URR functions and career services operations have received increased funding and resources to address racial injustice and the needs of historically marginalized groups, just at different paces.
At this early juncture in NACE’s current quick poll, it seems that there is still progress for employers to make in addressing racial injustice and the needs of historically marginalized groups.
To address and better understand racial injustice and the needs of historically marginalized groups, career centers are providing more professional development for their staff.
In a follow up to its August 2020 quick poll, the National Association of Colleges and Employers (NACE) is polling employers and career services professionals on their efforts to address racial injustice in their practices and operations. Results are available in real time.
Many employers encourage employees to bring their “authentic” selves to work, but it should ultimately be up to the employee to determine how much of themselves to share.
Many employers have embraced the idea of authenticity at work, but career services must work with students to anticipate and navigate challenges should these employer efforts still fall short.
According to results of NACE’s 2021 Internship & Co-op Survey, an average of 62% of interns were white and nearly 58% were male.
NACE research shows that paid internships benefit students in their initial post-graduation job search: more job offers, higher starting salaries, and a shorter search. However, the data also show that this path to employment may be exclusive, with racial/ethnic minorities, women, and first-generation students all underrepresented in paid internships.
More than 87% of responding organizations report that they have a diversity recruiting strategy for the Class of 2021, the second highest level reported in the past seven years.
The final results of NACE’s recent quick poll show how our field is responding to the need to address racial injustice.
NACE’s quick poll assessing our field’s reaction to combat racial injustice show that employers and colleges have been slow to take action.
For many organizations and institutions that made commitments to take action in response to racial injustice, the work has yet to begin.
First-generation college students are overrepresented among “never interns” and underrepresented among paid interns.
NACE research shows that women are overrepresented among unpaid interns and underrepresented among paid interns.
NACE research shows that disproportionalities exist in terms of race/ethnicity and representation by internship attainment and pay type.
In August 2020, NACE launched quick polls to gauge how institutions, organizations, and individual career services and recruiting offices are responding to the need to address racial injustice.
Texas Tech University undertook a study of recruiters at Big XII universities to identify current diversity recruiting practices.
The percentage of employers with diversity recruiting efforts is the highest it has been over the past 11 years.
Women in higher ed advance into top leadership roles at rate well below that of their male counterparts. Here’s what can be done.
More than 28 percent of employers plan to hire Class of 2019 international students, representing a nearly 5 percent gain from last year.
NACE research suggests that internship and study-abroad
experiences have a positive effect on the career readiness of first-generation
If you’re looking to boost your
organization’s diversity-recruiting efforts, it’s important to understand how
much race and gender affect student perceptions of diversity.
comparing both the first destinations and the lifelong professional outcomes
for women and men, there are some notable disparities, including in pay. What part
can higher ed play in eliminating the gender pay gap?
A qualitative study looks at how career counselors use their own experience as first-generation students to support first-generation students.
Positioning your organization can help boost its diversity-recruiting efforts among your target groups.
Among the vulnerabilities of colleges and universities that could affect campuses and students are immigration and DACA.
While the percentage of employers with a formal diversity recruiting effort has fluctuated since 2008, that percentage dropped significantly this year.
Career services and university recruiting professionals need to plan to meet the needs of students with autism spectrum disorder.
First-generation have unique career development needs that career services can address.
Using data from NACE’s 2016 Student Survey, NACE research looks at factors that may influence the job success of first-generation students.
Class of 2016 first-generation students gave greater weight to an organization being located close to home and embracing diversity than did their classmates.
Diversity recruiting continues to be a core element of overall college recruiting programs, as 70.9 percent of employers responding to NACE’s 2015 Recruiting Benchmarks Survey report having a formal diversity recruiting program.
Percentage of employers with diversity recruiting strategy
Job Outlook 2021
Percent of employers using diversity of student body in school selection
2019 Recruiting Benchmarks Survey Report
Average target for recruiting students with disabilities vs average outcome
2019 Recruiting Benchmarks Survey Report