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Get 2030-Ready With our Free Festival of Learning

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We are excited to launch The 2030 Movement — a week-long festival of free workshops and panel events focused on coding, data, design, marketing, and career development — in effort to build a better world through tech by 2030. 

Whether you’re looking to dive deeper into data, code your way into a new career, or simply make meaningful professional connections, our robust lineup of  workshops and panel events offers something for everyone . Discover what’s coming up!

Monday, September 14: Career-Proof Skills of 2030

Hear from thought leaders and industry experts about how you can stay in demand in your career — no matter what 2030 throws at you.

  • Morning Motivation: Goal Setting for 2030 8–9 a.m. SGT | 10–11 a.m. AEST
  • Success in the Digital Age: 9–10 a.m. SGT | 11 a.m.–12 p.m. AEST
  • Job Hunting in the Virtual World: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • Courageous Conversations: 1–2 p.m. SGT | 3–4 p.m. AEST
  • Employable in 2030: Closing the Skills Gap: 5–6:30 p.m. SGT | 7–8:30 p.m. AEST

Tuesday, September 15: Staying Human

As industries begin to lean on technology more and more, learn how you can stay in touch with the personal, human side of business.

  • Morning Motivation: HIIT with lululemon 8–9 a.m. SGT | 10–11 a.m. AEST
  • Driving Better Decisions With Data: 9–11 a.m. SGT | 11 a.m.–1 p.m. AEST
  • Designing a More Human Future: 10 a.m.–11 a.m. SGT | 12–1 p.m. AEST
  • Building Relationships in the Digital Age: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • Inclusive Design for a Digital World: 12–1 p.m. SGT | 2–3 p.m. AEST
  • Elevating Customer Experiences With Applied Design Thinking: 1–3 p.m. SGT | 3–5 p.m. AEST
  • Man vs. Machine: The Ethics of Cybersecurity: 5–6 p.m. SGT | 7–8 p.m. AEST

Wednesday, September 16: Sustainability and Ethics

What’s good for business can also be good for the planet. Find out how you can make a positive global impact before 2030!

  • Morning Motivation: Big Dance Energy! 8–9 a.m. SGT | 10–11 a.m. AEST
  • EcoTech: How to Save the World by 2030: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • Smart Cities Shaping the Future: 12–1 p.m. SGT | 2–3 p.m. AEST
  • From Lab to Table: The Future of Food: 2–3 p.m. SGT | 4–5 p.m. AEST
  • How to Make a Profit and Impact: 4–5:30 p.m. SGT | 6–7:30 p.m. AEST

Thursday, September 17: Emerging Tech and Industries

A whole new era of tech is dawning on us. What exactly can we expect industries and businesses to look like in 2030?

  • Morning Motivation: Yoga with lululemon 8–9 a.m. SGT | 10–11 a.m. AEST
  • So You Want to Be a Coder?: 9–11 a.m. SGT | 11 a.m.–1 p.m. AEST
  • Transport Yourself to 2030: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • 2030-Proof: Demystifying Machine Learning and Artificial Intelligence: 12–2 p.m. SGT | 2–4 p.m. AEST
  • Tech Trends: Fad vs. Future: 6–7 p.m. SGT | 8–9 p.m. AEST

Friday, September 18: Wellness and Resilience

We know you’re ready to trailblaze into 2030, but that doesn’t mean you should lose sight of your own well-being. Let’s talk self-care, self-love and self-satisfaction.

  • Morning Motivation: Strength Class with lululemon: 8–9 a.m. SGT | 10–11 a.m. AEST
  • Getting to Happy: 9–10 a.m. SGT | 11 a.m.–12 p.m. AEST
  • Find Your Financial Zen: 10 a.m.–11 a.m. SGT | 12–1 p.m. AEST
  • Building Resilience in Your Career: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • Productivity in the Age of Distraction: 12–1 p.m. SGT | 2–3 p.m. AEST

Saturday, September 19: Rising Stars

Arm yourself with the skills needed and hear from professionals who’ve made the switch to the startup and tech industry.

