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Today's Students Are Counting on Tomorrow's Workplace Diversity

Today's Students Are Counting on Tomorrow's Workplace Diversity
From Recruiter - February 21, 2017

Tensions in the United States may bereaching a boiling point. Civil rights protests are shutting down traffic nationwide. Steve Bannon, President Donald Trumps chief advisor, has been labeled a white supremacist by prominent figures in Washington, D.C. A wall between the United States and Mexicoonce a fanciful campaign promiseis quickly becoming a reality. Millions of women and allies are hitting the streets in protest of legislative attempts to regulate reproductive rights.

The list goes on and on, and none of the underlying issues appear to be going away any time soon.

But maybe it will all be okayat least in the workplace. In a survey of an ethnically diverse set of college students conducted by global financial firm EY at the Discover EY conference, 97 percent of respondents said they were optimistic about diversity and inclusion in the workplace in the future.

The diversity survey results from our Discover EY conference this year are indeed somewhat surprising, given the negative discourse on race relations surrounding the election, says Ken Bouyer, Americas director of inclusiveness recruiting for EY. However, it is encouraging to see how optimistic the next generation of minority talent is about the future of diversity and inclusiveness in the workplace, particularly in professional services.

How to Get There From Here

Its up to businesses to realize the dream of workplace diversity for these up-and-coming students. Diverse workplaces dont happen on their own. They require corporate initiatives and partnerships to become realities.

To build a robust talent pipeline, companies should engage with students from a young age, build relationships with faculty and administrators, and create campus-specific plans, says Bouyer. They need to engage parents, guidance counselors, and any other influencers that might impact a decision on which career path to pursue, and [they need to] look for talent in different places.

Bouyer says a multi-pronged strategy is critical in this regard.

Companies need to [make]a concerted effortto seek out various ways to source candidates, he says. We look to engage with students from all backgrounds from a young age, even from middle- or high-school level, up through college and business school.



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