Grab a cup of coffee/tea and join us as we ramp up for the second day of NACE’s 2025 HBCU and Inclusion Summit. We’ll recap the insights from Day One and cover what to expect today. Get energized with us for the day during this interactive time of the Kickoff when we engage with you directly.

Begin the second day of NACE’s HBCU and Inclusion Summit with top leaders providing insights and perspective on inclusion and what’s next for the work we do. During this session, NACE CEO, Shawn VanDerziel and INROADS CEO Forest Harper will tackle some of the questions many of us grapple with regarding the changing nature of inclusion; and the changing nature of the work ahead to ensure opportunities for all.

The NACE Inclusive Excellence Certificate Program has officially launched! During this session, NACE will introduce this evidence-based program and how it exposes attendees to the latest approaches for career service delivery and talent engagement.

With the rapid adoption of generative AI in the workplace, DEI and ethical considerations can fall behind. We have over 150 years of technology rapidly upending work. We can use that history to teach us how to build better and more equitably, or we can shrug our shoulders and accept someone else’s vision of progress.

This panel-led conversation will explore the myriad ethical challenges posed by AI (labor abuses, environmental harms, information system pollution, intellectual property infringement, biases in both data and algorithm design, fostering the surveillance economy), with a focus on generative AI. Special attention will go to how these systems can and do undermine DEIB initiatives and even will likely worsen conditions more broadly for underrepresented people. The panel opens with framing the session and introduces a few of the key voices and concerns (Ifeoma Ajunwa and worker’s rights in a digital age, Timnit Gebru on AI, Ruha Benjamin on racism embedded in algorithmic systems, and more), participants will have the opportunity to choose where to focus the conversation through a poll and then engage in a large group discussion of what surfaces. Panelists will then lead a conversation with questions for the participants to spark dialogue and identify potential paths forward.

Protiviti created a program that gives interns the opportunity to connect with our internal diversity networks (Employee Network Groups, or ENGs) to help facilitate a sense of belonging in today’s hybrid work culture. Through this program, interns experience one of Protiviti’s four core values, inclusion, and the importance Protiviti places on ensuring all our people feel supported being their authentic selves at work. The one-on-one interaction creates opportunities for interns to connect meaningfully with others and have conversations in a safe space, letting them know they made the right choice for their internship.

ENG Connect was designed to allow interns to opt-in and speak one-on-one with someone from an ENG that resonates with their values, interests, and identity. Recruiting at Protiviti believes that continued engagement with our ENGs will provide interns with the tools, connections, and sense of belonging that will help support them during their internship and potential transition to a full-time position with Protiviti.

Join this session and learn how to leverage your ERG/ENG in similar ways for your internship program.

Roosevelt University and the Coca-Cola Company have partnered to create meaningful opportunities that empower students and inspire success. This collaboration provides students with invaluable insights into professional growth, leadership, and community impact.

As part of this initiative, students engaged with Reyes Coca-Cola leaders through a dynamic panel discussion, gaining firsthand knowledge of what recruiters are looking for in candidates. They also toured the facility, experiencing the company’s operations and learning how small, impactful actions can lead to transformative moments in both personal and professional journeys.

Join this session to discover how Coca-Cola and Roosevelt University are working together to create pathways for student success.

This presentation focuses on the innovative use of Career Exploration to transform career services from a peripheral offering into a pillar of academic success. TAMUK serves a diverse student population of 4,847 undergraduates, with 82% identifying as minorities, with many being first-generation.

Join us and learn how to implement the 4D Model and integrate CliftonStrengths assessments to foster career readiness. Learn how we are using this approach to work towards student career outcomes – lead by our Career Center team. You will gain practical tools to reposition career services as a pillar of academic success at their institutions.

This session will explore how the Equity Collective, led by Morgan Stanley, is transforming DEIA recruitment through partnerships with institutions like Columbia University. Experts will discuss strategies for breaking barriers, building diverse talent pipelines, and fostering inclusive workplaces.

Attendees will leave this session able to apply best practices from the Equity Collective for creating inclusive workplace cultures that retain and advance diverse talent into leadership positions within their own organizations.

