Since the last recession, the popular narrative on job quality in the Bay Area has centered around creative perks offered by tech companies. But the reality for most people is that work in our region has gotten unsustainably insecure, poorly compensated, and unsafe.

Now in the COVID era, job quality inequities are exacerbated. Many office workers have been able to adjust to the pandemic in a remote work setting, while workers now recognized as “essential” are called on to shoulder even more risk in order to continue earning a living. These low-paid retail, domestic work, healthcare, and hospitality workers are predominately women of color and immigrants.

Public, philanthropic, community and business leaders are actively engaging in conversations about economic recovery. And there is common agreement that for our region to thrive, we need to improve job quality for Bay Area workers, especially workers of color.

But where intention is strong, the details of how that change will happen are not as clear. Will it come from voluntary employer pledges, new forms of worker organizing, policy change, shifts in how workforce development programs engage employers?

For guidance on this question, we look to partners grappling with this challenge from many different seats at the table. As is our way, we start with workers.

• In the feature story of this month’s edition of The Forge focused on the future of the labor movement, economic justice leader Andrea Dehlendorf of United for Respect casts a compelling vision for a forward-looking labor movement rooted in racial, gender, immigrant and climate justice;
• We also turn to public workforce leaders like the San Diego Workforce Partnership who offers concrete suggestions to build job quality efforts into workforce development programs; and
• Pacific Community Ventures’ Good Jobs, Good Business model used to support small businesses in improving job quality for their workers.

Read on for more thought-provoking content, funding opportunities, job opportunities and more…

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Bay Area Leaders Centering Workers and Racial Justice in Recovery Planning

In this unprecedented political and economic moment, calls for racial justice are coming from the lips and fingertips of not only those in community, but our elected, corporate and philanthropic leaders.

Today, we are all called on to expand our thinking about what a just economic recovery could look like, and do what it will take to make it happen.

In this historic context, Bay Area Leaders are stepping up. They’re coming together in new ways, with new people, to reimagine our approach to economic development, workforce development, and education in a way that centers racial justice, and the needs, voice and leadership of workers. They are seeding and testing new ideas, collaborating across silos, and having hard conversations that are a necessary first step to realizing the diverse, just and inclusive region that so many of us seek.

This month we are excited to share six examples of this groundbreaking work happening in all corners of the Bay Area along with information about funding opportunities, job openings, helpful articles and a call to action for funders.

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In the past five weeks, we have seen unprecedented action in support of the Movement for Black Lives in communities around the country, including many Bay Area cities. In addition to demanding an end to police brutality against black and brown people, community leaders and policymakers are advancing visionary yet practical solutions that re–imagine the systems that perpetuate structural racism in the United States.  

As with all American systems and institutions, we know that the white supremacy and racism that poison our justice system are also active in our education and training systems, contributing to a lack of economic opportunity and mobility for workers of color. 

At ReWork the Bay we wonder, “what could an anti-racist education and training system look like?”  

To begin to answer that question, we acknowledge that education and training systems respond to, and are reflective of, the broader economic system they operate in. Economic policy determines what jobs are created, the quality of those jobs, and in many ways, who gets hired to fill them. In other words, the economic system sets the rules of the game by which education and training systems must play. And in America, those rules weren’t written to lead to equitable outcomes.  

Even before the current economic downturn, when the Bay Area’s capitalist economy was one of the strongest in the world, our region was creating fewer and fewer quality, empowered jobs, and the majority of the good jobs that did exist were unattainable for most black and brown workers. There is ample evidence that shows this trajectory was not a coincidence, but the result of intentional policy choices.  

To re-imagine our workforce system, we need to understand how racism is embedded in, and perpetuated by, our capitalist economy.  

To deepen our learning in this area, we look to leaders of color who are painting a clear-eyed picture of the racist narratives and policies that undergird and embody our capitalist economy, and advancing visionary ideas for how things could be radically different. This month, that included: 

• Ibram X. Kendi’s How to be An Antiracist that unpacks what it means to be “antiracist”, and how racism shows up across all American institutions and systems; 
• The Insight Center’s narrative and policy work on economic liberation grounded in centering blackness; and  
• Liberation in a Generation’s guest-edited edition of the Forge, that unpacks the many ways capitalism is racialized, and casts a vision for a liberation economy, that “provides for people’s basic needs, safety, and security, that adequately compensates people of color for their labor, and that provides a sense of belonging.”  

