YED Newsletter | August 2020
CEE students will be moving back on campus this month, making the transition from 100% remote learning to a combination of in-person and remote learning. Given the economic challenges that many students and their families have faced amid the COVID-19 pandemic, many students may have a harder time obtaining funds for their tuition, books, room and board than in previous years.
Gifts to the YED Scholarship fund are being accepted in the form of both one-time and recurring payments (for example, a $60 gift to the fund could be made by making a single payment in that amount up front or by making payments of $5/month over a period of one year).
To find out more about the impact of the YED Scholarship fund can be found at cee.illinois.edu/YED.
Monthly Networking Tip: Tips to Incorporate Diversity Hiring Goals and Strategies (to help internally building a diverse network) (link to the full article here)
- Identify barriers to inclusive recruitment, interviewing and hiring. Identifying how bias and interviewing skills affect the employee selection process and can create barriers that can exist within an organization and interview team. From diverse applicants’ perspectives, identify the motivation behind their rejecting a job offer from your organization.
- Have all on the interview/hiring team gain an understanding of diversity and cultural competencies for interviewing and hiring. Closely examine cross-cultural dynamics and the manifestation of bias and cultural misunderstandings in an employment interview and hiring process.
- Integrate diversity into employment interviewing and hiring at the more technical level — the interviewer’s style and the structure of the interview process, commonly-asked interview questions in gaining the information interviewers need. Understand if and how to approach the subject of diversity during the interview process, whether it is mentioned by the applicant or interviewer.
- Focus on organizational diversity and inclusion related to recruitment, interviewing and hiring. Assess where your organization is on an organizational cultural competency spectrum in understanding and having the ability to handle situations, issues, and barriers that can exist at each stage of the spectrum. Develop and implement strategies and initiatives for inclusive practices at the organizational level involving recruitment, internet application systems, interviewing and hiring, written documentation and employee retention.
- Track the diversity of new hires (and past). For diverse hires, continue with whatever worked to get them hired. Ask them what works and for their advice on the organization’s diversity hiring initiatives.
Reference the following link to see various diversity, equity, and inclusion resources from the ASCE (such as webinars, videos, reports, and articles).
Previously-planned YED Networking Event at the Royal Palms Shuffleboard club will be re-scheduled when authorities permit gatherings of >25 people. Depending on how the pandemic situation continues to evolve in the coming months, new virtual alternative networking opportunities will be developed. Moving forward, the YED Networking Committee will also strive to offer more events that allow members to diversify their network.
Based on the results of our recent survey, the Career Development committee is creating a wiki to compile resources related to professional development, licensure, and higher education for students and young alumni. Look for more information in the September newsletter, and email firstname.lastname@example.org if you have suggestions or want to help.
YED Mentoring Committee is excited to announce that the pilot program will kick-off on September 2020. We have received numerous applications from mentors and mentees and are looking for ways to continue the growth and expansion of this program. Pairing will be based on matching experience and skills of the mentor with goals and needs of the mentee. Accepted applicants are formally paired for the academic year based on responses to the application. Each pair determines the cadence and structure of their meetings, but mentors will be generally expected to correspond with their mentee periodically during the mentorship cycle, providing them with guidance on their post-graduation pursuits. Additional programming is offered to participants during the academic year.
This opportunity will help mentees grow and identify pathways to success, as it provides career, professional, and personal development opportunities, while strengthening their professional network.
“Mentoring Matters: Three Essential Elements of Success”
“Why Mentorship Matters Now More Than Ever”