Discover these 5 untapped talent pools.
Second Chance Talent
NEURODIVERSE Talent
VETERANS
EARLY & LATE CAREER TALENT
WOMEN
Employers are in desperate need of skilled talent to meet their business goals. At the same time, millions of capable, qualified people are ready and willing to work. Yet, many face significant barriers to employment. It’s time companies tap into these talent pools. Americans expect them to.
The world is ready for Equity@Work.
Get the facts so you can tear down barriers that prevent job seekers – and the employers who hire them – from reaching their full potential.
Scroll to learn about five underrepresented talent groups, and how recruiting them is not just the right thing to do, but good business.
The message is loud and clear: Americans agree that equity is important – and they’re more likely to work for and do business with companies committed to tearing down barriers to work.
83%
agree that companies should do more to remove barriers that keep people from being hired or promoted.
say they are more likely to support businesses committed to breaking down barriers to work.
3 4
say they are more likely to seek employment with companies committed to breaking down barriers to work.
72%
in
more than
Neurodiverse Talent
Innovation happens when we surround ourselves with people who think differently.
But for far too long, the workplace has not recognized the competitive advantage that neurodiverse talent – including people with autism, dyslexia and ADHD – bring to the table.
Americans expect companies to change and engage this talent community.
Ready to hire neurodiverse talent?
LEARN HOW
of Americans indicate they are more likely to support a business or company that makes employment opportunities available to individuals on the autism spectrum.
of Americans believe employers often doubt someone’s work ethic or work ability based on intellectual or learning disabilities.
68%
of Americans say it is unacceptable that 85% of college-educated adults on the autism spectrum are unemployed.
71%
of Americans say policymakers should do more to establish new laws allowing job seekers with non-violent criminal records to have their records expunged after they’ve paid their debt to society.
7 10
in
Americans indicate they believe employers should eliminate or reduce blanket-bans that automatically reject job seekers who have prior, minor non-violent offenses on their criminal record.
Two-Thirds
of Americans agree that non-violent mistakes in the past should not automatically disqualify a person from being able to find employment.
LEARN HOW
Ready to hire second-chance talent?
78 million American adults – nearly 33% of our working-age population – have a criminal history.
Most have a non-violent or minor drug offense – such as a marijuana conviction – on their record that prevents them from finding work, costing the U.S. economy nearly $80 billion a year.
We – and most Americans – believe that these job seekers deserve a second chance.
Second Chance Talent
74%
71%
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21%
say they have personally faced age-related discrimination that kept them from being hired or promoted.
52%
of Americans say Baby Boomers face issues of ageism at work.
38%
of Americans believe companies unfairly discriminate against applicants based on age.
Help prevent age-based discrimination.
Companies that value the experience of both younger and older workers and invest in their upskilling, reskilling, and training will not only fill open positions, but also benefit from the diversity of perspectives and experiences that an intergenerational workforce affords.
Unfortunately, age-based discrimination and biases continue to shut out skilled talent from opportunities.
Americans say that’s a problem.
Early- and Late-Career Talent
Ready to hire veterans?
Two out of three American veterans are underemployed – even though they have valuable, market-ready technical and leadership skills.
Employers who provide our nation’s veterans with meaningful civilian career opportunities will reap the rewards of the skills they contribute to companies and society. And Americans expect companies to do so.
Veterans
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Help prevent gender discrimination.
In 1946, our founder William Russell Kelly saw an opportunity to connect women to work opportunities amid the postwar economic boom.
Seventy-five years later, women continue to face barriers that prevent them from fully participating in the workforce and achieving their goals.
Americans believe that change is long overdue.
Women
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JOIN THE MOVEMENT
71%
say it is wrong that working women in the U.S. are paid 82 cents on average for each dollar their male counterparts make.
agree that women forced out of the workforce due to the COVID-19 pandemic are at risk of facing issues of career scarring – reduced earning potential and advancement opportunities – when they return to work.
77%
of Americans say they are more likely to support a business or company that makes employment opportunities available to veterans.
8
%
0
say employers should value the relevant skills military veterans acquire while serving and factor them into hiring decisions for open jobs.
62%
20%
of Gen Z respondents and
of Baby Boomers
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Now that you have the facts, are you ready to break barriers to work? The team at Kelly is here to help you rethink your talent strategy so you can meet your mission-critical business needs.
Let’s Break Barriers, together.
Sign up to stay in the know about Equity@Work and how you can tap into skilled and diverse talent pools today.
WOMEN
EARLY & LATE CAREER TALENT
VETERANS
NEURODIVERSE Talent
Second Chance Talent
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JOIN THE MOVEMENT
WOMEN
EARLY & LATE CAREER TALENT
VETERANS
NEURODIVERSE Talent
Second Chance Talent