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Chanelle Washington-Bacon reproached herself for years because she had not finished college. Long after she entered corporate life, she was haunted by her lack of a four-year degree.
香奈尔•华盛顿-培根(Chanelle Washington-Bacon)多年来一直为没有完成大学学业而自责。即使在进入职场很久之后，她仍然因为自己缺少一个四年制学位而深感遗憾。
But her feeling of inadequacy began to shift after the Atlanta project manager connected with OneTen, a coalition of top employers focused on developing the careers of black professionals and others without a college education.
但在亚特兰大项目经理与OneTen建立联系后，她对自己能力不足的感觉开始转变。OneTen是一个由顶尖雇主组成的联盟，专注于发展黑人专业人士和其他没有大学学历的人的职业生涯。
Washington-Bacon moved to Cisco Systems, the Silicon Valley maker of routers and networking equipment, where she is now a business analyst enabling the US commercial sales team.
华盛顿-培根转到了思科系统(Cisco Systems)，这家位于硅谷的路由器和网络设备制造商，现在她是一名业务分析师，为美国商业销售团队提供支持。
第一，学习reproach的用法。这个词做及物动词，表示to blame or criticize someone in a way that shows you are disappointed at what they have done，谴责，指责；批评，例：reproach sb for/with sth，例：He publicly reproached his son for his behavior. 他公开谴责他儿子的行为。
第二，学习haunt的用法。这个词做及物动词，表示to make someone worry or make them sad，缠扰，烦扰；萦绕在……心头，例：Clare was haunted by the fear that her husband was having an affair. 克莱尔总是担心丈夫有外遇。
第三，学习router的用法。这个词做名词，表示a piece of electronic equipment that makes sending messages between different computers or between different networks easier and faster，路由器。
“Tech is not easy to get into, and usually you need to have the degree,” she says. But “it’s time for a change. Just because you don’t have that four-year degree doesn’t mean you don’t have the skills to do the job.”
“进入科技行业并不容易，通常你需要有学位，”她说。“但现在是时候改变了。没有四年制学位并不意味着你没有从事这项工作的技能。”
Washington-Bacon belongs to the “new collar” workforce, people hired and promoted for their skill set, regardless of whether or not they graduated from college. Also known as skills-based hiring, the practice has gained momentum as a tighter labour market has pressured employers to put less emphasis on degrees.
华盛顿-培根属于“新领”劳动力，这些人因其技能而被聘用和晋升，而不论他们是否大学毕业。这种做法也被称为基于技能的招聘，随着劳动力市场趋紧，雇主对学位的重视程度降低，这种做法的势头越来越大。
New collar jobs can range from construction management to website development, from sales to event planning — the term is less about the role than how an employer fills it. Proponents say skills-based hiring has the potential to increase employment opportunities and raise wages for the nearly two-thirds of the US workforce that lacks a degree — a percentage that is higher among Black, Latino and indigenous workers. It can also reward employers with a wider talent pool and higher retention rates.
新领工作范围广泛，从建筑管理到网站开发，从销售到活动策划——这个术语更多关注雇主如何填补职位而非职责本身。支持者表示，基于技能的招聘有潜力增加就业机会，提高工资水平，这对美国近三分之二没有学位的劳动力群体尤为重要——这一比例在黑人、拉丁裔和土著工人中更高。这也可以为雇主带来更广泛的人才库和更高的留任率。
第一，学习momentum的用法。这个词做名词，表示the ability to keep increasing, developing, or being more successful，动力，势头，常用搭配为gain / gather momentum，例：The campaign for reform should start to gather momentum in the new year. 要求进行改革的运动在新的一年里声势应该会壮大。
第二，学习indigenous的用法。这个词做形容词，表示indigenous people or things have always been in the place where they are, rather than being brought there from somewhere else，土生土长的，本地的，例：Blueberries are indigenous to America. 蓝莓原产于美洲。
Companies adopting this approach include IBM, Aon, General Motors, Walmart and ExxonMobil. But critics warn that efforts to steer away from traditional degree-based hiring can be superficial — and that a greater effort is needed to make sure this shift does not become a fad.