We hope you will join us in re-imagining a Bay Area economy and workforce system that enables all people to live and thrive with dignity.  

The above mural is a product of the collaborative efforts of youth artists, practicing artists, and community members in the spirit of the movement for black and brown life. It is based on the photograph of Louis Michael, taken by SB Maney on May 29th, 2020 in downtown Oakland during the first of many mass protests of the murder of George Floyd.

Artists, Collaborators, and Contributors: L.C. Howard, Louis Michael, Aireon Tauarres Joy Johnson, Sarahbeth Maney, John Christie, Sam Kober, Gina Martinez, Jessica Gallegos, Kylie Jolyn, Anaya Dennis, Malia Johnson, Prota Mayo Rodriguez, Emiliano Zapata, James Miller, Josue Cruz, Suledy Mones-Higuera, Nicole Green, Juan Guillermo Matia Pablo, and Edwin Alonzo Ortiz Meja, Rayshawn the Artist, Destany Michael, JuVinci the Creator, Julius Underwood.

This mural is a product of the collaborative efforts of youth artists, practicing artists, and community members in the spirit of the movement for Black and brown life. It is based on the photograph of Louis Michael, taken by SB Maney on May 29th, 2020 in downtown Oakland during the first of many mass protests of the murder of George Floyd.

Artists, Collaborators, and Contributors: L.C. Howard, Louis Michael, Aireon Tauarres Joy Johnson, Sarahbeth Maney, John Christie, Sam Kober, Gina Martinez, Jessica Gallegos, Kylie Jolyn, Anaya Dennis, Malia Johnson, Prota Mayo Rodriguez, Emiliano Zapata, James Miller, Josue Cruz, Suledy Mones-Higuera, Nicole Green, Juan Guillermo Matia Pablo, and Edwin Alonzo Ortiz Meja, Rayshawn the Artist, Destany Michael, JuVinci the Creator, Julius Underwood.

What Could an Anti-Racist Education and Training System Look Like?

In the past five weeks, we have seen unprecedented action in support of the Movement for Black Lives in communities around the country, including many Bay Area cities. In addition to demanding an end to police brutality against Black and brown people, community leaders and policymakers are advancing visionary yet practical solutions that re-imagine the systems that perpetuate structural racism in the United States.

As with all American systems and institutions, we know that the white supremacy and racism that poison our justice system are also active in our education and training systems, contributing to a lack of economic opportunity and mobility for workers of color.

At ReWork the Bay we wonder, “what could an anti-racist education and training system look like?”

To begin to answer that question, we acknowledge that education and training systems respond to, and are reflective of, the broader economic system they operate in. Economic policy determines what jobs are created, the quality of those jobs, and in many ways, who gets hired to fill them. In other words, the economic system sets the rules of the game by which education and training systems must play. And in America, those rules weren’t written to lead to equitable outcomes.

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This blog post is part of the Changing Nature of Work project. See here for report, accompanying framework, and an appendix.

In the face of COVID-19, understanding the future of work through a worker-centered lens has taken on a new urgency. 

Before the pandemic, the future of work was already top of mind in California. In the “gig” economy, companies such as Uber, Lyft, Doordash and others sought to redefine employment relationships to exempt their workers from minimum labor laws. In advanced manufacturing and logistics, robotics and workplace surveillance technologies sped up job processes, but often made work more precarious or dangerous as workers were forced to work faster while their every movement is monitored. Responding to these emerging issues, in 2019 Governor Newsom convened the California Future of Work Commission, appointing leaders from education, labor, business, and other sectors to develop recommendations on how to proactively move the state’s workforce into the future, envisioning a new social compact that better met the needs of workers. 

That same year, ReWork the Bay, together with Jobs with Justice – San Francisco and Working Partnerships USA, launched our Changing Nature of Work (CNoW) project. As organizations that represent and amplify the voices of working people, we offer a different framework for understanding how work is changing — and it’s not just about technology.  The shifting dynamics we see today are the culmination of decades’ worth of more fundamental changes to our economy and our democracy: the growing power disparity between workers and firms; institutionalized racism and gender oppression; climate change, and demographic shifts. Technology is not a driver of change, but a tool that facilitates it.

By assessing the ways work is changing in the Bay Area and scanning the landscape of local and regional responses to those changes, the CNoW project sought to build a framework to help stakeholders make sense of the barrage of information and speculation about the “future of work” and to assess potential on-the-ground responses. This is important in a moment where new technology permits long-standing inequities to show themselves in stark, new ways.

