It’s called the “paper ceiling” –– the barriers for skilled job seekers who lack a bachelor’s degree. Amid the brouhaha in recent years over admissions scams and student debt, a new line of attack is emerging against higher education. This one is being described as an ontological threat in that it questions the existence and value of college itself, while accusing the system of perpetuating multiple forms of inequity. Of course, higher education often has found itself a political football in the past. What makes this time different is its critique of qualities universities typically have seen as their strength.
Everyone knows it’s been a tough few years for higher education. Even before the pandemic, colleges and universities were seeing public opinion souring over rising costs, political correctness, and faculty misbehavior –– causing more than a few students and their families to start doubting the value of degree. With enrollments dropping during the “great disruption” at a pace not seen for half a century, concurrent changes in the American workplace have rendered college degrees unnecessary for a growing number of high wage jobs. Yet many employers require four-year credentials anyway, in what some observers see as an antiquated habit and a cover for discrimination.
The numbers are deceptively simple – that 75% of new jobs insist on a bachelor’s degree, while only 40% of potential applicants have one. According the advocacy group Opportunity@Work, employers mistakenly equate college completion with work aptitude, while disregarding self-acquired knowledge or non-academic experience. The group asserts that the nation’s undervalued workforce “has developed valuable skills through community college, certificate programs, military service, or on-the-job learning, rather than through a bachelors degree. Workers with experience, skills, and diverse perspectives are held back by silent barrier.” As a consequence, over 50% of the American skilled workforce has been under employed and underpaid. More concerning still is that such discrimination is unevenly distributed. Within a 70-million worker cohort of what are termed STARs (Skilled Through Alternative Routes) employees, one finds 61% of Black workers, 55% of Hispanic/Latinos, and 61 of veterans.