  • Morning Motivation: HIIT with lululemon 8–9 a.m. SGT | 10–11 a.m. AEST
  • The 2030 Social Media Playbook for Start-Ups: 9–11 a.m. SGT | 11 a.m.–1 p.m. AEST
  • The Ultimate 2030 Product Management Guide for Beginners: 10 a.m.–12 p.m. SGT | 12–2 p.m. AEST
  • How to Land a Job at a Tech Startup: 11 a.m.–12 p.m. SGT | 1–2 p.m. AEST
  • Women Funders and Founders: 12–1 p.m. SGT | 2–3 p.m. AEST

Be 2030-ready. Join The Movement. 

A new chapter

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A message from co-founder and CEO Jake Schwartz:

Today marks an important new chapter in the General Assembly story. We’ve had a lot of these big milestones since we started as a team of four almost ten years ago. In that time, we raised five rounds of venture capital, expanded to nearly forty markets in seven countries, launched hundreds of new programs and courses, worked with over 400 companies on large-scale digital transformation initiatives, and were acquired by the largest human capital solutions company in the world. 

All of these chapters had a few common threads. Our mission, our vision, our approach to the world — and, me as CEO. So this new chapter is going to be different, which will involve me stepping away from my role as CEO of General Assembly after ten amazing years. 

As with any big change, I feel some uncertainty and a level of trepidation (a feeling I know that our students experience every single day as they gain new skills and transform their careers). But I’m also really, really happy, because we’ve found a really dynamic and talented executive to step into the CEO role. Over the past six months, we’ve run a robust and intensive search, with a lot of deliberation and consideration of many talented and qualified candidates. 

So: I am excited to announce Lisa Lewin as our new Chief Executive Officer, starting August 17.  I have absolute confidence that Lisa is the leader who will ensure that General Assembly reaches its ambitious growth goals, while also contributing to the culture that will ensure its continued success. I am also looking forward to being a part of this process — I’ve told Lisa I’m here for whatever support she wants or needs (while of course not getting in the way.)

At the start of GA, I was just coming out of the painful anxious experience of graduating college into a recession, feeling lost and lonely in the world of work. Being able to translate that experience into an ever expanding pathway for others in the same predicament has been incredibly meaningful to me personally. But to be able to build this among a brilliant cast of thousands — team members, students, alumni, partners, investors — has been the greatest honor of my working life. I cannot think of a better steward for the next phase of this company’s development than Lisa Lewin, and I cannot wait to see what comes next for General Assembly.

To learn more about General Assembly’s new CEO, Lisa Lewin, read our press release here.

Digital Marketing Essentials: Content Marketing Strategy

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What is content marketing? Is it content creation or marketing? Well — it’s both. Content marketing encompasses the creation, editing, and distribution of content to help a specific target customer along in their journey toward a business. It’s marketing that simply looks like content. And that’s why it’s a tactic every marketer must have in their toolkit.

Here’s a quick take from GA instructor Kristy LaPlante, who’s worked with iconic global brands including Disney, Nike, Samsung, Starbucks, Nordstrom, and more.

If you’re curious to keep exploring, discover our popular short-form marketing workshops or dive deeper in our upcoming 1-week or evening Digital Marketing course to cement a versatile foundation in the tools that make powerful marketing campaigns and strategies.

Browse Marketing Workshops and Courses

Digital Marketing Essentials: Social Media Strategy

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With social media evolving seemingly by the day, it’s a critical part of any marketer’s audience development strategy—from Facebook to Twitter, Instagram, TikTok, and more. Watch this quick lesson to get a foundation in the essentials from GA instructor Kristy LaPlante:

If you’re curious to keep exploring, discover our popular short-form marketing workshops or dive deeper in our upcoming 1-week or evening Digital Marketing course to cement a versatile foundation in the tools that make powerful marketing campaigns and strategies.