Take the example of home grocery delivery, an industry that has exploded during the pandemic. While providing the same service, Safeway and Instacart have each taken very different approaches to their rapidly growing workforce. In early April, Instacart reported that customer demand had surged by 300%. Throughout this boom, the corporation has failed to provide the shoppers in its contingent workforce with personal protective equipment, hazard pay, or paid sick time. Workers had to go on strike – twice — before Instacart would agree even to provide workers with hand sanitizer and gloves. Instacart refuses to pay a living wage (let alone hazard pay) to its workers, who make less than $10 a delivery. This is far from adequate compensation for individuals assuming extraordinary risk while providing an essential service. 

But explosive growth need not come at the expense of working people. During the COVID-19 pandemic, Safeway and its store and delivery workers, represented in Northern California by the United Food and Commercial Workers union, agreed to enhanced health and safety protections, flexible scheduling for parents, and additional paid sick leave. Nor do high-road practices impede a company’s growth: in late March, Safeway announced 2,000 immediate openings for in-store and delivery workers in Northern California alone. 

Having a long-standing institutional channel in place for advocacy, protection, and self-representation, which their employer is contractually bound to bargain with, has made an immediate difference for Safeway workers. As the coronavirus has shown us in particularly stark terms, the more workers have channels to voice concerns and advocate for improvement, the better off we all are. 

The Greek root for the word crisis means decision. This pandemic is a time for decisions around how work will be different after the crisis. Times of disruption offer us an opportunity to remake structures that have failed us. Strong worker voice means shared prosperity. If we are to move forward to a better society, rather than replicating past mistakes, workers need to be front and center in shaping the future. 

Read the full report here.

Working Partnerships USA (WPUSA) is a community organization bringing together the power of grassroots organizing and public policy innovation to drive the movement for a just economy.

Jobs with Justice San Francisco is a long-term, strategic alliance of labor, community, faith-based, and student organizations working together to build a strong, progressive movement for economic and social justice locally and nationally.

Small Businesses are Key to an Inclusive Recovery

California small businesses, half of which are owned by people of color, are often more open to hiring people with barriers to employment. Most also support investing in their workers, including expanding job protections.

A thriving small business ecosystem is critical to an inclusive recovery. This week we feature a piece from our Equity at Work Council member Mark Herbert of Small Business Majority about the impact of COVID-19 on small businesses and policy ideas to meet their needs.

Job creators need help to survive and thrive after COVID-19

By Mark Herbert, Small Business Majority

While parts of our region slowly start to reopen, the impacts on our small business community and the workforce continue to be bleak. But we have an opportunity right now to recognize the important role small businesses play in providing critical jobs and enact changes that will bolster them, and our workforce as a whole.

The time to act is now.

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May is typically a time set aside to recognize the contributions of entrepreneurs and small business employers around the country as we celebrate National Small Business Week and Small Business Month. This year stands in stark contrast as we do all we can to support small businesses that have shuttered and have been forced to layoff employees due to the spread of COVID-19. This is why it’s important now more than ever to understand the importance of small businesses to a thriving, job-creating economy and ensure they don’t just survive this crisis—but that we promote a robust small business ecosystem that addresses inequities and promotes quality jobs in the Bay Area and nationwide.

Here in California, four million small businesses, nearly half of which are owned by people of color, employ more than seven million people—nearly half of the entire private sector workforce. And importantly, most new jobs are created by businesses with fewer than 20 employees.

Many of these small business owners come to think of their hard-working employees like family, which makes the current crisis all the more devastating for the small business community. Small Business Majority polled small businesses in California last month to better understand the impacts of COVID-19 on small businesses and their workforce, and the results are dire.

An astounding 92% said the coronavirus has impacted their business, with nearly half reporting it has had a severe negative impact. And 44% of small businesses in California have already closed or are planning to do so in the next two months.

Unfortunately, small businesses reported widespread layoffs and furloughs. Thirty-one percent have permanently laid off their employees, roughly half (49%) have furloughed employees and most (71%) have reduced hours, salary or both for their employees as a result of the crisis. More than 4 in 10 (41%) have permanently laid off, furloughed or reduced the hours/salary of their entire workforce.

These devastating numbers underscore why we must take action to ensure small businesses can recover, rehire and sustain good jobs in California. We asked small businesses what they need right now to help them survive this crisis, and most small businesses (93%) reported they need direct grant assistance.

