SlideShare uma empresa Scribd logo
1 de 15
Baixar para ler offline
Giving Them an Edge?
The effects of work experience on the employment
prospects of Latino young men
By Catherine Singley Harvey*
Currently 10.2 million jobseekers in the U.S. are competing for only four million job
openings.1
Young people face steeper competition than older workers because they
generally have less work experience, a key component of human capital.2
While formal
education is the strongest predictor of employment, practitioners and researchers
generally agree that early work experience offers young people vital skills that benefit
them throughout their careers. Young adults between the ages of 16 and 30—popularly
referred to as the “millennial generation”—face much higher unemployment rates than
the overall workforce. While the nationwide shortage of job openings is the primary
driver of elevated youth unemployment, young people are also at a competitive
disadvantage in the labor market because they have less work experience. It is
concerning, however, that Latino†
young men, who tend to have more work experience
than their peers, face higher rates of unemployment and underemployment than White
young men.
This brief summarizes the results of NCLR’s quantitative analysis of the marginal effects
of work experience on the employment prospects of millennials. It focuses on Latino
young men, offering an overview of the structural barriers, an investigation of whether
and to what extent additional work experience gives millennials a competitive edge in
today’s hypercompetitive labor market, and recommendations to ensure that they fully
leverage their work to maximize their potential in the labor market. In particular, this brief
will examine the labor market outcomes of Latinos, the youngest and fastest-growing
segment of the American labor force.
Background
The Great Recession exacerbated and prolonged the typically high unemployment rates
for millennials—defined as individuals between the ages of 16 and 30 years old in 2012.3
While the national unemployment rate hovers around 6.5%, the unemployment rate for
teenagers ages 16–19 is 20% and higher. The employment situation for millennials of
color is especially troubling; unemployment rates for Blacks are nearly double those of
Whites, a staggering 49% for Black men ages 16–19 and 42% for Black women ages
16–19 (see Table 1).
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
*
	
  This	
  paper	
  was	
  authored	
  by	
  Catherine	
  Singley	
  Harvey,	
  Manager,	
  Economic	
  Policy	
  Project,	
  in	
  NCLR’s	
  
Office	
  of	
  Research,	
  Advocacy,	
  and	
  Legislation	
  (ORAL),	
  with	
  substantive	
  research	
  assistance	
  from	
  Enrique	
  
Lopezlira,	
  Senior	
  Policy	
  Advisor,	
  Economic	
  Policy	
  Project.	
  It	
  was	
  funded	
  by	
  The	
  Rockefeller	
  Foundation.	
  
The	
  findings	
  and	
  conclusions	
  presented	
  are	
  those	
  of	
  the	
  author	
  and	
  NCLR	
  alone	
  and	
  do	
  not	
  necessarily	
  
†
	
  The	
  terms	
  "Hispanic"	
  and	
  "Latino"	
  are	
  used	
  interchangeably	
  by	
  the	
  U.S.	
  Census	
  Bureau	
  and	
  throughout	
  
this	
  document	
  to	
  refer	
  to	
  persons	
  of	
  Mexican,	
  Puerto	
  Rican,	
  Cuban,	
  Central	
  and	
  South	
  American,	
  
Dominican,	
  Spanish,	
  and	
  other	
  Hispanic	
  descent;	
  they	
  may	
  be	
  of	
  any	
  race.
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
2
Table 1. Millennial Unemployment Rates by Age and Race/Ethnicity, 2012
Latino Black White
Age Male Female Male Female Male Female
16–19 34% 31% 49% 43% 24% 20%
20–25 15% 16% 29% 25% 13% 10%
26–30 10% 12% 21% 19% 8% 7%
Source: NCLR calculations based on 2012 American Community Survey, 1-year sample.
Unemployment is an imperfect measure of economic well-being because it fails to count
workers who are not employed at their full potential or who are detached from the labor
market but still able to work. It is useful, therefore, to measure underemployment, which
includes individuals who are out of work, working part time but prefer full-time work, or
gave up searching for a job but are still available to work. Underemployment paints a
more vivid picture of the employment challenges that millennials, particularly millennials
of color, currently face. For example, 41.9% of Latino millennials who lack a high school
degree are underemployed (see Table 2).
Table 2. Millennial Underemployment Rates by Age, Education, and
Race/Ethnicity, 2014
Age and
Educational
Attainment Latino Black White
Ages 17–20 with a
high school degree
only
41.9% 56.6% 36.8%
Ages 21–24 with a
bachelor’s degree
16.3% 25.5% 15.8%
Source: Economic Policy Institute unpublished analysis of U.S. Bureau of Labor Statistics,
Current Population Survey monthly microdata, seasonally adjusted.
Latino underemployment levels track more closely with those of Blacks, especially
during times of high unemployment (see Figure 1). The current underemployment rates
for workers of all ages are 16.2% for Latinos, 20.5% for Blacks, and 9.9% for Whites.
Latino underemployment is caused in large part by involuntary part-time work.4
Part-time
work is less likely to offer some of the major components of a good-quality job, including
higher wages, health and retirement plans, and paid leave.
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
3
Figure 1. Underemployment Rates of Workers Age 16 and Older by Race and
Ethnicity, 2000–2014
Source: Economic Policy Institute, “Underemployment rate of workers age 16 and older by race
and ethnicity, 2000-2014,” http://stateofworkingamerica.org/charts/underemployment-by-race-
and-ethnicity (accessed June 2014).
The costs to society of high millennial unemployment are severe; a recent study by
Young Invincibles and the Georgetown Center for Education and the Workforce finds
that current unemployment rates for 18- to 34-year-olds cost the federal and state
governments almost $8.9 billion each year, or about $53 per taxpayer.5
The majority of
the cost comes from the lost opportunity to collect tax revenue from working people,
while safety net benefits for the unemployed account for the remainder.
The short- and long-term socioeconomic consequences of employment disparities
among millennials of color have generated an urgent national conversation among
young people, business leaders, the philanthropic sector, and government leaders. In
recent years, advocates for young people have brought to light the barriers to success
faced by “disconnected youth,” who are neither working nor enrolled in secondary or
postsecondary education. Latinos are overrepresented among the disconnected youth
population.6
In February 2014, President Obama announced a multistakeholder initiative
called “My Brother’s Keeper” to collect solutions to improve life outcomes for boys and
young men of color.
This national conversation is unfolding in the midst unprecedented economic challenges.
Any efforts to tackle minority youth employment must confront the fact that the overall
jobs shortage is the primary driver of unemployment. In addition, workers’ economic
security has declined due to decades of major structural changes in the U.S. economy
that diminished the quality of jobs.7
One estimate is that the share of workers with “good
jobs,” defined as one that pays at least $37,000 a year and provides health and
retirement plans, dropped from 27.4% in 1979 to 24.6% in 2010.8
There is strong
evidence to suggest that the recent recession accelerated that trend. According to the
National Employment Law Project, lower-wage industries accounted for 44% of
employment growth in the past four years.9
The rising share of part-time and temporary
workers—a disproportionate share of whom is Latino—is a trend that has accelerated
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
4
since the recent recession, leaving many workers vulnerable to frequent bouts of
unemployment.10
Definitions and Methodology
NCLR analyzed data from the 2012 American Community Survey to explore the
marginal effects of work experience on employment outcomes for millennials by age,
race, and ethnicity. Our analysis focused on the employment outcomes of the civilian
labor force ages 16–30 years old. We divided workers into three age cohorts: 16–19,
20–25, and 26–30. These cohorts are designed to roughly capture workers of secondary
education age, college age, and post-college age, respectively.
Holding education and other characteristics constant, we measured how much an
additional year of work experience affected a worker’s probability of being employed or
unemployed and, if employed, whether the individual worked part time or full time. We
use the U.S. Department of Labor’s definition of full-time work to be individuals
employed an average of 35 hours per week or more.
There are several limitations to our analysis that require careful consideration. We did
not analyze the quality or duration of work experience, which could vary greatly among
individuals.*
In addition, the analysis is not broken down by occupation. We expect that
there would be differences in the marginal benefits of work experience by occupation.
This additional analysis merits investigation.
Findings
The perceived advantage of additional work experience in today’s hypercompetitive job
market is one that deserves exploration, especially considering that Latino young men
tend to have more work experience compared to their peers. NCLR’s analysis found
significant differences between Latino males and their peers:
Ø Latino men in their twenties have the most work experience compared to their
peers.
Ø Work experience boosts employment prospects for Latino young men. This is not
the case for all millennials.
Ø Work experience makes no difference in the likelihood that Latino men in their
late twenties will work full time, contrary to other millennials.
Latino men in their twenties have the most work experience compared to their
peers. Among all millennials ages 16–19 in the labor force, Latino and Black males have
the most average years of work experience: 0.63 years and 0.70 years, respectively. In
their twenties, Latino males pull away from other groups. As Table 3 shows, Latino
males ages 20–25 have an average of 4.3 years of work experience, accumulating an
average of 10.1 years of experience in the 26–30 age group.
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
*
	
  For	
  the	
  purposes	
  of	
  NCLR’s	
  analysis,	
  work	
  experience	
  is	
  defined	
  as	
  age	
  minus	
  years	
  of	
  education	
  minus	
  6,	
  
following	
  the	
  seminal	
  work	
  of	
  Jacob	
  Mincer	
  (1958).	
  For	
  more	
  details	
  on	
  NCLR’s	
  methodology,	
  please	
  
contact	
  the	
  author.	
  
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
5
Table 3. Average Work Experience in Years by Age and Race/Ethnicity, 2012
Age
Range
Latino Black White
Males Females Males Females Males Females
16–19 0.63 0.49 0.70 0.46 0.45 0.34
20–25 4.30 3.81 3.94 3.49 3.31 2.91
26–30 10.1 9.42 9.38 8.61 8.16 7.57
Source: NCLR calculations based on 2012 American Community Survey, 1-year sample.
Work experience boosts employment prospects for Latino young men. As
expected, NCLR’s analysis shows that across all age groups, additional education
contributes far more to the likelihood of employment than additional labor market
experience. However, controlling for education, the extra boost, or “marginal benefit,” of
work experience in determining whether millennials find work varies. Additional years of
work experience give Latino male millennials a significant boost in employment. Results
for other subgroups are mixed, with no detectable effects for women in their late
twenties.
Among young men ages 16–19, Latinos are the only group for whom additional work
experience significantly boosts the likelihood of employment (by 3%). In contrast,
additional work experience lowers the likelihood of employment for White young men by
5% and has no measurable effect on the employment probability of Black young men.
Among Black and White women ages 16–19, additional work experience has a slightly
negative effect on the probability of employment (5% and 8%). For Latinas, the effect is
statistically insignificant.
By the time workers are in their early twenties, additional work experience has a
significantly positive marginal effect on employment for all groups, with the exception of
Black women. The extra boost in employment due to work experience is double for
Latino and Black men compared to their White peers.*
In their later twenties, women and
White men ages 26–30 see no significant boost in employment due to additional work
experience. By contrast, the strength of work experience in predicting employment for
Latino men ages 26–30 returns to the level it is at for Latino men ages 16–19: about 3%
for each additional year of work experience. Black men ages 26–30 also experience a
boost in employment as a result of additional experience, although less (0.7%) than that
of Latinos.
Work experience makes no measurable difference in the likelihood that Latino
men in their late twenties will work full time. According to NCLR’s analysis, while
additional work experience improves the employment prospects for Latino young men, it
does not necessarily make a difference in whether they work full time (more than 35
hours per week) or part time. Among millennials at the same level of education,
additional work experience increases the likelihood of working full time for all groups—
Latino, Black, White, male, and female—except for Latino males ages 26–30. For this
cohort, additional work experience is insignificant in predicting the likelihood of full-time
or part-time work.
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
*
	
  For	
  Latino	
  men	
  ages	
  20–25,	
  each	
  additional	
  year	
  of	
  work	
  experience	
  makes	
  them	
  1.4%	
  more	
  likely	
  to	
  be	
  
employed.	
  Notably,	
  the	
  magnitude	
  of	
  this	
  effect	
  for	
  Latinos	
  in	
  their	
  early	
  twenties	
  is	
  about	
  half	
  of	
  what	
  it	
  
is	
  for	
  Latinos	
  ages	
  16–19.	
  Similarly,	
  the	
  boost	
  to	
  employment	
  for	
  Black	
  men	
  ages	
  20–25	
  is	
  1.5%.	
  For	
  White	
  
men	
  ages	
  20–25	
  the	
  effect	
  is	
  0.6%.	
  