Browse Coding Workshops and Courses

Digital Marketing Essentials: The Building Blocks

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In business today, marketers seemingly have to to do it all, from acquiring new customers and users to nurturing deeper relationships with them and ultimately growing revenue. That’s why GA instructor Kristy LaPlante is here: to help you explore what makes for great brand building, and how modern marketers drive successful campaigns using content, email, social media, paid advertising, and more.

Start with this short lesson to get a foundation in the building blocks of marketing:

If you’re curious to keep exploring, discover our popular short-form marketing workshops or dive deeper in our upcoming 1-week or evening Digital Marketing course to cement a versatile foundation in the tools that make powerful marketing campaigns and strategies.

Browse Marketing Workshops and Courses

Digital Marketing Essentials: Analytics

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Having a brilliant idea for a campaign strategy is exciting, but if you can’t measure your tactics, you can’t make data-driven decisions to help you optimize toward your goals. From understanding key engagement metrics and the tools to gauge them, GA instructor Kristy LaPlante lays down the fundamentals for you in this short lesson:

If you’re curious to keep exploring, discover our popular short-form marketing workshops or dive deeper in our upcoming 1-week or evening Digital Marketing course to cement a versatile foundation in the tools that make powerful marketing campaigns and strategies.

Browse Marketing Workshops and Courses

Filling the Gap Between Learning & Engagement

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The COVID-19 pandemic has led to a rapid and forced transformation of many businesses. Plans that companies previously anticipated rolling out over many years have been decided and implemented in weeks.  

Amid this rapid change where many are scrambling to adapt, leaders should ask themselves what other “five-year plans” should fastrack to keep pace with these critical business plans. One of the plans that companies should evaluate is talent development: how can businesses develop strategic plans to meet the needs of their rapidly evolving businesses?   

Creating talent development work isn’t as easy as providing online learning to employees. Our Marketing Standards board members met recently and uncovered an unexpected commonality. While all of them are making learning available to their employees, the primary area for improvement on their employee engagement surveys continues to be upskilling. This revelation brought on a layered conversation about the common challenges employers face when it comes to engaging employees in training and development — especially when these pieces of training are online. So, what’s causing the disconnect between desire and action on upskilling employees, and most importantly, what can leaders do about it?   

Understanding the Disconnect

Upskilling is urgent for employers — especially for newer professionals who aren’t going to be satisfied in their jobs if there are no learning (or advancement) opportunities. Employees don’t merely want a job; they want to work for companies they can learn from and grow within; employees wish to build careers.  

In a Deloitte survey, 90% of employees said their organizations were redesigning jobs. The World Economic Forum reported that more than half of all its employees would require reskilling or upskilling to address the digital skills gaps driven by changing job requirements over the next three years.  

For many reasons like these, our board members agree that it’s an employer’s responsibility to make learning available and an integrated part of the employee experience.  

So, what’s getting in the way of learning — from the employee perspective?  

Two big factors are time and incentive. Many employees feel like there’s not enough time during the workday to take the training accessible to them. Others don’t prioritize upskilling because although they want new and updated skills, there is no extrinsic motivator for learning them. One of the clearest opportunities for extrinsic motivation often isn’t clearly connected to training: it’s the idea that training and skills are requisite expectations for the job or performance. The right jobs motivate all of us.  

Possible Solutions

Providing employees with upskilling opportunities signals to them that they are valued and that they have a future within their workplace organization. However, offering a training program isn’t enough — the implementation of these programs must be intentional, structured, and relevant. During our conversation, board members came up with tips that can help companies foster a learning-positive workplace. These tips include:  

1. Partner With Leadership to Allocate Time During the Workday

Big roadblocks employees face: blocking time to make learning important and creating company-wide time blocks, like “No Meetings Fridays,” to provide designated time for employee upskilling. Making these time blocks company-wide is critical. If some teams aren’t participating in it, they’ll throw a meeting on the calendar that conflicts with the learning time. At that point, you’ve lost the consistent open time and original initiative purpose you’re trying to create for your team.   

