| Addressing the Career Readiness of Nontraditional Students |
| 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. |
| Metro State Career Readiness Initiative Crucial for Commuter School |
| Following a strategic planning session and with assistance from a neighboring university, Metro State has developed a career readiness program. |
| Helping International Students, Others Meet Internship Requirements |
Macalester College and Wesleyan
University share their approaches for helping international and other students with specific
internship requirements.
|
| Op-Ed: Diversity, Inclusion, and Career Services |
| Career centers play a critical role in supporting diversity, equity, and inclusion. |
| Assessing the Readiness to Reveal: Resume Writing Strategies for LGBTQ Students |
| 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. |
| Career Advising Students With Asperger's Syndrome |
| 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. |
| Career Considerations of LGBTQ Students |
College
students who identify as lesbian, gay, bisexual, transgender, or queer (LGBTQ)
experience unique challenges in the area of career preparation. |
| Conference Teaches Students About Job-Search Processes |
| St. Joseph’s University’s International Career Conference educates students about available opportunities and the processes involved to reach their goals. |
| Creating a Culture of Diversity and Inclusion: Start With Small Wins |
| 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. |
| Disclosure of a Disability in a Job Interview |
| 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. |
| Disrupting Gender in Career Services & Recruiting |
| Disrupting gender norms learned from infancy requires understanding first how these were shaped, and then looking at how perspectives can be shifted. |
| Diversity & Inclusion Practices (Videos) |
| Through videos, career services and URR professionals share the activities, processes, and practices their organizations and institutions have implemented to promote diversity and inclusion. |
| Diversity and Inclusion a Strong Focus of UConn’s CCD |
| Two years ago, the UConn Center for Career Development reexamined its efforts around diversity and inclusion and made some impactful changes. |
| Engage Alumni by Offering Programming That Meets Their Generational Needs |
| 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. |
| First-Generation Students: Understanding, Meeting Needs |
| Programs at Bates College and University of Virginia address the needs of first-generation students. |
| Landmark’s Approach Provides Support to Students With Autism |
| Landmark College’s strengths-based model gives students with autism the skills and strategies they need to achieve their goals. |
| Networking Programs for Diverse Student Populations |
| 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. |
| Overcoming the Lack of Communication and Information About Disability Services |
| 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. |
| Serving Rural Students |
| Many colleges are placing a renewed emphasis on recruiting rural students. Are career centers prepared to help them when they get there? |
| The Job Search and Better Practices for Advising DACAmented Students: A Resource for Career Services and University Recruiting Professionals |
| Authors Claire Klieger and Brian Guerrero offer information about working with students whose legal status affects their job and internship prospects. |
| To Come Out or Not to Come Out |
| 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. |
| Working With Undocumented/DACAmented Students |
| To assist undocumented students, career centers should create an environment that is inclusive so students are confident they can get the help they need. |
| The Veteran’s Guide to Developing a Resume |
| 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. |
| Travelers Program Aims to Give Underrepresented Students a Career Readiness EDGE |
| 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. |
| Hiring Employees With Disabilities |
| 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. |
| Identify and Eliminate Unconscious Biases to Create a More Inclusive Workplace |
| 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. |
| Wolf Trap’s D&I Initiatives Offer Internship Opportunities |
| The diversity initiatives within the Wolf Trap Foundation’s internship program help to ensure that all students have the opportunity to succeed. |
| Bank of America Program Creates Early Talent Pipeline |
Bank
of America’s global insight programs allow it to assess and shape early
students and create a strong pipeline of diverse talent. |
| Building a Diversity Recruiting Strategy: Emphasize Commonality, Inclusion Over Differences |
| 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. |
| Career Counseling and Hiring Student Veterans |
| 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. |
| Developing Women Leaders: Eliminating Bias, Providing Support |
| A recent study has found that progress to increase the representation of women at each level of the leadership pipeline has stalled. |
| Diversity, Inclusion Are Key Elements of Bank’s Culture |
| At KeyBank, diversity and inclusion is not simply a program or initiative. The company’s commitment starts much higher and runs much deeper. |
| Early ID, Education Program Helps TD Boost Diversity |
| A major element helping TD reach its diversity recruiting goals is the variety of events and outreach offered through its TD Early Access program. |
| 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. |
| Maximize Diversity Efforts by Boosting Internal, External Focus |
| It is important for organizations to consider both their internal and external efforts to optimize their diversity recruitment and retention efforts. |
| Microsoft’s Autism Inclusive Hiring Program Addresses Candidate Needs |
| 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. |
| National Urban League: Elements of Effective Diversity Initiatives |
Marc
Morial of the National Urban League details several foundational steps
organizations can take to give their diversity efforts a better opportunity to
succeed.
