The skills gap in America is growing, and it’s not just about unfilled jobs. It’s about millions of people being locked out of opportunity while businesses struggle to find the right talent. As technology and markets evolve, workforce skills haven’t kept up. But this isn’t a crisis of talent. It’s a crisis of connection between what people are capable of and what the economy demands.
Bridging that gap means rethinking how to develop workforce skills — not just for the future, but for right now. Today’s most in-demand workforce skills are often learned outside of traditional paths, through hands-on experience, community programs, and short-term training. When we recognize and invest in these skills, we unlock potential that’s been overlooked for too long.
Here’s how to fix that.
1. Shift from credentials to competencies
A growing number of employers are realizing that job titles and degrees don’t always equal ability. That’s why more organizations are adopting competency frameworks — structured ways to identify, teach, and validate skills.
Opportunity@Work is a nonprofit working to open career pathways for the more than 70 million workers in America who are Skilled Through Alternative Routes (STARs). By championing alternative credentials, like certificates, apprenticeships, and military training, the organization helps people showcase their abilities, not just their academic background.
2. Embrace skills-based hiring
A college degree shouldn’t be a gatekeeper to opportunity, especially when it doesn’t always reflect someone’s real abilities. Skills-based hiring shifts the focus from credentials to what people can actually do. It’s a change rooted in dignity that recognizes each person’s unique value.
Merit America is a nonprofit career accelerator that helps low-wage workers transition into high-demand tech careers without needing a four-year degree. By providing fast, flexible, and affordable training, Merit America supports the shift toward hiring based on skills. The program has already helped thousands of learners increase their average annual wages by $24,000 in as little as three months after completing the program.
3. Support lifelong learning and upskilling
If people stop learning, they get left behind. Companies can lead by offering on-the-job training and incentivizing continuous growth, especially in soft skills like communication, leadership, and adaptability. When people grow, so do the organizations around them.
Unmudl is a learning platform that connects learners directly to community colleges offering short-term, job-focused courses. Its platform allows learners to earn credentials while working, helping them stay current and competitive in a fast-changing economy.
4. Expand access to vocational and technical training
College isn’t the only path. In fact, it’s not the right path for everyone. When employers prioritize skills over résumés, they uncover hidden talent and build stronger teams. This approach opens doors for more people to contribute, thrive, and find meaning in work, helping create a workforce that benefits everyone.
Per Scholas is a nonprofit that offers technical training to individuals often excluded from the tech workforce. By connecting learners with hands-on, employer-informed instruction, Per Scholas expands access to career pathways that don’t require a degree.
5. Leverage community-based initiatives
Local organizations know their people best and are trusted to meet them where they are. These efforts create lasting change by listening first and building from the ground up.
When people feel seen and supported, they’re more likely to step into their potential. That’s how community becomes a catalyst — not just for jobs but long-term transformation.
Café Momentum is a nonprofit restaurant in Dallas and Atlanta that provides paid internships, life skills training, and support to formerly incarcerated youth. By combining real-world job experience with personal development, Café Momentum helps young people reenter their communities with purpose. When the restaurant first opened, 54% of youth had dropped out of high school — today, 100% are on track to graduate and pursue meaningful careers.
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6. Unlock potential through second chance hiring
Millions of capable people are eager to contribute but are sidelined due to criminal records or gaps in employment history. Second chance hiring helps unlock this hidden talent pool — not just as an act of compassion, but as a smart workforce strategy.
When employers focus on potential rather than past mistakes, they often find loyal, motivated workers who are ready to grow. Removing these barriers creates opportunity, strengthens communities, and helps close the skills gap with people who’ve been overlooked for too long.
7. Rethink education to match the real world
Education should prepare people to thrive, not just pass tests. Educational reform means shifting from a one-size-fits-all system to one that helps each student discover and develop their unique talents.
When students learn by doing, they build confidence, competence, and the skills needed for today’s economy. Tailoring education to individual strengths and market needs helps close the gap between school and meaningful opportunity.
8. Celebrate career pathways, not just jobs
Success doesn’t stop at that first job offer. Career growth happens when people have clear pathways to advance and access to mentors, peer networks, and coaching.
The best employers invest in internal mobility. They help employees turn today’s skills into tomorrow’s leadership. That’s how individuals self-actualize — discovering and developing their unique gifts to serve others.
Genesys Works is a nonprofit that creates meaningful work-based learning experiences for high school students from underserved communities. By providing internships, mentorship, and professional training, Genesys Works helps students build long-term career pathways, not just short-term job placements. Over 70% of Genesys Works alumni earn $60,000 annually six years post-program, surpassing the national median for their age.
9. Use microcredentials for flexible, fast learning
As skills rapidly evolve, people need faster, more flexible ways to grow.
Microcredentials offer short, focused certifications that open doors to meaningful careers. They’re especially valuable for working adults and those overlooked by traditional pathways. By recognizing what people can do, not just where they’ve been, microcredentials support a bottom-up approach to building a skilled, resilient workforce.
The path forward: trust those closest to the challenge
America doesn’t have a talent problem; it has a connection problem. One-size-fits-all solutions won’t solve the skills gap. Progress begins when individuals are free to act, grow, and contribute. That means embracing openness, trusting those closest to the challenge, and building systems of mutual benefit that help everyone rise.
Want to see human potential unlocked? Start by removing the barriers. Then, watch what people can do.
Read more about solutions to the skills gap problem in America
- Apprenticeships can help fill the skills gap by combining hands-on experience with mentorship, allowing individuals to earn and learn in real time.
- Degree requirements are widening the skills gap. Dropping them could unlock overlooked talent and boost the economy.
- Discover how rethinking outdated systems can close the skills gap and empower more people to thrive.
Learn more about Stand Together’s efforts to transform the future of work and explore ways you can partner with us.
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