2. Extrinsic Incentives: Compelling Rewards

Extrinsic incentives are tangible motivators that can encourage employees to take an upskilling training course. Offering incentives gives employees a clear prize at the end of their experience, plus an added incentive to complete learning by a particular due date. This specific incentive is a nice touch from board member Gretchen Saegh (CMO of L’Oréal USA), who plans on rewarding “the best re-scorer” of the CM1 assessment with being “CMO for the day.” These empowering incentives give employees a sense of purpose, a structured career path, and long-term vision, giving them valuable real-world experiences and advice that can be difficult to get elsewhere.  

Extrinsic Incentives: Executive Messaging on Expectations

Source: https://learning.linkedin.com/resources/workplace-learning-report

When employees see their managers endorsing upskilling, and also see the executive team pushing for the same thing, it speaks volumes about the value of upskilling within that organization and the expectations around completing tasks and initiatives surrounding it. The bottom line is that upskilling gains immediate credibility when employees see it supported by leadership. A message from the CEO and executive team is imperative when it comes to setting the tone for a company, as a message from “the top” can have a ripple effect throughout the organization.   

Getting employees to translate the desire-to-action key values of online learning is particularly pertinent as more employers look for efficient and effective ways to train their employees remotely via online training providers. It’s a new world, and there’s no magic bullet, hidden secrets, and there are certainly no shortcuts. The right online training is thoughtful and methodical: it considers human behavior, personal motivations, and leadership alignment + support to get online training to occur and resonate for employees — from entry-level positions to the C-suite.  

Finally, there’s the process of trial and error. Although initiatives often start with the strongest and best of intentions, the most successful training results adapt and fluctuate over time. No plan is flawless right out of the gate — however well-planned or well-intended.  

Learning is always a journey.

To learn more about how General Assembly can help guide your company’s talent transformation, check out our enterprise marketing solutions.

General Assembly + CUNY

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These are unprecedented times for the world and for New York City. Many things have changed, but our goal hasn’t: We’re committed to your success and here to provide guidance toward the right jobs for you. 

Thank you for indicating interest in CUNY’s upskilling coursework in partnership with General Assembly, and congratulations on taking time to invest in yourself!

Register for the course by filling out this Google Form. An email that invites you to join the course will be sent to you within 3-5 business days.

You can get started below:

Data Analytics

GA’s online Data Analysis On Demand program is designed to get you started on the path towards becoming a stronger, analytical operator. Many industries require data skills, including product management, marketing, finance, and operations across job titles such as data analyst, business intelligence, data scientist, data engineer, and data architect. Data jobs have doubled since 2012, and salary ranges are $40–80K for data analysts and $60–120K for data scientists. 

This program will familiarize you with the key systems that allow you to make sense of data for every type of industry or job and visually express the findings to your stakeholders. It provides a comprehensive foundation to equip you with the context, process, and tools to identify and communicate data-driven insights using Excel and SQL. Students will leave the course with a business case and analysis for a client; they will learn to extract data using SQL, clean and analyze in Excel, and create the visuals and argument for their conclusions.

Learn more about Data Analytics On Demand at General Assembly.

Digital Marketing

GA’s online Digital Marketing On Demand program is designed to help you learn and implement the most in-demand digital marketing practices of the 21st century. The ability to analyze the vast amounts of data generated by digital marketing activities, and translate that analysis into digital marketing strategies and tactics, will be among the most important skills for marketers in the next decade. Digital marketing jobs have more than doubled in the last five years alone, and the average starting salary for these positions is $76,000. 

This program will teach you the foundational skills across five focus areas: customer insight, creative and content, marketing channels, analytics, and marketing technology. You’ll learn to apply core digital marketing skills like market research, search engine optimization, CRM, and automation, and launch multi-channel brand, acquisition, and retention campaigns. Whether you want to pursue a full-fledged marketing career or have a substantial grasp on marketing language and skills to support other work, this course will equip you with formal training and a portfolio to establish yourself as a competitive candidate. 

Learn more about Digital Marketing On Demand at General Assembly.