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
6
Overall, working Latinos in their teenage years and early twenties are more likely than
their female, White, and Black peers to be employed full time. Approximately 85% of
employed Latino men ages 26–30 work full time, which is comparable to the share of
White men ages 26–30 working full time. On the surface, these relatively high rates of
full-time work among employed Latino male millennials should be reassuring. However,
recall that involuntary part-time work—part-time employment of individuals who would
rather be employed full time—is a major driver of Latino underemployment and leaves
workers less economically secure.
Discussion
While individual life circumstances vary, NCLR’s findings paint a general picture of how
Latino male millennials benefit differently from additional work experience than their
peers. These disparities are likely the result of one or more structural issues that affect
labor market outcomes for Latino young men.
Occupational clustering. The occupational distribution of Latino male millennials is
likely a major factor in why additional work experience helps Latinos secure
employment. Alonso-Villar et al. find that Latino men tend to experience a higher degree
of occupational segregation than Latinas because they work in occupations with a high
concentration of Latinos.11
That is to say, Latino workers and new immigrants in
particular are concentrated in specific sectors, or “clusters,” of the economy in which
they compete for lower-wage jobs with similarly qualified Latinos (see Table 4 for
examples). In occupations with a high Latino concentration, additional work experience
may be more valuable for Latinos to distinguish themselves from their peers.
Table 4. Selected Occupations with High Latino Representation, 2013
Detailed occupation
Latinos as a
percent of
total
employed
Employed
Latinos (in
thousands)
Drywall installers, ceiling tile installers, and tapers 55.1% 69
Pressers, textile, garment, and related materials 52.6% 29
Graders and sorters, agricultural products 47.0% 44
Grounds maintenance workers 44.8% 594
Laundry and dry-cleaning workers 42.5% 71
Dishwashers 37.9% 114
Hand packers and packagers 37.7% 186
Butchers and other meat, poultry, and fish processing
workers
34.7% 112
Misc. media and communication workers 31.5% 28
Barbers 30.0% 38
Medical assistants 24.8% 114
Hand laborers and freight, stock, and material movers 23.1% 404
Dental assistants 22.9% 63
Cashiers 21.3% 693
Tax preparers 17.9% 17
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
7
Logisticians 17.2% 15
Teacher assistants 16.6% 152
Advertising and promotions managers 16.1% 8
All occupations 15.6% 22,453
Source: U.S. Bureau of Labor Statistics, “Employed persons by detailed occupation, sex, race,
and Hispanic or Latino ethnicity, Annual Average 2013,” Current Population Survey,
http://www.bls.gov/cps/cpsaat11.htm (accessed June 4, 2014).
Social networks. Related to occupational clustering are the methods Latinos use to
search for work. Research shows that Latinos are more likely than Blacks and Whites to
rely on relatives and friends to find jobs, as opposed to marketing themselves through
résumés, searching classified ads, or seeking assistance from labor intermediaries such
as temp agencies and state employment agencies.12
Other scholars have questioned
whether this disparity is overstated by Latinos and underreported by Whites.13
Nevertheless, prior work experience may not be sufficient for a man in his late twenties
to access a full-time job opportunity if the occupations in his network of friends and
family are limited to part-time work or in limited occupational clusters. This hypothesis
could explain NCLR’s finding that additional work experience makes no significant
difference in the ability of older Latino male millennials to work full time.
Immigration status. The large share of foreign-born workers among Latino male
millennials is likely a contributing factor to their higher average years of work experience.
Foreign-born men are more likely to participate in the labor force than native-born men.14
Approximately 18% of Latinos ages 16–19, 31% of Latinos ages 20–25, and 46% of
Latinos ages 26–30 are foreign-born.15
Assuming that a significant share of the 26–30
immigrant millennial cohort is undocumented, it is not surprising that additional work
experience makes little difference in whether this cohort finds full-time employment. The
sectors employing the largest shares of undocumented men—construction, retail, and
other services—are more likely to offer part-time work.16
Hiring bias. How work experience factors into employers’ hiring decisions has major
implications for the employment prospects of Latino male millennials. Employers’ explicit
and subconscious beliefs of what constitutes the “right” kind of work experience may put
some applicants at a disadvantage. For instance, does a dishwasher or a lifeguard have
a better chance of snagging an entry-level job at a marketing firm? Furthermore, factors
such as a tendency to avoid individual ownership for past accomplishments may
somewhat diminish some Latinos’ ability to market their work experience effectively.17
Bias in how employers value work experience may compound the existing unconscious
racial and ethnic biases that already affect Latinos and other minority job applicants. A
number of recent studies document discrimination in the hiring process. A seminal study
by Bertrand and Mulliathan (2003) showed that Black applicants with similar education
and skills were rejected for potential interviews based solely on having a Black-sounding
name.18
A more recent study showed that Black and Latino applicants with clean
backgrounds fared no better than White applicants with equal résumés but who were
just released from prison. Latino millennials report differential treatment in the
workplace.19
They perceive that an employer’s assumptions about their immigration
status inhibit their work opportunities.20
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
8
Recommendations
The clear benefits of additional work experience for Latino male millennials’ employment
call for enhanced efforts to expand job opportunities for young men. However, the fact
that additional work experience alone is not sufficient to enable Latino men to break into
full-time jobs requires a set of effective responses to address structural barriers. Young
men cannot solve these challenges on their own; policymakers and businesses are
among the many actors that have important roles to play. The following set of
recommendations, by no means exhaustive, would ensure that more Latino male
millennials are able to acquire and leverage early work experience for better
employment outcomes.
Recommendations for federal policymakers
Create high-quality work experiences targeted toward Latino male millennials. As
long as the severe jobs shortage persists, young people will be stymied in their efforts to
gain valuable work experience. Building on past success, policymakers must pursue
aggressive job creation strategies that open employment opportunities targeted toward
youth. Federal funding for summer youth employment programs should be expanded
and transformed into a year-round public commitment to guiding young people along
career pathways. In order to address the challenge of occupational clustering and closed
social networks, resources for youth employment programs should be prioritized for low-
income Latino and recent immigrant communities. Community-based organizations,
public schools, community colleges, and vocational education programs must coordinate
with employers to provide programming customized to local economies and
communities.
The age cutoff for youth-serving programs excludes a significant share of Latino men
who still need employment and training services but may not be in a position to take
advantage of programs targeted toward adults. Further research is needed to
understand the unique assets and needs of Latino men in their late twenties and their
engagement with federal employment interventions.
Incentivize the public education and workforce development systems to provide
full-time jobs for Latino men in their late twenties. Given the evidence that job
experience alone is not sufficient for Latino men to break in to full-time employment, it is
essential that employment programs prioritize placement in full-time jobs while also
providing training that enables young men to build the skills needed for full-time careers.
Performance metrics should reward placing program participants in full-time, rather than
part-time, jobs. Policymakers should also build on nascent efforts to grant local
governments the flexibility to braid multiple public and private funding streams to craft
employment and training programs that put younger workers on pathways to careers.
While this brief did not explore the unique employment challenges of the burgeoning
population of Latino college students, the federal government should broaden
opportunities for joint learning and high-quality paid work experience. Work-study
programs, in which Latino students earn more on average than White or Black students,
should rise proportionately with the cost of education.21
Policymakers should expand the
award and eligibility requirements for Pell grants to ensure better college completion
rates among Latinos. More research is necessary to document the challenges of Latino
students who are working full time while enrolled in postsecondary education programs.
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
9
Enact comprehensive immigration reform that includes employment strategies for
formerly undocumented young people. There is no question that a lack of work
authorization relegates some young Latinos to a limited pool of low-wage jobs with little,
if any, hope for career mobility. While an estimated 1.9 million young people could
qualify for temporary work authorization through the Obama administration’s Deferred
Action for Childhood Arrivals (DACA) program, there is initial evidence that the
temporary status of DACA recipients remains a barrier to employment.22
Only
comprehensive immigration reform that includes a pathway to citizenship will
successfully ensure that workers are able to fully participate in the economy. The newly
legalized young workers would be a boon to the economy, bringing their skills and
talents to the labor market and generating up to $5.4 billion more in tax revenue in just
three years.23
Lessons from 1986, the last major reform of the immigration system, point to the need
for dedicated resources for integrating newly legalized immigrants into the labor
market.24
Such efforts should go beyond funding for English and civics education to
more sophisticated vocational training and career pathways programs that target young
people who grew up and were educated in the U.S. but may be entering the workplace
for the first time. Coordinated education, training, and paid work experience for formerly
undocumented young people is an essential component of a successful approach to
integrating immigrant youth and their families into the economic mainstream.
Recommendations for businesses
Reexamine how work experience is valued in recruitment and hiring. While the
wage premiums for college-educated workers are clear, projections show that not all full-
time jobs of the future will require a four-year college degree. For example, management
occupations that require an associate’s degree are expected to grow by 12.5% by 2022,
compared to 11.8% growth for management occupations that require a bachelor’s
degree.25
Nevertheless, research shows that education is the strongest signal to
employers about a candidate’s abilities, despite the fact that education does not
necessarily correspond with productivity.26
Employers who seek to identify productive
workers and diversify their hiring pool should consider ways to evaluate work experience
as a qualification for employment.
Existing industry partnerships and associations are an appropriate forum for
reconsidering the credentials and qualifications for entry-level jobs. Understandably,
education will still be a prerequisite for many entry-level jobs. Still, businesses should
consider ways to identify and measure “skills targets,” such as collaboration, problem
solving, and verbal communication, among job applicants.27
Recent commitments by
large corporations to hire war veterans may also offer important lessons on how abilities
and skills from unrelated work experience are valued and transferable. Job descriptions
should be revised to accurately reflect priority skills targets in order to recruit and hire a
more diverse pool of qualified individuals.
Leverage people and technology to recruit and hire Latino male millennials. Most
private sector employers understand the business case for hiring employees from
diverse backgrounds. Employees of various gender, race, ethnicity, and cultural
backgrounds breed innovation and help companies adapt to the demands of an ever
more diverse customer base. Most major companies have a stated commitment to
diversity; for some, this involves measurable goals and a strategy for recruiting, hiring,
and retaining diverse employees. Within large companies, Latino employee resource
groups (ERGs) are a common model to coordinate strategies to identify, develop, and
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
10
recruit talent from local Latino communities. These efforts range in scale from employee
participation in community events to mentorship and coaching of young people to paid
internships reserved for local youth of color.
While ERGs play an essential role in expanding the social networks of young Latino
jobseekers, their impact is limited if they are not involved in the development and
execution of a workforce diversity strategy. As representatives of underrepresented
communities, ERGs should be consulted and involved in helping companies design their
diversity strategy. The underrepresentation of Latinos among hiring managers is another
major stumbling block for even the most well-intentioned companies pursuing their hiring
goals. For this reason, diversity professionals emphasize not only the hiring of Latinos
for entry-level jobs but also a commitment to retention and leadership development
among Latino employees to position them to influence recruitment and hiring strategies.
Technology is critical to matching qualified Latino men with jobs outside traditional job
clusters. A unified online portal that allows employers to upload job descriptions using a
universal or industry-specific set of skills targets, discussed above, would facilitate the
training, recruitment, and hiring of young people. Online job search companies are well
positioned to convene a dialogue with businesses, young people, educational
institutions, and nonprofit community-based organizations to build better tools to match
jobseekers with employers. The online portal RallyPoint, which helps individuals
transition from military service to the civilian workforce, is one such model that could be
adapted to help jobseekers at the start of their careers leverage their earlier work
experience.
Combat unconscious racial and ethnic bias in hiring. Discrimination in recruitment
and hiring, whether conscious or unconscious, violates Title VII of the Civil Rights Act of
1964. Oftentimes, however, unintentional employment discrimination stemming from
implicit bias is difficult to identify. All individuals hold stereotypes, attitudes, and
preferences that influence their decision making without their awareness. Employer
attitudes about age, race, ethnicity, or nativity, among other characteristics, can
unintentionally filter out qualified individuals from the hiring process. Fortunately,
businesses have the power to mitigate bias in the recruitment and hiring process.
Interventions that have proven successful include training in counter-stereotyping,
building relationships with individuals, especially incumbent employees, outside the
workplace, and educating hiring managers and staff about implicit bias.28
Scholars
debate whether it is possible to achieve absolute objectivity in hiring; however,
businesses committed to minimizing unconscious bias could make a profound impact on
the employment prospects of Latino male millennials.
Conclusion
The national conversation on improving outcomes for young men of color is urgently
needed. By focusing on the structural barriers that inhibit Latino male millennials from
reaching their full potential, policymakers and businesses can take the lead in ensuring
that more Latino young men will successfully leverage their work experience for long-
term career success.
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
11
Endnotes
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
1
	
  Heidi	
  Shierholz,	
  “Still	
  No	
  Jobs	
  for	
  More	
  Than	
  60	
  Percent	
  of	
  Job	
  Seekers,”	
  March	
  11,	
  2014,	
  
http://www.epi.org/publication/jobs-­‐60-­‐percent-­‐job-­‐seekers	
  (accessed	
  June	
  2014).	
  
