Expanding Opportunities: The Benefits of Employer Outreach to Minority and Underserved Communities

Even in today’s unsettled economy, labor shortages intensify across industries and the demand for skilled workers continues to outpace supply. This means that forward-thinking employers are reevaluating how and where they find talent. Many are discovering that the future of the workforce lies not in remote job boards or exclusive recruiting firms—but within the untapped potential of minority and underserved communities.

Effective employer outreach programs are not just about recruitment. They represent a shift toward inclusivity, intentional investment, and systemic change. For employers willing to listen, learn, and act, these programs offer a compelling opportunity: to build stronger, more diverse workforces and, in doing so, foster economic mobility in communities that have long been excluded from opportunity.

There is an Opportunity Gap

Across the United States, countless individuals possess the drive, aptitude, and potential to thrive in today’s economy but remain disconnected from meaningful career pathways. Structural inequities—such as underfunded schools, limited access to transportation, and a lack of industry networks—can prevent talented people from gaining entry into high-demand careers.

According to the Brookings Institution, workforce disparities are particularly severe among Black, Latino, Indigenous, and rural populations. These disparities are not only a moral issue—they’re an economic one. A report from McKinsey & Company estimates that closing the racial wealth gap could boost the U.S. economy by $1 trillion to $1.5 trillion by 2028.

What Makes Outreach so Effective?

Active and targeted employer outreach means meeting people where they are—literally and figuratively. It means tailoring hiring, training, and advancement opportunities to the real-world barriers people face. These initiatives are built on trust, community partnership, and sustained engagement—not just job postings.

Here are some of the most promising outreach strategies employers are using:

1. Partnering with Community-Based Organizations

Employers that want to build meaningful bridges to underserved communities often begin with partnerships. Community-based organizations (CBOs), including faith-based groups, youth clubs, immigrant support networks, and local nonprofits, and organizations like Career Day, already have deep roots in the communities they serve. These relationships enable employers to reach talent pools they might otherwise miss.

Case in Point: JPMorgan Chase’s “AdvancingCities” program provides grants to local nonprofits in cities like Chicago and Washington, D.C., that offer job training, mentoring, and wraparound services to help people land and keep jobs in banking, tech, and construction.

Local workforce boards also play a critical role in coordinating regional strategies. Through partnerships, employers gain not only access to talent but also insight into the unique needs and aspirations of different communities.

2. Employer-Backed Job Training and Apprenticeship Programs

Training programs targeted toward underserved groups are most effective when they’re co-designed with industry partners. When companies work with local colleges, vocational programs, or trade unions to create training that leads to actual employment, the outcomes are significantly improved.

Example: In Baltimore, the Center for Urban Families and Johns Hopkins Hospital developed a pre-apprenticeship healthcare training program. Graduates receive certifications and are fast-tracked into entry-level hospital jobs—with many continuing to grow within the system.

Key components of effective training:

• Clear industry-aligned competencies
• Stipends or wages during training
• Wraparound support like transportation, childcare, and coaching
• On-the-job experience via internships or apprenticeships

Programs such as the Urban Institute’s Registered Apprenticeship framework offer templates for building inclusive models that lead directly to employment.

3. Going Mobile: Career Units, Job Fairs & Pop-Up Events

One of the biggest barriers for underserved job seekers is geographic. Many individuals do not live near traditional career centers or cannot take time off to attend career fairs. Some employers are solving this by taking their outreach on the road.

Example: Tyson Foods has implemented mobile career centers that visit rural communities, providing application assistance, resume support, and on-the-spot interviews. Similarly, Goodwill’s Mobile Career Centers bring digital tools and hiring resources to low-access neighborhoods.

Pop-up events hosted in libraries, schools, or churches allow employers to bring the hiring process to the community, creating a low-barrier entry point for job seekers.

4. Adopting Skills-Based Hiring & Second-Chance Programs

A growing number of employers are moving away from rigid degree requirements and focusing instead on competencies—especially for entry-level positions. This shift to skills-based hiring allows individuals who have gained experience through non-traditional routes (such as military service, freelance work, or caregiving) to compete on a level playing field.

