Too Talented to Be Overlooked.

May 28

It Was Never About Talent.

We are living in uncertain times—again. Talented professionals, including many former federal employees, are being laid off and now navigating an unforgiving job market. They’re submitting résumés into black holes, facing endless rounds of interviews, and being told “we went in a different direction”—if they hear back at all. The stress is real, the discouragement deep, and the question many are quietly asking is: Is it just me?

Let me be clear: No, it’s not just you.

I’ve spent years researching and working on policy solutions at the intersection of labor markets, discrimination, and economic security. As a former Senior Advisor at the Social Security Administration and co-author (with Kilolo Kijakazi) of “Examining Labor Market Discrimination and Its Impacts on Retirement for Black Workers”, I’ve led federal efforts to understand how deeply entrenched bias shapes not just hiring—but long-term financial well-being.

In our paper, we looked at how labor market discrimination isn’t just a moment—it’s a trajectory. It begins in early career pathways and follows workers through job transitions, wage stagnation, retirement access, and ultimately the amount of money they have to live on in older age.

So when someone is passed over for a job, underpaid, or left waiting in an application queue for months—it’s not just frustrating. It’s cumulative. And it's systemic.

Three Forms of Labor Market Discrimination to Watch For

Occupational Segregation
Many Black and Brown workers—especially women—are overrepresented in lower-wage sectors with limited retirement benefits and underrepresented in higher-wage, growth-track industries. This is not by accident; it is the result of historical exclusion, network bias, and gatekeeping in hiring.
Wage Disparities
Even when qualifications are equal, workers of color are often paid less. Black workers, for instance, earn 20% less on average than white workers with similar education and experience. These gaps are not just about income—they translate into smaller Social Security checks, lower private savings, and a higher likelihood of working longer into old age.
Credential and Culture Bias
Employers often use “cultural fit” or “ideal background” language to justify hiring decisions that reinforce racial and class hierarchies. This shows up in job descriptions, interviews, and networking-based hiring. It’s often about who you know—not what you bring to the table.

A Word to the Brilliant and Overlooked

You’re not crazy. You’re not lazy. You’re not alone.

If you're feeling tired, unsure, or like you’re screaming into the void of LinkedIn applications—know that you're valid in that experience. The system was never designed with all of us in mind, but we are the ones with the talent, creativity, and lived experience to help fix it.

So what can we do in the meantime?

Three Ways We Can Support Each Other

Practice Transparent Referrals
If you’re in a hiring process and you know someone qualified, refer them. But be honest about where they stand and what the timeline looks like. Transparency helps people manage expectations and maintain their dignity.
Create Peer Accountability Circles
Job hunting is emotionally taxing. Form small peer groups that check in weekly, share leads, practice interviews, and remind each other of your brilliance. We’re less likely to internalize rejection when we feel seen.
Tell the Truth About Your Own Journey
The curated version of success is misleading. If you waited 6 months for a callback or got ghosted after 5 rounds, say so. Normalizing struggle is a form of resistance.

What Else Can Help Right Now

Document your wins: Keep a running list of accomplishments. It’s useful for applications—and emotional survival.
Negotiate, always: Even if you're unsure of your leverage, ask the question. Wage suppression thrives in silence.
Protect your time: If a process is dragging on, it’s okay to walk away. Value your energy.

The goal of our research was not only to illuminate the problem—but to validate the lived experiences of people too often ignored by both policy and HR departments. If we want a society where retirement security is possible for everyone, we have to fix the labor market now—not decades from now when the damage is done.

And that starts with truth-telling, mutual support, and calling the game what it is.

Let’s shift the rules—together.

For those who want to learn more, you can access our full research paper here: SSRN: Labor Market Discrimination and Its Impacts on Retirement. Please read, share, and use it as a tool for advocacy, hiring reform, and honest conversation.

By Cortney Sanders, Founder