2
	
  Andrew	
  Sum	
  and	
  Joseph	
  McLaughlin,	
  Out	
  With	
  the	
  Young	
  and	
  In	
  With	
  the	
  Old:	
  U.S.	
  Labor	
  Markets	
  2000-­‐
2
	
  Andrew	
  Sum	
  and	
  Joseph	
  McLaughlin,	
  Out	
  With	
  the	
  Young	
  and	
  In	
  With	
  the	
  Old:	
  U.S.	
  Labor	
  Markets	
  2000-­‐
2008	
  and	
  the	
  Case	
  for	
  an	
  Immediate	
  Jobs	
  Creation	
  Program	
  for	
  Teens	
  and	
  Young	
  Adults	
  (Boston:	
  
Northeastern	
  University,	
  2008),	
  
http://iris.lib.neu.edu/cgi/viewcontent.cgi?article=1017&context=clms_pub	
  (accessed	
  May	
  2014).	
  
3
	
  The	
  exact	
  age	
  range	
  of	
  the	
  so-­‐called	
  millennial	
  generation	
  varies	
  by	
  source.	
  For	
  a	
  discussion	
  on	
  how	
  
millennials	
  compare	
  to	
  other	
  generations,	
  refer	
  to	
  Scott	
  Keeter	
  and	
  Paul	
  Taylor,	
  “The	
  millennials,”	
  
December	
  10,	
  2009,	
  http://www.pewresearch.org/2009/12/10/the-­‐millennials	
  (accessed	
  March	
  2014).	
  
4
	
  Heidi	
  Shierholz,	
  “Roughly	
  One	
  in	
  Five	
  Hispanic	
  and	
  Black	
  Workers	
  Are	
  ‘Underemployed,’”	
  August	
  22,	
  
2013,	
  http://www.epi.org/publication/roughly-­‐hispanic-­‐black-­‐workers-­‐underemployed	
  (accessed	
  March	
  
2014).	
  
5
	
  Rory	
  O’Sullivan,	
  Konrad	
  Mugglestone,	
  and	
  Tom	
  Allison,	
  In	
  This	
  Together:	
  The	
  Hidden	
  Cost	
  of	
  Young	
  Adult	
  
Unemplyoment	
  (Washington,	
  DC:	
  Young	
  Invincibles,	
  2014),	
  http://younginvincibles.org/wp-­‐
content/uploads/2014/01/In-­‐This-­‐Together-­‐The-­‐Hidden-­‐Cost-­‐of-­‐Young-­‐Adult-­‐Unemployment.pdf	
  
(accessed	
  May	
  2014).	
  
6
	
  Ana	
  Hageage,	
  Plugged	
  In:	
  Positive	
  Development	
  Strategies	
  for	
  Disconnected	
  Youth	
  (Washington,	
  DC:	
  
NCLR,	
  2011),	
  
http://www.nclr.org/index.php/publications/plugged_in_positive_development_strategies_for_disconne
cted_latino_youth	
  (accessed	
  January	
  2014).	
  
7
	
  Catherine	
  Singley,	
  Fractures	
  in	
  the	
  Foundation:	
  The	
  Latino	
  Worker’s	
  Experience	
  in	
  an	
  Era	
  of	
  Declining	
  Job	
  
Quality	
  (Washington,	
  DC:	
  NCLR,	
  2009),	
  
http://www.nclr.org/index.php/publications/fractures_in_the_foundation_the_latino_workers_experienc
e_in_an_era_of_declining_job_quality	
  (accessed	
  January	
  2014).	
  
8
	
  John	
  Schmitt	
  and	
  Janelle	
  Jones,	
  Where	
  Have	
  All	
  the	
  Good	
  Jobs	
  Gone?	
  (Washington,	
  DC:	
  Center	
  for	
  
Economic	
  and	
  Policy	
  Research,	
  2012),	
  http://www.cepr.net/documents/publications/good-­‐jobs-­‐2012-­‐
07.pdf	
  (accessed	
  May	
  2014).	
  
9
	
  National	
  Employment	
  Law	
  Project,	
  The	
  Low-­‐Wage	
  Recovery:	
  Industry	
  Employment	
  and	
  Wages	
  Four	
  Years	
  
into	
  the	
  Recovery	
  (Washington,	
  DC:	
  National	
  Employment	
  Law	
  Project,	
  2014),	
  
http://www.nelp.org/page/-­‐/Reports/Low-­‐Wage-­‐Recovery-­‐Industry-­‐Employment-­‐Wages-­‐2014-­‐
Report.pdf?nocdn=1	
  (accessed	
  April	
  2014).	
  
10
	
  “Temporary	
  Jobs	
  on	
  Rise	
  in	
  Shifting	
  U.S.	
  Economy,”	
  Associated	
  Press,	
  May	
  24,	
  2014,	
  
http://www.usatoday.com/story/money/business/2014/05/24/temporary-­‐jobs-­‐on-­‐rise-­‐in-­‐shifting-­‐us-­‐
economy/9273921	
  (accessed	
  May	
  2014).	
  
11
	
  Olga	
  Alonso-­‐Villar,	
  Coral	
  Del	
  Río,	
  and	
  Carlos	
  Gradín,	
  “The	
  Extent	
  of	
  Occupational	
  Segregation	
  in	
  the	
  US:	
  
Differences	
  by	
  Race,	
  Ethnicity,	
  and	
  Gender,”	
  Industrial	
  Relations	
  51,	
  no.	
  2	
  (April	
  2012):	
  179–212.	
  
12
	
  Edwin	
  Meléndez	
  and	
  Luis	
  M.	
  Falcón,	
  “Closing	
  the	
  Social	
  Mismatch:	
  Lessons	
  from	
  the	
  Latino	
  Experience,”	
  
in	
  Moving	
  Up	
  the	
  Economic	
  Ladder:	
  Latino	
  Workers	
  and	
  the	
  Nation’s	
  Future	
  Prosperity,	
  ed.	
  Sonia	
  M.	
  Pérez	
  
(Washington,	
  DC:	
  NCLR,	
  2000),	
  186–209.	
  
13
	
  Thomas	
  M.	
  Shapiro	
  and	
  Heather	
  B.	
  Johnson,	
  "Good	
  Neighborhoods,	
  Good	
  Schools:	
  Race	
  and	
  the	
  Good	
  
Choices	
  of	
  White	
  Families,"	
  in	
  White	
  Out:	
  The	
  Continuing	
  Significance	
  of	
  Racism,	
  eds.	
  Ashley	
  Doan	
  and	
  
Eduardo	
  Bonilla-­‐Silva	
  (New	
  York:	
  Routledge,	
  2003).	
  
14
	
  Abraham	
  T.	
  Mosisa,	
  “Foreign-­‐Born	
  Workers	
  in	
  the	
  U.S.	
  Labor	
  Force,”	
  July	
  2013,	
  
http://www.bls.gov/spotlight/2013/foreign-­‐born/home.htm	
  (accessed	
  May	
  2014).	
  
15
	
  NCLR	
  calculations	
  using	
  2012	
  American	
  Community	
  Survey,	
  1-­‐year	
  estimates.	
  
16
	
  Randy	
  Capps	
  et	
  al.,	
  A	
  Demographic,	
  Socioeconomic,	
  and	
  Health	
  Coverage	
  Profile	
  of	
  Unauthorized	
  
Immigrants	
  in	
  the	
  United	
  States	
  (Washington,	
  DC:	
  Migration	
  Policy	
  Institute,	
  2013),	
  
http://www.migrationpolicy.org/research/demographic-­‐socioeconomic-­‐and-­‐health-­‐coverage-­‐profile-­‐
unauthorized-­‐immigrants-­‐united-­‐states	
  (accessed	
  May	
  2014).	
  
17
	
  Robert	
  Rodriguez,	
  Latino	
  Talent:	
  Effective	
  Strategies	
  to	
  Recruit,	
  Retain	
  and	
  Develop	
  Hispanic	
  
Professionals	
  (Hoboken,	
  NJ:	
  Wiley,	
  2007).	
  
LATINO	
  MILLENNIALS	
  AT	
  WORK	
  
	
  
12
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
18
	
  Marianne	
  Bertrand	
  and	
  Sendhil	
  Mullainathan,	
  "Are	
  Emily	
  and	
  Greg	
  More	
  Employable	
  Than	
  Lakisha	
  and	
  
Jamal?	
  A	
  Field	
  Experiment	
  on	
  Labor	
  Market	
  Discrimination,"	
  American	
  Economic	
  Review	
  94,	
  no.	
  4	
  (2004):	
  
991–1013.	
  	
  
19
	
  Devah	
  Pager,	
  Bruce	
  Western,	
  and	
  Bart	
  Bonikowski,	
  “Discrimination	
  in	
  a	
  Low-­‐Wage	
  Labor	
  Market:	
  A	
  
Field	
  Experiment,”	
  American	
  Sociological	
  Review	
  74	
  (2009):	
  777–799.	
  
20
	
  Patricia	
  Foxen,	
  Speaking	
  Out:	
  Latino	
  Youth	
  on	
  Discrimination	
  in	
  the	
  United	
  States	
  (Washington,	
  DC:	
  
NCLR,	
  2010),	
  
http://www.nclr.org/index.php/publications/speaking_out_latino_youth_on_discrimination_in_the_unite
d_states	
  (accessed	
  January	
  2014).	
  
21
	
  U.S.	
  Department	
  of	
  Education,	
  2007-­‐2008	
  National	
  Postsecondary	
  Student	
  Aid	
  Study,	
  National	
  Center	
  
for	
  Education	
  Statistics,	
  http://nces.ed.gov/programs/digest/d12/tables/dt12_390.asp	
  (accessed	
  June	
  
2014),	
  Table	
  390.	
  
22
	
  Daniel	
  Gonzalez,	
  “A	
  Year	
  Later,	
  Immigrants	
  Face	
  DREAM	
  Act’s	
  Limits,”	
  The	
  Arizona	
  Republic,	
  
http://www.usatoday.com/story/news/nation/2013/08/13/a-­‐year-­‐later-­‐immigrants-­‐face-­‐deferred-­‐action-­‐
programs-­‐limits/2651235	
  (accessed	
  June	
  2014).	
  
23
	
  Raúl	
  Hinojosa-­‐Ojeda,	
  Raising	
  the	
  Floor	
  for	
  American	
  Workers:	
  The	
  Economic	
  Benefits	
  of	
  Comprehensive	
  
Immigration	
  Reform	
  (Washington,	
  DC:	
  Center	
  for	
  America	
  Progress	
  and	
  Immigration	
  Policy	
  Center,	
  2010),	
  
http://www.immigrationpolicy.org/sites/default/files/docs/Hinojosa%20-­‐
%20Raising%20the%20Floor%20for%20American%20Workers%20010710.pdf	
  (accessed	
  May	
  2014).	
  
24
	
  Muzaffar	
  Chisti	
  and	
  Charles	
  Kamasaki,	
  IRCA	
  in	
  Retrospect:	
  Guideposts	
  for	
  Today’s	
  Immigration	
  Reform,	
  
Issue	
  Brief	
  9	
  (Washington,	
  DC:	
  Migration	
  Policy	
  Institute,	
  2014),	
  
http://www.migrationpolicy.org/research/irca-­‐retrospect-­‐immigration-­‐reform	
  (accessed	
  May	
  2014).	
  
