Year 2!
Encore has just documented its initial 51% hiring of people of color! At the midpoint of our 2-year test, we see enough positive proof of concept to drive forward into Year 2!
The fight to get to today
In 2012, we saw that Greater Boston's economy was coming back, but the benefits were not going to residents and in particular, not to residents of color. Access to good jobs was a new issue for many community leaders. As one leader said, "I work on housing and violence and transportation problems. I don't know what to do about the problems people have at work. I don't even know who to go to."
We learned through our support for Fight for $15 and campaigns like for good jobs for SEIU 32BJ (then 615) and airport workers, that support for unions was critically important, but was not going to be enough. We needed to invent new policy demands as well.
Briefing Paper #1 "Our Common Ground, One Dream (2012) laid the direction for our campaigns since then.
Briefing Paper #2 "A Fair Share for Boston's Residents" (2018) lays out the argument for new policies on job access.
We learned through our support for Fight for $15 and campaigns like for good jobs for SEIU 32BJ (then 615) and airport workers, that support for unions was critically important, but was not going to be enough. We needed to invent new policy demands as well.
Briefing Paper #1 "Our Common Ground, One Dream (2012) laid the direction for our campaigns since then.
Briefing Paper #2 "A Fair Share for Boston's Residents" (2018) lays out the argument for new policies on job access.
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