采取这种方法的公司包括IBM、怡安保险(Aon)、通用汽车(General Motors)、沃尔玛(Walmart)和埃克森美孚(ExxonMobil)。但批评者警告称，试图摆脱传统的基于学位的招聘方式可能流于表面，需要更大的努力来确保这种转变不会成为一时的风尚。
Bridget Gainer, global head of public affairs and policy at professional services company Aon, is one executive championing new collar working, in part through apprenticeship programmes. She says for years employers have focused on improving the supply of workers, like “they had to go to better schools”. Instead they should “do a better job of articulating what they need”, by assessing what skills roles require and thinking more creatively about which workers might fill them.
怡安保险全球公共事务和政策负责人布里奇特•盖纳(Bridget Gainer)是倡导新领工作方式的高管之一，部分通过学徒计划来实现。她表示，多年来，雇主一直专注于改善员工供应，就像“他们必须去更好的学校”。相反，他们应该“更好地阐明他们的需求”，通过评估岗位所需的技能，并更具创造性地考虑哪些员工可以胜任这些岗位。
Aon’s two-year apprenticeship programme, in partnership with City Colleges of Chicago, has apprentices in class one day a week and at work the other four. The company says it has hired 450 apprentices since the programme started in 2017, initially in analyst roles then in sectors including health, cyber and reinsurance. The scheme has since expanded to employers including Accenture, McDonald’s and Walgreens.
怡安保险与芝加哥市立学院合作的为期两年的学徒计划，让学徒每周有一天在课堂学习，另外四天在工作岗位上。该公司表示，自2017年启动该计划以来，已经雇佣了450名学徒，最初担任分析师角色，后来涉及健康、网络和再保险等领域。此后，该计划已扩展至包括埃森哲(Accenture)、麦当劳和沃尔格林在内的雇主。
第一，学习superficial的用法。这个词做形容词，表示not studying or looking at something carefully and only seeing the most noticeable things，肤浅的，浅薄的，不深入的，常用搭配为superficial examination / study etc，例：Even a superficial inspection revealed serious flaws. 即使是粗略的检查都发现了严重的缺陷。
第二，学习steer的用法。这个词做及物动词，表示to guide someone’s behaviour or the way a situation develops ，引导，指导〔某人的行为〕；引领〔局势的发展〕，常用搭配为steer sb towards/away from/through etc sth，例：Teachers try to steer pupils away from drugs. 教师试图引导学生远离毒品。
第三，学习apprenticeship的用法。这个词做名词，表示the job of being an apprentice, or the period of time in which you are an apprentice，学徒工作；学徒期，例：He’s serving an apprenticeship as a printer. 他现在是一名印刷工学徒。
“What we’re trying to do is change demand,” Gainer says. “We’re so focused on the supply side of the equation. We focus on the demand side of the equation, and it augurs to our benefit.”
“我们要做的是改变需求，”盖纳说。“我们过于关注供给侧。我们关注需求侧，这对我们有利。”
The term “new collar” was coined in 2016 by then-IBM chief executive Ginni Rometty, joining the familiar “blue” and “white” collar distinctions, as well as recent appellations such as “green collar” for jobs in sectors tied to clean energy.
“新领”一词是由时任IBM首席执行官罗睿兰(Ginni Rometty)于2016年创造的，加入了人们熟悉的“蓝领”和“白领”区分，以及最近对清洁能源相关行业工作的“绿领”等称谓。
Then, Rometty said, up to a third of workers at some IBM locations did not hold a four-year degree. She argued in an op-ed for USA Today that the federal government should focus on “relevant career and technical education” to “build a national corps of hundreds of thousands of skilled workers ready for the new collar jobs employers have open today”.
