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From YouTube: Our Neighbor's Keeper: Year Up Pittsburgh
Description
On this episode of Our Neighbor's Keeper, Josiah Gilliam talks with Lisa Dyas, Anita White, and Cevian Williamson from Year Up Pittsburgh.
A
A
A
We'll
start
with
some
some
high
level
definitions,
we'll
talk
about
how
it's
structured
here
in
pittsburgh
and
getting
to
the
nitty
gritty,
but
I've
got
an
amazing
group
of
of
people
here
to
introduce
you
to
so
I'm
going
to
start
with
a
round
of
introductions
and
then
we're
gonna
jump
right
in
okay.
My
friends,
thank
you
so
much
for
taking
the
time
great
to
be
with
you
here
on
the
zoom.
B
Great,
thank
you
so
much
josiah.
My
name
is
lisa
diaz.
I'm
the
site
director
for
europe
pittsburgh
we're
so
glad
to
be
here
with
you
today
and
to
be
able
to
share
a
little
bit
about
what
we
do.
We've
been
here
in
pittsburgh
for
about
a
year
and
in
partnership
with
being
my
melon
and
it's
been
a
fantastic
run
so
far,
we're
so
proud
of
our
students
and
what
they've
done
in
this
last
year,
and
I
can't
wait
to
get
into
a
conversation
about
about
our
program
and,
in
particular,.
D
A
B
Sure
so
gear
up
is
an
organization
that
helps
young
adults
launch
their
career
in
it
and
business
operations.
We
work
with
students
over
the
course
of
a
year.
It
is
their
year
up
and
the
first
six
months
of
that
is
spent
in
learning
and
development.
So
they
come
to
us
and
we
spend
six
months
digging
into
hard
skills,
soft
skills.
Thinking
about
all
the
things
that
make
someone
successful
in
a
corporate
environment,
our
students
come
to
us
straight
out
of
high
school.
B
They
come
to
us
with
some
community
college
experience,
some
college
experience
and
we
really
try
to
meet
everybody
where
they
are
and
then
support
them
to
really
challenge
themselves
and
bring
their
best
self
to
the
or
to
the
organization.
So
every
student
that
successfully
completes
the
it's
a
and
it's
a
rigorous.
B
Student
that
successfully
completes
their
learning
and
development
phase
is
guaranteed
an
internship,
a
six-month
internship,
and
here
in
pittsburgh
we
are
very
fortunate
to
partner
with
bny
mellon
and
all
of
our
students
that
are
that
successfully
complete
the
learning
and
development
phase
go
on
to
a
six-month
internship
at
the
bank.
During
that
internship,
they
are
doing
the
things
that
interns
do.
They
are
learning
they're,
building
their
skills,
they're
building
their
network.
A
B
B
We
do
so
we
are
in
27
cities,
we
have
35
campuses,
we
are
on
the
west
coast
in
seattle,
we're
in
the
san
francisco
bay
area,
los
angeles,
we're
in
chicago
texas
and
up
and
down
the
east
coast.
We
our
home,
our
headquarters,
are
in
boston
and
then
we
also
have
locations
in
rhode
island
also
in
pennsylvania,
we're
in
philadelphia
we're
in
new
york,
new
jersey,
the
dc
area.
We
have
a
presence
in
atlanta
and
florida.
A
It's
wonderful,
so
can
you
give
us
a
sense
of
how
year
up
really
came,
you
know
came
to
be.
It
seems
like
it's
notable
in
a
number
of
ways,
but
it
works
directly
with
employers
that
might
not
otherwise
have
a
sense
of
how
they
want
to
introduce
their
company
to
young
talent
or
how
they
want
to
approach
like
job
training
at
that
level.
How
does
europe
kind
of
fit
into
that,
and
how
did
it
get
going.
B
Sure
so
we
have
a
really
great
origin
story,
so
our
founder
gerald
stratavian
was
a
part
of
the
big
brother,
big
sister
program
in
new
york,
and
he
was
had
a
little
brother
named
david
and
what
he
really
saw
through
that
experience
is
that
talent,
of
course,
is
spread
evenly
across
our
society,
but
opportunity
is
not,
and
what
he
really
saw
in
his
little
brother
was
that
he
he
didn't
need
that.
He
didn't
lack
for
want
of
talent.
He
lacked
for
want
of
access
to
opportunity,
and
he
really
got
him
thinking.
How
do
we?
B
How
do
we
connect
more
young
people,
more
young
adults,
to
opportunity?
How
do
we
make
sure
that
they
get
whatever
training
they
need
to
enhance
their
their
own,
their
own
talents
that
the
abilities
that
they
bring
to
the
program?
