next »

[yellyn]

I am interviewing for a position in a career center at Superhuge Public University in the United States.  The position would require that I present workshops to campus groups.  I was informed that historically the center has attracted larger audiences of LGBTQ students and Asian American students in the past largely because LGBTQ and Asian American staff are represented in the center but that historically African American staff are underrepresented in the center and that fewer African American students attend the center events.  The interviewer wanted to know how I would go about advertising the career center on campus to attract more African American students.  I can use some help in this area and expand upon my knowledge of  promoting multiculturalism on campus.  Any ideas for me?

[helpful]

Given what you said in your posting as to the groups that are involved, the question emerges for me -- are you African-American?

[locutus]

The interviewer wanted to know how I would go about advertising the career center on campus to attract more African American students.

Well can't you just reach out to the BSU (or equivalent) on campus? Any other organizations, black fraternities, NSBE, etc?

Basically find the black students, then talk to them.

[yellyn]

In response to the question whether I am African-American, I am not.  I self-identify on forms and such as Caucasion and female.  I consider myself fortuate to have been born a person who's ethnic make-up, skin-color, and facial features make it hard for other people to determine what my background is.  Depending on the people in my environment, people are more likily to guess one background over another.  I lived for many years in a city with a large hispanic community and I was often asked if I was hispanic.  Often times, people identifying as hispanic would assume I was hispanic and speak to me in Spanish.  They were surprized I didn't speak Spanish (I wish I did).  Although it's not as often, I have had a few people identifying as African-Americans ask if one of my parents was black (both my parents are Caucasion).  My last name ends in "berg" so I am also identified by others as Jewish which I am (culturally kinda) but am not (I'm Unitarian).  The way I look has been a blessing in that I am more likily to be included in a group than excluded based on my facial features and skin color (and it's not because I'm one of the 'pretty people'...I'm not).

[daurousseau]

Why are you asking us? Literature on this question is abundant. Hop on the periodical databases and start searching.

[mdwlark]

Why are you asking us? Literature on this question is abundant. Hop on the periodical databases and start searching.

As opposed to all the rest of us, who are allowed to ask questions on the fora. 

[yellyn]

Why are you asking us? Literature on this question is abundant. Hop on the periodical databases and start searching.

I believe I will find the most useful information if I seek answers from a variety of sources.  In addition to posting on the Chronicle, I am reviewing recent articles, and talking to people.
 
Why do I think it is important to ask?

I think this is a good question for me to think about because I want to create a campus environment that is welcoming and values diversity. 

As an elementary through high school student, I received a significant amount of information about white inventors, white explorers, white presidents, white history, etc.  Because my education was not diverse, and because I value diversity, I must continue learning, continue asking, and continue reading so I do not perpetuate the "white education system" that is still pretty much the standard in primary and secondary schools throughout the United States today. 

I am not just posting to the Chronicle.  It just happens to be one of the places I am gathering information. 

Thank you for recommending that I check out the literature too of course and taking the time to respond to my post.  The manner in which people respond is also a very effective indicator of how information is received and I am enjoying the variety of answers and the manner in which people choose to express themselves.

[helpful]

Thanks. While I understand how you are variously viewed identity-wise, I am perplexed that if the lack of outreach to African American students has been identified as an issue on the campus, why they wouldn't hire an African American to do that outreach. Or is that just part of the job?

[ideagirl]

I am perplexed that if the lack of outreach to African American students has been identified as an issue on the campus, why they wouldn't hire an African American to do that outreach.

Yikes.

Well, for starters, probably because making a hiring decision based on the applicant's race is a violation of federal law.

[bread_pirate_naan]

Organize and promote a workshop focusing on internship, scholarship, fellowship and other advancement opportunities aimed at the community, in combination with some promotion of the resources of the career center. 

Partner with professionals, businesses and volunteer organizations in the community. Get in touch with your local Urban League, Boys and Girls Club or other groups with an investment in diversity.

Organize a luncheon or mentoring program with scholars and professionals in the surrounding area. 

Get in touch and collaborate with your Ethnic Studies department and associated faculty in the humanities and social sciences.  Inquire politely about their service commitments and how you can support or compliment their current activities with a focus on Af Am students.

Match undergrads with grads for meet-ups and motivation.

[systeme_d_]

Find out where the African-American students are already gathering.

Research the campus to see what (partially or predominantly) Af-Am campus groups (pre-professional organizations, theatre/choir, sororities and fraternities, etc.)  already exist, and engage with them.

[kedves]

In addition to previous ideas, I'll suggest:

- Alumni career fairs are labor-intensive to do (as maybe you know), but effective
  and rewarding.  They have a secondary benefit of strengthening alumni relations,
  so the alumni and university development offices might help.  Students are
  especially interested in meeting recent grads (last 10 years).  Publicity is important
  for attendance, but the student newspaper will often report on it as an event, too.  If
  you are in a small town, the local newspaper may be willing to publish a story.

- Get your alumni board(s) involved.

- Build connections to faculty advisors of student groups. Students eventually graduate
  and become alumni, but faculty  can help you create program continuity.   

- Keep good records of your calendar, planning, and program evaluation.  This doesn't
  need to be fancy, but it helps in the effort to institutionalize programs so that they
  become a regular part of the university rather than being dependent on particular staff.

[mdwlark]

A nonprofit I used to work for always complained that they were unable to hire Native Americans because Native Americans never applied when they had openings and very few had the required masters degrees.  For the next job recruitment, a new supervisor contacted Native American organizations directly and told them we had an opening and were interested in Native Americans with masters degrees.   That week six Native Americans applied for the job.  All were qualified.  Two were excellent candidates and were among the finalists.  One was hired. 

1.  Recruit for your events by contacting African-American organizations directly.  You already know that your usual recruiting procedures don't work with that population.  Go to them.
2.  Remember that where you put your energy pays you back.
3.  If possible, bring in an African American guest speaker to be part of the program.
4.  Don't forget to include an African American face in any recruitment poster photos.  That alone will not bring them to you event, but not having any in the picture sends a discouraging message and will keep people away. 

[locutus]

A nonprofit I used to work for always complained that they were unable to hire Native Americans because Native Americans never applied when they had openings and very few had the required masters degrees.  For the next job recruitment, a new supervisor contacted Native American organizations directly and told them we had an opening and were interested in Native Americans with masters degrees.   That week six Native Americans applied for the job.  All were qualified.  Two were excellent candidates and were among the finalists.  One was hired. 

Good story. Unfortunately some places cannot connect the dots between recruitment practices and the applicant pool. They just assume *everyone* knows about their openings and will apply.

4.  Don't forget to include an African American face in any recruitment poster photos. 

Just stay away from photoshop! :)
(Didn't one uni get caught doing that?)

[bread_pirate_naan]

Find out about all of the campus cross-cultural organizations, as well.  Presuming that students with the identity you are cultivating self-segregate to achieve socially and professionally is going to skew your aim for diversity towards divisiveness.  Think about how you can increase diversity without fostering separatism.  If you have fresh ideas and lead the way, your inclusive approach will put you well on the way to understanding what diversity really is.

2.  Remember that where you put your energy pays you back.