As we enter the new school and recruiting season, NACE is conducting a Fall Quick Poll. The focus of our poll is on two important issues– the impact the end of Affirmative Action is having on our work and state of unpaid internships.

Early data from a forthcoming NACE study indicate that the gender pay gap has widened over the past year, with female graduates now earning just 72 cents to every dollar earned by male graduates, down from around 81 cents.

Some of the rewarding aspects of being a URR professional include changing people’s lives and providing a seat at the table for many who may not have been historically represented.

What are some key considerations and steps for employers to take to create long-lasting, mutually beneficial partnerships with HBCUs and PBIs?

A study at a minority-serving institution uncovers aspects of social and cultural capital that contribute to the college-to-career transition of Black undergraduate women.

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.

Slightly more than 85% of employers reported having formal diversity recruiting goals, according to NACE’s 2022 Recruiting Benchmarks Report, but how effective are these efforts?

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.

A new $1 million gift supporting career development at William & Mary will triple the number of students annually who can receive university funding for unpaid and underpaid internships.

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.

When employers consider skills and practice skills-based hiring and skills-based networking, they bring in a more diverse slate of candidates from non-traditional backgrounds, says Asha Aravindakshan.

The University of Illinois at Chicago College of Engineering Job & Internship Fair Tours were created to engage more first- and second-year students in job fairs and to reduce barriers to attendance.

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.

A University at Buffalo program uses project-based internships with local nonprofits to promote collaboration, interdisciplinary exchange, and the value of social innovation among graduate students.

College graduates in their early professional careers report significant mental health issues and view their jobs as a contributing factor. How can employers and colleges provide support?

Three members of NACE’s HBCU Affinity Group share their thoughts about and personal experiences with HBCUs.

Beyond ensuring diversity in the composition of their intern cohort, employers’ ability to convert their interns into full-time hires is a critical component to diversifying their workforce.

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.