Equity

As students of color, including Hispanic students, are eager to attend higher education institutions and advance their economic wealth, many barriers hinder their academic success.

Disney provides resources to the College Fund to administer the latter’s scholarship program, called the Future Native Storytellers Program. Recently, a smaller group of program scholars was selected to receive additional enhancements to increase the awareness of opportunities at Disney for Native students.

While some of the experiences of nontraditional-aged students mirror those of their traditional-aged peers, there are important areas where they diverge. This information can help career service professionals and recruiters better serve this growing group of college students.

Forté, winner of the 2024 NACE Business Affiliate Award for Excellence in Leadership, focuses its work on systematically addressing the barriers that prevent women from pursuing MBA degrees and business leadership positions.

The Georgia Tech Career Center, large-college winner of the 2024 NACE Career Services Excellence Award, hired eight new staff members across various functional areas within the office in a process that aligned with the institute’s DEI Blueprint to, in part, closely reflect the demographics of Atlanta.

One important question for career services staff who hope to support racial equity in their work: How does race and racism show up in the student experience?

AI can support first-generation students in the job search by bridging the gap in their professional network.

Attendees of the USC Leventhal School of Accounting’s inaugural “Accounting Without Walls” Festival left with actionable plans to implement DEI strategies in their organizations, a deeper understanding of the current DEI landscape in accounting, and more.

The use of gamification apps at in-person events can be invaluable for individuals who may struggle to focus or interact in traditional settings.

NACE is conducting a quick poll and would like your input to assess ways that campus recruiting may be impacted. Last spring, we saw increased campus protests and lockdowns in response to student activism. As we prepare for the fall semester and campus recruiting, there is a potential for increased campus unrest in response to global and national events (i.e. Presidential election, war in Middle East). This Quick Poll is intended to get an overall understanding of the ways university recruiters and campus career centers are preparing for possible campus unrest related to the recruiting process.

Although allyship with the LGBTQ+ community different for everyone, one thing is clear: It requires action.

Northwestern Mutual shifting the focus of its internship program to development of career readiness competencies seemed like a natural progression since the company was already focusing on themes similar to those identified by NACE’s competencies.

Despite the Supreme Court’s 2023 ruling overturning affirmative action, the decision appears to be having little to no impact on employers’ DEI recruiting priorities.

Winner of NACE’s 2024 Diversity, Equity, and Inclusion Excellence Award for colleges, the Georgia Tech Career Center’s Georgia Tech’s AuthenTECH Partnership initiative leverages staff to provide population-specific resources, expand programming, and cultivate partnerships to advance equitable career outcomes.

Landmark College, an institution exclusively for students who learn differently including those on the autism spectrum, champions a strengths-based model and gives students the skills and strategies they need to achieve their goals.

Winner of the 2024 Chevron Innovation Award, the Gregory S. Fehribach Center at Eskenazi Health empowers Indiana college students with physical disabilities to achieve equitable employment following graduation.

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.

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

Consultant Katie Donovan offers tips for employers to eliminate the main causes of pay inequity for women, including that women are underpaid doing the same jobs as men and are underrepresented in leadership roles.

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.