This is why at Small Business Majority we have worked since the beginning of the crisis to educate stakeholders, policymakers and the media about the importance of small businesses to our economic recovery and why we need a robust, direct grant program to reopen Main Street and get people back to work. To date, thousands of small businesses and advocates for the business community have signed our letter calling for a direct grants program for small businesses.

What’s more, last week we released our new Roadmap to Recovery that outlines immediate and long-term actions in key areas that can ensure small businesses’ survival and help businesses and their employees thrive after this crisis. We’re particularly concerned with promoting a more level playing field for entrepreneurs of color, women, immigrants and other underserved businesses that create jobs in their local communities. This is especially important to the Bay Area as we work to address inequalities in our local economy and ensure we can overcome the pandemic.

While parts of our region slowly start to reopen, the impacts on our small business community and the workforce continue to be bleak. But we have an opportunity right now to recognize the important role small businesses play in providing critical jobs and enact changes that will bolster them, and our workforce as a whole.

The time to act is now.

Mark Herbert serves as Vice President, California for Small Business Majority, overseeing the organization’s policy, outreach and development efforts across the state. Mark is also a member of ReWork the Bay’s Equity at Work Council where he represents small businesses in the conversation about making our regional economy more equitable.

This blog post highlights a published report from the Insight Center.

With nearly half of all Californians at high risk of unemployment and the Bay Area anticipating more than 800,000 job losses by May, it is time to unpack the root causes of racial and gender inequities endangering those whose labor is valued in our society, but not their full selves.

In the Bay Area, more than 1 out of every 2 retail and grocery workers cannot take paid sick leave, and women are less likely to get authorized leave than men. Black, Asian, and Latinx households hit especially hard by the virus still log long hours in low-wage positions like personal care, agriculture, and food prep.

“Re-imagining a Bay Area Workforce System Grounded in Racial and Gender Equity,” a new report from the Insight Center, examines how women and people of color have made untold contributions across industries, despite being denied basic rights and fair wages due to racism, sexism and xenophobia baked into our workforce policies and practices. These injustices are amplified by the current crisis, and we will need a workforce system designed specifically to meet the needs of marginalized groups in order to have a just and inclusive recovery.

Supported by ReWork the Bay, a collaborative of funders, advocates, workers, and employers housed at The San Francisco Foundation, the report highlights the challenges the Bay Area Workforce system has in meeting the needs of women, people of color, and immigrants. As a result of discriminatory policies reinforced by harmful narratives, many of these workers are forced to live on the edge because of the systems and laws that have continued to devalue them.

Despite reforms like the 8-hour work day, labor victories of the past two centuries heavily benefited white men and deliberately excluded others because of their race and gender. Nineteenth century unions, for example, achieved landmark benefits that left out women and people of color — often crowded, both then and now, into low-wage professions in service, domestic, and agricultural work — from basic rights such as overtime pay and minimum wage.

As the coronavirus pandemic unfolds, it reveals the deep scars of these economic inequities by race and gender. For far too long, the very jobs powering the Bay Area have barely provided enough to keep the lights on and put food on the table, much less weather a health emergency, lay off, or recession. As shown in the report, the region’s most common profession, personal care or caregiving, is 80 percent female, largely done by women of color, and pays a median hourly rate of $11.68 that is well below San Francisco’s minimum wage. The five most common jobs, including retail and food prep, are heavily filled by women and people of color and pay a median annual wage about $90,000 less than other common occupations more frequently taken by white men.

During the Great Recession, the Bay Area launched unprecedented cross-county partnerships that will prove crucial to sharing the data, ideas, and resources needed to with stand and overcome this pandemic. True to the region’s progressive spirit, local stakeholders can take the lead in pushing for systemic change, especially when federal actors may stall or even impede reform. For one, ensuring that undocumented workers — the cornerstone of nearly all essential industries and services — can quickly access all available relief funds should be a top priority in every county. In addition, workforce boards can take a stand, together, in ensuring that the nearly 70,000 personal care aides across the region gain added protection through statewide employment law reform, the creation of a comprehensive long-term care system, and access to basic savings accounts.

As we brace for uncertainty and loss, applying a racial and gender equity frame to the Bay Area workforce development system can challenge us to learn from a shared past, liberating us to envision a workforce where all are seen and valued for their full, and truly essential, worth.

