On January 31, 2023, the Center for Career Education (CCE) welcomed 15 employers from a range of industries to speak to more than 106 Columbia undergraduate students about how their organizations are prioritizing Diversity, Equity, Inclusion, and Belonging (DEIB) in 2023.
Six panelists from KPMG LLP, Teach for America, AlphaSights, HSBC Bank, and Trinity Life Sciences offered industry insights, career development advice and shared their own experiences as employees from historically underrepresented identities.
After the panel discussion, students were able to network with employers, recruiters and Columbia University alumni who shared more information about their organization’s DEIB programs, initiatives, and retention strategies, as well as upcoming professional development and recruitment opportunities.
Thank you to our event sponsors, KPMG LLP, Bank of America and PwC US!
ICYMI, here were the key takeaways from the event:
Q: WHAT DOES DEIB MEAN TO YOUR ORGANIZATION?
“Creating space for everyone to not only be in the room but feel that they belong. When you allow that, it allows for innovation because you have new ideas and new mindsets. It allows people to show up as their authentic selves.” — Shanice O’Brien, SW ‘21 (Trinity Life Sciences)
“Providing opportunities to people from different backgrounds while supporting and rooting for their success.” — Sydney (Bolim) Son, GSAS ‘21 (KPMG)
Q: HOW ARE EMPLOYERS RECRUITING AND RETAINING DIVERSE TALENT?
“If you want to understand where you will go in an organization, look up.” — Christopher Montgomery, BUS ‘01 (KPMG LLP)
The panelists described strategies, programs, and initiatives currently in place to recruit, support, and retain diverse talent at their organizations that include:
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Being thoughtful and intentional about representation at every level
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Redefining what leadership means
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Reflecting on where and how recruitment takes place
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Taking a different approach to how they review student resumes and evaluate incoming talent
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Collaborating with Employee Resource Groups to assess the needs of current employees in order to better support them
“We are focused on applicant stewardship because we want to set you up for success.” — Genesis Bellot (Teach for America)
Q: WHAT ACCESSIBILITY MEASURES ARE IN PLACE TO SUPPORT EMPLOYEES?
“Accessibility is not one-size-fits-all.” — Sydney (Bolim) Son, GSAS ‘21 (KPMG)
Panelists shared accessibility measures, education, and resources at their organizations. O’Brien, Trinity Life Sciences, discussed how their team facilitates ongoing efforts to educate employees on accessibility in the workplace. The panelist noted that it is crucial to “make sure the space already exists before the employee gets there.”
Son, KPMG, shared that their organization offers extensive training on available accessibility resources for disability management, return-to-work programs, and resource groups for peer support. The panelist also highlighted the need to understand that accessibility is not “one-size-fits-all” and that it is essential that all employees be aware of accessibility practices within an organization.
Q: WHAT ADVICE DO YOU HAVE FOR STUDENTS LOOKING TO EVALUATE WORKPLACE CULTURE AND DEIB PRACTICES?
“Everyone has very different perspectives or ideas. Listen to more than one person at an organization. Even if they identify with your sexuality or your race or ethnicity, between different teams and different departments, they all have different experiences.” - Vivian Qu, CC ‘21 (AlphaSights)
“The interview is a two-way street. It’s not just about them interviewing you — you have to interview them back. Ask for the things that you want. Be intentional with your questions and make them very specific for what you need in an organization.” — Tara Rodriguez (HSBC)
Asking questions about workplace culture and an organization’s DEIB practices can be intimidating. The panelists offered these four tips for having conversations with prospective employers:
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Do your research on the organization. Do your interests and the employer’s mission and goals align?
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Get to know yourself first. Think about what is important and what you need to be your best self. Remember that you are interviewing the employer as well. Be intentional with your questions and make them aware of your needs.
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Connect with employees and alumni and be mindful of your approach. Reach out to different teams and departments but use a tailored approach. Everyone has different perspectives and experiences about workplace culture, so do not ask just one person.
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Inquire about diversity in the range of opportunities that will be open to you as an employee.
“Employers are expecting you to ask the hard questions.” — Christopher Montgomery, BUS ‘01 (KPMG LLP)
WHAT OTHER RESOURCES ARE OUT THERE AND HOW DO I FIND THEM?
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Check out our Diversity Recruitment Programs resource to learn about additional organizations with diversity and inclusion initiatives.
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Read “Making the Most of a Networking Event” for tips on following-up with new contacts, preparing for your next networking opportunity and more.
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Make an appointment with a career counselor for support with your job and internship search, or to discuss strategies for discerning whether an organization has a culture of diversity and inclusion.
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You can also stop by our Quick Questions drop-in hours, in-person and virtually, Monday through Friday from 2:00 — 4:00 PM. No appointment is necessary.