How Our Immersive Graduates Get Jobs: GA’s Outcomes Report 2018-2019

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“The most reliable way to predict the future is to create it.”
— Abraham Lincoln

A New World

We began 2020, the new decade, in a way that none of us could have ever imagined. The COVID-19 pandemic quickly turned our world upside down, affecting millions. News of layoffs and a collective unease about the future permeates our every day. We are in an adjustment period — an opportunity to reflect, gain clarity, resolve, and find out just how strong and capable we are.

General Assembly was created in 2011, in the aftermath of the last recession, to help people pursue work they love and find inspiration in a strong community of entrepreneurs, technologists, creators, and innovators. We know so many of you are feeling uncertain, and we want you to know that we’re not going anywhere. An increasingly digital world demands digital-first skills — in greater numbers. The technology, marketing, design, and data skills we teach will be more resilient and relevant in a post-COVID-19 era. 

Our 2018–2019 Outcomes Report: the Full Story

Today, we are excited to share our latest Outcomes Report; it was just reviewed by KPMG, a Big Four* accounting firm, which looks at the graduation and job placement rates for 4,287 students completing their programs over 18 months, between January 1, 2018, and March 31, 2019.

 Here are some highlights from our recent report:

  • 91.4% of graduates who participated in GA’s full-time Career Services program accepted a job offer in their field of study within 180 days of graduating. 
  • An additional 8.3% accepted a job offer after 180 days, for a total of 99.7% of this eligible population working in their fields.
  • GA grads have gone on to work at top multi-industry companies including Amazon, Charles Schwab, Dell, Google, Home Depot, IBM, and more.

We have a diverse community of students, and our outcomes rates remain strong as we create pathways for people from a wider variety of professional backgrounds and life experiences.

We also know that the Outcomes Report only tells one part of the story: the first job that a graduate secures post-GA. To find out what happens over time, we surveyed our alumni base last year with the global polling firm Gallup and learned the following:

  • 106%: Average percentage that Immersive graduates see their income increase within five years of graduation from General Assembly.
  • One year after the course, 84% of graduates were happier in their careers, and 74% were making more money. 

Why Us?

Most students who come to General Assembly’s Immersive programs do so for one reason: to find a job in a new career. From the beginning, we established rigorous standards that ensure our graduates are meeting their career goals and getting a return on their education investment. 

You won’t be doing it alone. As Matt Brems, our Lead Data Science Instructor, shares, “It’s important to note that this time isn’t spent alone! Your peers in the industry attend meetups. Your classmates work beside you and with you to hone skills. And your instructors are dedicated to supporting you as you put your best foot forward beyond General Assembly. You are joining a community, and we’re ready to welcome you into it.” 

Our Unwavering Commitment 

Griffin Moore (they/them), one of our Career Coaches in Washington DC, shares, “Career changes are tough. Imposter syndrome or fear of the unknown can overwhelm even the most seasoned tech professionals. As a career coach, I serve as a partner in accountability, strategy, and motivation. I work with students from day one of their Immersive to develop their personal brand and job-search tools, all the way until they sign their job offer.”

Going forward, we know the job market will look different for everyone — not just our graduates. Our commitment to our students remains the same. Teaching relevant skills, preparing people for their job searches, partnering with employers, and working with students to find the best possible outcomes — we’re continuing to adapt in real-time to respond to the most current events. Here’s how we’re changing our approach:

