BROOKFIELD, Wis.–Fiserv has been named a top performer on the American Opportunity Index, which ranks large companies by how well they create economic mobility for workers.
Compiled through a big-data analysis of career histories, job postings and salary sources, the Index examines the progress of workers in jobs that are open to those without a college degree, according to its organizers.
Fiserv was ranked sixth overall and first in the Business Service sector among the top performers on the first-of-its-kind scorecard of worker advancement launched by The Burning Glass Institute, Harvard Business School’s Managing the Future of Work Project and the Schultz Family Foundation.
Fiserv was recognized for excellence related to three specific key drivers of opportunity:
- Career Launchpad: Hiring workers without experience, training them, and enabling them to move on to better positions
- Career Stability: Offering good, well-paying jobs without significant churn
- Advancement Without a Degree: Welcoming workers without college degrees and moving them up the career ladder.
‘Critical’ Need
“Providing advancement opportunities is critical in our talent-driven technology industry, and being a global leader requires being a destination for top talent in a competitive jobs market,” said Anthony Marino, chief human resources officer at Fiserv. “Internal mobility and career development is a significant component of our workforce development strategy, allowing us to build strong skills and capabilities at every level of our global workforce.”
According to the organization, the American Opportunity Index ranks the largest 250 U.S. public companies, drawing from the real-world outcomes of employees in roles open to non-college graduates. The index measures each organization on three dimensions that are key determinants of opportunity creation: access (workers need to be able to get on the ladder), wage (earn enough to stay on the ladder), and mobility (move up the ladder).
The Goals
The goals of the index are to empower workers to make better decisions as to what positions to seek within which companies in their job searches; to recognize organizations that are setting an example of how of how to create opportunity; and providing human resources leaders with data to help them boost the competitiveness of their workforces.