Lifting Our Voices: Black STARs Share How We’re Tearing the Paper Ceiling

I grew up in a family full of Black STARs (individuals Skilled Through Alternative Routes instead of a bachelor’s degree), but we didn’t know what to call ourselves. We knew we were hard-working, ambitious women, but we had to work a little harder in the workforce because of our degree status. More than 15 years later, the workforce is starting to see what I saw my whole life: STARs are all around us. This Black History Month, I’ve invited a few peers and colleagues into a conversation about the barriers holding back Black STARs and ways to support each other in tearing the paper ceiling.

Our conversation has been edited for length and clarity.

Danielle: I come from a Caribbean culture where you roll up your sleeves and get the job done. My mother started her own interior design business when I was a kid. Watching her build something so beautiful and powerful from the ground up instilled confidence in me to begin my career path as a STAR. I learned many valuable skills while working at her firm as a teen: the ability to multitask in high-pressure situations, project management, and most importantly, the importance of meeting deadlines. I learned how to adapt in most business situations. I also learned that I had a knack for communicating very well with external clients and building relationships. When I joined the workforce as an adult, my employers gave me more opportunities and responsibilities based on these skills.

Over time, my jobs highlighted the overlap in the disparities both STARs and Black people face in the labor market.

How has the paper ceiling affected you as a Black STAR?

Da’Von: It’s a microcosm of what happens in society. The continued creation and upholding of barriers, and a lack of economic mobility, specifically as a Black STAR, has made it that much harder to scale my career.

Keith: We should all be aware of some of the hardships that Black Americans face in the workplace — or even before entering the workplace. The worst part is the anxiety and not knowing the real reason you aren’t being considered for certain positions. Is it because of the color of my skin, the fact that I don’t have a degree, or maybe I’m actually not a good fit?

Danielle: Exactly! I would have ALL the skills that the job descriptions asked for–and more–but would get passed over because I didn’t have a degree, or sometimes for being an “over-intelligent” Black STAR. I would let the hiring managers know, “I have all the skills needed for this role, what is keeping me from being chosen for this position?” The answer was always, “You don’t have a bachelor’s degree.” I took this on as a challenge: to show employers that I could do the job no matter what, being a young ambitious Black STAR in the workforce.

What steps did you take to tear the paper ceiling?

Danielle: I got creative during interviews, showing hiring teams my capabilities through work samples and by focusing on my accolades. I was determined to show employers that my skills spoke louder than not having a degree. My expertise was in Sales and Business Development; over the years, I started crushing it with my sales numbers, showing my managers that my skills are what drove my success, not a degree. No matter the obstacle, I showed employers that I could break through. One employer balked at not having IT experience, so I completed a certification. I went back to that employer and eventually got the job. I started to teach our HR department how to look beyond the degree and hire STARs like myself. Later, I started working for staffing companies–one of the best career decisions I ever made. Going directly to the source helped me engage with hiring managers and educate them on skill-based hiring. I used myself as an example of what a STAR could look like, and the impact we can have.

Keith: Even after my certification program, I still had a lot of learning to do to fill in the “real world” gaps. I ended up creating five portfolio projects and a website to display my work. Ultimately, my portfolio played a big part in why I was hired at my current position–they saw my passion for data analytics.

Da’Von: I figured out what skills I already had, how to sharpen them and go after employment opportunities that would allow me to gain by DOING! I also leaned on fellow professionals in my network to inquire what they thought of my skill set, which allowed me to determine which adjustments were needed for the job market.

Monique: Terence McKenna said, “If you don’t have a plan, you become part of somebody else’s plan.” Planning is everything. I make every decision for my career with intentionality and purpose. I own my journey and my learning. I take time to think about where I want to grow, and I create a roadmap to get there. I accept feedback from others, but I never let anyone tell me what is unnecessary for me to learn or impossible for me to accomplish. And I’m eager to learn and apply new skills, which boosts my self-confidence.

What do you think support should look like for Black STARs?

Monique: To support Black STARs is to recognize and take a stand against the systemic racism, disparities and injustice that many Black STARs face as we navigate the labor market and the workplace.

Keith: Barriers and biases exist against people of color, including hiring based on degrees and not skills. I believe it’s a two-fold problem that needs solving: STARs need more awareness of alternative routes like certifications and bootcamps; how to navigate the job market, apply for jobs, and stand out to employers through resume and interview skills. On the other side, employers need to work on their DEI practices and be more open to hiring STARs. Hiring needs to center on bringing in the best person with the knowledge to do the work, instead of the best available person with a degree.

What advice would you give other Black STARs?

Monique: Invest in yourself. Believe in yourself. Enter every room and sit at every table knowing you and your skills are valuable. Lastly, document your wins and achievements and update your resume regularly. A mentor gave me that advice many years ago, and it has served me well. You never know when you will have to inform or remind someone of the value you add.