  • Free workshops. We’re making more content and curriculum free to ensure that people seeking jobs have more opportunities to gain new skills. Free Fridays offer our most popular workshops and events for free every Friday. 
  • Remote training. We’ve trained all our career coaches in remote coaching and curriculum delivery and are updating our curriculum in real-time to make sure it reflects the current state of job seeking.
  • Deeper relationships. We’ve invested more deeply in our partnerships efforts, delivering weekly insights and engagements to our teams, conducting outreach to growing industries, and finding ways to support our hiring community during this time.
  • Reskilling partnerships. We’re training laid-off workers. We launched our first reskilling coalition in Louisville, KY, and we expect to announce many more in the coming months.
  • Strategy shifts. We’re helping our grads identify how to shift their job search processes at the moment. We’re advising them to watch industry trends, grow their community networks, build their skills, and shift expectations around weekly job search success — the application process may be slower, but we encourage an increase in online networking and expanded industry learning.
  • Increased resources. We are working with our loan partners to ease the financial burden of loan repayments, make more job search strategy sessions available to all graduates, and focus on building an online community to ensure job seekers have a more robust set of supports as they pursue professional opportunities. We’re also adding new mental health resources for students and grads through our partnership with Ginger.io

Next Steps

  1. Read the report. We’ve got personal accounts from our staff, along with hard facts and figures for you to digest — our report is the most holistic way to see what we are doing for you
  2. Talk to a member of our Admissions team. Clara Graham, Senior Admissions Producer, emphasizes that “It’s a time to get to know (a prospective student), to understand their readiness for our rigorous immersive courses.” If now is not the time, don’t worry — we have a lot of options for you. 
  3. Not sure you’re ready? Participate in a remote Free Fridays workshop to try us out! We recently created Free Fridays, 100% free weekly workshops that skill-build with our most popular topics. 
  4. There’s no better time to begin anew. Connect With Our Admissions Team

Read Our Report

Explore Our 2018–2019 Outcomes Report

*The Big Four accounting firms refer to Deloitte, PricewaterhouseCoopers (PwC), KPMG, and Ernst & Young. These firms are the four largest professional services firms in the world that provide audit and transaction advisory.

We Will Not Be Complicit

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Black life and Black lives matter. Silence and idleness in the face of systemic oppression are complicity, and we are not complicit. General Assembly stands with those across the U.S. and around the world1 fighting against racism, police brutality, and the widespread, systemic violence against Black people that has taken place throughout our global history. We know that the lives we lost can never be replaced, and we stand with the anger and bravery of protestors and activists risking their lives in the pursuit of justice.

The murders of Ahmaud Arbery, Sandra Bland, Rayshard Brooks, Michael Brown, Philando Castile, Michelle Cusseaux, Dominique Fells, George Floyd, Eric Garner, Trayvon Martin, Tony McDade, Riah Milton, Nina Pop, Breonna Taylor — and countless others whose many names we may never know — continue to shake us to our cores. 

Over the past few weeks, we have taken important internal steps to accelerate the work we need to do as a company to truly create a diverse, inclusive, and equitable GA environment for our employees, students, clients, and alumni. We have a lot of work to do. Still, as a company, we are committed to educating ourselves, supporting racial justice organizations, and engaging in activism and the political process. We have also pushed ourselves to ask: “How can we take more responsibility as a GA community to build a just and equitable world?” 

GA helps people find meaningful work by training them with digital, technological skills, but most importantly, we view our work and advocacy within a broader movement towards social justice. That said, we know that we are also a part of an education and workforce ecosystem that often perpetuates the systemic racism that exists in every facet of American — and global — societies. 

This work begins at home. We commit to increasing the diversity of our leadership and executive teams and developing professional growth pathways for our Black staff. We are also making a company-wide commitment to hiring more Black talent, and to using our platform to educate employers and other training providers on building inclusive talent pipelines. 

In the weeks and months to come, we will speak up and take action to elevate ideas, norms, and values that can dismantle white supremacy2 and move the needle towards justice. Below are three spaces that we believe GA can work within to drive change. 

