"Not everything that is faced can be changed, but nothing can be changed until it is faced."Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý Ìý-James Baldwin

In the Career Center, we are engaging with our employer partners to face the systemic barriers that are often present in traditional hiring practices, leading to bias, discrimination, and anti-Blackness when sourcing, recruiting, and hiring candidates. Our belief is that by sharing resources and information on more intentional recruiting processes, we can accelerate change to create more equitable and diverse workplaces.

Attracting Students of Color:

Your organization’s mission, vision and values helps students of color evaluate you as a potential employer because they define your workplace culture, vision for change, development of your employees, and engagement in the community. As the Glassdoor statistics below, being transparent about your diversity and inclusion strategies is key to to transform your workplace to meet the expectations of a diverse workforce.ÌýÌý

Engaging students from marginalized backgrounds early & often helps source and support BIPOC (Black, Indigenous, People of Color) candidates who are looking for jobs/internships in organizations that demonstrate:Ìý

  • Website/company materials that speak to your commitment to diversity and non-discrimination.Ìý

  • Employee directories where racial/ethnic diversity exists amongst the employees, senior management & leadership, and board of directors.Ìý

  • Recruiters/Employees offering specific examples of how the company is actively contributing towards becoming more equitable and inclusive.ÌýÌý

  • Collaborations and relationships with professional organizations for people of color.Ìý

  • In-house employee supports and social networks for people of color.Ìý

  • Clear pathways for professional development and growth.Ìý

Below are resources that organizations have found helpful to be more intentional in their sourcing, recruiting and candidate selection process.ÌýÌý

Job Postings

  • Create diverse hiring committees that are part of each step of the process from reviewing job descriptions, posting in diverse locations, interviewing, and selecting candidates.ÌýÌý

  • – what skills are needed to do the job- share that you are an affirmative action and equal opportunity employerÌý

  • Diversity Job Boards: generate a list of places to reach and are visible to multiple communities and networks.ÌýÌý

  • Use recruiting technology to keep job descriptions bias-free such as Textio and Gender Decoder.Ìý

Recruiting

  • ¶Ù±ð³¦´Ç²Ô²õ³Ù°ù³Ü³¦³ÙÌý

  • Train your hiring team to identify and reduce bias:Ìý/ÌýÌý

  • ÌýthatÌýleads to anÌýentry-level pipeline.Ìý

  • Find mid-career professionals by developing relationships with key recruiters, search firms, and organizations that have strong reputations for sourcing and developing diverse talent-Ìý,Ìý(Pan-Asian professionals), and theÌýÌý(Black professionals)Ìý

Interviewing & Selecting Candidates

  • CreateÌýaÌýÌýto createÌýsystemic practices that promote equityÌý

  • Ìýinstead of Culture FitÌýÌý

  • Re-write yourÌýÌýto be more inclusiveÌý

  • OfferÌýsalary negotiations that are representative of equal pay standardsÌý

Additional Educational Materials

  • Watch:Ìý: Race, Isms, Justice, and the Role White People NeedÌýto PlayÌýÌýÌý

  • Reference:

  • Follow:ÌýA step-by-step guide toÌý

  • Strive:Ìý

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¶¶Òõ̽̽ Career Center

Helpful Resources