Resource: Non-profits like Opportunity@Work champion this approach through its STARs (Skilled Through Alternative Routes) initiative, which encourages companies to look beyond diplomas and tap into a huge pool of overlooked workers.

In addition, many employers are exploring second-chance hiring—recruiting formerly incarcerated individuals who are often highly motivated but face stigma and regulatory hurdles.

Example: The Home Depot, Koch Industries, and Slack are among companies that have launched fair-chance hiring policies and partnered with re-entry organizations to support new hires.

5. Building Retention Through Culture, Mentorship & Advancement

Hiring is just the first step. Retention depends on building a workplace where people from diverse backgrounds feel valued, supported, and able to grow. This is where outreach evolves into culture change.

• Mentorship: Assigning mentors—especially those who share similar backgrounds—can help new employees acclimate and build confidence.
• Employee Resource Groups (ERGs): ERGs offer a safe space for underrepresented staff and help drive internal advocacy and inclusivity efforts.
• Career Pathing: Transparent advancement opportunities and internal mobility programs show employees that they can build a future at the company.

Example: Salesforce and PepsiCo have launched mentorship and sponsorship programs aimed at supporting underrepresented staff and advancing them into leadership roles

Where Outreach Is Making an Impact?

Manufacturing

With an aging workforce and a growing skills gap, manufacturers are targeting women, people of color, and rural populations to fill critical roles. Programs like Manufacturing Renaissance in Chicago blend outreach, training, and placement for underserved youth.

Healthcare

From patient techs to medical assistants, healthcare systems are investing in “grow-your-own” models. Hospitals are working with high schools and CTE programs to pipeline students into healthcare careers.

Technology

Tech boot camps like Per Scholas and CodePath provide free or low-cost training to women and minority learners. Companies like Google and Microsoft fund these efforts and often hire directly from them.

Construction & Skilled Trades

Unions and construction firms are increasing outreach to women and communities of color. Nontraditional Employment for Women (NEW) and YouthBuild programs are strong examples of inclusive entry points into the trades.

How to Measure Success

Outreach efforts should be tracked, evaluated, and improved continuously. Employers can monitor:

• Demographic data on new hires and promotions
• Retention rates for outreach program participants
• Employee satisfaction and engagement levels
• Partner organization feedback and community input

Publicly sharing these results encourages accountability and demonstrates a commitment to transparency.

A Call to Action: Rethinking Where Talent Comes From

In today’s complex and competitive labor market, employers who broaden their definition of talent are those most likely to thrive. Outreach to minority and undeserved communities isn’t a charitable gesture—it’s a smart business strategy rooted in sustainability and equity.

The Cradle to Career philosophy, as championed by Career Day, starts with exposure and guidance in school and extends all the way into adult employment. Outreach is a critical link in that chain—one that ensures young people from all backgrounds can not only dream of success but access the tools to achieve it.

By fostering partnerships, eliminating unnecessary barriers, and creating inclusive pathways, employers can unlock potential that benefits everyone: companies, communities, and individuals.

Sources:

  Brookings Institution – Workforce Development in the U.S.
https://www.brookings.edu Analysis of structural barriers in workforce access across racial and geographic lines.

  McKinsey & Company – Closing the Racial Wealth Gap
https://www.mckinsey.com/featured-insights/diversity-and-inclusion Economic modeling showing GDP benefits from addressing racial inequality.

  Opportunity@Work – STARs (Skilled Through Alternative Routes) https://opportunityatwork.org/stars/
Promotes skills-first hiring to empower workers without four-year degrees.

  Society for Human Resource Management (SHRM) – Second-Chance Hiring
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/fair-chance-hiring.aspx

  National Skills Coalition – Industry Spotlights on Equity
https://nationalskillscoalition.org/resources/publications/ Reports on workforce equity in manufacturing, healthcare, and IT.

  LinkedIn Learning & Salesforce – Mentorship & ERGs
https://www.salesforce.com/news/stories/mentorship-programs/ How structured mentoring and internal resource groups support DEI.

  Per Scholas – Tech Training for Underserved Populations
https://perscholas.org/ Free tech boot camps in partnership with employers to boost career entry.