• The UVU Career & Internship Center (CIC) prohibits discrimination on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or veteran status as specified by federal, state, and city laws and regulation.
• Employers are required to comply with all nondiscrimination requirements of The Age Discrimination in Employment Act, The Americans with Disabilities Act, the U.S. Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. These include, but are not limited to:
  • Making reasonable accommodations for a disabled person so that he/she/they may participate in recruitment activities.
  • Not making inquiries that are considered unacceptable by EEO standards during the recruiting process; and
  • Refusing to screen and select resumes/candidates for interviews/employment based upon the race, color, religion, age, national origin or ancestry, gender, sexual orientation, mental or physical disability, marital status, or veteran status of a candidate (defined to include current students/enrollees and alumni).

The (CIC) also supports adherence to the National Association of Colleges and Employers (NACE) Principles for Ethical Professional Practice and requests that recruiters abide by the same standards. Those main principles include:

• Practice reasonable, responsible, and transparent behavior
• Act without bias
• Ensure equitable access
• Comply with laws
• Protect confidentiality

For more details, access the following: NACE: Principles for Ethical Professional Practice

1. What is DEI and why is it important? DEI represents a dedication to creating and fostering a more diverse, equitable and inclusive (DEI) work environment for all employees. This type of focus creates a culture that is more accepting and appealing to students, candidates and employees that may be included in underserved populations. Retaining talent is also enhanced by a culture of inclusivity.
2. Be Authentic. Your authentic commitment to DEI matters most! Organizations or recruiters who treat DEI as a mere checkbox instead of a genuine area of focus and care do not receive a favorable response from students exploring new opportunities.

Student Perspective. As we all work toward a more inclusive society, students are particularly impacted by interactions with recruiters and may ask questions to determine your organizations commitment to DEI. An article published by NACE on November 16, 2020 entitled Questions Students May Ask To Assess Your Organization’s Commitments to DEI provides information that will help you evaluate your own organization as well as moving conversations forward that will support DEI in your company.

• How does your organization define diversity?
• Does your organization have a designated leader to drive DEI and engage internal and external stakeholders?
• What social causes does your organization support?
• Does your organization actively support diverse suppliers, contractors, and small businesses?
• Has your organization made any formal commitments in support of racial equity?
• How does your organization prioritize diversity, equity and fostering a sense of belonging?
• Does your organization offer any formal employee training around biases, anti-racism, or general DEI?
• How has your organization prioritized executive accountability toward DEI advancement?
• Does your organization have any affinity groups or committees to support diverse populations? If so, how do these groups contribute to the culture of the organization?
• Does your organization complete annual compensation equity analysis?

Connections. As we work with you in your recruiting efforts, we would love to hear of your efforts to make your positions and company more accessible to our students. This will help us as we work to advertise your opportunities and involvement in on-campus recruiting to our students. Please note, however, that we will not restrict events to only underserved student populations.

1. Job Posting Tips. Be sure to include information on your company culture that would make it a comfortable and appealing environment for students in underserved populations.
2. Fairs, Lunch & Networking Information Sessions, etc, These events are an ideal opportunity to connect with students from underserved populations.
   • Be sure to let us know if any of these student populations would be a good fit for your organization so we can include them in our notifications. As an example, if you have positions that would be a good fit for students with previous military experience, let us know so we can inform our Veterans Success Center.
   • We also encourage you to invite individuals from your company to participate in these events who are reflective of students in underserved populations.