• Diversity


    E-mail us with your best practices around diversity and inclusion.



    Diversity & Inclusion Self-Assessment

    The Diversity & Inclusion Self-Assessment is adapted with permission from the National Alliance of Mental Health (NAMI) Leadership Institute Self-Assessment Worksheet by the NACE Diversity & Inclusion Committee.



  • NACE Statement of Diversity & Inclusion

     
    Inclusion is a core value for the National Association of Colleges and Employers (NACE), which fosters and supports individual and organizational diversity and inclusion in all facets of the association. NACE embraces and derives value from the variety of views that diverse organizations and individuals bring to a task at hand, and creates a supportive learning environment to foster open communication of diverse perspectives and realities.
     

    Fast-Track Recruiting: How Employers Are Identifying Women Candidates

     
    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.
     

    New Rules for Hiring Veterans, Disabled Workers Go Into Effect

     
    The VEVRAA rule provides contractors with a quantifiable metric to measure their success in recruiting and employing veterans. The Section 503 rule introduces a hiring goal for federal contractors and subcontractors that 7 percent of each job group in their work force be qualified individuals with disabilities.
     

    Diversity Recruiting Benchmarks, Tips, and Resources

     
    The incorporation of a diversity recruiting effort as part of an overall college recruitment programs continues to be a major focus among respondents to NACE’s 2013 Recruiting Benchmarks Survey. This article includes steps some organizations take that are successful in diversity recruiting.
     

    OMB Approves Revised Self-Identification of Disability Form

     
    The Office of Management and Budget approved the voluntary self-identification form required by the final rule of Section 503 of the Rehabilitation Act of 1973, which covers individuals with disabilities.
     

    The Implications for Career Services of OFCCP’s Changes to Section 503 of the Rehabilitation Act

     
    New changes to Section 503 of the Rehabilitation Act of 1973 have implications for the hiring and employment of people with disabilities. Section 503 Regulations now require a nationwide aspirational goal of the work force to have 7 percent representation of qualified individuals with disabilities (current employees, applicants, and new hires).
     

    The Implications for Employers of OFCCP’s Changes to Section 503 of the Rehabilitation Act

     
    New changes to Section 503 of the Rehabilitation Act of 1973 have implications for the hiring and employment of people with disabilities. Section 503 Regulations now require a nationwide aspirational goal of the work force to have 7 percent representation of qualified individuals with disabilities (current employees, applicants, and new hires).
     

    Best Practices: Recruiting Students With Disabilities

     
    How can your organization better connect with, recruit, and develop an inclusive culture for students with disabilities? Here are tips.
     

    Developing and Managing a Diverse Early Talent Strategy

     
    Employers can get a head start on their college hiring by developing early identification programs to feed their internship programs.
     

    Tips for Boosting Your Diversity Recruiting Efforts

     
    Even though current efforts appear to be fairly successful in landing diverse populations in the starting work forces of organizations with defined diversity programs, respondents to NACE’s 2012 Recruiting Benchmarks Survey report that their efforts to recruit underrepresented minorities will only become more intense this fall. There are several steps organizations that are successful in diversity recruiting take.
     

    Employers Target Minority-Serving Schools, Student Organizations for Diversity Recruiting

     

    The vast majority of employers—79 percent—target schools that serve predominantly minority populations for diversity recruiting, according to results of NACE’s 2012 Recruiting Benchmarks Survey.


     

    Five Tips for Effective Diversity Recruiting

     

    It takes diversity of ideas, cultures, backgrounds, and experiences to provide the most valuable customer solutions or products,” explains Carrie Hunter, Dell’s university relations lead, North America. “Employers have recognized that people’s differences are a benefit in the workplace.


     

    Key Steps and Resources for Diversity Recruiting Success

     
    Organizations with a formal diversity recruiting effort are better able to bring in diverse candidates than those that have no defined effort.
     

    Diversity Resources

     

    A list of minority associations.


     

Diversity