Aisa Villarosa is the Associate Director of Policy and Advocacy at the Insight Center for Community and Economic Development. An artist and attorney, Aisa blends creativity, analysis, and advocacy to drive change toward racial and gender equity.

Toward a #WorkerLedFuture

The “future of work” is often framed as the inevitable outcome of factors outside of our control. In reality, we all have agency, and in fact a responsibility, to help decide what the future of work will look like, and who it will benefit. Today we are excited to release a report in partnership with Jobs with Justice San Francisco and Working Partnerships USA that offers a framework to help us all play a part in creating a #WorkerLedFuture.

The Future of Work(ers): New Framework Examines the Changing Nature of Work in the Bay Area

By Working Partnerships USA and Jobs with Justice SF

The shifting dynamics we see today are the culmination of decades’ worth of more fundamental changes to our economy and our democracy: the growing power disparity between workers and firms; institutionalized racism and gender oppression; climate change; and demographic shifts. Technology is not a driver of change, but a tool that facilitates change and permits long-standing inequities to show themselves in stark, new ways.

READ BLOG AND REPORT

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The COVID-19 pandemic and ensuing economic crisis has pulled back the curtain on economic and societal problems that we have allowed to fester in the Bay Area for far too long.

At the same time, the Bay Area continues to have plenty of resources, both financial and human, to be an inclusive region where all people have quality, empowered employment.

Prior to the pandemic, income inequality had already reached levels that were actively threatening our region’s diversity—the lifeblood of our culture, economy, and identity. Despite the dire consequences that all Bay Area residents faced if we continued down the path of “haves and have-nots”, we still were not able to harness our region’s power and resources to create a diverse and equitable Bay Area where all people can live and thrive.

Of the many things that Shelter-in-Place is revealing about our society and economy, nothing is clearer than the fact that a vast number of Bay Area residents work in jobs that are essential to our communities functioning. At the same time, these essential jobs are often plagued by appallingly low pay, poor working conditions and gaps in public safety net programs that rob essential workers of the security and dignity they deserve.

At the same time, the small business community, who are often the most likely to invest in their local neighborhoods and hire people who are often passed over for corporate jobs, are fighting for their lives.

As the unemployment rate climbs, tax bases shrink, and quality of life aspirations make way for survival instincts, it will be easy for us to take on a scarcity mentality. Historically, we know that job quality gains and worker-centered business practices, won in times of plenty, tend to be lost when a recession comes.

But it doesn’t have to be that way.

An inclusive Bay Area starts with an inclusive recovery.

We can win shared prosperity in our region—it will take imagining and actualizing an inclusive recovery from this crisis. This means an inclusive recovery that provides enough quality, empowered jobs for everyone to have one. A recovery that offers equitable access to those jobs, in the form of quality education and training programs and fair hiring practices. And one that ensures universally available affordable supports that we all rely on to succeed at work, including transportation, housing and childcare.

None of this will come easily, nor can it be achieved by any one person, organization, company or funder—it will take all of us. It will not happen if we continue to work in silos, focusing on only one piece of the solution, without active collaboration with others who are working on the other pieces. We are in this together, and we will succeed or fail based on whether we are able to come together across differences for our future, and the future of the Bay Area.

ReWork the Bay brings together people who have historically worked in silos. Through convenings, research, pilot projects, and grantmaking we build authentic collaboration among leaders in economic justice, education and training, business, and philanthropy to advance collective solutions for a diverse and equitable Bay Area.

We are as strong as our people, and in the Bay Area that means we can’t be beat. But we need to move forward together if we want to realize the promise of shared prosperity so many of us believe is right. Now, more than ever, the Bay Area needs leaders who break through traditional divides, advancing collective solutions that make it possible for all of our community members to live full lives with security, dignity, and agency in our work, home, and communities. Shared prosperity is everyone’s job, and it’s time to go to work.

In times of crisis, it is important to not lose perspective on the history that brought us to this moment. To that end, the first piece we are sharing is from the Insight Center in Oakland about their new report: Re-imagining a Workforce System Grounded in Equity. This compelling report looks at the history of the Bay Area workforce system from a race and gender equity lens, and provides recommendations to funders and workforce system leaders to consider as we grapple with how our education and training systems must evolve to ensure an inclusive recovery.

Please see here for additional resources to continue the conversation around an inclusive economy in the Bay Area. We will continue to update these in the coming weeks.