• 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.



    Best Practices



  • 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.
     

    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.
     

    Tips for Meeting the Needs of Student Veterans

     
    Military veterans can face several obstacles when they try to enter or reenter the U.S. work force. Student veterans typically don’t have a frame of reference as to the types of jobs that match the skills they developed in the military. They also tend to have difficulty describing their skills to employers.
     

    Tips for Attracting Military Veterans to Your Organization

     
    There are many benefits to recruiting military veterans. How can you tap into this segment, and attract and retain military veterans to your organization?
     

    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.
     

    Legal Issues: Diversity Recruiting

     
    Equal employment opportunity and nondiscrimination are an important part of the recruiting and hiring process. Career services practitioners and university relations and recruiting professionals should be aware of recent legislative changes to established laws.
     

    Best Practices for Recruiting Students With Disabilities

     
    New regulations from the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) require federal contractors to set a target of having 7 percent of their work force be comprised of employees with disabilities.
     

    Strategies for Better Facilitating the Recruitment of Students With Disabilities

     
    New regulations from the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) require federal contractors to set a target of having 7 percent of their work force be comprised of employees with disabilities.
     

    Helping Students Navigate Religious Observance in the Workplace

     
    When it comes to the religious observance in the workplace, there are several recommendations you can make to your students to ease any uncertainty about or misunderstanding of their religious-based needs.
     

    Handling Religious Observance With Candidates

     
    When it comes to the religious observance in the workplace, there are practices you can implement to ease any uncertainty about or misunderstanding of religious-based needs.
     

    Assisting Employers, Students With Disabilities Amid Changes to Section 503

     
    The short- and long-term impacts of the changes to Section 503 of the Rehabilitation Act of 1973 on higher education, and on students and graduates with disabilities are significant. The most immediate impact on higher education is that more employers will come to campus seeking a fully diverse slate of candidates, including those with disabilities. For career services, this is an opportunity to become highly proactive, both internally and externally.
     

    Changes to Section 503: Impact on Higher Education and Opportunities for College Students and Recent Graduates With Disabilities

     
    Changes to Section 503 will encourage employers to be more inclusive and increase the hiring of people with disabilities. Career services should know how these changes will affect their students during the job-search process in order to advise them effectively.
     

    Key Steps for Successful Veteran Hiring and Retention

     
    The military, regardless of branch, is built on a system of education that teaches and trains its employees in leadership and negotiating skills, how an organization works, and more.
     

    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.
     

    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.
     

    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