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More than any other time, companies across the world are re-examining their missions and committing or recommitting to the values of diversity and inclusion  in the workplace. This is a key foundational step in creating equitable environments for Black, Indigenous, People of Color (BIPOC) employees. The next step is for companies to commit to creating a culture of equity and belonging by prioritizing, seeking, and employing diverse talent. �į

The �պ����� Career Center and our campus-partners serve as a resource for employers and encourage engagement with students from marginalized backgrounds early and often. We're here to support you in creating opportunities to meet with and attract BIPOC students so that they can contribute their important perspectives, competencies, and skills to your workplace. �į

 Why DEI Work and Engagement Matters to Students of Color

“Do you want your staff team to be their best and bring their best to the workplace? Do you know that diverse work teams produce improved outcomes? If your answer is a resounding yes then, your commitment to Diversity, Equity and Inclusion work should be a priority in your workplace. Students of color seeking jobs want to know that they will be seen for who they are and welcomed in a culturally sensitive manner. BIPOC (Black, Indigenous, People of Color) employees aren’t served with a color-blind approach. �į

Our positioning within society, which is shaped by our race, gender, sexual orientation and other markers of identity, impacts our experience as human beings. To ignore this is to deny the human experience of your staff and will minimize their ability to show up fully and share their skill and talent. Commit to creating a diverse, equitable, anti-racist work-place and your hard work to do so will result in an engaged, energized staff who will benefit your organization to the fullest.”  

- Beverly Colston, former Director of The Mosaic Center for Students of Color

Engaging with Students of Color at �պ�����

There are many different ways to engage with students of color at �պ�����, and this list is not meant to be exhaustive. Consider these options, but don’t be limited by them. As you explore different pathways for connecting with students, consider the following questions:

• Am I ready to go beyond submitting a job/internship opportunity to Handshake?  
• Am I willing to be vulnerable and honest when speaking with students? 
• Can I commit to viewing �պ����� students as partners, listen to their perspectives, and offer support that centers the student?  
• Can I clearly articulate the steps my company has taken to create a more equitable workplace?

Connect with the Mosaic Center for Students of Color (MCSC)

�պ�����’s Mosaic Center for Students of Color serves as the main support office for �պ����� BIPOC students. In order to engage early and often, the Mosaic Center has offered some optional strategies, including paths that previous employers have taken when building intentional relationship with BIPOC students.

Partner with the Mosaic Center

• After adding your jobs to Handshake, share your jobs/internships/career opportunities to their weekly newsletter.  . �į
• Larger scale offering: Interested in promoting something to the BIPOC community at large? Contact the MCSC (mcsc@uvm.edu). �į
• Student of Color Networking Night: Do you have employees that are �պ����� alums who identify as BIPOC? Every October, the MCSC holds a Networking Night for students of color. This event is a great way to establish relationships between current �պ����� BIPOC students and alums. �į

Work with Identity-Based Student Clubs

Student clubs are another great way to connect with �պ����� BIPOC students, and clubs are usually open to having guest speakers come into their club meetings. Check out the , as well as if applicable to your company.

• Financial Support: Student organizations have fundraising goals each year. Consider sponsoring an organization (need to research this process more w/ Student Life/UPB). 
• Stay connected: Email new updates, job/internship opportunities to the executive board members to stay connected throughout the academic year. �į
• Attend large scale, public events: Each year, larger identity clubs will plan cultural events for the Vermont community to enjoy (Black Student Union Fashion Show, Noche de Cultura, Lunar New Year). These events are opportunities to show your support and to make connections with students of color. You can also offer financial support through sponsorship. �į
• Host Employer Site Visits: Offering a tour of your workplace can be a great way for prospective interns/future employees to get an intimate look into your organization. �į

Partner with the Career Center to Offer Affinity-Based Networking Opportunities

The �պ����� Career Center Interest Groups are a great place to build relationships and connect with diverse student-talent and perspectives in your industry. There are six industry-based Career Center Interest groups which introduce students to options, experiences and connections in their respective fields. Each Interest Group is led by a Career Counselor and supported by student peer leaders. The Career Center-led Interest Groups lead and support events, collaborate with student clubs and classes, and seek out employers who can share their experiences and connect with students. We lead affinity-based events (panels, workshops, etc.) and encourage you to reach out to us to discuss options. �į

Check out the  Career Center Interest Groups and their signature events for more information. Our industry groups focus on: Arts, Media and Communication; Business & Entrepreneurship; Education Policy & Social Impact; Food, Environment & Sustainability; Health Professions; Science, Technology, Engineering & Mathematics. We have a seventh group for students who are Exploring.