Equity

Highlights from the NACE19 mega-session offer insight into how to make excellence inclusive.

In summer 2019, Florida State University implemented an experiential education graduation requirement for all undergraduate students.

This list, compiled by the 2019 Careers for Students With Disabilities Task Force, offers information about and links to a variety of resources.

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

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.

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.

This page provides easy access to a range of events, resources, and other material related to NACE’s commitment to fighting racial injustice and furthering diversity, equity, and inclusion.

Recently, members of the NACE Community shared resources that they find helpful when working with LGBT college students, job candidates, and employees.

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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.

Abbott Laboratories’ high school internship program exposes students from diverse backgrounds across the United States to STEM fields.

Empower Retirement is moving away from assessing candidates for “culture fit” by aligning values and providing hiring managers with interview questions and language.

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.

There are questions that career services professionals can suggest their students ask recruiters to assess an organizations’ DEI priority and commitment.

Students may ask specific questions to assess your organization’s commitment to diversity, equity, and inclusion. Be prepared to answer them.

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.