And
how
do
we
make
sure
that
we
connect
them
to
the
opportunities
that
are
there
waiting
for
them?
One
of
the
things
I
think
is
unique
about
europe.
Is
we
really
think
about
the
markets
that
we're
in?
B
We
want
to
make
sure
that
we
are
teaching
young
adults
relevant
job
skills
that
we're
thinking
about
when
we
go
into
an
area
we're
thinking
about
what
are
the
you
know?
What's
the
demand,
what
job
skills,
what
training
can
we
provide
young
adults
that
is
really
going
to
make
them
viable
in
this
work
in
this
in
this
market,
so
you'll
see
across
the
europe
network?
B
We
really
look
at
what
each
market
needs,
so
the
training
that
students
receive
here
in
pittsburgh
might
be
a
little
bit
different
than
what
they're
getting
in
the
bay
area,
because
the
demands
of
the
market
are
are
different.
I
think
that
also
unique
to
us
is
how
we
approach
the
work,
so
we
think
about
hard
and
soft
skills,
and
we
really
want
to
make
sure
that
young
adults
are
prepared.
Not
only
with
you
know,
companies
are
going
to
every
company
is
going
to
approach
their
work
in
a
unique
way
right.
B
We
want
to
give
them
the
foundations
where
they
can
adapt
in
any
environment,
enough
technical
skills
where
they
can
adapt.
They
understand
the
foundational
sort
of
sort
of
piece
there,
but
then
they
also
have
the
skills
to
into
these
environments
where
maybe
they
haven't
they
haven't
been
before.
We
also
think
about.
I
think
one
thing
that
I
really
appreciate
about
europe
is:
we
are
trying
to
change
the
narrative
about
what
talent
looks
like
you
know.
B
Who
who
are
you
looking
at
when
you
think
about
young
talent
in
the
market,
and
we
want
to
make
sure
that
they
are
looking
at
the
young
adults
that
we
work
with
one
of
my
favorite
things
that
I've
heard
you
know
in
our
europe
network
is
that
we
are
not
a
charity.
We
are
an
outlet
for
really
good
talent,
you're,
not
doing
us
any
favors
you're,
not
doing
our
young
people,
favorites
they're,
bringing
the
talent
to
you
and
we-
and
I
just
love
that
and
when
you
get
a
chance,
I
can't
wait.
A
You
know:
workforce
development,
job
training,
talent,
attraction
retention,
but
also
sourcing,
development
and
growth
are
huge
topics
of
conversation
here
in
the
region
and
in
pittsburgh,
and
we
have
a
really
incredible
opportunity.
I
think
not
just
to
talk
about
how
we're
better,
you
know,
say:
marketing,
pittsburgh
and
the
region
to
say
college
students
that
are
coming
here
from
around
the
world,
but
reaching
in
to
community
to
engage
with
talent.
That's
already
here
to
your
point,
around
talent
being
equally
distributed
but
opportunity.
A
Not
how
can
we,
you
know,
extend
and
expand
opportunity
with
practical
pathways
that
allow
folks
to
kind
of
get
going
and
then
and
then
make
their
moves?
How
has
europe
kind
of
zeroed
in
here
you
mentioned?
You-
have
a
partnership
with
b
y
melon
enormous
employer.
You
know
terrific
community,
a
partner
in
so
many
ways.
How
has
that
gone
when,
as
you're
stepping
into
the
gap
of
all
these
societal
and
regional
trends.
B
That's
a
big
question,
so
number
one
I
I
just
can't
say
enough
like
how
grateful
we
are
and
how
appreciative
we
are
of
our
partnership
with
with
with
b
and
wine
melon,
and
I'm
actually
going
to
turn
to
my
colleague
anita,
to
talk
a
little
bit
about
the
relationships
with
some
of
our
community
partners,
because
I
think
that
you
know
europe
is
fantastic.
I
love
working
for
europe.
I
love
our
mission
and
we
cannot
do
this
alone.
B
There's
so
much
need
out
there,
there's
so
much
opportunity,
there's
so
much
talent
out
there,
and
I
think
that
our
approach
is
really
thinking
about.
How
do
we
become
a
part
of
the
fabric-
and
I
think
anita
has
done,
and
her
team
has
have
done
just
really
tremendous
work
looking
at
the
community
and
talking
to
our
partners
and
figuring
out
like
how
do
we
fit
in
what
are
the
needs.
C
Of
course,
so
again
I
am
the
associate
director
of
enrollment
for
our
site,
so
what
that
means
is
I
oversee
our
recruitment
strategy
and
at
the
execution
of
that
recruitment
strategy?