25
	
  Emily	
  Richards	
  and	
  Dave	
  Terkanian,	
  “Occupational	
  Employment	
  Projections	
  to	
  2022.”	
  U.S.	
  Bureau	
  of	
  
Labor	
  Statistics.	
  Washington,	
  DC,	
  December	
  2013,	
  
http://www.bls.gov/opub/mlr/2013/article/occupational-­‐employment-­‐projections-­‐to-­‐
2022.htm#_ednref7	
  (accessed	
  May	
  2014),	
  Table	
  3.	
  
26
	
  Michael	
  Spence,	
  "Job	
  Market	
  Signaling,"	
  Quarterly	
  Journal	
  of	
  Economics	
  87,	
  no.	
  3	
  (1973):	
  355–374.	
  
27
	
  MHA	
  Labs,	
  “MHA	
  Labs,”	
  http://mhalabs.org/downloads/MHA_Overview.pdf	
  (accessed	
  May	
  2014).	
  
28
	
  For	
  a	
  literature	
  review	
  on	
  implicit	
  bias,	
  see	
  Cheryl	
  Staats,	
  Implicit	
  Bias	
  Review	
  2013,	
  (Columbus:	
  The	
  
Ohio	
  State	
  University,	
  2013),	
  kirwaninstitute.osu.edu/docs/SOTS-­‐Implicit_Bias.pdf	
  (accessed	
  May	
  2014).	
  
LATINO	
  MILLENIALS	
  AT	
  WORK	
  
	
  
LATINO	
  MILLENIALS	
  AT	
  WORK	
  
	
  
LATINO	
  MILLENIALS	
  AT	
  WORK	
  
	
  
	
  

Mais conteúdo relacionado

Mais procurados

The Economist: Securing Livelihoods Special Edition
The Economist: Securing Livelihoods Special EditionThe Economist: Securing Livelihoods Special Edition
The Economist: Securing Livelihoods Special EditionThe Rockefeller Foundation
 
Discouraged Youth in Mauritius
Discouraged Youth in MauritiusDiscouraged Youth in Mauritius
Discouraged Youth in Mauritiuspaperpublications3
 
The High Cost of Gender Inequality in Earnings
The High Cost of Gender Inequality in EarningsThe High Cost of Gender Inequality in Earnings
The High Cost of Gender Inequality in EarningsEmisor Digital
 
Greece youth unemployment
Greece youth unemploymentGreece youth unemployment
Greece youth unemploymentBrave Skills
 
Riding the Wave... rather than being swept away
Riding the Wave... rather than being swept awayRiding the Wave... rather than being swept away
Riding the Wave... rather than being swept awayThe Rockefeller Foundation
 
Managing Employee Moonlighting in the Future of Work and Era of the gig Economy
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyManaging Employee Moonlighting in the Future of Work and Era of the gig Economy
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyOlayiwola Oladapo
 
Constraints to the success of women small scale entrepreneurs in kenya
Constraints to the success of women small scale entrepreneurs in kenyaConstraints to the success of women small scale entrepreneurs in kenya
Constraints to the success of women small scale entrepreneurs in kenyaAlexander Decker
 
Critical workforcerole(final)
Critical workforcerole(final)Critical workforcerole(final)
Critical workforcerole(final)Kristin Wolff
 
Development: Concepts
Development: Concepts Development: Concepts
Development: Concepts MuruganK52
 
Wage-Employment Subsidy report Sept 2012
Wage-Employment Subsidy report Sept 2012Wage-Employment Subsidy report Sept 2012
Wage-Employment Subsidy report Sept 2012JOSEPH TEBOHO MOKOENA
 
The New Shape of Real Estate: Well Workplace by Cushman & Wakefield
The New Shape of Real Estate: Well Workplace by Cushman & WakefieldThe New Shape of Real Estate: Well Workplace by Cushman & Wakefield
The New Shape of Real Estate: Well Workplace by Cushman & WakefieldJohn Farese
 
The cooperatives and the national development goals and agenda
The cooperatives and the national development goals and agendaThe cooperatives and the national development goals and agenda
The cooperatives and the national development goals and agendaDianNa PastRana
 
Cities of Hope: Young people and opportunity in South Africa’s cities
Cities of Hope: Young people and opportunity in South Africa’s citiesCities of Hope: Young people and opportunity in South Africa’s cities
Cities of Hope: Young people and opportunity in South Africa’s citiesThe Rockefeller Foundation
 
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...Longevity Network
 
[Challenge:Future] YOUTH! YOU CAN
[Challenge:Future] YOUTH! YOU CAN[Challenge:Future] YOUTH! YOU CAN
[Challenge:Future] YOUTH! YOU CANChallenge:Future
 
8 wef the global_risks_report_2021
8 wef the global_risks_report_20218 wef the global_risks_report_2021
8 wef the global_risks_report_2021Jesus Abadia Ibañez
 

Mais procurados (19)

Inclusive Economy Indicators Exec Summary
Inclusive Economy Indicators Exec SummaryInclusive Economy Indicators Exec Summary
Inclusive Economy Indicators Exec Summary
 
The Economist: Securing Livelihoods Special Edition
The Economist: Securing Livelihoods Special EditionThe Economist: Securing Livelihoods Special Edition
The Economist: Securing Livelihoods Special Edition
 
Agenda Suramerica January 2013
Agenda Suramerica January 2013Agenda Suramerica January 2013
Agenda Suramerica January 2013
 
Discouraged Youth in Mauritius
Discouraged Youth in MauritiusDiscouraged Youth in Mauritius
Discouraged Youth in Mauritius
 
Social trendsgeorgegrayfinal 1
Social trendsgeorgegrayfinal 1Social trendsgeorgegrayfinal 1
Social trendsgeorgegrayfinal 1
 
The High Cost of Gender Inequality in Earnings
The High Cost of Gender Inequality in EarningsThe High Cost of Gender Inequality in Earnings
The High Cost of Gender Inequality in Earnings
 
Greece youth unemployment
Greece youth unemploymentGreece youth unemployment
Greece youth unemployment
 
Riding the Wave... rather than being swept away
Riding the Wave... rather than being swept awayRiding the Wave... rather than being swept away
Riding the Wave... rather than being swept away
 
Managing Employee Moonlighting in the Future of Work and Era of the gig Economy
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyManaging Employee Moonlighting in the Future of Work and Era of the gig Economy
Managing Employee Moonlighting in the Future of Work and Era of the gig Economy
 
Constraints to the success of women small scale entrepreneurs in kenya
Constraints to the success of women small scale entrepreneurs in kenyaConstraints to the success of women small scale entrepreneurs in kenya
Constraints to the success of women small scale entrepreneurs in kenya
 
Critical workforcerole(final)
Critical workforcerole(final)Critical workforcerole(final)
Critical workforcerole(final)
 
Development: Concepts
Development: Concepts Development: Concepts
Development: Concepts
 
Wage-Employment Subsidy report Sept 2012
Wage-Employment Subsidy report Sept 2012Wage-Employment Subsidy report Sept 2012
Wage-Employment Subsidy report Sept 2012
 
The New Shape of Real Estate: Well Workplace by Cushman & Wakefield
The New Shape of Real Estate: Well Workplace by Cushman & WakefieldThe New Shape of Real Estate: Well Workplace by Cushman & Wakefield
The New Shape of Real Estate: Well Workplace by Cushman & Wakefield
 
The cooperatives and the national development goals and agenda
The cooperatives and the national development goals and agendaThe cooperatives and the national development goals and agenda
The cooperatives and the national development goals and agenda
 
Cities of Hope: Young people and opportunity in South Africa’s cities
Cities of Hope: Young people and opportunity in South Africa’s citiesCities of Hope: Young people and opportunity in South Africa’s cities
Cities of Hope: Young people and opportunity in South Africa’s cities
 
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...
The Longevity Economy: How People Over 50 Are Driving Economic and Social Val...
 
[Challenge:Future] YOUTH! YOU CAN
[Challenge:Future] YOUTH! YOU CAN[Challenge:Future] YOUTH! YOU CAN
[Challenge:Future] YOUTH! YOU CAN
 
8 wef the global_risks_report_2021
8 wef the global_risks_report_20218 wef the global_risks_report_2021
8 wef the global_risks_report_2021
 

Destaque

Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...
Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...
Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...The Rockefeller Foundation
 
Configuracion de IP windows XP
Configuracion de IP windows XPConfiguracion de IP windows XP
Configuracion de IP windows XPRoten Skate
 
Radioactivity (1)
Radioactivity (1)Radioactivity (1)
Radioactivity (1)palzz
 
Are we with-it? - Lucia Schoombee
Are we with-it? - Lucia SchoombeeAre we with-it? - Lucia Schoombee
Are we with-it? - Lucia SchoombeeHELIGLIASA
 
15 Things to Give Up to be Happy
15 Things to Give Up to be Happy 15 Things to Give Up to be Happy
15 Things to Give Up to be Happy OH TEIK BIN
 
Social Media Strategies for Powerful Communications
Social Media Strategies for Powerful CommunicationsSocial Media Strategies for Powerful Communications
Social Media Strategies for Powerful Communicationscourtneymbarnes
 
Cancer in dogs
Cancer in dogsCancer in dogs
Cancer in dogsMatThomson
 
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가atelier t*h
 
Semantic web-and-public-data - en
Semantic web-and-public-data - enSemantic web-and-public-data - en
Semantic web-and-public-data - enTenforce
 
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...
Valeriia Mozharova and  Natalia Loukachevitch - Combining Knowledge and CRF-b...Valeriia Mozharova and  Natalia Loukachevitch - Combining Knowledge and CRF-b...
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...AIST
 
Trabalho 1
Trabalho 1Trabalho 1
Trabalho 1EB2 Mira
 
Semantic web-and-public-data
Semantic web-and-public-dataSemantic web-and-public-data
Semantic web-and-public-dataTenforce
 
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜和菓子復興大作戦〜萌えキャラで和菓子ブームを〜
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜stucon
 
Personalising Customer Experience in the Hospitality Industry June 2016
Personalising Customer Experience in the Hospitality Industry June 2016Personalising Customer Experience in the Hospitality Industry June 2016
Personalising Customer Experience in the Hospitality Industry June 2016Carly Watling
 

Destaque (17)

Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...
Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...
Stimulating Opportunity: An Evaluation of ARRA-Funded Subsidized Employment P...
 
Insights: 2014 Issue No. 1
Insights: 2014 Issue No. 1Insights: 2014 Issue No. 1
Insights: 2014 Issue No. 1
 
Configuracion de IP windows XP
Configuracion de IP windows XPConfiguracion de IP windows XP
Configuracion de IP windows XP
 
Skolkovo
SkolkovoSkolkovo
Skolkovo
 
God is Loving
God is LovingGod is Loving
God is Loving
 
Radioactivity (1)
Radioactivity (1)Radioactivity (1)
Radioactivity (1)
 
Are we with-it? - Lucia Schoombee
Are we with-it? - Lucia SchoombeeAre we with-it? - Lucia Schoombee
Are we with-it? - Lucia Schoombee
 
15 Things to Give Up to be Happy
15 Things to Give Up to be Happy 15 Things to Give Up to be Happy
15 Things to Give Up to be Happy
 
Social Media Strategies for Powerful Communications
Social Media Strategies for Powerful CommunicationsSocial Media Strategies for Powerful Communications
Social Media Strategies for Powerful Communications
 
Cancer in dogs
Cancer in dogsCancer in dogs
Cancer in dogs
 
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가
윈도 Xp 종료, 오픈소스 소프트웨어에 기회가 될 것인가
 
Semantic web-and-public-data - en
Semantic web-and-public-data - enSemantic web-and-public-data - en
Semantic web-and-public-data - en
 
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...
Valeriia Mozharova and  Natalia Loukachevitch - Combining Knowledge and CRF-b...Valeriia Mozharova and  Natalia Loukachevitch - Combining Knowledge and CRF-b...
Valeriia Mozharova and Natalia Loukachevitch - Combining Knowledge and CRF-b...
 
