Equity
What is Equity?
The term “equity” refers to fairness and justice and is distinguished from equality: Whereas equality means providing the same to all, equity means recognizing that we do not all start from the same place and must acknowledge and make adjustments to imbalances. The process is ongoing, requiring us to identify and overcome intentional and unintentional barriers arising from bias or systemic structures.
NACE Research Supporting Equity in the Workplace
NEW! Recruiting for Equity at HBCUs and Beyond: Current Practices and Pitfalls
This new study from the National Association of Colleges and Employers (NACE) explores employers’ commitments to and understanding of the issue of equity in recruiting (EiR). Funded through the generosity of organizations that sponsored NACE’s 2021 HBCU Summit and conducted in partnership with the Center for the Study of Historically Black Colleges & Universities (the Center), the study focuses on what employers are doing to recruit and retain diverse interns.
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NACE Diversity Graduate Profile Reports
The NACE Diversity Graduate Profile Report provides diversity data for Class of 2021 college graduates based on academic major, institution, gender, race, and ethnicity, and median salary (where reported). Purchase one now and download it immediately.
NACE Diversity Graduate Profile Report: Business
Majors Include: All Business majors (broad category total); Accounting; Business Administration/Management; Finance; Management Information Systems; Marketing; Master of Business Administration.
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NACE Diversity Graduate Profile Report: Computer Science
Majors: All Computer Science majors (broad category total); Computer Systems Analysis; Computer Science; Computer/Information Technology Administration & Management; Computer Systems Networking; Information Science; Software & Media Applications.
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NACE Diversity Graduate Profile Report: Engineering
Majors: All Engineering Majors (broad category total); Chemical Engineering; Civil Engineering; Computer Engineering; Electrical Engineering; Industrial Engineering; Mechanical Engineering.
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NACE Diversity Graduate Profile Report: HBCUs
Majors: Accounting, All Business Majors (Broad Category total); All Engineering Majors (Broad Category total); All Computer Science Majors (Broad Category total); Business Administration; Computer Science; English; History; Liberal Arts and Humanities; Math and Statistics; Philosophy; Social Sciences.
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NACE Diversity Graduate Profile Report: Interdisciplinary Studies
Majors: Data Analytics, Mathematics and Computer Science, Sustainability Studies, Computational Science, International/Globalization Studies.
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NACE Diversity Graduate Profile Report: Math/Humanities/Social Science
Majors: Communications; Economics; English; History; Mathematics; Political Science; Psychology.
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JOIN A NATIONAL NETWORK OF ACTIVE PRACTITIONERS
Since 1956, NACE has served as the leading source of information on the employment of the college educated and forecasts hiring trends in the job market; identifies best practices and benchmarks; and tracks starting salaries, recruiting practices, and student outcomes.
Additionally, NACE provides extensive ways to connect with your peers via Affinity Groups, professional development opportunities, and an annual conference & expo. By joining NACE, you join an engaged, passionate community that's dedicated to strengthening the bridge from campus to career, and—through research, partnerships and knowledge-sharing—works to ensure equitable outcomes for all.
EXPLORE NACE MEMBERSHIPSEE OUR STRATEGIC PLANDOWNLOAD OUR DEI REPORT
Get the latest insights into building a diverse, inclusive, and equitable workforce
See how NACE and its members are advocating for equity and implementing it around the country.
URR PROFESSIONALS HAVE UNIQUE OPPORTUNITY TO POSITIVELY IMPACT PEOPLE’S LIVES
March 20, 2023 | By Kevin Gray
NEW RECRUITERS
TAGS: best practices, diversity and inclusion, nace insights, recruiting, talent acquisition,
There are many rewards in being a university recruiting and relations (URR) professional, according to Seldric Blocker, executive director and head of asset and wealth management campus recruiting at JPMorgan Chase.
“What I find most rewarding about my career is the impact I can have on changing people’s lives by providing exposure and experiences that are oftentimes the first for many and their families,” Blocker says.
