Tomeika Bennett’s Post

HEADLINE: I think we are falling behind.... I'm a proud South Carolinian (#GOGAMECOCKS 🐔 🤙🏾 ) who was born and raised here. When I'm comfortable, I tend to drop the 'g' on the end (drivin' instead of driving) and my vowels are loooong ( 😂 ). I say all this to say, I love my state, and my love is always accompanied with accountability. So I must ask... how do we create more opportunities for SOUTH CAROLINIANS? Because the data isn't encouraging right now... 1. We have a *SEVERE* workforce shortage with 43 available workers for every 100 open jobs. 2. We have a labor force participation rate of 57 - below the national average. 3. Our bachelor's degree attainment rate is 32.6% - below the national average. 4. South Carolina has a median household income that is 44th in the nation. 5. Seventy-Nine percent of jobs require some type of postsecondary education or training. 6. Only 35% of the adults in this state have an associate’s degree or higher. 7. There are 487,205 citizens with some college and no credential. That number grows by over 15,000 people per year costing the state nearly 70 Million in sunk costs, ANNUALLY. Most states have *some* of these issues. We have *most* of them. Here's your challenge: What can we do about it -- individually and collectively?

Hey, Vermonters and people who want to become Vermonters: our State of Vermont Office of Racial Equity is growing! Learn more and apply here: https://lnkd.in/ebQXf--A (search Office of Racial Equity) “A lot of thought went into formulating the job specifications. Many people think of equity work as “soft” work, or as being less demanding or intellectually challenging than other professions. Don’t get your advice from these people. They are wrong. In reality, equity practitioners have needed a high level of analytical skill, particularly when evaluating the merits of policies or initiatives. They have needed a deep well of knowledge of national history, international history, research and statistical data, historical and present-day vocabulary and its impact, social psychology, and teaching pedagogy so they can communicate all this to others (at varying levels of understanding and openness, too). And they have needed to generate and nurture a tremendous amount of emotional and mental strength to filter through the skeptics, aggressors, and provocateurs in our midst. For all these reasons, this work is some of the most challenging and high-impact there could be. But we also know that in traditional hiring processes, organizations often get bogged down in corporate culture and the blueprint for what a “perfect” employee looks like, which often results in exceptional candidates being shut out based on arbitrary or unnecessary factors. Therefore, we crafted the minimum requirements carefully to be more inclusive in defining what “qualified” means, to ensure we are not falling into the common trap of equating prestige/power/privilege with potential for success. In other words, we want great candidates, and we believe in taking more of a holistic approach and less of a rigid/formulaic one. We have shared these positions beyond the typical channels as well—in addition to the dozens of platforms usually used, all HBCUs (Historically Black Colleges and Universities) have received it, as well as professional associations and alumni networks in the Indigenous, Asian, Black, Latin@ (no, that’s not a typo), LGBTQIA+, and communities along the ability spectrum around the country and in Vermont.”

Washington D.C. and the greater Washington metropolitan area is widely considered a great region to find work. The area has: ✅ Ample employment opportunities ✅ Above average wages ✅ Great quality of life ... and more! 🏙️ However, an unfortunate disparity exists within the hiring environment. In 2019, Around THREE QUARTERS of non-working adults in the D.C. metro area were Black residents without college credentials. There is an apparent need for a LOCAL TALENT PIPELINE, defined by the D.C. Policy Center as: ✨ "A system that reliably connects the District’s youth to local employers with the goal of creating long-term employment" ✨ A local talent pipeline would improve the preparation of young adults for employment, while also providing employers within the region with a primed, diverse workforce. GoPursue aims to further the same mission - working hands-on with employers to build their diverse talent pipeline and aiding students and young adults in their career search and professional development 🙌

My new economic snapshot of Corning, NY, showcases what makes the area a great place to work and live. Corning’s median household income of $59,453 is higher than both the median household income of all upstate cities. It’s a regional hub for the arts and home to a Fortune 500 company. Plus, Corning has a highly educated workforce – almost 59% of the population aged 25 or older has a degree from an institution of higher learning, compared to 48.4% statewide. Read more about this gem in the region. https://lnkd.in/gPrJ6ej9

What is happening in Burlington is a bit heartbreaking. There are so many wonderful staff who deserve much much better political leadership. I've lost track of how many fine staff have been summarily fired, have taken earlier-than-planned retirement, or have moved on to other municipalities (I've been a reference for at least a dozen). As I say in my book, "Councils get the staff they deserve". And this is largely a result of the Premier's foolish decision to hand out 'strong mayor' powers. Strong mayors make local governments unarguably less democratic, turn CAOs into political actors (and hatchetpersons), put key municipal decisions into the hands of a single person (who may place their political self-interest above the community's). And, of course, strong mayor powers effectively reduce the rest of council to onlooker status. What is happening in Burlington is also a function of this new reality: If you are slick on social media, and follow the populist playbook, you can often get yourself elected to a municipal leadership role without having a molecule of leadership ability. On the upside, Burlington has hired a superb new City Manager who deserves everyone's support.