Trabalho 1
Trabalho 1Trabalho 1
Trabalho 1
 
Semantic web-and-public-data
Semantic web-and-public-dataSemantic web-and-public-data
Semantic web-and-public-data
 
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜和菓子復興大作戦〜萌えキャラで和菓子ブームを〜
和菓子復興大作戦〜萌えキャラで和菓子ブームを〜
 
Personalising Customer Experience in the Hospitality Industry June 2016
Personalising Customer Experience in the Hospitality Industry June 2016Personalising Customer Experience in the Hospitality Industry June 2016
Personalising Customer Experience in the Hospitality Industry June 2016
 

Semelhante a Giving Them an Edge? The Effects of Work Experience on the Employment Prospects of Latino Young Men

YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...
YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...
YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...suzi smith
 
Project abstract or effective unemployment of somalia
Project abstract  or effective unemployment of  somaliaProject abstract  or effective unemployment of  somalia
Project abstract or effective unemployment of somaliaMohamedAli47986
 
The Impact Of Automation And Millennial Unemployment
The Impact Of Automation And Millennial UnemploymentThe Impact Of Automation And Millennial Unemployment
The Impact Of Automation And Millennial UnemploymentJennifer Lord
 
Discouraged Youth in Mauritius
Discouraged Youth in MauritiusDiscouraged Youth in Mauritius
Discouraged Youth in Mauritiuspaperpublications3
 
Unemployment Rate Of The United States
Unemployment Rate Of The United StatesUnemployment Rate Of The United States
Unemployment Rate Of The United StatesRhonda Coleman
 
Boston's Immigrants: An Essential Component of a Strong Economy
Boston's Immigrants: An Essential Component of a Strong EconomyBoston's Immigrants: An Essential Component of a Strong Economy
Boston's Immigrants: An Essential Component of a Strong EconomyInstituto Diáspora Brasil (IDB)
 
A frayed connection: joblessness among teens in Chicago
A frayed connection: joblessness among teens in ChicagoA frayed connection: joblessness among teens in Chicago
A frayed connection: joblessness among teens in ChicagoJim Bloyd, DrPH, MPH
 
Trang Hoang_Research Paper
Trang Hoang_Research PaperTrang Hoang_Research Paper
Trang Hoang_Research PaperTrang Hoang
 
Young Adults During The U.S.
Young Adults During The U.S.Young Adults During The U.S.
Young Adults During The U.S.Patricia Johnson
 
ConnectingTalentandOpportunity2010
ConnectingTalentandOpportunity2010ConnectingTalentandOpportunity2010
ConnectingTalentandOpportunity2010Phillip Jarvis
 
The Limited English Proficient Workforce in Massachusetts: trends and Challenges
The Limited English Proficient Workforce in Massachusetts: trends and ChallengesThe Limited English Proficient Workforce in Massachusetts: trends and Challenges
The Limited English Proficient Workforce in Massachusetts: trends and ChallengesInstituto Diáspora Brasil (IDB)
 
ADARLO Job Mismatch In The Philippines A Factor For Economic Migration
ADARLO Job Mismatch In The Philippines  A Factor For Economic MigrationADARLO Job Mismatch In The Philippines  A Factor For Economic Migration
ADARLO Job Mismatch In The Philippines A Factor For Economic MigrationStacy Taylor
 
Chap006 4 (2010)
Chap006   4 (2010)Chap006   4 (2010)
Chap006 4 (2010)bnorman2
 
Hispanic Elderly Population
Hispanic Elderly PopulationHispanic Elderly Population
Hispanic Elderly PopulationGina Alfaro
 
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...RECOUP
 

Semelhante a Giving Them an Edge? The Effects of Work Experience on the Employment Prospects of Latino Young Men (20)

YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...
YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...
YOUTH AND EMPLOYMENT IN LATIN AMERICA AND THE CARIBBEAN: PROBLEMS, PROSPECTS ...
 
Project abstract or effective unemployment of somalia
Project abstract  or effective unemployment of  somaliaProject abstract  or effective unemployment of  somalia
Project abstract or effective unemployment of somalia
 
The Impact Of Automation And Millennial Unemployment
The Impact Of Automation And Millennial UnemploymentThe Impact Of Automation And Millennial Unemployment
The Impact Of Automation And Millennial Unemployment
 
California Unemployment Essay
California Unemployment EssayCalifornia Unemployment Essay
California Unemployment Essay
 
Discouraged Youth in Mauritius
Discouraged Youth in MauritiusDiscouraged Youth in Mauritius
Discouraged Youth in Mauritius
 
Unemployment Rate Of The United States
Unemployment Rate Of The United StatesUnemployment Rate Of The United States
Unemployment Rate Of The United States
 
Unemployment Rate Among Black People
Unemployment Rate Among Black PeopleUnemployment Rate Among Black People
Unemployment Rate Among Black People
 
Boston's Immigrants: An Essential Component of a Strong Economy
Boston's Immigrants: An Essential Component of a Strong EconomyBoston's Immigrants: An Essential Component of a Strong Economy
Boston's Immigrants: An Essential Component of a Strong Economy
 
A frayed connection: joblessness among teens in Chicago
A frayed connection: joblessness among teens in ChicagoA frayed connection: joblessness among teens in Chicago
A frayed connection: joblessness among teens in Chicago
 
Trang Hoang_Research Paper
Trang Hoang_Research PaperTrang Hoang_Research Paper
Trang Hoang_Research Paper
 
Young Adults During The U.S.
Young Adults During The U.S.Young Adults During The U.S.
Young Adults During The U.S.
 
ConnectingTalentandOpportunity2010
ConnectingTalentandOpportunity2010ConnectingTalentandOpportunity2010
ConnectingTalentandOpportunity2010
 
LDC 2016 Fact Book
LDC 2016 Fact BookLDC 2016 Fact Book
LDC 2016 Fact Book
 
The Limited English Proficient Workforce in Massachusetts: trends and Challenges
The Limited English Proficient Workforce in Massachusetts: trends and ChallengesThe Limited English Proficient Workforce in Massachusetts: trends and Challenges
The Limited English Proficient Workforce in Massachusetts: trends and Challenges
 
ADARLO Job Mismatch In The Philippines A Factor For Economic Migration
ADARLO Job Mismatch In The Philippines  A Factor For Economic MigrationADARLO Job Mismatch In The Philippines  A Factor For Economic Migration
ADARLO Job Mismatch In The Philippines A Factor For Economic Migration
 
Essay On Literature Review On Unemployment
Essay On Literature Review On UnemploymentEssay On Literature Review On Unemployment
Essay On Literature Review On Unemployment
 
Chap006 4 (2010)
Chap006   4 (2010)Chap006   4 (2010)
Chap006 4 (2010)
 
Hispanic Elderly Population
Hispanic Elderly PopulationHispanic Elderly Population
Hispanic Elderly Population
 
Full project sax ah
Full project sax ahFull project sax ah
Full project sax ah
 
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
 

Mais de The Rockefeller Foundation

Thinking Strategically About Networks for Change
Thinking Strategically About Networks for ChangeThinking Strategically About Networks for Change
Thinking Strategically About Networks for ChangeThe Rockefeller Foundation
 
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...The Rockefeller Foundation
 
Integrating mini grids with india's evolving electricity system may 2017
Integrating mini grids with india's evolving electricity system may 2017Integrating mini grids with india's evolving electricity system may 2017
Integrating mini grids with india's evolving electricity system may 2017The Rockefeller Foundation
 
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural India
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural IndiaExpanding Opportunities for Renewable Energy-Based Mini-Grids in Rural India
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural IndiaThe Rockefeller Foundation
 
Reducing food waste by changing the way consumers interact with food
Reducing food waste by changing the way consumers interact with foodReducing food waste by changing the way consumers interact with food
Reducing food waste by changing the way consumers interact with foodThe Rockefeller Foundation
 
National Disaster Resilience Competition's Resilience Academies - Emerging In...
National Disaster Resilience Competition's Resilience Academies - Emerging In...National Disaster Resilience Competition's Resilience Academies - Emerging In...
National Disaster Resilience Competition's Resilience Academies - Emerging In...The Rockefeller Foundation
 
NDRC Resilience Academies Evaluation Report 2016
NDRC Resilience Academies Evaluation Report 2016NDRC Resilience Academies Evaluation Report 2016
NDRC Resilience Academies Evaluation Report 2016The Rockefeller Foundation
 
Resilience Week 2016 Hosted by The Rockefeller Foundation
Resilience Week 2016 Hosted by The Rockefeller FoundationResilience Week 2016 Hosted by The Rockefeller Foundation
Resilience Week 2016 Hosted by The Rockefeller FoundationThe Rockefeller Foundation
 
Asian Cities Climate Change Resilience Network Initiative Final Evaluation
Asian Cities Climate Change Resilience Network Initiative Final EvaluationAsian Cities Climate Change Resilience Network Initiative Final Evaluation
Asian Cities Climate Change Resilience Network Initiative Final EvaluationThe Rockefeller Foundation
 
Inclusive Economy Indicators Full Report Dec 2016
Inclusive Economy Indicators Full Report Dec 2016Inclusive Economy Indicators Full Report Dec 2016
Inclusive Economy Indicators Full Report Dec 2016The Rockefeller Foundation
 
Situating the Next Generation of Impact Measurement and Evaluation for Impact...
Situating the Next Generation of Impact Measurement and Evaluation for Impact...Situating the Next Generation of Impact Measurement and Evaluation for Impact...
Situating the Next Generation of Impact Measurement and Evaluation for Impact...The Rockefeller Foundation
 
Equity and inclusive growth background paper - sept 2016
Equity and inclusive growth  background paper - sept 2016Equity and inclusive growth  background paper - sept 2016
Equity and inclusive growth background paper - sept 2016The Rockefeller Foundation
 

Mais de The Rockefeller Foundation (20)

Transforming Health Systems Final Evaluation
Transforming Health Systems Final EvaluationTransforming Health Systems Final Evaluation
Transforming Health Systems Final Evaluation
 
Thinking Strategically About Networks for Change
Thinking Strategically About Networks for ChangeThinking Strategically About Networks for Change
Thinking Strategically About Networks for Change
 
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...
Putting “Impact” at the Center of Impact Investing: A Case Study of How Green...
 
Integrating mini grids with india's evolving electricity system may 2017
Integrating mini grids with india's evolving electricity system may 2017Integrating mini grids with india's evolving electricity system may 2017
Integrating mini grids with india's evolving electricity system may 2017
 
Smart Power Connect May 2017
Smart Power Connect May 2017Smart Power Connect May 2017
Smart Power Connect May 2017
 
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural India
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural IndiaExpanding Opportunities for Renewable Energy-Based Mini-Grids in Rural India
Expanding Opportunities for Renewable Energy-Based Mini-Grids in Rural India
 
Implementation Models - Synthesis of Findings
Implementation Models - Synthesis of FindingsImplementation Models - Synthesis of Findings
Implementation Models - Synthesis of Findings
 
Smart Power Impact Report
Smart Power Impact ReportSmart Power Impact Report
Smart Power Impact Report
 
THS Joint Learning Network Case Study Brief
THS Joint Learning Network Case Study BriefTHS Joint Learning Network Case Study Brief
THS Joint Learning Network Case Study Brief
 
THS Joint Learning Network Case Study
THS Joint Learning Network Case StudyTHS Joint Learning Network Case Study
THS Joint Learning Network Case Study
 
Reducing food waste by changing the way consumers interact with food
Reducing food waste by changing the way consumers interact with foodReducing food waste by changing the way consumers interact with food
Reducing food waste by changing the way consumers interact with food
 
Impact hiring survey results
Impact hiring survey resultsImpact hiring survey results
Impact hiring survey results
 
National Disaster Resilience Competition's Resilience Academies - Emerging In...
National Disaster Resilience Competition's Resilience Academies - Emerging In...National Disaster Resilience Competition's Resilience Academies - Emerging In...
National Disaster Resilience Competition's Resilience Academies - Emerging In...
 
