EHI Community Engagement Report

Wilmington Spoke, We Listened

The Delaware Equitable Hiring Initiative (EHI) utilized community-centered approaches to engage Wilmington residents in meaningful discussions about their experiences with hiring practices, workforce challenges, and barriers to economic mobility. Through listening sessions, surveys, events, and street teams — focused on communities in zip codes 19801, 19803, 19805 — we gathered insights to build a workforce development initiative designed by and for Delaware.

800+

277

Participants Engaged

Surveys Conducted

04

23+

Organizations Partnered

Listening Sessions

Community Insights

Career Growth and Advancement Opportunities 

  • Participants expressed a strong interest in training and career development, emphasizing the desire for clear pathways to advancement. Many attendees shared feelings of being trapped in roles with limited opportunities for upward mobility, which significantly impacted job satisfaction and long-term career aspirations.

Skepticism and Trust Issues 

  • There’s general skepticism toward employers and workforce programs, citing previous initiatives that failed to deliver meaningful or sustained change. Building trust through consistent and transparent communication was identified as a critical need. 

Multiple Jobs and Financial Strain 

  • The prevalence of holding multiple jobs was a recurring theme, highlighting the inadequacy of wages and benefits in many available positions. Participants indicated that higher wages and comprehensive benefit packages are essential for reducing financial strain and improving quality of life. 

Barriers to Workforce Participation 

  • Common obstacles such as family responsibilities, lack of affordable childcare, and unreliable transportation emerged as major challenges to accessing better employment opportunities. These structural barriers disproportionately affected participants from marginalized communities.

Partner Spotlight

Special thanks to Delaware Family Restoration Services (DFRS) and Dubard Enterprises for leading community outreach grounded in Participatory Action Research (PAR). Their work is essential to helping EHI prioritize resident voices, better understand community needs, and uphold our commitment to driving meaningful, systemic change.

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Policy & Business Recommendations

1. Expand Access to Industry-Specific Training Programs

  • To meet the increasing demand for skilled labor in high-growth industries like healthcare and construction, employers should expand industry-specific workforce development initiatives. These programs should focus on equipping residents with targeted skills that align with employer needs, leveraging collaborations between businesses, educational institutions, and community organizations.

71%

of respondents are willing to participate in industry-specific training programs

88%

of participants in previous training initiatives found the skills acquired to be useful in their roles

2. Promote Transparent Career Advancement Opportunities 

  • Employers should establish and communicate clear career advancement pathways to enhance employee satisfaction and retention. Professional development programs, mentorship opportunities, and internal promotion policies should be central to organizational practices.

3. Enhance Workplace Fairness and Equity 

  • Employers must prioritize fairness in task allocation, role expectations, and overall workplace policies. Establishing anonymous feedback mechanisms and implementing equitable hiring and retention practices are essential.

4. Address Barriers Such as Childcare and Transportation 

  • To improve employee retention and productivity, employers should offer robust support services that address common barriers to workforce participation. These include childcare assistance, transportation subsidies, and flexible scheduling.

5. Improve Training Logistics and Quality 

  • Training programs should address logistical challenges to maximize participation and outcomes. Employers and training providers must ensure sessions are held at convenient times and locations, with high-quality trainers and tailored content to meet employees’ needs. 

46%

Nearly half of respondents note training logistics, such as inconvenient scheduling and suboptimal trainer quality, as significant obstacles to effective participation.

These business practices and policy reforms — supported by data and aligned with Delaware’s workforce challenges — can help employers build a resilient, skilled, and motivated workforce. By focusing on collaboration, employee support, and career growth, EHI helps businesses address systemic issues while driving sustainable economic development.