And
here
in
pittsburgh,
it's
been
very
unique.
We
were
originally
supposed
to
launch
in
march
of
2020
and
then
a
pandemic
happened,
so
that
really
put
a
halt
in
a
lot
of
the
activities
that
we
would
deem
traditional
for
you
know
making
a
name
within
the
community.
C
C
But
pittsburgh
is
very
welcoming
I
can
say
so
many
fabulous
wonderful
things
about
the
residents
and
the
community
here
in
pittsburgh.
One
of
the
greatest
things
that
I've
taken
away
from
this
experience
with
working
with
this
organization
and
other
organizations
in
pittsburgh
is
that
residents
really
do
care
about
the
community.
They
care
about
what
is
happening
with
the
young
adults,
the
economy
and
et
cetera,
and
so
on.
One
of
the
first
things
that
we
we
did
when
we
had
to
pause
our
launch
and
figure
out.
C
C
We
were
able
to
successfully
launch
our
very
first
cohort
of
students
in
march
of
2012
or
2021,
so
we
enrolled
a
class
of
students
that
was
34
young
adults
who
started
with
us,
and
we
are
now
moving
into
our
third
class,
and
so
we're
really
excited
about
that
progress.
We
have
a
graduation
for
our
first
group
of
students
next
week
and
so
to
see
how
far
we've
come.
C
A
Yeah
so
I
was
at,
I
was
fortunate
to
be
invited
to
the
kind
of
kickoff
ceremony
pre-cove.
It
seems
like
a
long
time
ago
in
a
lot
of
ways.
It
was
a
long
time
ago,
and
so
you
had
an
idea
of
how
this
program
was
going
to
go
and
to
your
point,
the
state
of
the
world
changed
in
a
number
of
ways
due
to
covid.
What
has
the?
What
was
your
approach
with
getting
the
word
out
there?
You
mentioned
these
community-based
partners,
urban
redevelopment
authority
jfcs
my
brother's
keeper.
A
C
C
We
leave
no
stone
unturned
and
it's
really
because
we
believe
in
this
mission
we
believe
in
what
we're
doing
and
every
day
we
truly
do
come
to
work
and
remind
ourselves
we're
here
to
serve
the
young
adults
in
pittsburgh
and
every
young
adult
counts,
and
so
that
really
fueled
our
efforts
to
really
dig
deep
and
find
new
ways
to
reach
people.
We
have
done
activities
such
as
what
we
call
boots
on
ground,
lisa
myself,
our
colleagues
during
the
pandemic
six
feet
apart,
masks
on,
we
were,
you
know,
walking
the
streets
in
pittsburgh.
C
We
were
walking
through
downtown
lawrenceville,
all
the
communities
surrounding
pittsburgh,
handing
out
flyers,
handing
out
brochures
talking
to
community
residents
asking
if
we
can
hang
flyers
anywhere,
we
could
we've.
We
have
worked
with
some
other
apartment
complexes
and
have
allowed
for
mailings
to
be
sent
to
homes
in
the
residence
in
the
city
of
pittsburgh.
We
have
posted
on
social
media,
we
have
gosh
done.
I
mean.
B
A
Yeah
so
savion
tell
us
about
that.
Sir.
Thank
you.
So
much
for
your
time,
you're
you
you
found
out
about
europe
and
decided
to
you
know
to
go
for
it,
walk
us
through
that.
How
did
you
first
hear
about
it?
What
about
how
you
found
out
intrigued
you
and
how
did
the
process
go
with
you
getting
involved.
D
So
I
had
been
working
at
target
overnight
for
a
good
six
to
seven
years
and
realized
that
a
year
into
the
pandemic,
my
life
hadn't
really
changed,
and
that
was
when
one
night
I
actually
managed
to
find
a
fire
for
europe
right
next
to
the
bus.
Stop
I
gave
it
a
look
over
and
looking
at
the
flyer
seeing
this
is
like
too
good
of
an
opportunity
to
pass
up.
I
decided
to
go
ahead
and
take
a
chance
with
it,
because
I
realized
that
I
had
been.
D
A
D
A
combination
of
mainly
focusing
on
the
technical
skills
skills,
which
is
one
of
the
main
things
that
I'd
always
been
interested
like
going
into
high
school
and
in
college,
but
also
actually
reading
about
the
stipend
like
seeing
that
I
was
like
you're
paying
me
to
actually
learn
these
skills
yeah.
I
was
like
this
looks
like
too
good
to
be
true,
but
I
realized
that
I
really
didn't
have
anything
to
lose,
so
I
decided
to
go
for
it.
A
Wonderful,
so
so
how's
it
going,
you
know.