NDRC Resilience Academies Evaluation Report 2016
NDRC Resilience Academies Evaluation Report 2016NDRC Resilience Academies Evaluation Report 2016
NDRC Resilience Academies Evaluation Report 2016
 
Resilience Week 2016 Hosted by The Rockefeller Foundation
Resilience Week 2016 Hosted by The Rockefeller FoundationResilience Week 2016 Hosted by The Rockefeller Foundation
Resilience Week 2016 Hosted by The Rockefeller Foundation
 
Asian Cities Climate Change Resilience Network Initiative Final Evaluation
Asian Cities Climate Change Resilience Network Initiative Final EvaluationAsian Cities Climate Change Resilience Network Initiative Final Evaluation
Asian Cities Climate Change Resilience Network Initiative Final Evaluation
 
Inclusive Economy Indicators Full Report Dec 2016
Inclusive Economy Indicators Full Report Dec 2016Inclusive Economy Indicators Full Report Dec 2016
Inclusive Economy Indicators Full Report Dec 2016
 
Situating the Next Generation of Impact Measurement and Evaluation for Impact...
Situating the Next Generation of Impact Measurement and Evaluation for Impact...Situating the Next Generation of Impact Measurement and Evaluation for Impact...
Situating the Next Generation of Impact Measurement and Evaluation for Impact...
 
100x25 CEO & Gender Media Audit Infographic
100x25 CEO & Gender Media Audit Infographic100x25 CEO & Gender Media Audit Infographic
100x25 CEO & Gender Media Audit Infographic
 
Equity and inclusive growth background paper - sept 2016
Equity and inclusive growth  background paper - sept 2016Equity and inclusive growth  background paper - sept 2016
Equity and inclusive growth background paper - sept 2016
 

Último

Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessAPCO
 
Six Sigma Improvement Process: Transforming Processes, Elevating Performance
Six Sigma Improvement Process: Transforming Processes, Elevating PerformanceSix Sigma Improvement Process: Transforming Processes, Elevating Performance
Six Sigma Improvement Process: Transforming Processes, Elevating PerformanceOperational Excellence Consulting
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024Stephan Koning
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyHanna Klim
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.mcshagufta46
 
Company Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfCompany Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfRobertPhillips265023
 
Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsWristbands Ireland
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Winbusinessin
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsP&CO
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfHajeJanKamps
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfSourav Sikder
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.ukaroemirsr
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursKaiNexus
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...IMARC Group
 
Entrepreneurship and individuals workshop
Entrepreneurship and individuals workshopEntrepreneurship and individuals workshop
Entrepreneurship and individuals workshopP&CO
 

Último (20)

Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
 
Six Sigma Improvement Process: Transforming Processes, Elevating Performance
Six Sigma Improvement Process: Transforming Processes, Elevating PerformanceSix Sigma Improvement Process: Transforming Processes, Elevating Performance
Six Sigma Improvement Process: Transforming Processes, Elevating Performance
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agency
 
A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.A flour, rice and Suji company in Jhang.
A flour, rice and Suji company in Jhang.
 
Company Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfCompany Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdf
 
Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and Festivals
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024
 
Investment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV IndustriesInvestment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV Industries
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizations
 
PDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdfPDT 88 - 4 million seed - Seed - Protecto.pdf
PDT 88 - 4 million seed - Seed - Protecto.pdf
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.uk
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, Ours
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
 
AL Satwa Dubai Call Girls +971552825767 Call Girls In AL Karama
AL Satwa Dubai Call Girls +971552825767  Call Girls In AL KaramaAL Satwa Dubai Call Girls +971552825767  Call Girls In AL Karama
AL Satwa Dubai Call Girls +971552825767 Call Girls In AL Karama
 
Entrepreneurship and individuals workshop
Entrepreneurship and individuals workshopEntrepreneurship and individuals workshop
Entrepreneurship and individuals workshop
 

Giving Them an Edge? The Effects of Work Experience on the Employment Prospects of Latino Young Men

