Across the United States, businesses face an increasingly complex hiring environment. While some employers expand their recruitment efforts across borders and industries, a more effective and sustainable strategy may lie in reevaluating how talent is identified, prepared, and integrated, not necessarily where it originates. 

The Opportunity Divide in America, referring to the gap in access to educational resources, professional networks, and meaningful employment, remains a nationwide concern. This issue affects a broad population, particularly young adults. Many of these individuals possess the aptitude and motivation to succeed, but have had limited access to formal training or viable career entry points. 

This demographic is often referred to as Opportunity Youth, a term that encompasses young people who are neither enrolled in school nor participating in the labor force. While Year Up United (YUU) focuses its programming on individuals aged 18 to 29, the broader definition can begin as early as age 16. Regardless of age bracket, this population is significant, untapped, and increasingly relevant to employers seeking to build a sustainable workforce. 

Companies that intend to remain competitive in the modern economy must consider adopting a hiring model that values capability and readiness over conventional qualifications. Skills-based hiring offers such an approach and, when applied nationally, has the potential to benefit both businesses and society at large. In fact, closing the Opportunity Divide requires a comprehensive, scalable commitment from the employer community. 

A Systemic Approach to a Systemic Challenge 

The Opportunity Divide is neither limited to individual cities nor confined to particular industries. It is a systemic issue that intersects with race, income, and geography. Traditional hiring practices often reinforce this divide by emphasizing academic pedigree and professional networks over practical experience or demonstrated skill. 

Closing the Opportunity Divide necessitates an alternative strategy, one that builds new pathways into the workforce for individuals too often overlooked by conventional systems. Year Up United was established to help address this disparity. Through its national Career Pathways job training program, Year Up United equips young adults with relevant training in fields such as data analysis, customer success, IT support, and project management. These programs are developed in collaboration with employers, ensuring that students are prepared to meet the evolving demands of the workforce. 

In addition to Career Pathways, Year Up United offers holistic end-to-end talent solutions, including Talent Networks, YUPRO Placement, and Grads of Life. Each offers a distinct contribution to the hiring ecosystem: 

• Career Pathways delivers structured technical and professional development, culminating in internship placements that serve as gateways to employment. 
   

• Talent Networks brings together local training providers, community partners, and employers to build more adaptable and scalable workforce ecosystems.   
   

• YUPRO Placement functions as a staffing service, facilitating employment matches between alumni and companies that value readiness and capability. 
   

• Grads of Life provides advisory services to employers, guiding them in the development of inclusive, skills-first hiring practices and helping them reconsider how they evaluate and recruit candidates.  
   

Together, these programs form a cohesive national system designed to strengthen the workforce and contribute meaningfully to closing the Opportunity Divide. 

Internships as a Measurable Intervention 

Internships remain one of the most practical ways for employers to assess emerging talent, and, when designed thoughtfully, they also provide essential access to career paths for individuals historically excluded from such opportunities. Year Up United’s internship model prepares candidates to enter the workplace with both technical knowledge and a solid foundation in soft skills, such as communication, time management, and collaboration. 

For employers seeking to make tangible progress in closing the Opportunity Divide, a strategic decision to hire interns from programs such as Year Up United represents a logical starting point. These internships are structured to produce lasting outcomes. According to a cost-benefit analysis conducted by independent researchers, every dollar invested in Year Up United yields approximately $2.46 in societal return. Scaled to $100 million in investment, the projected benefit exceeds $240 million. 

Moreover, internships often serve as entry points to long-term careers. Many alumni of Year Up United not only secure full-time roles but also advance within organizations, later contributing to talent acquisition and mentorship. This continuity strengthens the internal culture of participating companies and contributes to workforce stability. 

Developing a Reliable Talent Infrastructure 

Hiring in today’s market requires more than job postings and relocation packages. Companies must invest in developing talent pipelines that are sustainable, scalable, and aligned with long-term strategic goals. Year Up United offers a comprehensive framework for such development. 

Through Year Up United’s interconnected programs, employers can access a broad network of motivated candidates who are ready to engage in meaningful work. Importantly, these solutions operate at a national scale, allowing companies with multiple locations to implement consistent hiring practices across regions while tailoring training to specific industry needs. 

Employers that engage with Career Pathways and Talent Networks gain access to a broader, better-prepared talent pipeline. One designed to meet evolving business needs through skills-focused training and employer-aligned coordination. 

By hiring interns through Career Pathways, employers can expand their access to early-career talent with relevant training and a demonstrated commitment to professional growth. 

These systems not only facilitate access to talent but also represent a concrete method of closing the Opportunity Divide. 

This model is especially relevant for companies looking to engage Opportunity Youth in a way that is both practical and enduring. In cities across the country, alumni of Year Up United have transitioned from program participants to professionals with influence in hiring decisions, thereby reinforcing the cycle of opportunity. 

Business Outcomes Beyond Compliance 

Companies adopting skills-first hiring often find that, beyond expanding access to talent, these practices deliver measurable business advantages. Employees who gain access through performance-based models are often more engaged, exhibit lower turnover rates, and demonstrate a strong alignment with company mission and values. 

Further advantages include: 

• Improved retention rates, as candidates trained through Year Up United tend to have clearer expectations, stronger preparation, and greater investment in their roles. 
   

• Positive brand association, as companies participating in national efforts to support Opportunity Youth and close the Opportunity Divide often gain credibility with consumers, prospective employees, and community stakeholders. 
   

• Operational efficiency, as Year Up United’s model shortens the time between hiring and productivity, thereby reducing onboarding costs. 
   

These outcomes reflect the practical value of a national, skills-based hiring strategy. They also demonstrate how a decision to hire interns as part of a broader workforce development initiative can produce measurable returns. 

A National Approach to a National Problem 

The Opportunity Divide cannot be addressed through isolated efforts or ad hoc initiatives. It requires structured, coordinated, and well-supported programs capable of scaling across industries and locations. Year Up United exists to meet that challenge. 

Companies that seek to improve their workforce strategy, reduce hiring inefficiencies, and contribute to building a stronger economy for all are encouraged to explore partnerships with Year Up United and its holistic offerings. Whether through internships, direct hiring, or advisory support, there are multiple avenues by which employers can participate in a broader effort aimed at closing the Opportunity Divide. 

In doing so, businesses are not simply filling roles. They are investing in the workforce of the future, one where talent is identified by skills, not circumstance, and where Opportunity Youth are given the preparation and visibility they need to succeed. 

If your organization is looking to support a more skilled workforce, we invite you to connect with Year Up United. Explore partnership opportunities, learn more about how to support interns from our national talent pipeline, and take a measurable step toward closing the Opportunity Divide.