然后，罗睿兰说，在IBM的一些地点，多达三分之一的员工没有四年制学位。她在今日美国(USA Today)的一篇专栏文章中主张，联邦政府应该专注于“相关的职业和技术教育”，以“建立一支由数十万名熟练工人组成的国家队伍，为雇主今天开放的新领工作做好准备”。
Nearly a decade later, experts are making the same case. Matt Sigelman, president of think-tank the Burning Glass Institute, says degrees are an “inefficient” signalling device for candidate capability. Relying on them, he says, can shrink labour pools and restrict professional growth of talented workers. “We’re tripping on our shoelaces . . . by creating talent shortages where there don’t need to be.”
近十年后，专家们提出了同样的观点。智库Burning Glass Institute的总裁马特•西格尔曼(Matt Sigelman)表示，学位是候选人能力的“低效”信号装置。他指出，依赖学位可能会缩小劳动力库，限制有才华的工人的职业发展。“我们在不必要的地方制造了人才短缺，自己绊倒了自己。”
According to Colleen Ammerman, director of the Race, Gender & Equity Initiative at Harvard Business School, employer preference for degrees peaked during the Great Recession. With so many candidates competing for open roles, companies used a bachelors degree to filter applicants, she says; job postings requiring a four-year degree increased by 10 per cent between 2007 and 2010.
根据哈佛商学院(Harvard Business School)种族、性别与公平倡议主任科琳•阿默曼(Colleen Ammerman)的说法，雇主对学位的偏好在大衰退期间达到了顶峰。她表示，由于有众多求职者竞争空缺职位，公司利用学士学位来筛选申请者；在2007年至2010年间，要求四年制学位的职位发布增加了10%。
But despite calls for more diversity, the requirement for four-year degrees has proved resilient. In many companies, promises of new-collar recruitment and promotion have failed to have a big effect beyond pilot programmes or public statements.
尽管呼吁增加多样性，但四年制学位的要求依然顽固。在许多公司中，关于新领域招聘和晋升的承诺，除了试点项目或公开声明外，并未产生显著影响。
In February, Sigelman co-authored a report that found 45 per cent of companies — including Amazon, Oracle, Lockheed Martin and Kroger — that dropped degree requirements from a sample of 11,300 job ads did not make a change in who they hired.
今年2月，西格尔曼与他人合作撰写了一份报告，发现从11300份招聘广告样本中，有45%的公司（包括亚马逊(Amazon)、甲骨文、洛克希德•马丁(Lockheed Martin)和克罗格(Kroger)）取消了学位要求，但并未改变他们的雇佣对象。
About 18 per cent of companies, including Nike, Uber and HSBC, made initial progress in hiring more workers without degrees, then backslid. This cohort was well-intentioned, Sigelman says, but they never managed to put systems in place to make the decision less risky for hiring managers.
大约18%的公司，包括耐克(Nike)、优步(Uber)和汇丰，在招聘更多没有学位的员工方面取得了初步进展，但随后出现了倒退。西格尔曼表示，这些公司本意良好，但他们从未设法建立系统，以降低招聘经理做出决定的风险。
This is an awakening that needs to continue. I just really hope that people get it, and see that the way things were happening was not right
这是一种需要持续的觉醒。我真的希望人们能够明白，并看到事情发生的方式是不对的。
Lockheed Martin says it aims “to build a workplace that drives innovation and embraces diverse perspectives”. Amazon says it is committed to hiring people based on their skills. HSBC declined to comment. Kroger, Nike, Uber and Oracle did not reply to a request for comment.
洛克希德•马丁表示其目标是“打造一个推动创新、包容多元视角的工作场所”。亚马逊表示致力于根据员工的技能进行招聘。汇丰拒绝置评。克罗格、耐克、优步和甲骨文未回复置评请求。
The Burning Glass Institute estimates that the focus on hiring workers for their skills has created new opportunity for only about 97,000 workers annually, out of 77mn hires. “Put differently, for all its fanfare, the increased opportunity promised by skills-based hiring has borne out in not even one in 700 hires last year”, it says.