  • 1. Giving Them an Edge? The effects of work experience on the employment prospects of Latino young men By Catherine Singley Harvey* Currently 10.2 million jobseekers in the U.S. are competing for only four million job openings.1 Young people face steeper competition than older workers because they generally have less work experience, a key component of human capital.2 While formal education is the strongest predictor of employment, practitioners and researchers generally agree that early work experience offers young people vital skills that benefit them throughout their careers. Young adults between the ages of 16 and 30—popularly referred to as the “millennial generation”—face much higher unemployment rates than the overall workforce. While the nationwide shortage of job openings is the primary driver of elevated youth unemployment, young people are also at a competitive disadvantage in the labor market because they have less work experience. It is concerning, however, that Latino† young men, who tend to have more work experience than their peers, face higher rates of unemployment and underemployment than White young men. This brief summarizes the results of NCLR’s quantitative analysis of the marginal effects of work experience on the employment prospects of millennials. It focuses on Latino young men, offering an overview of the structural barriers, an investigation of whether and to what extent additional work experience gives millennials a competitive edge in today’s hypercompetitive labor market, and recommendations to ensure that they fully leverage their work to maximize their potential in the labor market. In particular, this brief will examine the labor market outcomes of Latinos, the youngest and fastest-growing segment of the American labor force. Background The Great Recession exacerbated and prolonged the typically high unemployment rates for millennials—defined as individuals between the ages of 16 and 30 years old in 2012.3 While the national unemployment rate hovers around 6.5%, the unemployment rate for teenagers ages 16–19 is 20% and higher. The employment situation for millennials of color is especially troubling; unemployment rates for Blacks are nearly double those of Whites, a staggering 49% for Black men ages 16–19 and 42% for Black women ages 16–19 (see Table 1).                                                                                                                 *  This  paper  was  authored  by  Catherine  Singley  Harvey,  Manager,  Economic  Policy  Project,  in  NCLR’s   Office  of  Research,  Advocacy,  and  Legislation  (ORAL),  with  substantive  research  assistance  from  Enrique   Lopezlira,  Senior  Policy  Advisor,  Economic  Policy  Project.  It  was  funded  by  The  Rockefeller  Foundation.   The  findings  and  conclusions  presented  are  those  of  the  author  and  NCLR  alone  and  do  not  necessarily   †  The  terms  "Hispanic"  and  "Latino"  are  used  interchangeably  by  the  U.S.  Census  Bureau  and  throughout   this  document  to  refer  to  persons  of  Mexican,  Puerto  Rican,  Cuban,  Central  and  South  American,   Dominican,  Spanish,  and  other  Hispanic  descent;  they  may  be  of  any  race.
  • 2. LATINO  MILLENNIALS  AT  WORK     2 Table 1. Millennial Unemployment Rates by Age and Race/Ethnicity, 2012 Latino Black White Age Male Female Male Female Male Female 16–19 34% 31% 49% 43% 24% 20% 20–25 15% 16% 29% 25% 13% 10% 26–30 10% 12% 21% 19% 8% 7% Source: NCLR calculations based on 2012 American Community Survey, 1-year sample. Unemployment is an imperfect measure of economic well-being because it fails to count workers who are not employed at their full potential or who are detached from the labor market but still able to work. It is useful, therefore, to measure underemployment, which includes individuals who are out of work, working part time but prefer full-time work, or gave up searching for a job but are still available to work. Underemployment paints a more vivid picture of the employment challenges that millennials, particularly millennials of color, currently face. For example, 41.9% of Latino millennials who lack a high school degree are underemployed (see Table 2). Table 2. Millennial Underemployment Rates by Age, Education, and Race/Ethnicity, 2014 Age and Educational Attainment Latino Black White Ages 17–20 with a high school degree only 41.9% 56.6% 36.8% Ages 21–24 with a bachelor’s degree 16.3% 25.5% 15.8% Source: Economic Policy Institute unpublished analysis of U.S. Bureau of Labor Statistics, Current Population Survey monthly microdata, seasonally adjusted. Latino underemployment levels track more closely with those of Blacks, especially during times of high unemployment (see Figure 1). The current underemployment rates for workers of all ages are 16.2% for Latinos, 20.5% for Blacks, and 9.9% for Whites. Latino underemployment is caused in large part by involuntary part-time work.4 Part-time work is less likely to offer some of the major components of a good-quality job, including higher wages, health and retirement plans, and paid leave.
  • 3. LATINO  MILLENNIALS  AT  WORK     3 Figure 1. Underemployment Rates of Workers Age 16 and Older by Race and Ethnicity, 2000–2014 Source: Economic Policy Institute, “Underemployment rate of workers age 16 and older by race and ethnicity, 2000-2014,” http://stateofworkingamerica.org/charts/underemployment-by-race- and-ethnicity (accessed June 2014). The costs to society of high millennial unemployment are severe; a recent study by Young Invincibles and the Georgetown Center for Education and the Workforce finds that current unemployment rates for 18- to 34-year-olds cost the federal and state governments almost $8.9 billion each year, or about $53 per taxpayer.5 The majority of the cost comes from the lost opportunity to collect tax revenue from working people, while safety net benefits for the unemployed account for the remainder. The short- and long-term socioeconomic consequences of employment disparities among millennials of color have generated an urgent national conversation among young people, business leaders, the philanthropic sector, and government leaders. In recent years, advocates for young people have brought to light the barriers to success faced by “disconnected youth,” who are neither working nor enrolled in secondary or postsecondary education. Latinos are overrepresented among the disconnected youth population.6 In February 2014, President Obama announced a multistakeholder initiative called “My Brother’s Keeper” to collect solutions to improve life outcomes for boys and young men of color. This national conversation is unfolding in the midst unprecedented economic challenges. Any efforts to tackle minority youth employment must confront the fact that the overall jobs shortage is the primary driver of unemployment. In addition, workers’ economic security has declined due to decades of major structural changes in the U.S. economy that diminished the quality of jobs.7 One estimate is that the share of workers with “good jobs,” defined as one that pays at least $37,000 a year and provides health and retirement plans, dropped from 27.4% in 1979 to 24.6% in 2010.8 There is strong evidence to suggest that the recent recession accelerated that trend. According to the National Employment Law Project, lower-wage industries accounted for 44% of employment growth in the past four years.9 The rising share of part-time and temporary workers—a disproportionate share of whom is Latino—is a trend that has accelerated
  • 4. LATINO  MILLENNIALS  AT  WORK     4 since the recent recession, leaving many workers vulnerable to frequent bouts of unemployment.10 Definitions and Methodology NCLR analyzed data from the 2012 American Community Survey to explore the marginal effects of work experience on employment outcomes for millennials by age, race, and ethnicity. Our analysis focused on the employment outcomes of the civilian labor force ages 16–30 years old. We divided workers into three age cohorts: 16–19, 20–25, and 26–30. These cohorts are designed to roughly capture workers of secondary education age, college age, and post-college age, respectively. Holding education and other characteristics constant, we measured how much an additional year of work experience affected a worker’s probability of being employed or unemployed and, if employed, whether the individual worked part time or full time. We use the U.S. Department of Labor’s definition of full-time work to be individuals employed an average of 35 hours per week or more. There are several limitations to our analysis that require careful consideration. We did not analyze the quality or duration of work experience, which could vary greatly among individuals.* In addition, the analysis is not broken down by occupation. We expect that there would be differences in the marginal benefits of work experience by occupation. This additional analysis merits investigation. Findings The perceived advantage of additional work experience in today’s hypercompetitive job market is one that deserves exploration, especially considering that Latino young men tend to have more work experience compared to their peers. NCLR’s analysis found significant differences between Latino males and their peers: Ø Latino men in their twenties have the most work experience compared to their peers. Ø Work experience boosts employment prospects for Latino young men. This is not the case for all millennials. Ø Work experience makes no difference in the likelihood that Latino men in their late twenties will work full time, contrary to other millennials. Latino men in their twenties have the most work experience compared to their peers. Among all millennials ages 16–19 in the labor force, Latino and Black males have the most average years of work experience: 0.63 years and 0.70 years, respectively. In their twenties, Latino males pull away from other groups. As Table 3 shows, Latino males ages 20–25 have an average of 4.3 years of work experience, accumulating an average of 10.1 years of experience in the 26–30 age group.                                                                                                                 *  For  the  purposes  of  NCLR’s  analysis,  work  experience  is  defined  as  age  minus  years  of  education  minus  6,   following  the  seminal  work  of  Jacob  Mincer  (1958).  For  more  details  on  NCLR’s  methodology,  please   contact  the  author.  
  • 5. LATINO  MILLENNIALS  AT  WORK     5 Table 3. Average Work Experience in Years by Age and Race/Ethnicity, 2012 Age Range Latino Black White Males Females Males Females Males Females 16–19 0.63 0.49 0.70 0.46 0.45 0.34 20–25 4.30 3.81 3.94 3.49 3.31 2.91 26–30 10.1 9.42 9.38 8.61 8.16 7.57 Source: NCLR calculations based on 2012 American Community Survey, 1-year sample. Work experience boosts employment prospects for Latino young men. As expected, NCLR’s analysis shows that across all age groups, additional education contributes far more to the likelihood of employment than additional labor market experience. However, controlling for education, the extra boost, or “marginal benefit,” of work experience in determining whether millennials find work varies. Additional years of work experience give Latino male millennials a significant boost in employment. Results for other subgroups are mixed, with no detectable effects for women in their late twenties. Among young men ages 16–19, Latinos are the only group for whom additional work experience significantly boosts the likelihood of employment (by 3%). In contrast, additional work experience lowers the likelihood of employment for White young men by 5% and has no measurable effect on the employment probability of Black young men. Among Black and White women ages 16–19, additional work experience has a slightly negative effect on the probability of employment (5% and 8%). For Latinas, the effect is statistically insignificant. By the time workers are in their early twenties, additional work experience has a significantly positive marginal effect on employment for all groups, with the exception of Black women. The extra boost in employment due to work experience is double for Latino and Black men compared to their White peers.* In their later twenties, women and White men ages 26–30 see no significant boost in employment due to additional work experience. By contrast, the strength of work experience in predicting employment for Latino men ages 26–30 returns to the level it is at for Latino men ages 16–19: about 3% for each additional year of work experience. Black men ages 26–30 also experience a boost in employment as a result of additional experience, although less (0.7%) than that of Latinos. Work experience makes no measurable difference in the likelihood that Latino men in their late twenties will work full time. According to NCLR’s analysis, while additional work experience improves the employment prospects for Latino young men, it does not necessarily make a difference in whether they work full time (more than 35 hours per week) or part time. Among millennials at the same level of education, additional work experience increases the likelihood of working full time for all groups— Latino, Black, White, male, and female—except for Latino males ages 26–30. For this cohort, additional work experience is insignificant in predicting the likelihood of full-time or part-time work.                                                                                                                 *  For  Latino  men  ages  20–25,  each  additional  year  of  work  experience  makes  them  1.4%  more  likely  to  be   employed.  Notably,  the  magnitude  of  this  effect  for  Latinos  in  their  early  twenties  is  about  half  of  what  it   is  for  Latinos  ages  16–19.  Similarly,  the  boost  to  employment  for  Black  men  ages  20–25  is  1.5%.  For  White   men  ages  20–25  the  effect  is  0.6%.  
  • 6. LATINO  MILLENNIALS  AT  WORK     6 Overall, working Latinos in their teenage years and early twenties are more likely than their female, White, and Black peers to be employed full time. Approximately 85% of employed Latino men ages 26–30 work full time, which is comparable to the share of White men ages 26–30 working full time. On the surface, these relatively high rates of full-time work among employed Latino male millennials should be reassuring. However, recall that involuntary part-time work—part-time employment of individuals who would rather be employed full time—is a major driver of Latino underemployment and leaves workers less economically secure. Discussion While individual life circumstances vary, NCLR’s findings paint a general picture of how Latino male millennials benefit differently from additional work experience than their peers. These disparities are likely the result of one or more structural issues that affect labor market outcomes for Latino young men. Occupational clustering. The occupational distribution of Latino male millennials is likely a major factor in why additional work experience helps Latinos secure employment. Alonso-Villar et al. find that Latino men tend to experience a higher degree of occupational segregation than Latinas because they work in occupations with a high concentration of Latinos.11 That is to say, Latino workers and new immigrants in particular are concentrated in specific sectors, or “clusters,” of the economy in which they compete for lower-wage jobs with similarly qualified Latinos (see Table 4 for examples). In occupations with a high Latino concentration, additional work experience may be more valuable for Latinos to distinguish themselves from their peers. Table 4. Selected Occupations with High Latino Representation, 2013 Detailed occupation Latinos as a percent of total employed Employed Latinos (in thousands) Drywall installers, ceiling tile installers, and tapers 55.1% 69 Pressers, textile, garment, and related materials 52.6% 29 Graders and sorters, agricultural products 47.0% 44 Grounds maintenance workers 44.8% 594 Laundry and dry-cleaning workers 42.5% 71 Dishwashers 37.9% 114 Hand packers and packagers 37.7% 186 Butchers and other meat, poultry, and fish processing workers 34.7% 112 Misc. media and communication workers 31.5% 28 Barbers 30.0% 38 Medical assistants 24.8% 114 Hand laborers and freight, stock, and material movers 23.1% 404 Dental assistants 22.9% 63 Cashiers 21.3% 693 Tax preparers 17.9% 17
  • 7. LATINO  MILLENNIALS  AT  WORK     7 Logisticians 17.2% 15 Teacher assistants 16.6% 152 Advertising and promotions managers 16.1% 8 All occupations 15.6% 22,453 Source: U.S. Bureau of Labor Statistics, “Employed persons by detailed occupation, sex, race, and Hispanic or Latino ethnicity, Annual Average 2013,” Current Population Survey, http://www.bls.gov/cps/cpsaat11.htm (accessed June 4, 2014). Social networks. Related to occupational clustering are the methods Latinos use to search for work. Research shows that Latinos are more likely than Blacks and Whites to rely on relatives and friends to find jobs, as opposed to marketing themselves through résumés, searching classified ads, or seeking assistance from labor intermediaries such as temp agencies and state employment agencies.12 Other scholars have questioned whether this disparity is overstated by Latinos and underreported by Whites.13 Nevertheless, prior work experience may not be sufficient for a man in his late twenties to access a full-time job opportunity if the occupations in his network of friends and family are limited to part-time work or in limited occupational clusters. This hypothesis could explain NCLR’s finding that additional work experience makes no significant difference in the ability of older Latino male millennials to work full time. Immigration status. The large share of foreign-born workers among Latino male millennials is likely a contributing factor to their higher average years of work experience. Foreign-born men are more likely to participate in the labor force than native-born men.14 Approximately 18% of Latinos ages 16–19, 31% of Latinos ages 20–25, and 46% of Latinos ages 26–30 are foreign-born.15 Assuming that a significant share of the 26–30 immigrant millennial cohort is undocumented, it is not surprising that additional work experience makes little difference in whether this cohort finds full-time employment. The sectors employing the largest shares of undocumented men—construction, retail, and other services—are more likely to offer part-time work.16 Hiring bias. How work experience factors into employers’ hiring decisions has major implications for the employment prospects of Latino male millennials. Employers’ explicit and subconscious beliefs of what constitutes the “right” kind of work experience may put some applicants at a disadvantage. For instance, does a dishwasher or a lifeguard have a better chance of snagging an entry-level job at a marketing firm? Furthermore, factors such as a tendency to avoid individual ownership for past accomplishments may somewhat diminish some Latinos’ ability to market their work experience effectively.17 Bias in how employers value work experience may compound the existing unconscious racial and ethnic biases that already affect Latinos and other minority job applicants. A number of recent studies document discrimination in the hiring process. A seminal study by Bertrand and Mulliathan (2003) showed that Black applicants with similar education and skills were rejected for potential interviews based solely on having a Black-sounding name.18 A more recent study showed that Black and Latino applicants with clean backgrounds fared no better than White applicants with equal résumés but who were just released from prison. Latino millennials report differential treatment in the workplace.19 They perceive that an employer’s assumptions about their immigration status inhibit their work opportunities.20
