The Aspen Institute Economic Opportunities Program’s Post

It's not often that I'm out here hailing Walmart and McDonalds, but I'm thrilled by their recent initiative to offer college degrees to their employees. This development is incredibly promising because it addresses a critical challenge faced by many students today—balancing the need to earn a living with pursuing higher education. Often, students struggle to juggle work and study, with their employment becoming essential for survival but also potentially hindering their academic success. By providing access to college degrees, these companies are not only investing in their employees' future but also leveling the playing field for those who may not have had the opportunity to pursue higher education otherwise. This initiative has the potential to empower countless individuals by opening doors to career advancement and personal growth. It represents a significant step toward creating more equitable access to education and opportunities in our society. I applaud Walmart and McDonald's for their commitment to supporting their employees' educational aspirations, and I look forward seeing the potential impact of this. If it is successful, I hope other corporations get on board. It would also help if these companies provided monetary study incentives.

Some of the nation’s largest employers — like Walmart, McDonald’s and Jiffy Lube — are broaching a new frontier: convincing colleges to give credits to retail and fast-food workers for what they learn on the job, counting toward a degree. Educators hope this brings more students into the fold, expanding access to education and allowing more people to achieve better-paying, more-secure careers with less debt and fewer years of juggling work and study. Behind the scenes, executives paint a grander transformation of hiring, a world where your resume will rely less on titles or diplomas and act more like a passport of skills you’ve proven you have. Learn more about how it works 👇

There is a great re-imagining of higher education happening in the US. It is heartening to see employers connecting workers to college access opportunities and supporting them in getting college credit for skills they have learned on the job. The traditional four year college route works for many people. But for others who can not access that path due to learning styles, academic readiness after high school, economic reasons or other factors, programs like these can be a lifeline to greater economic opportunities and independence. #college #collegeaccesss #opportunity #learning #adulting #lifelonglearning #jobs #skills

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One of the career readiness challenges that I think we have is that many of the people responsible for preparing young talent to enter the corporate world have never actually worked in corporations themselves—they’ve only worked in higher education. Now, before anyone gets upset, this isn’t about criticizing higher ed professionals. I genuinely believe they’re doing incredible work, and I have the utmost respect for them. However, we do need to discuss the potential gaps young talent might face when transitioning into the workplace because of how they were prepared. If you’ve worked in a company, you know there are things you can only learn by being part of that environment—like how promotions really happen, how to network effectively in various industries, how metrics are used to evaluate performance, and how the unwritten rules of corporate American can help impact so many things. These nuances are different from what’s taught in academia. So, whether you’re hiring or training young professionals or a parent helping your child transition, it’s important to consider these potential skill gaps and seek out resources to bridge them. If you are worried that the Gen Z grad in your life isn’t ready for the working world? Make sure you subscribe to my College to Career newsletter for straight talk that makes a professional difference—no fluff, just results. Subscribe --> https://bit.ly/3XsNGLv

Part 2 It’s been almost a year since I transitioned from Tech to Higher Ground Education Ground Education / Guidepost Montessori and here’s another major takeaway. 💡Career growth isn’t prioritized enough by job seekers in education. I can count on one hand the number of career growth related questions I’ve received from candidates during interviews. One of our core values at Higher Ground Education is “mission without martyrdom.” Thinking about your own career doesn’t mean you care any less about the children (in fact, completely the opposite). Save these questions for your next interview and be sure to ask at least one: 1️⃣ To better understand mobility: “Could you elaborate on the typical career trajectory for employees in this position? Are there clear paths for advancement within the company?” 2️⃣ To better understand support and resources: “Can you provide examples of how the company supports professional development and growth for its employees? Are there opportunities for additional training, mentorship, or educational assistance?” 3️⃣ To better understand culture and exposure: “Are there opportunities for cross-functional collaboration or mobility within different departments or teams? How does the company foster a culture of internal mobility and career exploration?”

3 things every employer wants from you (But colleges don’t tell you) Colleges are a place of education. Yet, they never teach you the skills employers are looking for. College students do struggle after graduating. Leading to rejection and underperformance of the job. Here is what employers actually expect from you: 👉Be work ready  →Your degree is just a ticket to the movie theater. →You need to be upskilled and done with live projects. →Employers expect you to know the basics of work. 👉Become a brand  →You need to know yourself as a brand  brand →Better brands stand out in the crowd of applicants. →Work on your self-awareness and presence of mind. 👉Know how to work in teams. →How to do you present your ideas matter. →How you listen to others matters even more. →Employers check how you navigate with people. 🎯Bonus Tip: Ask your employer what is expected from them as an employee and keep giving constant feedback. You never exactly know what is going on in their mind until you ask them. This is just a glimpse of what we teach at Yellow Summer. Making you the ‘RIGHT’ candidate for their company.  ✨ Do you think colleges make you job-ready?

"I earned more in four hours": Woman says she makes more per hour working at Domino’s than she did at NBC. She started working at a Domino’s location despite having a bachelor’s degree because it pays $4 more per hour than NBC. Plus, she receives tips and her superiors aren't bullies. For many, this change highlights the importance of reevaluating job choices and recognizing that value and satisfaction in a job come from more than just the title or industry. It's crucial to find roles that not only pay well but also provide a positive and respectful workplace. If you're a college student navigating the job market, check out this blog. It explores various job opportunities that can offer both good pay and a supportive work environment. Check it out and discover which roles might be the best fit for you!

Behind the scenes, executives often paint a grander transformation of hiring, a world where your resume will rely less on titles or diplomas and act more like a passport of skills you’ve proven you have. For now, companies and educators are only starting to chip away at one of the first steps: figuring out how much college credit a work skill is worth. https://lnkd.in/eQeRba_Y

My two kiddos started back to school this week. One entered 3rd grade and the other 6th. (I'm now the mom of a middle schooler. Pray for me!) Parents enroll children in school not just because it's required by law but because we want our children to grow and develop and learn the knowledge and skills that will help them be successful in work. After 12th grade, the law no longer requires people to attend school. But learning should never stop. Humans beings have a desire to grow and develop throughout their adult lives. Employees have a desire to increase mastery in their craft and and make a bigger impact. They want their employers to provide access to learning and development opportunities throughout the year. It could be through conferences, workshops, coaching, classes, book clubs, job shadowing, mentors, online webinars, etc. Organizations that invest in learning and development drive performance, growth and innovation. Not offering these opportunities to your employees isn't breaking the law, but it is breaking employee engagement and retention. #growth #learning #development #talentretention #talentoptimization _____________ I'm Diana, your friend specializing in talent optimization. I use behavioral science and people data to make sure your talent strategy aligns with your business strategy for optimal results. [email protected] 405.830.5669