Recruit diverse talent at NYU

• Organizational culture guides and controls the behavior of the employees by providing cues of expected behavior.
• It provides a sense of belonging in its members.
• It may generate commitment to the organization’s goals and motivates employees.

• Including people from different backgrounds in the processes and decisions of the organization improves the experiences of all employees from marginalized identities.
  
• Seeing marginalized identities represented in high ranks in the company motivates employees to work harder, which will also improve organizations’ efficiency.
• Embracing diverse employees helps organizations in the long-run. Diversity ensures that companies’ talent has flexible minds and are innovative in varying ways. This is useful to increase organizational flexibility for the future and ability to adapt to change as discussed in this Forbes Insights article about “Fostering Innovation Through a Diverse Workforce.”
  

• Advertise jobs in physical and virtual spaces where marginalized identities are present (affinity job search websites, affinity professional associations, etc.)
  
• Standardize the hiring process by creating objective rubrics for resumes (removing names from resumes, for example), interviews, and onboarding
  
  • A note on virtual interviews and networking: Please be open and flexible with students who may not have reliable access to a computer or the internet. Can a phone conversation have the same outcome as a virtual meeting? Also think about virtual biases related to what you see in the candidates’ backgrounds, or their ability to find a quiet and secluded place to talk to recruiters. Not all students come from privileged backgrounds and this may create anxiety during the hiring process which may cause them to not perform as well as their counterparts.
    
• Offer implicit bias training to recruiters so they are aware of blind spots in the hiring process (same for supervisors).
  
  • Representation matters. Send recruiters who represent diverse identities to on-campus events. Have them define what "diversity" means at the organization. Allow them to discuss their upward mobility at the company, as well as diversity programs that have helped with their career growth within the organization.
    
• Make sure that the search panel for interviews is representatives of all the identities in the office.
  
• Discuss the organization’s DEI commitment in interviews, and answer any DEI-related questions that candidates ask honestly, and openly.
  
• Foster spaces for marginalized identities to thrive and to have a voice (ERG's, mentorship programs).

Facilitate an educational workshop for a group of 20-30 students. DICP is designed to prepare and promote NYU’s historically underrepresented sophomores and juniors through a comprehensive career development program. The DICP Program includes the addition of NYU's Opportunities Programs as a co-sponsor. NYU's Opportunity Programs include HEOP and Collegiate Science Technology Entry Program (CSTEP).

Participate as a mentor, join a panel, lead a workshop. First Class is the Wasserman Center’s award-winning professional development and mentorship program for first generation undergraduate students at NYU. Between September and April of every academic year, students accepted to the program work closely with their assigned mentor and career coach to help them advance their careers. Students are paired with mentors based on their career path, industry affiliation, and personal identities.

Join as a panelist. This event series covers 4 industries: Finance/Consulting, STEM, Non Profit, Gov't, Education, Healthcare, and Media & Communications. Employers who identify as underrepresented in their field discuss challenges and triumphs in their career and provide advice to students on how to navigate their career. 

Participate by helping students with their networking skills. This program aims to engage students who identify as women, in small-group discussions on a variety of topics such as work-life balance, mentorship, career opportunities, as well as general resources and support.

Join a panel of LGBTQ+ professionals and NYU alumni. Professionals share insights about their job searches, interview processes, and work experiences as they relate to their various identities. Students will have the opportunity to meet professionals within breakout groups for more individualized questions.

Connect and network with students. An event to build connections between employers and underrepresented students (first-generation, students of color, LGBTQ+, students with disabilities, and other marginalized social identities). Organizations with diversity pipeline programs or other strong diversity initiatives (i.e. Employee Resource Groups, diversity training, lunch & learns), and a commitment to hiring diverse talent are invited.