NACE23 Preconference Workshop: Recruiter Bootcamp Intensive
Join Seldric Blocker, executive director, head of asset and wealth management campus recruiting at JPMorgan Chase, and Bruce Soltys, vice president, university relations and leadership development programs for Travelers, for the “Recruiter Bootcamp Intensive: What You Really Want and Need to Know” NACE23 preconference session. This four-hour session will touch on everything you ever wanted (and needed) to know about the ever-evolving world of recruiting.
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“We also have the opportunity to provide a seat at the table for many who may not have been historically represented.”
He says that, as they navigate their career, URR professionals should develop a solid foundation in process and project management.
“In addition, while campus recruiting is cyclical, URR professionals should approach and plan each cycle with creativity, innovation, and relevancy,” Blocker says.
“Learn the business; business acumen is key. Never say you ‘just work in campus recruiting.’”
Challenges abound, however, with many associated with the big two issues of time and budget. Blocker notes that these include lean URR teams, limited resources, and lack of time for professional development.
“Also,” he says, “we face issues in balancing competitive recruiting timelines with candidate development and candidate experience.”
Blocker explains that the profession is making positive strides, especially in the areas of diversity, equity, inclusion, and belonging.
“As a profession, we are doing a good job of moving away from exclusionary practices like an over reliance on core schools,” he explains.
“We are starting to expand our reach and add HBCUs and Primarily Black Institutions into the conversation. However, there are areas we still need to address, such as including cultural relevancy when recruiting students, balancing student and business/industry needs, and developing better ways of educating students on opportunities. Job opportunities should not focus on the premise of “if you know, you know.’”
Blocker has several suggestions for URR professionals to successfully progress in the profession.
“Keep a network of URR professionals from a variety of industries close,” Blocker says.
“Understand that there is a process for everything and everything has a process, and never sacrifice the quality of your work. It is also crucial to know that diversity is everyone’s responsibility and should be woven into every aspect of the recruiting process.”
There are many rewards in being a university recruiting and relations (URR) professional, according to Seldric Blocker, executive director and head of asset and wealth management campus recruiting at JPMorgan Chase.
“What I find most rewarding about my career is the impact I can have on changing people’s lives by providing exposure and experiences that are oftentimes the first for many and their families,” Blocker says.
NACE23 Preconference Workshop: Recruiter Bootcamp Intensive
Join Seldric Blocker, executive director, head of asset and wealth management campus recruiting at JPMorgan Chase, and Bruce Soltys, vice president, university relations and leadership development programs for Travelers, for the “Recruiter Bootcamp Intensive: What You Really Want and Need to Know” NACE23 preconference session. This four-hour session will touch on everything you ever wanted (and needed) to know about the ever-evolving world of recruiting.
LEARN MORE
“We also have the opportunity to provide a seat at the table for many who may not have been historically represented.”
He says that, as they navigate their career, URR professionals should develop a solid foundation in process and project management.
“In addition, while campus recruiting is cyclical, URR professionals should approach and plan each cycle with creativity, innovation, and relevancy,” Blocker says.
“Learn the business; business acumen is key. Never say you ‘just work in campus recruiting.’”
Challenges abound, however, with many associated with the big two issues of time and budget. Blocker notes that these include lean URR teams, limited resources, and lack of time for professional development.
“Also,” he says, “we face issues in balancing competitive recruiting timelines with candidate development and candidate experience.”
Blocker explains that the profession is making positive strides, especially in the areas of diversity, equity, inclusion, and belonging.
“As a profession, we are doing a good job of moving away from exclusionary practices like an over reliance on core schools,” he explains.
“We are starting to expand our reach and add HBCUs and Primarily Black Institutions into the conversation. However, there are areas we still need to address, such as including cultural relevancy when recruiting students, balancing student and business/industry needs, and developing better ways of educating students on opportunities. Job opportunities should not focus on the premise of “if you know, you know.’”
Blocker has several suggestions for URR professionals to successfully progress in the profession.
“Keep a network of URR professionals from a variety of industries close,” Blocker says.
“Understand that there is a process for everything and everything has a process, and never sacrifice the quality of your work. It is also crucial to know that diversity is everyone’s responsibility and should be woven into every aspect of the recruiting process.”
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