Keith: Be resilient and work on ways to tailor your profiles and resumes to reflect how you can be a better asset to the company.

Da’Von: Develop your sense of intuition on what opportunities to embark on and with whom. All opportunities that come knocking aren’t always welcoming, so do your due diligence regarding the industry, the organization, and the people that you’ll be working with and/or for. This can prevent a lot of headaches and heartaches during your professional journey.

Danielle: Be strong, be tenacious, and don’t take no for an answer. Be ambitious, collect as many skills throughout your career, and showcase your work samples during interviews. Be confident in your skills–apply to that job that says it requires a degree. Don’t be shy to reach out to the hiring managers on Linkedin and build relationships-your network can help you get to the right people. Research the organization you are applying to and see if their culture will serve you and your goals. Most importantly, don’t be afraid to shine your light as a STAR. You might become frustrated with the process, but don’t give up. Remember STARs bring tremendous value, and we are indispensable. The workforce needs us.

What advice would you give employers looking to hire inclusively?

Danielle: After working for a Diversity & Inclusion firm for a couple of years, I came to a pivotal point in my career when I realized that unnecessary degree screens were exacerbating problems in the workforce. I came to understand the root of the issue: people don’t like change. For years, Talent Acquisition professionals were programmed to recruit in a way that inherently excluded minorities. By removing this bias, you’re diversifying teams while creating opportunities for your business to evolve. Employers just need to take a chance on a STAR. That’s what happened to me in my 20’s, and it scaled a pathway for me to be a director today.

My advice to employers? Research different markets for your talent pools: create programs in new regions, reach out to organizations that support minorities and skill-based recruitment processes to learn how to find STARs, and learn more about the demographics as well as pathways for STARs.

Keith: Employers have a seemingly simple first step: hire the best person for the position. But in practice, it can be difficult. Educate yourself and remove any prejudice before considering someone for your role. Just because someone has a degree doesn’t inherently make them better or worse than a STAR.

Da’Von: So much data out there proves hiring people for their skills works because people are able to immediately contribute to any organization within any industry. Employers who want to become truly inclusive and equitable should also prioritize professional development, which can also impact business growth.

Monique: Analyze your hiring practices, from the job description to the interview process, to ensure they are truly inclusive and equitable. Analyze the needs of your organization. What problems are you trying to solve? What skills are needed to meet your objectives? Are you connecting with the whole candidate and their skills? A STAR may be the solution your organization needs. Don’t miss out on great talent by being too rigid.

Da’Von: My strongest piece of feedback to employers who are specifically looking to hire Black STARs is: it’s ok to do just that. Intentionally create a mission as an organization to look for this talent, and make sure to have an environment that’s conducive and not detrimental for those individuals or anyone else.

Monique: Yes–be authentic and timely in your DEI practices, and foster a workplace culture that is inclusive and empowering. Address racism, prejudice, and bias in real time; don’t allow things to fester. Black STARs don’t need sympathy or hand-holding. We deserve equal growth opportunities. We deserve an environment where our skills are maximized. We deserve safe spaces where our voices are heard.

This Black History Month, we encourage Black STARs to stand up against the algorithm and tear the paper ceiling.

Danielle is a Director of Strategic Corporate Partnerships at Opportunity@Work. Born and raised in Maryland, she brings decades of on-the-job experience in sales and business development. Danielle is a Certified Sales Professional (CSP) and holds additional certifications such as AWS Business Professional, Salesforce Administrator, and Hubspot Sales Manager. With her Diversity & Inclusion background, Danielle also does speaking engagements and provides a consultative approach to help support our mission of rewiring the labor market for STARs.

Da’Von developed practical skills through certification programs in project management, IT support, business intelligence, data analytics, and artificial intelligence. He’s hoping to complete UIUX and cybersecurity certifications next. He is currently a Senior Associate, Business Analytics at Opportunity@Work.

Keith is a Data Analyst for a Detroit non-profit working to eradicate illiteracy. His experience with alternative routes wasn’t the easiest: “There are so many different certifications, it was hard to find something that stuck. There was no guarantee that if I completed them, I would immediately find work.“ After trying out several programs in the tech field, including Cybersecurity, Network Administration, and Web Development, he settled on Data Analysis.

Monique supports a dynamic group of 5 Enterprise team leaders as an Executive Assistant at Opportunity@Work. One of her favorite mantras is “I do not have a college degree, and I am highly educated.” Over a 23-year career, she has enriched her skill set through online and in-person courses, conferences, learning cohorts, and on-the-job training. In 2023, she proudly achieved the designation of Certified Administrative Professional (CAP). She’s studying to earn a CAP specialty certificate in Organizational Management this fall.