The Emma Bowen Foundation (EBF) has a 36-year legacy of developing diverse talent pipelines and providing multi-year paid internships for underrepresented students through partnerships with media, entertainment, and technology companies. Our President & CEO will discuss how strategic partnerships between employers, nonprofits, and college career centers can bridge resources, expertise, and networks, creating career pathways for students of color and fostering workforce diversity. The session will provide practical strategies for forming, sustaining, and maximizing the impact of these partnerships. Attendees will also have the opportunity to hear from one of our partners, Hearst Television (HTV). HTV will provide insight on how our partnership has increased diversity across the company while building talent pipelines in hard-to-reach locations.

Employers, college career centers, and nonprofits will leave with actionable insights and frameworks to build sustainable partnerships that prioritize career success for students of color. These partnerships not only help meet employers’ needs for diverse talent but also create pathways for historically underrepresented students to access high-impact internships, mentorship, and employment opportunities. By tackling common challenges, showcasing real-life successes, and exploring best practices, this presentation will empower participants to build meaningful relationships that benefit students and organizations alike.

Creating career development programs that foster inclusion and belonging for college students is critical to ensuring equitable access to career opportunities. Career Year at Case Western Reserve University (CWRU) is a cohort-based career development program for second-year students with priority for underrepresented minority, first-generation college students, students from one-parent households, or those who attended low-performing high schools.

The program provides workshops, panel discussions, site visits, and other activities to get students thinking about and taking action on their careers. The program's unique approach goes beyond traditional career coaching by incorporating support for students’ holistic development.

Mentorship plays a central role in Career Year. Each student in the program is paired with several mentors including the coordinator of the program, a Career and Internship Consultant from the Career Center and often a CWRU alum, an employer, or other professionals who offer guidance, support, and insights into careers.

In collaboration with employers, Career Year offers a unique sponsorship component that provides funding and experiential opportunities to some members of the cohort.

This presentation will detail how other career services units can establish similarly impactful programs for historically marginalized students. We will cover the key considerations for building a Career Year-type program, such as securing funding through employer partnerships, structuring a curriculum that resonates with diverse student needs, and fostering mentorship models that are inclusive and accessible. Participants in this session will walk away with practical insights and actionable steps to replicate Career Year’s inclusive approach at their own institutions.

First-generation college students face significant challenges in career development, particularly at Historically Black Colleges and Universities (HBCUs). The intersection of race, socioeconomic status, and the distinct mission of HBCUs to serve Black first-gen students sets the stage for this research. The study aims to explore the career development experiences of first-generation students at HBCUs. Gaps in current research, which tend to focus on predominantly white institutions (PWIs), leave the experiences of first-gen students at HBCUs underrepresented.

This study will reveal both internal and external career barriers first-generation students at HBCUs face. These barriers are expected to influence their career decision-making and progression. This research will offer actionable insights for career development professionals at HBCUs, helping them to support these students better and improve their employment outcomes post-graduation. This study is significantly relevant to higher education and workforce development in light of the recent challenges posed to affirmative action and diversity, equity, and inclusion (DEI) initiatives. The research will provide strategies for supporting marginalized students in accessing career opportunities, underscoring the critical role HBCUs play in advancing the futures of Black, first-generation college students.

The talents of Autistic people have been increasingly recognized across numerous disciplines, especially in Science, Technology, Engineering, and Mathematics (STEM) fields (Austin & Pisano, 2017). Autistic students also have higher rates of interest in pursuing STEM majors compared to students with other disabilities (Wei et al., 2013). Disparities in employment exist for people on the autism spectrum who are actively seeking work and even those who have above-average education and qualifications compared to the rest of the workforce (Baldwin et al., 2014; Christensen et al., 2016; Frank et al. 2018; Mai, 2018). These disparities are even greater for Autistic individuals from diverse racial and ethnic groups. This emphasizes the need for more equitable and culturally responsive educational and employment practices to support such an increasingly diverse population.

Join this session and more about the barriers that the interview process poses to Autistic job seekers pursuing positions in STEM careers. You will leave with greater understanding of how career counselors can assist Autistic job seekers to better prepare for the pre-employment interview process.