What's
the
experience
been
like
kobits
changed
a
whole
lot,
so
you
had
to
kind
of
you
know,
go
go
with
the
flow
as
well,
but
tell
folks
you
know
for
someone
that
might
be
interested
in
what
has
the
experience
actually
been
like
for
someone
in
the
program?
How
do
you
describe
it.
D
I
personally
describe
it
as
a
intensive
yet
accommodating,
because
not
only
are
you
learning
technical
skills
and
professional
skills,
but
life
skills
that
you
probably
wouldn't
find
anywhere
else,
and
I
know
I
personally
had
to
make
a
few
changes
along
the
way
like
getting
a
good,
proper
work.
Life
balance,
because
I'm
still
working
target
on
the
side,
alongside
both
l
d
and
during
my
internship,
and
also
having
to
buy
some
new
clothes,
make
sure
I'm
dressed
professionally.
But
everything
else
I
had
to
do
with
the
program.
A
So
what
are
the
next
steps?
Look
like
for
you?
You
know
you've
started
to
have
this,
this
training,
some
of
these
technical
skills,
some
life
skills
as
you've
mentioned
public
speaking,
even
and
here
you
are
doing
a
public
facing
broadcast
with
a
bunch
of
other
adults,
that's
kind
of
cool.
What's
next
in
your
journey,
what
do
you
see
for
yourself
coming
up.
D
Looking
forward,
I'm
just
still
looking
for
new
opportunities
to
build
my
skill
set
and
network
and
grow
my
personal
brand,
as
well
as
a
person
like
considering
my
internship,
would
be
in
my
melon,
I'm
actually
being
advanced
to
an
apprenticeship,
so
that
I
can
continue
to
learn
more
with
bny
mellon,
as
well
as
my
managers
and
the
people
there.
That
have
helped
me
along
the
way.
A
B
I
can't
say
enough
about
our
partnership:
they
have
been
wonderful
accommodating
and
I
think
you
know,
in
addition
to
them,
having
access
to
our
young
adults,
which
I
think
is
a
win
right
for
them.
As
for
them
as
well,
there's
just
been
a
lot
of
personal
buy-in
from
the
folks
that
we
work
with.
They
really
want
to
see
our
young
adults
achieve
achieve.
They
want
to
see
them
advance.
B
A
A
B
C
You
know
this
professional
space
and
can
help
them
navigate
the
different
challenges
that
they
may
face
in
the
corporate
setting
in
a
professional
environment,
and
I'm
really
looking
forward
to
continuing
to
provide
that
coaching
and
that
mentorship
and
from
what
I
heard.
You
know
I've
been
here
for
two
years
now,
but
for
folks
at
year
up
who
have
had
a
longer
tenure
than
I
have
say
that
they
still
connect
with
their
coaches
years
later.
A
B
B
To
like
the
general
coaching
that
they
get
from,
you
know
any
of
us
any
of
us
on
staff
to
sort
of
general
professional
coaching
nationwide.
We
also
have
you
know.
The
student
services
is
like
a
large
functional
role,
so
they
have
lots
of
resources
available
to
them
for
ongoing
training,
for
resources
and
support.
B
It
is
you
know
one
thing
I
would
also
mention
too,
when
we
think
about
so
we
think
about
european
in
three
phases.
So
the
first
phase
is
that
learning
and
development.
The
second
phase
is
internship,
but
the
third
and
in
the
longest
phase,
is
the
alumni
phase,
so
we
have
30
000,
plus
graduates
to
date,
and
europe
is
a
21
year
old
organization.
So
some
of
those
early
graduates
are
in
a
position
where
they're
hiring
people.
B
You
know
they
are
opening
doors,
and
one
thing
I
will
say
is
that
the
europe
community-
really,
I
think,
looks
out
for
one
another.
You
know
when
you
look,
as
you
start
to
you
know,
get
deeper
into
the
europe
community
on
linkedin.
When
people
have
job
openings,
they
are
sharing
them
like.
If
you
reach
out
to
any
europe
graduate
as
a
year,
you
know,
as
a
fellow
alum
they're,
going
to
help
you
in
any
way
possible
open
the
door,
and
I
think
that
that
really
holds
up
across
the
network.
B
I
think
that
that
is
one
of
the.
I
think
one
of
the
strongest
things
that
we
can
offer
our
alumni
is
being
a
part
of
that
group.
So
you
know
savion.
If
you
want
to
move
to
charlotte,
you've
got
a
community,
you
want
to
move
to
new
york,
you've
got
a
community,
you
know
wherever
you
go,
there
are
europe.
