In our Knowledge Economy, there is no talent pathway more critical than that which flows from colleges and universities to employers.  

However, despite the best efforts of countless scholars, activists, and professionals, systemic racism in the college to career talent pipeline—across a wide range of industries and professions—continues to hinder the individual and collective advancement of America’s Black, Latinx, and Native American students.

Given the ongoing demographic, social, and political challenges affecting American society, eliminating these impediments should be a strategic imperative for every educational institution and employer.

A Call to Action

To meet these challenges, The Talent Pipeline Initiative is engaging a select group of businesses, nonprofit organizations, and educational institutions truly committed to developing  a talent-rich future—and positioned at the nexus between higher education and the managerial track of employment—to transform the talent pipeline for enduring equity, inclusion, and advancement. 

Working in close collaboration, expert forum facilitators, esteemed faculty, CEOs, chief talent officers, and chief diversity officers of member employers will ultimately assemble with presidents, provosts, chief advancement, admissions/enrollment officers, and career services directors, deans, and the heads of school for member day and boarding schools, colleges and universities, several times per year in a private facilitated forum to:

• Identify impediments and strengthen pathways from secondary school and  higher education to the managerial workforce by identifying and ameliorating barriers that impede the progress and ultimate economic outcomes of people of color 
• Develop sustainable ways for member organizations to achieve greater equality of opportunity and equity for Black, Latinx, and other underrepresented minority students through active collaboration with peers, facilitators, leading researchers, scholars, and consultants

• Contribute comparative data insights, and analyses to speed the development of best practices for improved inclusion and equity
• Provide expert researchers with anonymized data assembled by the members over time to author and publish member-approved white papers to share actionable insights with universities, employers, and others
• Build enduring organizational cultures to equip black and latinX employees with the tools and support necessary to develop and thrive
• Assist employers in strengthening their talent pipelines’ effectiveness  in an increasingly competitive marketplace
• Convene and maintain a trusted, confidential colloquium, within which members will agree upon specific performance targets—and hold one another accountable to achieve continuous improvement in the years ahead