|
| Partnerships in Army Program Help Ingalls Hire Veterans |
| Through an Army program, Ingalls developed partnerships with military bases and community colleges to help provide skills training and job opportunities. |
| PPL Effort Focuses on Candidates With Autism |
| 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. |
| Targeted Efforts, BRGs Boost PPL’s Diversity, Engagement |
| Among PPL’s diversity and engagement efforts are focusing on creating diverse applicant pools and developing a strong business resource group model. |
| Transparency a Key Element of Recruiting Students on the Autism Spectrum |
| 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. |
| Developing Cross-Campus Partnerships a Key to Supporting Students on the Autism Spectrum |
| 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. |
| Inclusive Excellence |
| Highlights from the NACE19 mega-session offer insight into how to make excellence inclusive. |
| Considerations for Starting a Neurodiverse Hiring Program |
| Key aspects of building an effective neurodiverse hiring program are having a sustained supply of candidates and getting buy in from within. |
| Key Strategies for Boosting Disability Recruiting |
| There are several common missteps or “missed steps” that employers make in terms of recruiting students who are differently abled. |
| Creating a Culture of Understanding for the LGBTQ+ Community |
| 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. |
| Focused D&I Recruiting Strategy Part of The Hartford’s DNA |
| Through a focused initiative, The Hartford has formalized and fortified its commitment to building an inclusive and engaging culture. |
| Retaining Diverse Early Talent Not a “Check Box” Activity |
| 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. |
| Supporting Students With Disabilities in Their Job Searches |
| Collaboration among campus offices is a critical aspect in supporting students with disabilities during their search for employment. |
| Reaping the Benefits of Doing D&I Right |
| Expert and author Tony Byers cites research confirming that there are substantial benefits associated with having a diverse and inclusive workplace. |
| On the Cutting Edge: Building Culturally Aware Career Services Initiatives |
| The Office of Career and Continuing Education at Florida Southern College developed and implemented the “Diversity in the Workplace” series to address student needs. |
| The Benefits of Creating an Inclusive Work Culture |
| An inclusive work culture mirrors the community the organization serves and yields many benefits for both the organization and its employees. |
| Providing Support to “Onlies” in the Workplace and Remotely |
| There are several key steps that organizations can take to best support “onlies” and provide a healthy space for them to excel at work. |
| The Importance of Language in Supporting DEI Efforts |
| Language is a key element of diversity, equity, and inclusion, and can help or hinder efforts in this area. |
| 5 Career Services Professionals Offer a Starting Place for Addressing Racism |
| How do we support students who have been marginalized or who may feel unsafe around law enforcement while also supporting employers in law enforcement? |
| 16 Actions for Shifting Culture to Support Black Employees |
| There are specific actions that institutions and organizations can take to ensure that they create a culture that supports the personal and professional growth of Black individuals. |
| INROADS’ Program Extends Reach of Diversity Recruiting Programs |
| INROADS has co-developed a program to help organizations recruit students at a greater number of HBCUs across the United States for paid internships. |
| We Stand Together: Moving Ahead With Diversity, Equity, and Inclusion |
| During a recent NACE Town Hall, panel members shared experiences and offered ideas for moving ahead with diversity, equity, and inclusion. |
| Addressing Challenges Students With Hearing Loss May Face During Pandemic |
| Students with hearing loss may face challenges associated with communication that may be exacerbated during this pandemic, with requirements for wearing masks and physically distancing. |
| Emerging Trends Could Threaten Equitable Outcomes for Marginalized Students |
| Matthew Cowley warns that any trend that emerges that is considered to be a best practice could potentially threaten equitable outcomes for marginalized students. |
| The Role of Career Development Professionals in the Black Talent Recruitment Process |
| Employers are looking for help to attract and retain Black talent. Career services professionals can help them by sharing 16 strategies that will help them. |
| Affirming Student Success: Reimagining Recruitment, Resilience, Retention, and Career Readiness |
| Two programs—the First Star STEAM Academy and ASPIRE—housed at Rowan University help marginalized you prepare for higher education and careers. |
| Abbott Laboratories Internship Program Exposing Diverse Students to STEM |
| Abbott Laboratories’ high school internship program exposes students from diverse backgrounds across the United States to STEM fields. |
| West Chester’s Connect and Learn Meet-Up Is a Sensory-Friendly Recruiting Event |
| WCU’s career center and autism program developed a sensory-friendly event where differently abled students feel more comfortable and confident interacting with recruiters. |
| Program Supports Students Transitioning to College |
| MI GEAR UP is a statewide program designed to provide support to students from high schools in low-income areas who are making the transition to college and throughout their first year there. |
| Empower Retirement Moving Away From Assessing Candidates for “Fit” |
| Empower Retirement is moving away from assessing candidates for “culture fit” by aligning values and providing hiring managers with interview questions and language. |
| Conscious Job Seeking: Assessing Employers’ Commitment to DEI |
| There are questions that career services professionals can suggest their students ask recruiters to assess an organizations’ DEI priority and commitment. |
| Questions Students May Ask to Assess Your Organization’s Commitment to DEI |
| Students may ask specific questions to assess your organization’s commitment to diversity, equity, and inclusion. Be prepared to answer them. |
| Inclusive Leadership: 10 Steps to Creating an Inclusive Workplace |
| Most organizations should look to address is their cultural landscape and homogenous culture. Senior leaders and recruiters can consider these 10 concrete ideas and practices that could positively impact creating an inclusive workplace and environment. |