  • 8. LATINO  MILLENNIALS  AT  WORK     8 Recommendations The clear benefits of additional work experience for Latino male millennials’ employment call for enhanced efforts to expand job opportunities for young men. However, the fact that additional work experience alone is not sufficient to enable Latino men to break into full-time jobs requires a set of effective responses to address structural barriers. Young men cannot solve these challenges on their own; policymakers and businesses are among the many actors that have important roles to play. The following set of recommendations, by no means exhaustive, would ensure that more Latino male millennials are able to acquire and leverage early work experience for better employment outcomes. Recommendations for federal policymakers Create high-quality work experiences targeted toward Latino male millennials. As long as the severe jobs shortage persists, young people will be stymied in their efforts to gain valuable work experience. Building on past success, policymakers must pursue aggressive job creation strategies that open employment opportunities targeted toward youth. Federal funding for summer youth employment programs should be expanded and transformed into a year-round public commitment to guiding young people along career pathways. In order to address the challenge of occupational clustering and closed social networks, resources for youth employment programs should be prioritized for low- income Latino and recent immigrant communities. Community-based organizations, public schools, community colleges, and vocational education programs must coordinate with employers to provide programming customized to local economies and communities. The age cutoff for youth-serving programs excludes a significant share of Latino men who still need employment and training services but may not be in a position to take advantage of programs targeted toward adults. Further research is needed to understand the unique assets and needs of Latino men in their late twenties and their engagement with federal employment interventions. Incentivize the public education and workforce development systems to provide full-time jobs for Latino men in their late twenties. Given the evidence that job experience alone is not sufficient for Latino men to break in to full-time employment, it is essential that employment programs prioritize placement in full-time jobs while also providing training that enables young men to build the skills needed for full-time careers. Performance metrics should reward placing program participants in full-time, rather than part-time, jobs. Policymakers should also build on nascent efforts to grant local governments the flexibility to braid multiple public and private funding streams to craft employment and training programs that put younger workers on pathways to careers. While this brief did not explore the unique employment challenges of the burgeoning population of Latino college students, the federal government should broaden opportunities for joint learning and high-quality paid work experience. Work-study programs, in which Latino students earn more on average than White or Black students, should rise proportionately with the cost of education.21 Policymakers should expand the award and eligibility requirements for Pell grants to ensure better college completion rates among Latinos. More research is necessary to document the challenges of Latino students who are working full time while enrolled in postsecondary education programs.
  • 9. LATINO  MILLENNIALS  AT  WORK     9 Enact comprehensive immigration reform that includes employment strategies for formerly undocumented young people. There is no question that a lack of work authorization relegates some young Latinos to a limited pool of low-wage jobs with little, if any, hope for career mobility. While an estimated 1.9 million young people could qualify for temporary work authorization through the Obama administration’s Deferred Action for Childhood Arrivals (DACA) program, there is initial evidence that the temporary status of DACA recipients remains a barrier to employment.22 Only comprehensive immigration reform that includes a pathway to citizenship will successfully ensure that workers are able to fully participate in the economy. The newly legalized young workers would be a boon to the economy, bringing their skills and talents to the labor market and generating up to $5.4 billion more in tax revenue in just three years.23 Lessons from 1986, the last major reform of the immigration system, point to the need for dedicated resources for integrating newly legalized immigrants into the labor market.24 Such efforts should go beyond funding for English and civics education to more sophisticated vocational training and career pathways programs that target young people who grew up and were educated in the U.S. but may be entering the workplace for the first time. Coordinated education, training, and paid work experience for formerly undocumented young people is an essential component of a successful approach to integrating immigrant youth and their families into the economic mainstream. Recommendations for businesses Reexamine how work experience is valued in recruitment and hiring. While the wage premiums for college-educated workers are clear, projections show that not all full- time jobs of the future will require a four-year college degree. For example, management occupations that require an associate’s degree are expected to grow by 12.5% by 2022, compared to 11.8% growth for management occupations that require a bachelor’s degree.25 Nevertheless, research shows that education is the strongest signal to employers about a candidate’s abilities, despite the fact that education does not necessarily correspond with productivity.26 Employers who seek to identify productive workers and diversify their hiring pool should consider ways to evaluate work experience as a qualification for employment. Existing industry partnerships and associations are an appropriate forum for reconsidering the credentials and qualifications for entry-level jobs. Understandably, education will still be a prerequisite for many entry-level jobs. Still, businesses should consider ways to identify and measure “skills targets,” such as collaboration, problem solving, and verbal communication, among job applicants.27 Recent commitments by large corporations to hire war veterans may also offer important lessons on how abilities and skills from unrelated work experience are valued and transferable. Job descriptions should be revised to accurately reflect priority skills targets in order to recruit and hire a more diverse pool of qualified individuals. Leverage people and technology to recruit and hire Latino male millennials. Most private sector employers understand the business case for hiring employees from diverse backgrounds. Employees of various gender, race, ethnicity, and cultural backgrounds breed innovation and help companies adapt to the demands of an ever more diverse customer base. Most major companies have a stated commitment to diversity; for some, this involves measurable goals and a strategy for recruiting, hiring, and retaining diverse employees. Within large companies, Latino employee resource groups (ERGs) are a common model to coordinate strategies to identify, develop, and
  • 10. LATINO  MILLENNIALS  AT  WORK     10 recruit talent from local Latino communities. These efforts range in scale from employee participation in community events to mentorship and coaching of young people to paid internships reserved for local youth of color. While ERGs play an essential role in expanding the social networks of young Latino jobseekers, their impact is limited if they are not involved in the development and execution of a workforce diversity strategy. As representatives of underrepresented communities, ERGs should be consulted and involved in helping companies design their diversity strategy. The underrepresentation of Latinos among hiring managers is another major stumbling block for even the most well-intentioned companies pursuing their hiring goals. For this reason, diversity professionals emphasize not only the hiring of Latinos for entry-level jobs but also a commitment to retention and leadership development among Latino employees to position them to influence recruitment and hiring strategies. Technology is critical to matching qualified Latino men with jobs outside traditional job clusters. A unified online portal that allows employers to upload job descriptions using a universal or industry-specific set of skills targets, discussed above, would facilitate the training, recruitment, and hiring of young people. Online job search companies are well positioned to convene a dialogue with businesses, young people, educational institutions, and nonprofit community-based organizations to build better tools to match jobseekers with employers. The online portal RallyPoint, which helps individuals transition from military service to the civilian workforce, is one such model that could be adapted to help jobseekers at the start of their careers leverage their earlier work experience. Combat unconscious racial and ethnic bias in hiring. Discrimination in recruitment and hiring, whether conscious or unconscious, violates Title VII of the Civil Rights Act of 1964. Oftentimes, however, unintentional employment discrimination stemming from implicit bias is difficult to identify. All individuals hold stereotypes, attitudes, and preferences that influence their decision making without their awareness. Employer attitudes about age, race, ethnicity, or nativity, among other characteristics, can unintentionally filter out qualified individuals from the hiring process. Fortunately, businesses have the power to mitigate bias in the recruitment and hiring process. Interventions that have proven successful include training in counter-stereotyping, building relationships with individuals, especially incumbent employees, outside the workplace, and educating hiring managers and staff about implicit bias.28 Scholars debate whether it is possible to achieve absolute objectivity in hiring; however, businesses committed to minimizing unconscious bias could make a profound impact on the employment prospects of Latino male millennials. Conclusion The national conversation on improving outcomes for young men of color is urgently needed. By focusing on the structural barriers that inhibit Latino male millennials from reaching their full potential, policymakers and businesses can take the lead in ensuring that more Latino young men will successfully leverage their work experience for long- term career success.
  • 11. LATINO  MILLENNIALS  AT  WORK     11 Endnotes                                                                                                                 1  Heidi  Shierholz,  “Still  No  Jobs  for  More  Than  60  Percent  of  Job  Seekers,”  March  11,  2014,   http://www.epi.org/publication/jobs-­‐60-­‐percent-­‐job-­‐seekers  (accessed  June  2014).   2  Andrew  Sum  and  Joseph  McLaughlin,  Out  With  the  Young  and  In  With  the  Old:  U.S.  Labor  Markets  2000-­‐ 2  Andrew  Sum  and  Joseph  McLaughlin,  Out  With  the  Young  and  In  With  the  Old:  U.S.  Labor  Markets  2000-­‐ 2008  and  the  Case  for  an  Immediate  Jobs  Creation  Program  for  Teens  and  Young  Adults  (Boston:   Northeastern  University,  2008),   http://iris.lib.neu.edu/cgi/viewcontent.cgi?article=1017&context=clms_pub  (accessed  May  2014).   3  The  exact  age  range  of  the  so-­‐called  millennial  generation  varies  by  source.  For  a  discussion  on  how   millennials  compare  to  other  generations,  refer  to  Scott  Keeter  and  Paul  Taylor,  “The  millennials,”   December  10,  2009,  http://www.pewresearch.org/2009/12/10/the-­‐millennials  (accessed  March  2014).   4  Heidi  Shierholz,  “Roughly  One  in  Five  Hispanic  and  Black  Workers  Are  ‘Underemployed,’”  August  22,   2013,  http://www.epi.org/publication/roughly-­‐hispanic-­‐black-­‐workers-­‐underemployed  (accessed  March   2014).   5  Rory  O’Sullivan,  Konrad  Mugglestone,  and  Tom  Allison,  In  This  Together:  The  Hidden  Cost  of  Young  Adult   Unemplyoment  (Washington,  DC:  Young  Invincibles,  2014),  http://younginvincibles.org/wp-­‐ content/uploads/2014/01/In-­‐This-­‐Together-­‐The-­‐Hidden-­‐Cost-­‐of-­‐Young-­‐Adult-­‐Unemployment.pdf   (accessed  May  2014).   6  Ana  Hageage,  Plugged  In:  Positive  Development  Strategies  for  Disconnected  Youth  (Washington,  DC:   NCLR,  2011),   http://www.nclr.org/index.php/publications/plugged_in_positive_development_strategies_for_disconne cted_latino_youth  (accessed  January  2014).   7  Catherine  Singley,  Fractures  in  the  Foundation:  The  Latino  Worker’s  Experience  in  an  Era  of  Declining  Job   Quality  (Washington,  DC:  NCLR,  2009),   http://www.nclr.org/index.php/publications/fractures_in_the_foundation_the_latino_workers_experienc e_in_an_era_of_declining_job_quality  (accessed  January  2014).   8  John  Schmitt  and  Janelle  Jones,  Where  Have  All  the  Good  Jobs  Gone?  (Washington,  DC:  Center  for   Economic  and  Policy  Research,  2012),  http://www.cepr.net/documents/publications/good-­‐jobs-­‐2012-­‐ 07.pdf  (accessed  May  2014).   9  National  Employment  Law  Project,  The  Low-­‐Wage  Recovery:  Industry  Employment  and  Wages  Four  Years   into  the  Recovery  (Washington,  DC:  National  Employment  Law  Project,  2014),   http://www.nelp.org/page/-­‐/Reports/Low-­‐Wage-­‐Recovery-­‐Industry-­‐Employment-­‐Wages-­‐2014-­‐ Report.pdf?nocdn=1  (accessed  April  2014).   10  “Temporary  Jobs  on  Rise  in  Shifting  U.S.  Economy,”  Associated  Press,  May  24,  2014,   http://www.usatoday.com/story/money/business/2014/05/24/temporary-­‐jobs-­‐on-­‐rise-­‐in-­‐shifting-­‐us-­‐ economy/9273921  (accessed  May  2014).   11  Olga  Alonso-­‐Villar,  Coral  Del  Río,  and  Carlos  Gradín,  “The  Extent  of  Occupational  Segregation  in  the  US:   Differences  by  Race,  Ethnicity,  and  Gender,”  Industrial  Relations  51,  no.  2  (April  2012):  179–212.   12  Edwin  Meléndez  and  Luis  M.  Falcón,  “Closing  the  Social  Mismatch:  Lessons  from  the  Latino  Experience,”   in  Moving  Up  the  Economic  Ladder:  Latino  Workers  and  the  Nation’s  Future  Prosperity,  ed.  Sonia  M.  Pérez   (Washington,  DC:  NCLR,  2000),  186–209.   13  Thomas  M.  Shapiro  and  Heather  B.  Johnson,  "Good  Neighborhoods,  Good  Schools:  Race  and  the  Good   Choices  of  White  Families,"  in  White  Out:  The  Continuing  Significance  of  Racism,  eds.  Ashley  Doan  and   Eduardo  Bonilla-­‐Silva  (New  York:  Routledge,  2003).   14  Abraham  T.  Mosisa,  “Foreign-­‐Born  Workers  in  the  U.S.  Labor  Force,”  July  2013,   http://www.bls.gov/spotlight/2013/foreign-­‐born/home.htm  (accessed  May  2014).   15  NCLR  calculations  using  2012  American  Community  Survey,  1-­‐year  estimates.   16  Randy  Capps  et  al.,  A  Demographic,  Socioeconomic,  and  Health  Coverage  Profile  of  Unauthorized   Immigrants  in  the  United  States  (Washington,  DC:  Migration  Policy  Institute,  2013),   http://www.migrationpolicy.org/research/demographic-­‐socioeconomic-­‐and-­‐health-­‐coverage-­‐profile-­‐ unauthorized-­‐immigrants-­‐united-­‐states  (accessed  May  2014).   17  Robert  Rodriguez,  Latino  Talent:  Effective  Strategies  to  Recruit,  Retain  and  Develop  Hispanic   Professionals  (Hoboken,  NJ:  Wiley,  2007).  
  • 12. LATINO  MILLENNIALS  AT  WORK     12                                                                                                                                                                                                                                                                                                                                           18  Marianne  Bertrand  and  Sendhil  Mullainathan,  "Are  Emily  and  Greg  More  Employable  Than  Lakisha  and   Jamal?  A  Field  Experiment  on  Labor  Market  Discrimination,"  American  Economic  Review  94,  no.  4  (2004):   991–1013.     19  Devah  Pager,  Bruce  Western,  and  Bart  Bonikowski,  “Discrimination  in  a  Low-­‐Wage  Labor  Market:  A   Field  Experiment,”  American  Sociological  Review  74  (2009):  777–799.   20  Patricia  Foxen,  Speaking  Out:  Latino  Youth  on  Discrimination  in  the  United  States  (Washington,  DC:   NCLR,  2010),   http://www.nclr.org/index.php/publications/speaking_out_latino_youth_on_discrimination_in_the_unite d_states  (accessed  January  2014).   21  U.S.  Department  of  Education,  2007-­‐2008  National  Postsecondary  Student  Aid  Study,  National  Center   for  Education  Statistics,  http://nces.ed.gov/programs/digest/d12/tables/dt12_390.asp  (accessed  June   2014),  Table  390.   22  Daniel  Gonzalez,  “A  Year  Later,  Immigrants  Face  DREAM  Act’s  Limits,”  The  Arizona  Republic,   http://www.usatoday.com/story/news/nation/2013/08/13/a-­‐year-­‐later-­‐immigrants-­‐face-­‐deferred-­‐action-­‐ programs-­‐limits/2651235  (accessed  June  2014).   23  Raúl  Hinojosa-­‐Ojeda,  Raising  the  Floor  for  American  Workers:  The  Economic  Benefits  of  Comprehensive   Immigration  Reform  (Washington,  DC:  Center  for  America  Progress  and  Immigration  Policy  Center,  2010),   http://www.immigrationpolicy.org/sites/default/files/docs/Hinojosa%20-­‐ %20Raising%20the%20Floor%20for%20American%20Workers%20010710.pdf  (accessed  May  2014).   24  Muzaffar  Chisti  and  Charles  Kamasaki,  IRCA  in  Retrospect:  Guideposts  for  Today’s  Immigration  Reform,   Issue  Brief  9  (Washington,  DC:  Migration  Policy  Institute,  2014),   http://www.migrationpolicy.org/research/irca-­‐retrospect-­‐immigration-­‐reform  (accessed  May  2014).   25  Emily  Richards  and  Dave  Terkanian,  “Occupational  Employment  Projections  to  2022.”  U.S.  Bureau  of   Labor  Statistics.  Washington,  DC,  December  2013,   http://www.bls.gov/opub/mlr/2013/article/occupational-­‐employment-­‐projections-­‐to-­‐ 2022.htm#_ednref7  (accessed  May  2014),  Table  3.   26  Michael  Spence,  "Job  Market  Signaling,"  Quarterly  Journal  of  Economics  87,  no.  3  (1973):  355–374.   27  MHA  Labs,  “MHA  Labs,”  http://mhalabs.org/downloads/MHA_Overview.pdf  (accessed  May  2014).   28  For  a  literature  review  on  implicit  bias,  see  Cheryl  Staats,  Implicit  Bias  Review  2013,  (Columbus:  The   Ohio  State  University,  2013),  kirwaninstitute.osu.edu/docs/SOTS-­‐Implicit_Bias.pdf  (accessed  May  2014).  
  • 13. LATINO  MILLENIALS  AT  WORK    
  • 14. LATINO  MILLENIALS  AT  WORK    
  • 15. LATINO  MILLENIALS  AT  WORK