Empowering Minority College Students for the Workforce

Best practices in training on diversity
“Empowering minority college students for the workforce”

Transcript

INTRODUCTION

Hello everyone. I would like to thank you for tuning in to this pod cast segment entitled “Empowering minority college students for the workforce”. This is the first segment in the Best Practices in Training on Diversity Series. Today’s segment is dear to my heart because I used to work as a Graduate Assistant for Diversity and Multicultural Services in career services at Fordham University. My main responsibility was to research and identify private, corporate companies, not-for-profit organizations and programs seeking to diversify their workplaces and promote these opportunities to the multicultural student population.

HOW DIVERSE IS THE WORKFORCE?

It was predicted that in the United States between 1985 and 2000, 85 per cent of entry-level employees to the workforce would be ‘women, minorities and immigrants’. African-Americans currently comprise 10.1 per cent of the United States' 112.4 million employed workforce. However, the same group has less than 10 percent in managerial and technical positions. (Clements & Jones, 2006) Recently, however, Barrack Obama, an African-American man have been elected to the highest office in the United States.
New Trend in the U.S. Population
By 2050, the U.S. population is expected to increase in great numbers and minority groups will make up nearly half of the population of54%. This is an expected population of 235.7 million of the 439 total populations in the United States. The workforce of working adults would consist of 55% minorities by 2050. (U.S. Census Bureau, 2008) With these growing numbers, being a minority would have to take on a new meaning.

DIVERSITY IN THE WORKPLACE

Diversity is about everyone. It is not about separating groups of people, but bringing people together to achieve the goals of the corporate organization. This is achieved when individuals have the opportunity to fairly demonstrate their unique strengths and contributions. The competition within all organizations today is to find talented and skilled workers. Diversity is important for recruiters because it provides a rich pool of applicants that can bring in new ideas, points of views and resources. With the mixture of different people and ideas, conflict is bound to arise; however when managed correctly it can actually become what is called “ creative abrasion”, where opposing viewpoints compliment each other. Mike Bagshaw, in his article entitled “Is diversity diverse? A positive training approach” discussed the four C’s of working with diversity to have effective immediate change in employees. In summary it is about eliminating assumptions and unprofessional conduct to having respect. (Bagshaw, 2004)

“Utilizing common denominators to empower yourself as a minority in the work place.”

The need for affinity groups, mentors, networking and professional associations. (Expanded on Audio version. Add lib.)

Vision/Future

What can be done to take diversity career initiatives to the next level on predominately white colleges and universities? I would like to offer the following recommendations.

Create a Diversity Leadership Luncheon Summit to be held during the spring semester in April. The purpose of the Diversity Leadership Luncheon Summit is to be the launching pad of university students into the workforce for the upcoming summer. The event would include an interactive workshop and presentation from a dynamic facilitator (invited guest who can be an author etc.) to stretch students to another level. The duration of the event should be no longer than three hours.
Advisory Board for Diversity Initiatives This would be a board consisting of about five to seven professionals among diverse industries such as Business/ Finance, Education, Social services, Arts/Entertainment, Communications and Media, Health/Sciences, and Technology. Preferably participants would be successful university alumni or supporters who believe in the mission and vision of diversity initiatives. The benefit for the advisor is an invitation to special diversity functions, and the Diversity Leadership Luncheon, with the personal satisfaction of making a difference. The benefit to the students is a committed resource and network of individuals from various industries and etc.

Partnership with Office of Multicultural Affairs-Create a workshop that is career and diversity related that could be presented on campus to build a bridge and relationship between both departments.

References
Bagshaw, M. (2004). Is diversity diverse? A positive training approach. Industrial and Commercial Training, 36, 153-157.
Clements, P., & Jones, J. (2006). The diversity-training handbook: A practical guide to understanding and changing attitudes (2nd ed.). London, England & Philadelphia, PA: Kogan Page Limited.
U.S. Census Bureau. (2008, August 14, 2008). An older and more diverse nation by mid-century [Press release]. Retrieved from www.census.gov