There
are
europe
graduates
and
alums
who
work
in
these.
Like
big
corporations
who
are
looking,
they
know
what
europe
graduates
bring
and
the
work
ethic.
B
A
Yeah
that
social
capital
is
super
important.
We
talk
about
that.
A
lot
with
you
know
with
young
people.
This
is
a
really
practical
way
to
understand
that.
Okay,
so
anita
I'd
like
to
talk
with
you,
you
know
how
do
folks
get
in
you
know
what
is
the
application
you
know.
Kind
of
process
looks
like
look
like.
Rather
what
is
the
investment?
C
C
But
for
those
who
would
be
a
good
fit
we'd
love
to
just
remind
them
that
one
year
of
your
life
might
seem
really
long
when
you're
staring
down
that
journey.
But
I'm
sure
savion
might
be
able
to
speak
to
this.
When
you
finish,
the
investment
was
very
much
worth
your
time
and
your
energy
and
your
resources,
because
now,
instead
of
going
to
a
job
where
you're
clocking
in
and
clocking
out,
you
know
there's
maybe
some
growth
in
a
job
per
se.
C
Now
a
young
adult
can
say
that
they
have
launched
their
career
and
we
know
that
the
difference
between
a
job
and
a
career
is
that
a
career
is
growth
over
time
and
you
stumble
into
things
that
you
don't
even
realize
that
you
enjoyed.
I
love
to
share
the
example
about
myself
my
I
never
thought
that
I
would
be
into
data
and
understanding
data.
C
I
you
know
growing
up
loved
reading
and
writing
and
I
thought
I
wanted
to
be
an
english
teacher
and
my
career
just
because
of
the
opportunities
that
I
was
afforded
and
I
took
advantage
of
led
me
into
reading
and
understanding
and
analyzing
data.
I
didn't
even
know
what
data
was
when
I
started
working
professionally
at
10
years
ago,
and
so
that's
the
beauty
of
having
a
career
and
our
young
adults
are
walking
away
with
experience,
opportunity,
apprenticeships,
jobs,
we're
helping
them
get
into
college,
and
so
your
life
will
be
different.
C
So
we
do
have
an
admissions
process
that
really
holds
a
young
adult
or
a
young
person
accountable
through
the
experience,
because
that's
what
we're
looking
for
we're
looking
to
build
them
up
and
help
mold
them
into
a
professional
from
day
one,
and
so
a
young
adult
can
submit
an
application
online.
We
do
have
an
interview
that
they'll
be
required
to
sign
up
for
and
the
interview
we
try
to
keep
it
welcoming
and
we
like
to
term
it
as
a
success
conversation.
C
We
want
to
know
more
about
the
young
person
and
why
they're
interested
in
the
program-
and
we
want
them
to
be
able
to
feel
comfortable
and
confident
to
ask
us
questions
one-on-one
that
really
might
matter
to
them.
You
know,
for
example,
what
are
the
hours
like?
What's
the
time
commitment
after
the
program,
so
we
get
that
ex.
We
get
that
in
engaging
dialogue
in
the
interview
process.
A
C
Thank
you
so
right
now
we
are
actually
recruiting
and
accepting
applications
for
our
merch
cohort.
We
have
a
rolling
admissions
process,
and
so
what
that
means
for
anyone,
who's
joining
us
and
listening
that
we
enroll
a
group
of
students
every
march
and
every
september,
and
so
you
can
always
apply
at
any
time
of
the
year
and
depending
on
what
time
of
the
year
it
is
or
whatever
circumstances
they
have
in
their
life
will
decide
if
the
march
cohort
or
the
fall
or
the
september
cohort
is
the
best
option.
C
C
And
I
definitely
encourage
a
young
person
to
you
know.
Toggle
around
our
website
read
our
frequently
asked
questions
check
out
the
videos
online
and
to
apply
they
just
need
to
hit
the
yellow
button
at
the
top
of
the
page,
and
one
of
our
admissions
reps
will
be
in
touch
with
them,
usually
within
24
hours,
to
talk
with
them
about
their
interests
and
get
them
moving
along
in
the
process.
A
C
Yes,
thank
you,
so
the
eligibility
requirements
are
pretty
broad.
At
least
we
believe
that
them
to
be
so
ages
18
to
30
are
the
age
ranges
that
we
serve.
You
need
to
be
within
commuting
distance
to
downtown
pittsburgh
reason,
for
that
is
because
we're
hoping
that
you
get
converted
into
a
full-time
job
at
bny,
melon,
and
so
essentially,
this
is
where
you'll
be
showing
up
every
day
for
work,
and
so
you
need
to
be
living.
