Employer Diversity Recruitment Guidelines

The National Association of Colleges and Employers (NACE) highlights the organizational benefits of creating an inclusive work culture including: higher employee job satisfaction, lower turnover, greater and higher–quality productivity, higher employee morale, and increased creativity and innovation. 

Three main elements to creating an inclusive work culture, include: self–analysis, education, and training programs. NACE emphasizes that, “creating an inclusive work culture is not a final point, it is an ongoing process.”

• The Benefits of Creating an Inclusive Work Culture – NACE

• How to Create a More Diverse, Equitable and Inclusive Workplace - SHRM (Note: access to this link may require you to log into a SHRM account)

• 6 Steps for Building an Inclusive Workplace – SHRM (Note: access to this link may require you to log into a SHRM account)

• How to Develop a Diversity, Equity and Inclusion Initiative – SHRM (Note: access to this link may require you to log into a SHRM account)

• Language a Key Component of Creating an Inclusive Workplace, Brand – NACE

• How to Measure Inclusion in the Workplace – Harvard Business Review

• Free Assessment Tools: Diversity and Inclusion Self-Assessment – NACE,DEI Self-Assessment – D5 Coalition

Ways to Implement Your Commitment to Diversity

Recruiting for diversity and inclusion is vital to the success of any business, which is why developing a strategy that responds to the needs of your future leaders (college students and recent grads) is so important. – Handshake

Students have high expectations around diversity and inclusion in the job search and their interactions with employers. They want to see themselves reflected in the organizations for which they intend to work. – NACE 

Showcase your company’s commitment to DEI through your website, marketing materials, and Handshake profile by featuring diverse employees and providing examples of how your organization supports an equitable and inclusive work environment (e.g., employer resource groups, mentoring programs, community engagement efforts, social justice benefits).

• Diversity & Inclusion: The Ultimate Guide for HR Recruiting – Handshake

• Culturally Intelligent, Diverse Leadership Keys to Recruiting, Retaining Diverse Employees - NACE

• Building a Diversity Recruiting Strategy: Emphasize Commonality, Inclusion Over Differences - NACE

• Best Practices for DEI in University Recruiting – NACE

Highlight DEI in Your Postings

Attract and hire more diverse candidates by using inclusive language and eliminating bias. Organizations can increase diversity by removing common barriers such as listing internships that are unpaid, having GPA minimums and an unnecessary list of qualifications (e.g., narrow list of allowable majors, number of years of experience, graduation years). Highlight inclusive benefits (e.g., flexible schedules, floating holidays, paid parental leaves, paid time off, tuition reimbursement, professional development, domestic partner coverage, mental health and wellness programs, childcare). 

• 8 Diversity Recruiting Mistakes and How to Avoid Them - SHRM (Note: access to this link may require you to log into a SHRM account)

• Create non–biased job descriptions that attract more applicants - Handshake

• Use inclusive language throughout the hiring process - Handshake 

• 3 Hiring Practices that Disadvantage Black Students – Handshake

• Want More Latine Candidates? Try These Hiring Strategies – Handshake

• 10 Recruitment Tips to Attract People with Disabilities - MIUSA

• Why Women Don’t Apply for Jobs Unless They’re 100% Qualified – Harvard Business Review

• 3 Trends Impacting Women in STEM in 2020 - Handshake

Integrate DEI in Your Student Interactions 

When meeting with students be prepared to answer questions about your organization’s demonstrated commitment not just to diversity but also to equity, inclusion, and belonging. Ensure that your recruitment team is trained in unconscious bias and has scrutinized what your organization means by “professionalism” and “culture fit.” Avoid personal bias during the selection process by using tools such as PinPoint, and Textio to anonymize resumes and remove demographic information. 

• Questions Students May Ask to Assess Your Organization’s Commitment to DEI – NACE

• How to Remove Hiring Bias From the Recruitment Process – Handshake

• 11 Steps to Reduce Unconscious Bias in Hiring Processes – Forbes

• The Bias of 'Professionalism' Standards – Stanford Social Innovation Review

• Focus on Ability: Interviewing Applicants with Disabilities – Office of Disability Employment Policy

• Best Practices: Diversity, Equity and Inclusion - NACE

• Diversity and Inclusion Resources - SHRM (Note: access to this link may require you to log into a SHRM account)

• Hiring Students with Differing Abilities - National Organization on Disability (NOD)

• Two Strategies for Hiring Veteran in the Next Phase of Their Career - Handshake

• Ways for Employers to Connect with, Support Veterans - NACE

• Network Trends Report: Gender, Equity, and Gen Z – Handshake