Diversity recruitment continues to be an important initiative for many organizations. Come find out why diversity matters at the University of Florida. During this session you will learn the diverse profile of UF students and gain practical tools to help you recruit and retain diverse talent.

1. Diverse Students and Diverse
Employees:
Current Actions and Vision for the Future

2. Diversity
Diversity
having or being composed of differing elements : variety; especially : the
inclusion of different types of people (as people of different races or
cultures) in a group or organization
Social Justice
Adams, Bell and Griffin (2007) define social justice as both a process and a
goal. "The goal of social justice education is full and equal participation of
all groups in a society that is mutually shaped to meet their needs. Social
justice includes a vision of society that is equitable and all members are
physically and psychologically safe and secure."

3. Diversity and Why it Matters
1. Utilize the team’s best talents, backgrounds and experiences
“Diversity is important in the workplace because a diverse population brings different
backgrounds, experiences, knowledge and understanding to the table. A diverse workplace is
better equipped to produce solutions, solve problems and implement new ideas.” – Unknown
2. Allow people to bring their full selves to the work – Well-being (Gallup)
3. Customer bases are becoming more diverse than the workforce. More closely
match the population your organization serves
4. Financially sound – ROI
1. Minorities are the majority in six of the eight largest metropolitan areas of the U.S.
2. The combined Black, Hispanic and Asian buying power is more than $750 billion.
3. Women are the primary investors in more than half of the U.S. households.
4. Women purchase 70 to 80 percent of all products
5. African Americans spend nearly $500 billion each year on goods and services
6. Hispanics are the fastest growing consumer groups in the United States.
7. A reputation for fair treatment is one of the primary reasons women and minority
consumers say they remain loyal to a company. (Society for Human Resource Management,
www.shrm.org)

4. Diversity Concepts
1. Stereotype Threat and critical mass (Claude
Steele’s work)
2. Feeling valued and included
3. Representational vs. Interactional Diversity
4. White people learn more from diverse teams than
do students of color (Tatum)
5. Big 8 –race/ethnicity, sex and gender, social class,
sexual orientation, age, dis/ability, veteran, size
(and more!)

5. Diversity at UF
• Degree Seeking Students: 50,536
• Men: 23,560 (46.62%)
• Women: 26,966 (53.36%)
• Undergraduate
• Asian: 7.81%
• Black: 8.97%
• Hispanic: 15.73%
• Native American: 0.37%
• White: 62.5%
• Two or more races: 1.09%
• Not Reported: 2.39%
• Non Resident Alien: 0.92%

6. Diversity at UF
Information Available to YOU:
Online through Institutional Planning and Research
(www.ir.ufl.edu)
Student Experience in the Research University
(SERU; www.ir.ufl.edu)

7. Hours Participating in Student
Organizations Per Week (SERU 2013)

8. Students of My Race/ Ethnicity
Are Respected on Campus
Percentage of students who agree or strongly agree

9. Students of My Sexual Orientation
Are Respected on This Campus
Percentage of students who agree or strongly agree

10. UF Mission Statement
The University of Florida is a comprehensive learning institution
built on a land-grant foundation. We are The Gator Nation, a
diverse community dedicated to excellence in education
and research and shaping a better future for Florida, the
nation and the world.
Our mission is to enable our students to lead and influence the
next generation and beyond for economic, cultural and
societal benefit.

11. MCDA Vision & Mission
Vision
MCDA educates, empowers, and mobilizes students, campus and community
partners, and creates cutting edge programs and opportunities in the areas of
multicultural education, self-awareness, advocacy, intercultural understanding,
and social justice with a commitment toward creating an inclusive, affirming and
just campus community.
Mission
MCDA promotes an inclusive campus community by creating environments in
which students learn about themselves and diverse others, engage in meaningful
inter- and intra-cultural dialogue, and enhance their leadership and commitment
to social justice.