A
A
Okay,
got
it
so
folks,
go
to
europe.org
to
fill
out
an
application,
find
more
information,
and
then,
once
you
submit
the
form,
someone
from
the
team
will
be
in
touch
to
get
that
process
started.
Get
that
conversation
going
to
see
if
this
is
a
good
fit
and
to
work
through
whatever
other
services
or
kind
of
path.
Smoothing
needs
to
happen
to
figure
it
out
correct.
A
That's
correct,
okay,
great,
I
kind
of
want
to
zoom
out
a
little
bit
again,
because
I'm
wondering
you
have
such
a
successful
thing
going.
You
know
right
now.
What
would
you
say
to
the
broader
community
about
what's
working
here
and
maybe
there's
at
least
a
question
as
well?
You
know
other
other
corporations
who
are
trying
to
figure
out
I've
been
in
meetings
where
a
company's
been
trying
to
figure
out.
A
Should
we
start
an
internship
program.
You
know
what
are
what
are
some
ways
that
we
can
develop
a
pipeline
of
young
talent.
What
are
some
some
non-traditional
ways
of
thinking
about
it?
You
know
what
kind
of
counsel
would
you
give
to
an
organization?
That's
trying
to
think
about
that
to
think
about
talent
in
those
ways
and
and
what
do
you
think
year
up
kind
of
brings
to
that
answer?.
B
B
B
We
have
a
lot
of
evidence
in
terms
of
like
that.
This
is
successful
right.
I
think
that
that
is
another
thing.
That
is
that's
great
about,
especially
where
we
are
now
like
coming
into
a
new
market.
We
are
not
trying
to
prove
ourselves
in
terms
of
like
hey.
Does
this
program
work
like
we
can
show
you?
We
have
20
years
of
evidence
that
we
can
go
back.
We
have
you
know,
you
know
tens
of
thousands
of
graduates
who
successful
graduates-
and
you
know
our
our
numbers
bear
out
too.
B
Like
nida
was
talking
about
the
data
I
mean
we
have.
You
know
close
to,
like
you
know,
80
plus
percent,
of
our
graduates
that
are
successful
and
we
define
success
as
being
fully
employed
being
employed,
full-time
or
in
enrolled
in
full-time
higher
education
within
four
months
of
graduation
from
europe.
So
you
know
our
students
are
really
hitting
the
mark
and
they're
going
out
there
they're
making
differences.
I
love
to
hear
when
our
like
we've
had
alumni,
who
are
running
for
local
office.
We
have
alumni
who
are
in
hiring
positions.
A
It
seems
like
an
extension
with
practical
supports
a
model.
That's
worked
in
other
places
that
works
directly
with
an
organization
to
really
figure
it
out,
and
you
kind
of
model
it
on
both
sides.
Right,
like
the
wraparound
supports
that
you
provide
to
the
students
to
the
participants
in
the
europe
family
are
kind
of
mirrored
with
how
you
work
with
the
corporation
too,
so
that
the
needs
are
being
met
and
that
it's
a
ongoing
overtime
relationship
is
that
is
that
fair
to
say.
B
Absolutely
absolutely,
and
I
think
that
you
know
we
have
just
long-standing
partnerships
nationwide.
You
know-
and
I
think
that
we
really
hope-
I'm
not
speaking
out
of
charm
to
europe,
but
I
think
that
we
really
want
to
influence
how
employers
look
at
talent.
We
want
to
work
with
what
we
call
employers
of
influence.
We
work
with.
You
know
huge
corporations
across
the
across
the
country
to
really
challenge
them
to
say
like
how
do
we
hire
talent?
B
You
know
what
what
does
this
talent
look
like
and
those
employers
are
influential
and
what
happens
and
how
folks
hire
you
know
across
across
the
country?
I
would
also
say
that
some
of
our
data
shows
that
our
interns
also
tend
to
stay
longer,
so
you
know,
I
think,
that
you
know
everybody's
in
a
talent.
You
know
crunch
right
now,
and
europe
interns
tend
to
stay
at
their,
especially
when
they
get
converted
tend
to
stay
at
their
internship
partner
longer
than
the
average
employer.
B
So
if
you
think
about
the
investment
that
you're
making
it's
a
pretty
good
one,
you
know
if
you're
having
somebody
you
know,
that's
a
typical
employee.
Maybe
that's
staying
two
three
years
and
then
you
have
another
like
your
europe
intern
who's.
Staying
like
three
to
six,
I
mean
that's
a
big,
that's
a
big
difference
in
terms
of
like
you
know
that
skill
that
that
institutional
knowledge
that
there
that
they
are
keeping
within
your
that
and
the
investment
that
you've
made
stays.
