Initiative provides support and creates a culture of understanding for what it means to be a member of the LGBTQ+ community at a Catholic university.
When developing a strategy for retaining early diverse talent, there are key steps for organizations to take and factors for them to consider to ensure these efforts are impactful.
Collaboration among campus offices is a critical aspect in supporting students with disabilities during their search for employment.
Through a focused initiative, The Hartford has formalized and fortified its commitment to building an inclusive and engaging culture.
Key aspects of building an effective neurodiverse hiring program are having a sustained supply of candidates and getting buy in from within.
There are several common missteps or “missed steps” that employers make in terms of recruiting students who are differently abled.
Highlights from the NACE19 mega-session offer insight into how to make excellence inclusive.
Landmark College’s strengths-based model gives students with autism the skills and strategies they need to achieve their goals.
Adults with autism could offer sought-after skills in a grossly untapped talent pool for industries that are facing a shrinking well of talented, skilled workers.
A recent study has found that progress to increase the representation of women at each level of the leadership pipeline has stalled.
students who identify as lesbian, gay, bisexual, transgender, or queer (LGBTQ)
experience unique challenges in the area of career preparation.
of America’s global insight programs allow it to assess and shape early
students and create a strong pipeline of diverse talent.
Macalester College and Wesleyan
University share their approaches for helping international and other students with specific
Morial of the National Urban League details several foundational steps
organizations can take to give their diversity efforts a better opportunity to
Among PPL’s diversity and engagement efforts are focusing on creating diverse applicant pools and developing a strong business resource group model.
Two years ago, the UConn Center for Career Development reexamined its efforts around diversity and inclusion and made some impactful changes.
Staff at the University of Illinois at Urbana-Champaign career center developed programs to reach underrepresented students in ways that were meaningful to the students.
Through videos, career services and URR professionals share the activities, processes, and practices their organizations and institutions have implemented to promote diversity and inclusion.
Disrupting gender norms learned from infancy requires understanding first how these were shaped, and then looking at how perspectives can be shifted.
Many colleges are placing a renewed emphasis on recruiting rural students. Are career centers prepared to help them when they get there?
Through an Army program, Ingalls developed partnerships with military bases and community colleges to help provide skills training and job opportunities.
Following a strategic planning session and with assistance from a neighboring university, Metro State has developed a career readiness program.
To assist undocumented students, career centers should create an environment that is inclusive so students are confident they can get the help they need.
It is important for organizations to consider both their internal and external efforts to optimize their diversity recruitment and retention efforts.
The single biggest mistake I see service members make when creating resumes is that they dump everything they have ever done in the military into one document and use that document as a resume to apply for all types of jobs.
The diversity initiatives within the Wolf Trap Foundation’s internship program help to ensure that all students have the opportunity to succeed.
Career centers play a critical role in supporting diversity, equity, and inclusion.
At KeyBank, diversity and inclusion is not simply a program or initiative. The company’s commitment starts much higher and runs much deeper.
St. Joseph’s University’s International Career Conference educates students about available opportunities and the processes involved to reach their goals.
A major element helping TD reach its diversity recruiting goals is the variety of events and outreach offered through its TD Early Access program.
Programs at Bates College and University of Virginia address the needs of first-generation students.
Microsoft’s Autism Hiring Program increases the diversity of the company’s work force, and recognizes the untapped potential and technical skills among people with autism and their value as employees and innovators.
Janine Rowe of RIT offers some insight into the strengths and challenges of students on the autism spectrum, and provides tips for recruiting and onboarding these students.
To better understand the needs of the students at your school on the autism spectrum, career services practitioners should connect with the disability services office, recommends Janine Rowe of RIT.
Authors Claire Klieger and Brian Guerrero offer information about working with students whose legal status affects their job and internship prospects.
During the NACE 60th Anniversary Innovation Challenge, a team that addressed the challenges of engaging, providing information to, and recruiting students with disabilities mapped out a series of events that would help overcome the lack of communication and information about disability services.
Depending on one’s position and responsibilities, unconscious biases can permeate the culture and operations of the organization. The first step toward neutralizing or eliminating unconscious biases is bringing them out into the light.
One successful approach the University of Southern California takes for engaging alumni in career services is grouping its alumni by their years since graduating and customizing programming for each of these generational groups.
The Travelers EDGE program addresses work force and career readiness by helping underrepresented students advance from their middle school to high school curriculum, and then prepare for college and their professional careers after graduation.
When creating a culture of diversity and inclusion in career services, Shelagh Saenz of the University of Michigan School of Public Health recommends taking small actionable steps to build momentum, increase your center’s reputation, and gain allies.
There are many benefits associated with developing a diverse work force, but in order to do so, employers must stress what students want—such as commonality and inclusion—and avoid making assumptions that slow or derail efforts.
When it comes to the career readiness of nontraditional students, there are several challenges career services offices face, and considerations and steps they can take to overcome these obstacles.
When should a student “come out?” Career services professionals should be aware of the issues and risks LGBTQ students face, including when these students are considering the decision to come out during the job-search process.
With focus and effort, Walgreen’s was able to surpass the new federal regulations that encourage federal contractors to achieve a goal of 7 percent representation of employees with disabilities.
According to the U.S. Bureau of Labor Statistics, in 2012, 47 percent of the labor force was comprised of women. Many employers want to attract the top talent among those women to their organizations and are offering programs tailored to their needs.
Well-informed career services practitioners should challenge LGBTQ students to consider how far they are willing to go to get the perfect job. Counselors can help students identify how integrated their personal and professional identities are, and how coming out—or not—could influence their workplace experience.
Even after 20 years of antidiscrimination laws and the low cost of reasonable accommodations, in the United States, qualified applicants with disabilities have lower rates of employment than the general population. This discrimination exists throughout all levels of income and education.
In recent years, there has been an increase in the number of college and university students disclosing a diagnosis of Asperger's syndrome. Several assumptions have been made as to why there is an increase, most of which revolve around greater access to resources, improved diagnostics, and an overall higher prevalence of Asperger's in the general population.
Student veterans often have the skills that are highly sought after in the civilian work force, along with valuable leadership experience. They have transferable skills, such as managing and leading teams, and supervising and motivating people. The average 22-year-old out of the military has far more experience than an average 22-year-old college student. Find out how professionals help student veterans translate their military work into civilian terms and obtain jobs in the civilian work force.