12. MCDA: Multicultural and
Diversity Affairs
Comprised of:
 Black Affairs (Institute of Black Culture and Black
Enrichment Center)
 Hispanic-Latino Affairs (Institute of Hispanic-Latino Cultures
and Hispanic-Latino Engagement Center)
 Asian Pacific Islander Affairs
 Lesbian, Gay, Bisexual and Transgender Affairs
 Intercultural Engagement
 Intersectional work And MORE!

13. Additional Student Affairs Offices
 Machen Florida Opportunity Scholars
program and First Generation Support
Services
 Disability Resource Center
 Veterans Success Center

14. Goals of UF and MCDA
1. Retention/support/achievement
2. Support and cultural education for underrepresented students
(including space)
3. Educate all students as well as train/educate faculty, staff and
partners
1. Dialogue, active listening, and conflict skills
1. Calling In versus Calling Out
2. Understanding and participating in diverse teams
3. Current and Systemic issues
4. Advocate for issues
5. Improve campus climate
6. Prepare for current and future issues

15. 20%
20%
20%
20%
20%
Social Justice
Leadership & Skill Development
Community & Inclusivity
Identity Development
Safety & Support
MCDA Priorities

16. What this means for you
Job skills
Trends
Value of hiring diverse students – they are
multi-lingual (beyond language) – walk in
multiple worlds, code switching, insight into
the needs and goals of others
How we can support you

17. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Pre-Recruitment/Assessment
 Assess climate and opportunities
 Could the perspective employee/intern see themselves in your organization?
 Highlight opportunities
 Connections with community – service projects
 Career development opportunities
 Mentoring that is structured and valued
 Pipeline
 Prepare materials including non-discrimination clause
 Employer Diversity Book/Website
 Profile information, demographics, statistics, staffing, hiring process, continued diversity
efforts (committees), policies, create resource groups, etc.
 Review the language in your documents and websites and see if it is inclusive

18. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Recruitment
 Coming to physical locations like MCDA in Reitz and Institutes
 Presenting at leadership conferences and workshops
 Student organizations
 Program Networking Opportunities
 Opportunities that connect current undergraduates with alumni or career professionals
 Association of Black Alumni, Association of Hispanic Alumni, Association of Asian
American Alumni
 Diversity Recruitment Opportunities
 Diversity Recruitment Fair
 Affinity Receptions prior to Career Fair
 Bringing alumni back to campus but also use as a pipeline for future talent
 Marketing materials that show diversity
 Be forthcoming about progress and challenges
 Utilize internships

19. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Retention
 Look at who is at what levels – are there glass/bamboo ceilings?
 Professional development and personal investment
 Mentoring
 Ensure that company and managers are committed to a diverse and
inclusive workplace
 Examine representational vs. Interactional diversity

20. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Climate
 Affinity groups
 Community service
 Employee satisfaction surveys
 Ongoing training
 Philanthropy efforts
 Sponsorships of/or support for large celebrations
 Pride festivals
 Organizations Employers Support
 Memberships in specific chambers (ex. Hispanic Chamber of Commerce)
 External Diverse Organizations such as United Negro College Fund
 Well trained and knowledgeable HR staff

21. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Concrete Action Steps
 Website or document that highlights ways that your company
promotes and values diversity – don’t make students have to
ask
 Training for all managers
 Time and Talent - Leadership workshops including BSLC,
SERCAAL, Hispanic-Latino Collegiate Forum, WLC, Servant-
Leader institute, etc.
 Financial support - Visibility of company through sponsorship
Support of student organizations
Programs

22. Diversity and YOU: Ways to recruit
highly talented & diverse employees
Concrete Action Steps (continued)
 “Dear Abby” about handling tricky subjects
 Meet with potential employees in MCDA spaces
 It starts with YOU - Empowered to create change and
impact at your company – YOU have a role and a
responsibility
Ex. Branding audit
Identify things that are missing – report back to
marketing
Speak up!

23. Contact Information
Mary Kay Carodine, Ph.D.
Assistant Vice President for Student Affairs
155 Tigert Hall
University of Florida
Gainesville, FL 32611
marykay@ufl.edu
352-392-1265
Multicultural and Diversity Affairs
www.multicultural.ufl.edu