A
I
mean
it's
it's
critically
important
to
this
to
this
region
and
city
as
you
all.
You
know
well
known
just
for
folks
that
aren't,
you
know,
aren't
familiar.
We
have
a
number
of
factors
kind
of
at
play
at
once.
We
have
an
aged
workforce,
that's
kind
of
that's
retiring.
Coming
to
that
season.
You
know
of
life.
A
We
we
have
about.
We
graduate
about
40
000
seniors
through
our
regional
universities,
but
about
half
of
them
leave
every
year,
mainly
because
they're
getting
well.
I
don't
want
to
paint
with
a
broad
brush,
but
a
lot
of
it's
because
they're
getting
a
great
degree
at
a
carnegie,
mellon
or
a
pit
and
they're
getting
good
job
offers,
other
places,
etc,
and-
and
so
we
have,
we
have
like
a
gap
you
know
to
fill,
and
so
part
of
that
conversation
is
okay.
A
So
if
we're
attracting
talent
to
the
region,
how
do
we
more
effectively
market
and
plug
folks
into
that?
They
stay?
The
other
part
of
that,
and
this
is
really
where
I
think,
a
lot
of
the
equity
and
the
justice
considerations
that
you
were
talking
about.
Anita
come
into
play
is
what
about
folks
that
are
that
are
here,
what
about
the
pathways
to
opportunity
right
here,
and
how
can
we
be
innovative
and
intentional
in
the
approach
in
terms
of
outreach,
but
then
what
are
the
experiences
at
the
end
of
the
day?
A
A
How
does
it
actually
lead
to
a
job
so
that
you
can
have
that
job
to
career
phase,
and
so
I
really
hope
people
take
some
time
to
take
a
look
at
at
europe
and
to
familiarize
themselves
with
that
space,
because
if
you
want
to
talk
about
equity
and
justice,
there's
a
lot
of
ways
to
get
involved
in
that
conversation,
this
is
a
really
really
important
one
you're
talking
about
the
improved
lived
experience
for
people
that
participate
in
it.
I
see
you're
enthusiastically
nodding
something
you'd
like
to
add
there.
C
C
Why
not
come
and
stay
here
rebuild
your
city,
make
it
livable,
make
it
equitable,
make
it
a
livable
city
for
all,
and
so
I
love
that
I
get
to
work
for
an
organization
that
gets
to
be
a
part
of
these
conversations
that
really
do
challenge
the
status
quo.
You
know
our
young
adults
don't
need
a
high
school
diploma.
C
I
mean
don't
need
a
college
degree
to
get
into
an
entry-level
position
when
they
come
through
europe
going
through
europe
is
enough,
and
so
for
us
to
be
able
to
challenge
employers
to
say
why
is
it
that
we
need
a
college
degree
for
this
person
to
do
x,
y
and
z,
entry
level,
and
europe
is
proving
that
that's
not
the
case
anymore
and
there
are
alternative
options
or
I
don't
want
to
call
it
alternative
options.
They're
just
options.
C
College
is
not
the
only
first
avenue
that
a
young
person
can
go
through
and
if
maybe
we
see
a
lot
of
young
adults
in
our
program
who
have
tried
college,
it
was
too
expensive
or
they
couldn't
thrive
in
the
environment,
because
there
wasn't
enough
support.
You
know
we're
talking
about
young
adults
who
you
know
are
first
generation
college
students
or
high
school
graduates
right
and
so
our
program.
You
know
we're
supporting
the
young
adults,
we're
putting
them
into
the
economy,
giving
them
getting
them
access
to
jobs.
C
But,
as
savion
mentioned,
there's
a
huge
component
of
personal
development,
conflict
resolution,
public
speaking
being
able
to
have
interpersonal
awareness
and
persistence
and
striving
to
learn.
And
you
know
all
these
things
are
factored
into
the
program.
It's
not
we're
just
taking
them,
training
them
getting
the
job,
we're
providing
them
a
community,
we're
providing
them
with
the
development
that
they
need
to
thrive
when
they
do
get
that
job
to
understand
a
personal
work-life
balance,
and
I'm
just
excited
to
be
a
part
of
this
conversation
and
moving
the
needle
forward
here
in
pittsburgh.
D
A
It's
it's
very
exciting.
I
share
that
and
I'm
very
grateful
to
have
you
all
in
the
region
in
the
city.
You
know
working
on
it.
You
know.
So
many
of
these
conversations
stay
at
a
50,
000
foot,
you
know
level
and
when
you
and
you
you
know
this
as
well,
when
you're
working
with
these
huge
corporations
or
companies,
I
mean
it
makes
sense
to
start.