1. Increase access to high-quality education and training for Black students in underserved communities.

  • The U.S. education system is set up to offer nearly limitless opportunity to those in positions of privilege and far less to those without any. Our responsibility as an education provider is to create pathways to social and economic mobility for communities who have been historically locked out.
  • We need to be intentional and proactive about building partnerships with community organizations to support students from underserved communities and those who have been incarcerated. This will require further investment in financing alternatives that can reduce the cost of education, and shift the risk away from learners by holding providers accountable for ensuring successful job outcomes. GA must expand comprehensive support for students with wraparound services (such as childcare, transportation, and mental health) that help remove the roadblocks that often prevent people from pursuing or completing their education.
  • GA’s commitment: We will seek out employers to partner with on the expansion of our impactful Digital Academy and Managed Service Provider Partner Models to attract, nurture, and actively promote Black talent. We will donate our educational products to nonprofit organizations focused on fostering Black talent. We will deepen the support we offer students, such as emergency funds, case management, referrals, and tech equipment. We will formalize the work we are doing to leverage our students’ talents and alumni to support nonprofits and small businesses, focusing on racial justice organizations and Black-owned businesses.

2. Work with hiring partners to end biased hiring and enable new practices that get more Black talent into jobs.

  • For most people, getting a good job is the ultimate goal of their education and training experience. That makes it easy for employers to blame labor market inequality on the mythical “pipeline problem” and shift responsibility onto education providers, rather than making investments in existing talent or new pipelines of talent. 
  • Employers must do better. To start, that means concrete actions such as removing college degree requirements from job postings and implementing skills-based hiring practices that recognize performance rather than pedigree. It includes practices like “Banning the Box” to open doors for formerly incarcerated job seekers, and eliminating unpaid internships that favor those with the means to support themselves to work without pay. Employers must recognize the incredible potential of their people already employed and create talent pivots and pathways for new roles and functions. 
  • GA’s commitment: We will urge our hiring partners and clients to make public commitments to hiring Black talent and to make investments in upskilling or reskilling existing talent. We will direct Talent Acquisition, Career Coaches, and Local Campus Partnerships to use our voice and position to publicly call attention to biased hiring practices that disproportionately affect Black applicants. We will hold partners who want to hire our students accountable for making these changes. 

3. Advocate for policies that boost access and affordability of high-quality education and training for Black people, and mobilize our community to participate in the political process. 

  • From the U.S. Department of Education’s revocation of nondiscrimination guidelines to the outright provocations of violence from the President and his surrogates, it’s clear that we cannot rely on federal policymakers to make meaningful advancements when it comes to equity and racial justice.
  • Policies can be a lever for change in an election year — they’re more important than ever. We know there’s bipartisan support for ideas at the federal level such as job training tax credits or apprenticeships that can expand access to education. There’s momentum at the state and local level for ideas such as portable benefits that can better protect workers in a changing labor market. It’s also encouraging to see signs of collaboration and movement over the past weeks on urgent issues that aren’t directly related to education, like reinvesting police funding. 
  • As 2020 candidates’ platforms evolve in the coming months, we all have an opportunity to raise our voices to advocate for federal, state, and local policies that can begin to chip away at America’s legacy of systemic racism. We can ensure that incoming elected officials make good on their responsibility to implement those necessary policies.
  • GA’s commitment: We will increase our efforts to advocate for legislation at the federal, state, and local levels to create pathways into high-skill, high-wage jobs for members of underserved communities. We will amplify amicus briefs in support of social justice issues, and take on external pro bono legal work. We will continue to push for a new social contract to strengthen the social safety net. We will educate our community on ways to get more involved in the political process while boosting voter registration deadlines, and local and federal election dates. We will close our U.S. offices on November 3, 2020, to allow our entire community to vote.

We take our commitments seriously, and understand that sincere and meaningful allyship is an ongoing journey. The truth is, we have many things to learn, so we will continue educating ourselves, speaking up, and embracing challenges to continue our growth process. We also appreciate ideas we may not have thought of that can help us create a more just and equitable world.


1General Assembly is a global education company with campuses in seven countries. We know that the current measures to dismantle systemic racism in the United States are not the same measures to address injustices in other parts of the world. The above statement focuses on the language, context, and our actions in the United States, and we look forward to sharing additional commitments across our other locations that are aligned with their regional political, social, and cultural realities.

2The term “White supremacy” has different nuances in other countries and cultures. This article, “White Nationalism is an International Threat” provides a high-level view on how it shows up internationally.