For decades, the typical hiring playbook has started at the end of the pipeline: college campuses, job fairs, and early-career recruiting programs. But if we’re serious about building a truly diverse workforce, it’s time to extend the funnel—and start where the opportunity gap begins: K-12.

The Problem: Too Late, Too Narrow

By the time most companies show up on a college campus, the talent pool has already narrowed—shaped by years of inequitable access to advanced coursework, exposure to careers, mentorship, and support. It’s not a pipeline problem—it’s a visibility problem.

The current model reinforces the status quo. And for employers who say diversity is a priority, waiting until college is simply too late.

The Shift: Invest Earlier, Reach Wider

Forward-thinking employers are beginning to understand this. They’re not just recruiting—they’re building pathways:

• Partnering with K-12 schools in historically underserved communities to build relationships, brand awareness, and opportunities for students to engage in field trips, internships etc. 
• Sponsoring STEM, business, and creative programs for middle and high school students.
• Connecting current employees as mentors and role models—especially those who reflect the backgrounds of the students they serve. This can be in the form of internal volunteer programs for your current staff to engage with specific schools.
• Embedding career exploration and real-world exposure into the early learning journey by offering content, opportunities, and resources to local schools. You could do a school site visit, providing an afterschool program, or field trip learning experience for younger grade levels. 

These are often perceived as CSR initiatives, but they are not—they are long-term talent strategies.

The Opportunity: Equity and Strategy

This isn’t just the right thing to do—it’s smart business. Companies that invest early:

• Create deeper brand loyalty with future talent.
• Expand access to underrepresented voices long before hiring.
• Build trust in communities that have long been excluded from opportunity.

In a time of fierce competition for talent, the data is clear: organizations that prioritize representation and invest early in diverse pipelines outperform those that don’t—the future of hiring belongs to the companies willing to lead upstream.

The bottom line:
If you want to hire more diverse talent tomorrow, start by investing in them today where they are learning and exploring their futures. That’s middle and high school. 

To learn more about developing programs, relationships, and brand awareness with k-12 create a free SchooLinks member account here.