What business owes the next generation
When my father was a child in upstate New York, he contracted polio. So did three of his younger siblings. It was devastating to the family. It was also, in a way none of them could have anticipated, a door that opened onto something extraordinary. The White children became part of Jonas Salk’s research, a small but real contribution to the science that would eventually defeat the dreaded…
During the polio epidemic of my father's youth in upstate New York, he and three of his younger siblings contracted the disease. Though devastating for the family, it presented an unexpected opportunity. The White children were selected to participate in Jonas Salk's research, making a tangible contribution to eradicating the disease.
This experience ignited a lifelong passion for epidemiology in my father, who later played a pivotal role in the global eradication of smallpox during the height of the Cold War. Determined to give back, my parents relocated to West Africa, where my father could make a meaningful impact. Throughout his life, he believed that while talent was abundant, opportunity was not evenly distributed.
He instilled this conviction in me, emphasizing that it was his responsibility to open doors for others. As I reflect on International Youth Day, I am reminded of the urgent need for this belief in today's world. Millions of young people possess the talent, but lack access to opportunity. College graduates are entering a highly competitive job market, while artificial intelligence is eliminating traditional entry-level positions.
Globally, 262 million young people between 15 and 24 years old are neither employed, studying, nor in training. This labor market mismatch jeopardizes future talent pipelines at a time when companies desperately need them. The consequences of this crisis extend beyond economic losses, affecting the mental health and well-being of an entire generation.
A recent Deloitte survey of Gen Z and Millennials reveals that purpose and meaningful impact are now non-negotiable factors in job satisfaction, leading to shorter tenure in early-career positions. Companies that fail to invest in young talent risk not only losing valuable employees but also weakening their future leadership pipelines.
At Pyxera Global, we have taken action to address this issue through the William J. White Fellowship. This program recruits young people from Historically Black Colleges and Universities, community colleges, and minority-serving institutions, providing them with a foothold in the social impact sector. By partnering with numerous youth-focused organizations and corporate stakeholders worldwide, we aim to create opportunities for vocational training and psychosocial support, preparing young people for successful careers and building a sustainable talent pipeline.
As business leaders, it is our responsibility to consider how we can invest in the next generation rather than merely searching for talent. We must examine our hiring practices for potential biases and barriers, and then leverage our expertise to support institutions that are building pathways for young people. Ultimately, every organization has a role to play in creating a more equitable and prosperous future for the next generation.
Written by urgent.news from Fast Company's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
