For decades, organizations have partnered with prestigious colleges and universities to source talent. Businesses have discovered that working directly with these institutions helps establish and grow their employer brand and ensures a constant pipeline of new graduates who have proven success in competitive environments and completed rigorous coursework in their area of study.
However, in recent years, renewed focus on ending prejudice in hiring practices and creating a more diverse workforce has exposed opportunities in college partnerships. While ivy league and top-ranked public universities have begun working toward creating a more racially and ethnically diverse student body, these schools have historically catered to white, wealthy, and upper-middle-class populations.
To make good on their commitment to diversity, equity, and inclusion (DEI), many businesses now include Historically Black Colleges and Universities (HBCUs) in their college outreach efforts. Today, we’re taking a closer look at what that means and how you can establish these connections too.
HBCUs are higher education institutions that primarily serve the Black community. Many of these schools were founded before the Civil Rights Act of 1964, during segregation when other schools refused or limited enrollment to Black students.
Although HBCUs make up only 3% of all colleges and universities in the US today, they enroll 10% of all Black Americans, according to UNCF, and produce 25% of all Black graduates with STEM degrees. And because attending an HBCU costs 28% less than non-HBCUs, they’re also more accessible to people from lower-income backgrounds.
Students of any race and ethnicity can apply to an HBCU. Because these organizations' faculty and student bodies are so diverse, they continue to attract a diverse pool of applicants.
What can you expect by creating a relationship with an HBCU? Here are just a few advantages organizations often experience when working directly with these institutions:
In recent years, highly publicized and rampant racial injustices have prompted business leaders to scale their DEI efforts. And the Great Resignation and growing talent shortages mean qualified job seekers have plenty of opportunities to choose from.
So, how can you develop meaningful relationships with HBCUs, stand out from other employers, and attract diverse grads?
Here are three things you can do:
There are plenty of ways to engage with students and earn their interest long before graduation. You can maintain a consistent presence at hiring and internship fairs, speak at university events, and identify opportunities within specific schools or majors.
For example, a tech organization might be interested in offering career advice to a STEM class, while an advertising agency might host a Q&A at an Ad Club meeting.
Additionally, it’s helpful to build relationships with sororities and fraternities at HBCUs. Often, even after students graduate, they stay involved with their Greek organization, which helps build connections and grow networks across multiple industries.
Also, if you haven’t already, it’s also a good idea to participate in HBCU Week.
HBCU faculty want to ensure they’re thoroughly preparing their students for success in the workforce, and part of that means staying up-to-date on in-demand skills and industry trends. To help in this effort, consider hosting a forum where you can share with faculty what you’re seeking from new hires and also learn about the specific challenges their students are facing.
By forming authentic relationships with educators, you can influence their curriculum and benefit from their knowledge and insight.
From founding scholarships and opening internship opportunities to hiring HBCU graduates and championing HBCU alumni within your company, it’s crucial you follow through on your commitment to DEI. The more diverse your workforce, the more appealing your organization will be to diverse applicants. Plus, by hiring candidates from HBCUs, you’ll likely earn referrals for alumni.
HBCUs are a wealth of opportunity and an excellent source of talent, but they’ve also been routinely passed over by corporate college outreach initiatives in favor of more well-known and better-funded public and private schools. By forming partnerships with these institutions, you can make significant headway toward your diversity recruiting goals and create more opportunities for highly deserving, underrepresented students.
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