At Rutherford Works, we're revolutionizing how businesses connect with local students. Our revamped Career Pathways Partnership is bridging the gap between education and industry, creating a win-win for our community. Watch to see opportunities for local employers to get involved. Ready to inspire the next generation of Rutherford County's workforce? See comments for details.

Many of us have heard (or dreaded) the question, "What do you do?" Joanne Lipman’s essay highlights how deeply tied our identities are to our careers—and how losing or changing jobs can leave us feeling lost. This isn’t just an issue for career changers or retirees; people from all walks of life, including stay-at-home parents and gig workers, face the same challenges. The pandemic has prompted many to rethink the connection between work and self-worth. Instead of letting a job title define us, Lipman suggests we reflect on our values, reframe our skills, and embrace new ways of introducing ourselves. A simple shift from "What do you do?" to "What do you enjoy doing?" can open up more meaningful conversations and help us move away from career-centric identities. Let's stop tying self-worth to our work and focus on what truly brings us joy. https://lnkd.in/e3VchtJk

I saw a flood of posts last week following Sierra College's Workforce Summit. This meant two things to me: 1) Clearly this event had a far reach and high impact. 2) That I should wait to do another post about it 😆. In all seriousness, it was extremely insightful and encouraging. The biggest takeaways were growth, community, and problem solving. Organizations are actively working together to solve the workforce problems of not just the present, but the future. Lance Hastings gave the keynote address discussing the importance of manufacturing to this region in the future and how they are planning to fuel the workforce. Big things will continue to come in Manufacturing. Kimberly Menzel, Ryan Ronco, Tim Sisson, Scott Olsen, and Amy Schulz, PhD, MBA provided some great perspective from some of the largest employers in Placer County. Did you know 1 out of every 100 babies born in California is born at Kaiser in Roseville? talk about a staple of the community! Barry Broome, Evan Schmidt, Rana Ghadban, and other community leaders discussed the ongoing efforts of creating opportunities for a stronger, more equitable workforce. Rest assured, they are fighting for this community. We then got to hear how educational institutions from K-12 through higher education were partnering with each other and the community to create more opportunities and access to good career paths. Lastly, Todd Trotter closed us out with inspiration and hope after hearing about Kaiser's dedication to keep improving the way their HR operates, a lesson that can inspire others. As with any good leader, he is constantly looking for partnerships and opportunities. Soft skills came up a number of times as something that has been overlooked, but is as important as ever. We must keep teaching the new generations these skills, because not even Covid could make them irrelevant. In summary, Placer County is leading the way by setting a higher standard for its workforce and community, as well as the organizations that operate within it. #WorkforceDevelopment #PlacerCounty #PlansForTheFuture #Growth #Community

What Does Being a Sectoral Partner Mean for Tennessee Persevere? At Persevere Tennessee, being a sectoral partner means having a seat at the table to help shape the future of workforce development in our state. It’s about employer buy-in where you have a say in creating educational pathways that directly address the needs of your industry. Whether it’s filling roles in tech, healthcare, logistics, or other sectors, impact hiring helps us connect individuals facing barriers to employment—including justice-impacted individuals, those reentering the workforce, or people navigating economic hardships—with employers ready to invest in their potential. This isn’t just about second chances; it’s about tapping into an underutilized talent pool eager to work and contribute to their communities. When you partner with us, you help: • Shape training programs that prepare job seekers to meet your specific needs. • Create opportunities for individuals overcoming barriers like a lack of work history, justice involvement, or access to education. • Drive inclusive hiring practices that foster loyalty, retention, and long-term success for your business. By investing in impact hiring, you’re not just filling jobs—you’re contributing to a stronger economy, more inclusive workforce, and lasting positive change in Tennessee communities. Ready to help shape the future workforce? Let’s connect and make an impact together! 💼 #WorkforceDevelopment #ImpactHiring #PersevereTennessee #CareerPathways #TennesseeJobs #InclusiveWorkforce #CommunityImpact