Cigna recently held a virtual event to increase awareness of HBCUs and spotlight the prominence and legacy of HBCUs in the Black community.

Employee resource groups can be valuable tools for helping employers to bolster their diversity, equity, and inclusion efforts, and to help with effective onboarding and retention.

Recent research suggests that career development programs that focus on key levers of economic mobility may play a critical role in reducing or eliminating racial wealth gaps for their participants.

In response to the climate of racial injustice, Dell expanded its definition of recent graduate talent to engage underrepresented minorities.

Employers that recruit and hire students with autism can overcome barriers by being proactive in seeking resources and information about this student population.

The biggest challenge with “professionalism” is ensuring that all candidates and employees understand what it means within the context of the organization and their specific job function.

Cultural intelligence may be the most important individual area of change for organizations that want to bolster their recruitment and retention of culturally diverse individuals.

Employers that hire student veterans have the benefit of hiring employees who have already received “the world’s best leadership training.”

Building trust with TCUs and Native students and bridging gaps in areas of need will aid employers in their recruitment efforts.

Many businesses and organizations are unclear about their ability to hire DREAMers who have DACA or TPS. In fact, employers are able to hire a DREAMer just as they would a U.S. citizen.

Developed by the NACE Tribal Colleges & Universities Affinity Group, this resources includes insights to consider in engaging Native American students and provides links to a variety of Native American organizations.

More than 30 percent of employers plan to hire international students from the Class of 2020, signaling a continued rebound from the 2018 recruiting year.

Adults with autism could offer sought-after skills in a grossly untapped talent pool for industries that are facing a shrinking well of talented, skilled workers.

Business schools are seeing a stable recruiting market from M.B.A. and master’s programs compared with the same time period last fall.

A recent study has found that progress to increase the representation of women at each level of the leadership pipeline has stalled.

More than 28 percent of employers plan to hire Class of 2019 international students, representing a nearly 5 percent gain from last year.

Bank of America’s global insight programs allow it to assess and shape early students and create a strong pipeline of diverse talent. 

To develop, implement, and manage an effective diversity and inclusion program, you must be uncomfortable and practice empathetic listening.

Marc Morial of the National Urban League details several foundational steps organizations can take to give their diversity efforts a better opportunity to succeed.

Among PPL’s diversity and engagement efforts are focusing on creating diverse applicant pools and developing a strong business resource group model.

Through videos, career services and URR professionals share the activities, processes, and practices their organizations and institutions have implemented to promote diversity and inclusion.

Through an Army program, Ingalls developed partnerships with military bases and community colleges to help provide skills training and job opportunities.

Continuing a slide that has occurred in recent years, the percentage of employers that will hire international students has hit a new low.

It is important for organizations to consider both their internal and external efforts to optimize their diversity recruitment and retention efforts.

The diversity initiatives within the Wolf Trap Foundation’s internship program help to ensure that all students have the opportunity to succeed.

At KeyBank, diversity and inclusion is not simply a program or initiative. The company’s commitment starts much higher and runs much deeper.

Career services and university recruiting professionals need to plan to meet the needs of students with autism spectrum disorder.

A major element helping TD reach its diversity recruiting goals is the variety of events and outreach offered through its TD Early Access program.

Microsoft’s Autism Hiring Program increases the diversity of the company’s work force, and recognizes the untapped potential and technical skills among people with autism and their value as employees and innovators.

Janine Rowe of RIT offers some insight into the strengths and challenges of students on the autism spectrum, and provides tips for recruiting and onboarding these students.

There are many benefits associated with developing a diverse work force, but in order to do so, employers must stress what students want—such as commonality and inclusion—and avoid making assumptions that slow or derail efforts.

While LinkedIn was the most highly regarded social network across STEM majors, some majors found it to be more useful than others, according to results of NACE’s Class of 2015 Student Survey.

Liberal arts graduates are valuable to tech companies because they are curious and solve problems using a multi-disciplinary approach, says Alice Harra of Reed College. Harra makes recommendations for tech companies to connect with and effectively recruit liberal arts students.

According to the U.S. Bureau of Labor Statistics, in 2012, 47 percent of the labor force was comprised of women. Many employers want to attract the top talent among those women to their organizations and are offering programs tailored to their needs.

Employers can get a head start on their college hiring by developing early identification programs to feed their internship programs.

Student veterans often have the skills that are highly sought after in the civilian work force, along with valuable leadership experience. They have transferable skills, such as managing and leading teams, and supervising and motivating people. The average 22-year-old out of the military has far more experience than an average 22-year-old college student. Find out how professionals help student veterans translate their military work into civilian terms and obtain jobs in the civilian work force.