Belonging at work—feeling that one is valued, accepted, and supported—helps to ensure a healthy, productive, and positive work environment. NACE surveyed its membership to better understand their experiences with belonging in the profession.

When it comes to the attributes of a job and an organization and the benefits the organization offers, there are some differences in student preferences by race and gender.

A study found that mentorship, community, biculturalism, and resilience are crucial resources and skills that Black women can use to advance their careers.

Recent studies reveal that systemic barriers continue to limit progress on achieving pay equity for all, but there are tangible, proven ways that career centers and employers can make an impact.

A joint research project by the National Association of Colleges and Employers (NACE) and Break Through Tech uncovered the positive impact career services has on outcomes for women in general and for women pursuing tech careers in particular. The research is detailed in “The Impact of Career Services on Women Pursuing Tech Careers,” which is free to the public.

This study, a collaboration between NACE and Break Through Tech, provides evidence that career services can help level the playing field for women pursuing STEM careers.

Early data from a forthcoming NACE study indicate that the gender pay gap has widened over the past year, with female graduates now earning just 72 cents to every dollar earned by male graduates, down from around 81 cents.

Data provided by more than 2,300 bachelor’s degree-level graduating seniors who took part in NACE’s 2023 Student Survey demonstrate that systemic inequities continue to exist in internships—not only in terms of who takes part, but also in terms of who gets paid.

A study at a minority-serving institution uncovers aspects of social and cultural capital that contribute to the college-to-career transition of Black undergraduate women.

Beyond ensuring diversity in the composition of their intern cohort, employers’ ability to convert their interns into full-time hires is a critical component to diversifying their workforce.

In fall 2021, NACE conducted a quick poll to survey members about the challenges they experienced in addressing the career needs of diverse students.

Texas Tech University undertook a study of recruiters at Big XII universities to identify current diversity recruiting practices.

NACE research shows that disproportionalities exist in terms of race/ethnicity and representation by internship attainment and pay type.

NACE research shows that women are overrepresented among unpaid interns and underrepresented among paid interns.

First-generation college students are overrepresented among “never interns” and underrepresented among paid interns.

For many organizations and institutions that made commitments to take action in response to racial injustice, the work has yet to begin.

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.

NACE’s quick poll assessing our field’s reaction to combat racial injustice show that employers and colleges have been slow to take action.

The final results of NACE’s recent quick poll show how our field is responding to the need to address racial injustice.

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.

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.

According to results of NACE’s 2021 Internship & Co-op Survey, an average of 62% of interns were white and nearly 58% were male.

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.

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.

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.

To address and better understand racial injustice and the needs of historically marginalized groups, career centers are providing more professional development for their staff.

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.

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.

Is experiential learning designed for Black students? Erica Lake’s study found that that Black students at PWIs perceive different college experiences from their peers and are not as engaged in experiential learning, even though they may be interested

The increase in formal diversity recruiting efforts reported continues the growth—and recovery—in this area over the last decade.