Due to their underrepresentation in the classroom and societal messaging around technology being a “masculine domain,” women in computer science often feel isolated and marginalized. A study demonstrates how women’s experiences in computing internships shape their future career decisions; the findings have implications for both career development professionals and employers who recruit entry-level talent.
What are some key considerations and steps for employers to take to create long-lasting, mutually beneficial partnerships with HBCUs and PBIs?
Interviews with diversity, talent, and industry experts revealed confusion, conflation, and a general lack of conceptual clarity around fundamental differences in DEI& B in their organizations.
At the University of Cincinnati, students facing financial constraints can access a grant designed to enable them to engage in career-focused courses.
Research conducted by NACE and The Center for the Study of HBCUs underscores how important it is for companies to conduct audits to assess gaps and inequities in their recruiting efforts.
Chelsea C. Williams, founder and CEO of Reimagine Talent Co., defines “belonging” as a feeling that people have when they are seen, valued, protected, and respected. “While, ultimately, individuals determine and define their sense of belonging, I do believe there are steps we can take to build for belonging,” Williams adds.
Diversity and inclusion have traditionally been about race and about sex, but we are all so much more than just what is visible, explains author, speaker, and social impact adviser Michele Sullivan.
There are key steps that employers and colleges can take to ensure that their culture is inclusive, such as providing training, planning intentionally, and holding employees accountable, says MarTeze Hammonds, Ed.D.
Three members of NACE’s HBCU Affinity Group share their thoughts about and personal experiences with HBCUs.
Liberty Mutual takes a very targeted approach to the sources of talent they try to attract, engage, and hire. This extends far beyond a traditional target school list.
NACE Brief: Understanding the Experiences and Attitudes of LGBTQ+ Students is free to NACE members. There are important—and troublesome—differences in pay, sense of belonging, and job offers that LGBTQ+ students experience during internships that impact their experience in the job search and employment, according to NACE’s newly released brief titled Understanding the Experiences and Attitudes of LGBTQ+ Students.
After witnessing the impact that the pandemic had on early undergraduate students from underrepresented groups in the tech industry, IBM scaled up its early talent ID program.
Many emerging professionals are turning to community colleges, vocational schools, and technical bootcamps to gain marketable skills.
There were gender and race disparities within the compositions of the 2020-21 intern cohort as the majority of students who take part in internships are men and identify as white, according to results of NACE’s 2022 Internship & Co-op Survey.
Launched in 2018 with a flagship two-day immersive conference, Workday’s “Future Females in Tech Engagement Program” helps women to build career confidence and make the connections they need to get started in the tech industry.
The UC Berkeley Career Center’s annual transfer student career summit is a five-hour virtual event that was created to help connect transfer students, who are often overwhelmed when navigating career opportunities, and employers that are not aware of the value transfer students can bring to organizations.
There are several research-based practices employers can implement to achieve greater success in recruiting and developing interns from HBCUs and PBIs.
Employers are looking for help to attract and retain Black talent. Career services professionals can help them by sharing 16 strategies that will help them.
The internet is full of advice on how international students can lower the costs of their own education, but individual students aren’t going to solve this problem on their own through a personalized, piecemeal approach. Collective action is necessary. Stakeholders from the educational sector, financial world, and the business community must work together to create a unified system that works.
There are specific actions that institutions and organizations can take to ensure that they create a culture that supports the personal and professional growth of Black individuals.