You
know
at
that
level.
I
love
conversations
like
this
and
programs
like
europe,
organizations
like
europe,
because
we
can
get
very
micro.
A
You
know
as
well
and
and
all
this
regional
conversation
you
know
ultimately
in
some
ways
you
know
almost
even
archetypically,
you
want
to
say
it's
that
savion's
life
gets
better.
You
know
that
over
time,
there's
additional
opportunity
for
him
and
that
even
the
training
experience
itself
is
beneficial.
That
kind
of
thing
all
right,
my
friends,
we've
talked
about.
You
know
high
level
stuff,
we've
kind
of
zoomed
in.
I
think
it
makes
sense
to
bring
this
conversation
to
a
bit
of
a
bit
of
a
close.
D
Just
that
I'm
thankful
to
the
staff
and
for
the
program
to
just
existing
at
all
that
I've
been
able
to
learn
so
much,
not
just
technically
but
also
about
myself
and
how
I've
been
able
to
try
and
improve
myself
as
a
person.
So
I
want
to
thank
anita,
lisa,
ted,
laura
and
even
people
that
aren't
in
the
program
anymore,
like
travis
and
walter.
I
just
want
to
thank
them
so
much
for
the
opportunity
that
helped
me
grow.
A
It's
a
beautiful
thing,
so
savion.
Why
should
a
young
person
consider
taking
a
look
at
europe?
You
know
think
about
your
former
self.
You
know,
maybe
you
have
a
job
and
you
want
to
make
some
other
moves.
Maybe
you're
just
generally
interested,
you
know
make
the
pitch.
Why
should
they?
Why
should
I
they
give
it
a
look.
D
I
would
definitely
say
it's
not
just
because
of
the
skills
that
you
learn,
but
something
that'll
need
a
touchdown.
That's
basically
been
like
a
massive
thing
throughout
the
entire
conversation
that
europe
is
basically
part
of
a
community
and
that
once
you're
in
europe,
you're
basically
in
europe
for
life
and
that
you'll
always
be
able
to
rely
on
both
the
team
members
and
basically
anyone
within
that
community
for
the
rest
of
your
life.
A
B
One
that
our
young
adults
are
incredible.
Savion
is
a
cyber
security
professional
and
you
better
get
hip
and
hire
him
and
hire
his
his.
You
know
the
folks,
his
peers
and
in
the
cohort
like
they,
they
have
skills
and
they're
they're.
The
folks
you
need
to
hire,
for
you
know
to
help.
You
reach
your
goals
like
as
a
company,
and
I
just
hope
that
you
know
young
adults
out
there
will
will
give
us
a
shot.
B
C
Okay,
given
that
one
of
my
major
priorities-
and
my
role
here
is
to
recruit
young
adults,
I'm
encouraging
you
to
apply
and,
as
lisa
said,
anyone
is
welcome
to
contact
us.
Our
contact
information
is
located
on
our
website.
We
are
a
small
but
mighty
team
and
we
are
very
interested
in
connecting
and
talking
with
anybody
who
wants
to
be
a
part
of
this
movement.
C
So
please
go
to
our
website
apply
and
if
you
whoever's
listening,
might
not
be
a
good
fit
for
you
or
someone
that
you
know
you
might
know
in
your
office
or
at
work,
but
think
about
any
young
adults
that
are
in
in
your
life
or
in
your
community
young
adults
that
you
might
know
through
church.
Anything.
Please
share
the
information,
because
that
has
been
one
of
the
biggest
biggest
challenges
and
opportunities
that
we've
had
here
in
pittsburgh
is
getting
the
word
out.
A
A
Europe
pittsburgh
on
facebook
and
instagram
terrific
they'll
reach
out
to
concierge
you
through
the
process,
answer
questions.
Then
it's
six
months
of
training.
A
six-month
internship
is
like
the
is
the
year
of
the
year
up
portion,
correct,
okay,
so
so
yeah.
Those
are
the
fundamentals
I
reach
out
to
find
more
information,
certainly
one
of
to
affirm
that
I'd,
encourage
folks
to
do
that
and
please
to
anita's
point
share
with
folks.
A
You
think
that
might
be
interested
other
community-based
organizations,
young
people
in
your
life,
you
know
any
any
opportunity
for
someone
to
take
a
step
in
a
positive
direction
in
their
life
is
something
I
think
we
should
be
encouraging
in
this
season
and
in
the
meantime,
or
stay
tuned
for
additional
conversations
and
broadcasts
like
this.
Where
we'll
try
to
you
know,
highlight
good
work,
that's
happening
and
opportunities
for
folks.