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Adult education credentials and workforce pathways from GED Testing Service

GED Testing Service is the organization behind the GED credential, the most widely recognized high school equivalency assessment in the United States. This MarketScale channel covers adult education policy, test preparation resources, and workforce readiness pathways for the millions of adults without a high school diploma. Education administrators, adult learning program directors, and workforce development professionals follow it for program and policy updates.

9 episodes

Channel Brief·GED Testing Service · 9 episodes

Updated Nov 5, 2024

GED opens doors employers and educators now recognize as equal

This channel argues that non-traditional education, specifically the GED, removes barriers to workforce entry and career advancement. Evidence comes from employer hiring shifts, individual transformation stories, and advocacy from education leaders.

The GED Testing Service channel asserts that alternative education credentials deserve parity with traditional high school diplomas and that societal bias against GED holders is the real barrier, not capability. Episodes ground this argument in employer testimonials, individual success narratives spanning prison-to-employment and entry-to-tech pipelines, and statements from business leaders that skills-based hiring increasingly supersedes degree requirements.

Drawn from Changing Lives with the KFC Foundation and 3 more →

“Earning a GED should not carry a stigma, instead championing non-traditional education.”
Vicki Green, CEO, GED Testing Service and Debbie Rollins, Program Director, KFC Foundation

By the numbers

22 million

adults in U.S. without high school diploma

1000

jobs targeted by 1000 Futures initiative for GED learners

What the channel argues

InsightTech industry is adopting skills-based hiring, opening pathways for GED learners into lucrative roles.→

DataThe 1000 Futures initiative aims to create 1000 jobs for GED learners across the United States.→

InsightGED graduates have transitioned into high-demand tech roles through apprenticeship programs like WithYouWithMe.→

InsightJustice Sanders overcame imposter syndrome and self-doubt through pursuing a GED, dismantling decades of survival-mode thinking.→

InsightA GED is not a barrier to advanced education; Kellie Blair Hardt progressed from GED to PhD and board membership.→

What you'll learn

•Employers are measurably shifting away from degree-only hiring in favor of demonstrated ability, particularly in tech.

•Individual GED earners credit the credential with enabling escape from survival mentality and access to careers previously unavailable.

•Supportive institutional ecosystems, including apprenticeships and mentorship, are as critical to GED learner success as the credential itself.

•Workplace bias and societal stigma remain the primary barrier for GED holders, not capability or competency gaps.

What to do about it

→Audit your hiring criteria and remove degree-only requirements where skills-based assessment can substitute, following the tech industry model.

→Partner with GED learner support organizations like the 1000 Futures initiative or KFC Foundation to build diverse talent pipelines.

→Implement mentorship and apprenticeship pathways for non-traditional education credentialed employees to accelerate their advancement and retention.

Who and what shows up

Vicki Green

CEO, GED Testing Service

Hosts most episodes and frames the core argument that non-traditional education deserves employer parity and removal of stigma.

Debbie Rollins

Program Director, KFC Foundation

Represents institutional support for GED learners; discusses KFC Foundation's role in rewarding GED earners to motivate lifelong learning.

Michael Horn

Author and advocate for transformative educational experiences

Articulates employer need to adapt hiring practices and discusses how non-traditional credentials address urgent workforce gaps.

Cia Kouparitsas

Chief Customer Officer, WithYouWithMe

Discusses diversity and inclusion in tech and the role of re-skilled GED learners in filling the technology sector talent gap.

Kellie Blair Hardt

Board Member, GED Testing Service and GED Math Tutor

Her journey from GED to PhD and executive leadership exemplifies the channel's thesis that alternative credentials can unlock unprecedented opportunity.

Questions this channel answers

Should employers treat GED credentials the same as high school diplomas?

Yes. The channel argues GED holders are equally capable; the barrier is employer bias and outdated hiring practices, not competency. Tech companies are proving this by adopting skills-based hiring.

Changing Lives with the KFC Foundation →

Can a GED lead to career advancement beyond entry-level work?

Yes. The channel profiles GED holders who advanced into tech apprenticeships, entrepreneurship, and executive leadership, including one who earned a PhD and board seat.

GED Graduate to Tech Apprentice →

What personal barriers do GED learners face beyond credential recognition?

Self-doubt, imposter syndrome, and survival-mode mentality are significant psychological hurdles. The channel emphasizes that supportive environments, mentorship, and community are critical to overcoming these.

Empowering Resilience: Breaking Barriers →

How can organizations help GED earners transition into skilled roles?

Through apprenticeship programs, mentorship, and structured upskilling initiatives. The 1000 Futures initiative and WithYouWithMe are cited as models creating meaningful employment for GED graduates.

Re-Skilled GED Learners: The Future of Corporate America →

Best place to start

Re-Skilled GED Learners: The Future of Corporate AmericaConnects GED to concrete employer opportunity via the 1000 Futures initiative and names tech companies shifting toward skills-based hiring.

From the GED to a PhD to the Board of Directors: A Journey of Resilience and EmpowermentSingle story proves GED is launching point, not ceiling, for achievement and embodies the channel's entire argument about unlocked opportunity.

Topics:Skills-based hiring and employer biasAdult learner support systemsTech apprenticeships and career pathwaysWorkforce resilience and re-skillingAlternative credential advocacy

Themes:Alternative credentials as equal economic and social mobility toolsEmployer hiring bias as the primary barrier, not learner capabilitySupportive ecosystems and advocacy as prerequisites for non-traditional learner success

Industry context

Employers are increasingly reconsidering hiring criteria as entry-level job requirements evolve and skills-based hiring approaches gain traction alongside traditional degree-based practices in a shifting labor market.

Entry-level jobs becoming harder to define as technology reshapes workplace expectations (facebook.com) ↗Skills-based economy requires balance between credentials and hiring practices (workshift.org) ↗