Burning Glass Institute估计，在7700万名雇员中，专注于根据技能雇佣工人每年仅为约97,000名工人创造了新机会。它指出：“换句话说，尽管大肆宣扬，但去年基于技能的招聘所承诺的增加机会，实际上连700名雇员中都不到一个。”
One obstacle is that skills-based hiring demands more effort than hiring based on a degree. Michelle Hodges, United’s vice-president for global human resources, says that last December the airline began documenting the skills needed for its managerial positions. It expects to finish the process next year.
一个障碍是，基于技能的招聘比基于学位的招聘需要更多的努力。美联航全球人力资源副总裁米歇尔•霍奇斯(Michelle Hodges)表示，去年12月，该航空公司开始记录管理职位所需的技能，预计将在明年完成这一过程。
The airline must train hiring managers to look for a candidate’s relevant skills during a job interview. It also needs to convince existing workers — many of whom have invested in degrees, and taken on student loans — to see “how we’re opening up to a much broader applicant pool”.
航空公司必须培训招聘经理，在面试中识别候选人的相关技能。还需要说服现有员工——其中许多人已在学位上投入并承担了学生贷款——了解“我们如何向更广泛的申请者群体开放”。
The fight for companies to hire new collar workers is really a fight to win over senior executives and HR teams, Gainer says, because it is easier to recruit from colleges.
盖纳表示，公司争夺新领域员工实际上是为了赢得高级管理人员和人力资源团队的支持，因为从大学招聘更容易。
“College is a really convenient place for HR,” she says. “It diminishes risk. You can hire finance, IT, marketing — everyone’s in the same spot . . . It also is an independent credential that says to HR, ‘Well, it’s not my fault if they didn’t work out. They had a pedigree.’”
“大学对人力资源来说是一个非常便利的地方，”她说。“它降低了风险。你可以在同一个地方招聘财务、IT、市场营销等各类人才……这也是一个独立的资历，告诉人力资源部，‘如果他们没有成功，那不是我的错。他们有资历。’”
But tackling these challenges may be worth it. The Burning Glass Institute found the retention rate for workers hired in a skills-based process was 10 percentage points higher than those with a bachelors degree, and the workers hired into new collar roles averaged a 25 per cent increase in salary.
然而，应对这些挑战可能是值得的。Burning Glass Institute发现，通过技能为基础的招聘流程招聘的员工留存率比拥有学士学位的员工高出10个百分点，而被招聘到新领职位的员工平均薪资增长了25%。
The trend has been meaningful to Sandra Dubose, who moved from being a programme co-ordinator in higher education to a marketing specialist at Cisco. Dubose started her career a time when soft skills, work experience and grit were more important than a degree. But as employers’ demands changed, she was ruled out for roles even when “I’m looking at the job, and I can do all of these things with my eyes closed”.
这种趋势对桑德拉•杜博斯(Sandra Dubose)意义重大，她从高等教育的项目协调员转变为思科的市场专家。杜博斯在职业生涯初期，软技能、工作经验和毅力比学位更重要。但随着雇主需求的变化，即使“我看着这份工作，闭着眼睛也能做到所有这些事情”，她也被排除在外。
It would be painful, Dubose says, if people returned to excluding workers without four-year degrees from opportunities to advance.
杜博斯说，如果人们重新将没有四年制学位的工人排除在晋升机会之外，那将是令人痛苦的。
“This is an awakening that needs to continue,” she says. “I just really hope that people get it, and see that the way things were happening was not right, and [employers] were cutting off their nose to spite their face. We’re ready to work, and we deserve an opportunity to have a level of success like anyone else.”
“这是一种需要持续的觉醒，”她说。“我真的希望人们能明白，看到事情发生的方式是不对的，（雇主）是在自损其长。我们已经准备好工作，我们应该有机会像其他人一样取得成功。”
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