UC Davis is a global community and its student body reflects California’s diverse demographics. The campus includes over ten distinct resource and retention centers, in addition to many other targeted support programs. The students’ diverse backgrounds, perspectives and lived experiences are assets to any employer seeking to build a workforce that is responsive to our changing global economy.
DEI Recruitment Best Practices Guide
Career Centers across University of California campuses collaborated to develop a DEI Recruitment Best Practices Guide. This guide is intended for employers wanting to increase recruitment and retention of diverse talent within your organization.
Diversity, Belonging, and Inclusion at Work Networking Event
Diversity, Belonging and Inclusion at Work is an annual in-person networking event that highlights companies with effective Employee Resource Groups (ERGs) and a proven commitment to diversity, equity and inclusion. Participating organizations will be able to meet with students in an informal setting, talk about your experiences transitioning from college to career and share how your company is addressing these important issues.
This event is free of charge and is typically offered in February. To express interest in participating, please fill out the Diversity, Belonging and Inclusion at Work interest form.
Tips for Recruiting First Gen Applicants
UC Davis has a large number of first-generation college students, meaning that they grew up in households without a parent or guardian who had completed a four-year college degree.
First-generation Aggies are just as motivated and talented as their peers. Yet, because they may not have the same level of exposure to the professional job search experience, it may require a different approach to recruitment. Here are some strategies to tap into this potential pool of applicants.
Use inclusive language in Job postings
Job postings may unintentionally include language that assumes a level of previous exposure to professional career fields. Instead, focus on including phrases that allow multiple forms of experience and skills to be considered. For example, "Experience may be from part-time employment, student employment or from non-work settings such as peer leadership or volunteering."
Here's a great example of inclusive and affirming language from a successful job posting at UC Davis: "Research has shown that candidates from underrepresented backgrounds only apply to jobs when they meet 100% of the requirements vs. their majority counterparts, who apply at a much higher rate if they meet 50-60% of the requirements. With that in mind, if you are interested in this role, we want you to apply so we can hear how you would contribute to our team."
Eliminate GPA requirements
More than half of UC's first gen students come from lower-income households. Because of this, they are more likely to be working while going to school than their peers. This creates a "socioeconomic-fueled GPA inequity," given that more hours working means fewer hours available for studying.
Work experience develops career readiness competencies such as communication, teamwork, and critical thinking skills. In other words, working students have already proven their value to former employers – so you can be confident in their potential for success at your organization.
GPA is just one part of the story for potential candidates. When employers eliminate (or loosen) GPA requirements, they can capture incredible, highly qualified applicants that have previously been screened out.
Representation matters
First gen students at the UC are a diverse group: 49% identify as African American, Latinx/Chicanx, or Indigenous; and 39% speak English as a second language.These applicants are looking for diverse representation across all levels of the organization, not just entry level positions. Research on Gen Z shows that they are more likely to apply to jobs at diverse companies and even more so if they see diversity within a company's leadership.
Whether or not your company is visibly diverse today, you can highlight the cultural and structural efforts being made to support growth in this area. Applicants will be attracted to this investment in diversity.
Showcase opportunities for mentorship and professional development
First gen Aggies, like their Gen Z peers, value investment in growth and development. By highlighting successful onboarding and training practices, you can increase the ability for applicants to visualize themselves as successful at your organization.
In addition, programs that reduce the burden of educational debt can be particularly enticing to first gen students. Companies that offer tuition reimbursement or incentives to pursue continuing education see a return on investment in the form of both increased retention and a more highly skilled workforce.
Another great recruitment tool for first gen applicants is Employee Resource Groups (ERGs) or other identity-based groups. Employers with ERGs see significant increases in job performance, profits and more. Be sure to showcase how new professionals have opportunities to get involved in these communities of inclusion and support.