COLLEGE DIVERSITY NETWORK VIRTUAL HBCU STUDENT SUMMIT PRESENTED BY MERCK
Date & Time
August 11, 2020
1O:00 am to 2:00 pm EST
Demystifying the Pharmaceutical Industry:
Merck is inviting college students & recent grads to learn what it means to Invent For Life
For every student that joins, Merck will be donating $20 per student, up to $4,000, to Sister Song. Sister Song is a Southern based, national activist organization dedicated to reproductive justice for women of color.
“Things can always be better. You should never be comfortable with the status quo.” - Ken Frazier, Chairman & CEO
10:00AM – 10:45AM
Welcome
Beth Keeler, Associate Vice President – Global Talent Acquisition
Keynote Speaker
Steve Mizell, Executive Vice President – Human Resources
10:45 AM – 11:45 AM
Demystifying the Pharmaceutical Industry
Multi-Generational Panel
Moderator:
Celeste Warren
Vice President, Global Diversity & Inclusion Center of Excellence
Panelists:
Onté McClendon, Assoc. Dir., Procurement – Research & Development Sourcing & Procurement
Dominique Sims, Customer Mgr. Scientific Sales Affair - Professional Services Midwest/West
Chase Young, Sr. Customer Rep, GHH Sales – Antifungal C-Diff NJ - PA - Mid Atlantic
Kelsea Pappy, Specialist, Project Management –Supply Chain Management Process Management
G. Brandon Atkins, Sr. Principal Scientist, Clinical Research – Translational Pharmacology
11:45AM PM – 12:15 PM:
Break
12:15 – 1:00 PM:
Future Talent Program Overview
Frank DeVecchis
Director, University Relations, Diversity, Employer Branding, & Solutions
1:00PM – 2:00PM:
League of Employees of African Descent (LEAD)
Employee Business Resource Group (EBRG) Overview
Sherita Lee
Director, Learning & Development – Leadership Learning & Development
“Creating Brand Equity”
Conrod Kelly
Executive Director Policy/Govern. Relations – Population Health
College Diversity Network / HBCU Division - pricing and options
National Virtual Webinar
Cost: $25,000
Virtual Conference and webinar
Access to all 111 HBCU’s
Presidents
Chancellors
Provosts
Business, STEM, Legal & Nursing Dean’s
Faculty
Administration/Career Services
Pre-screened top students
Pre-screened alumni
Features:
1) “Hot Topic” nationally recognized “Keynote” speaker
2) 2 and ½ hour time slot – with break out sessions / presentations
3) 1 year rolling access to all participants/registration / data base
4) Attend all scheduled “Virtual Career Fairs” 2 student and 1 alumni per year
5) Sharing of online and off line survey data & webinar best practices
Customized options: $15,000 to $5,000 available
Career Fair Opportunities:
Standard Booth - $1500.00
Fully Customized Booth
3rd Tier Booth Placement
1 Recruiter Seat
3rd Tier Logo Placement on Jobseeker Registration Page
Silver Sponsorship - $2000.00
Fully Customized Booth
2nd Tier Booth Placement
Up to 2 Recruiter Seats
2nd Tier Logo Placement on Jobseeker Registration Page
Database of ALL Candidates with Resumes
1 Featured Job on Jobseeker Registration Page
1 - 30-day Job Posting on CDN JobBoard
30-day Access to the CDN JobBoard Resume Database
Gold Sponsorship - $2500.00
Fully Customized Booth
1st Tier Booth Placement
Up to 4 Recruiter Seats
1st Tier Logo Placement on Jobseeker Registration Page
Database of ALL Candidates with Resumes
2 Featured Jobs on Jobseeker Registration Page
Company Description on Jobseeker Registration Page
3 - 30-day Job Posting on CDN JobBoard
60-day Access to the CDN JobBoard Resume Database
For more information contact
Fields Jackson, Jr
Founder & CEO
Racing Toward Diversity magazine
http://racingtowarddiversity.com
(919) 656-9657
or
Austin Jackson
Vice President at Racing Toward Diversity magazine
College Diversity Network/HBCU Division
(919) 946-9749
Developing a Talent Pipeline
Racing Toward Diversity Magazine has seen increased traffic from first-time visitors in the past couple of months. Users are spending more time searching for jobs on Racing Toward Diversity Magazine, and applications are growing due to the increased job seeker traffic. This is a perfect opportunity to use niche job boards like Racing Toward Diversity Magazine to exclusively advertise your jobs to qualified candidates.
If you're not ready to post new openings now, begin laying the groundwork for attracting top talent in the future.
Check out available recruitment options here.
Racing Toward Diversity Magazine, PO Box 2121, Cary, NC 27512
Diversity in the workforce – Artificial Intelligence (AI) comes to the rescue
Gal Almog, CEO, Talenya
According to a study published by McKinsey & Company, every 1% rise in the rate of diversity is associated with an increase in revenues of between 3% and 9%. We all know how important it is to have diversity and inclusion in the workforce, and not only for financial reasons. Yet in the US, some 97%1 of companies fail to reflect the demographic composition of the country in their senior leadership and workforce.
Most companies want to increase diversity, but unfortunately, the talent sourcing tools that are available today are highly limited, and even discriminatory. There are several reasons for that:
Limited talent pool - Traditional talent sourcing tools (like LinkedIn) have a limited reach to talent. Candidates are often active on multiple sites and leave important data, to which single source tools lack access. Diversity specific job sites and resume databases are limited to active job seekers, eliminating passive, qualified, and diverse talent.
Discriminatory search techniques – most talent sourcing tools use an antiquated search technique called Boolean (keywords). This technique is highly discriminatory because it favors candidates who put the right keywords on their resume. For example, some research shows that woman tend to write resumes differently than men. They may provide descriptions rather than measurable numbers or specific skills. These differences may impact the way women are found by search tools and the way they are evaluated by HR and Hiring Managers.
Discriminatory profiling - some talent sourcing tools allow you to filter candidates by gender and ethnicity. Fileting by a specific gender or ethnicity may be considered discriminatory because it favors diversity candidates over other candidates.
Discriminatory job requirements – unconsciously, job requirements and job descriptions may be discriminatory. People tend to hire people with a similar background (e.g. same university, same social background), or unintentionally have requirements that limit the participation of women and minorities in specific jobs.
Photos and names create bias - social sites like LinkedIn encourage you to add a photo and to expose your name. These items may indicate gender and ethnicity and therefore may create bias during the candidate selection process.
One could assume that AI and Machine learning (ML) technologies would help recruiters in addressing these challenges and make the candidate selection process completely blind to gender and ethnicity. However, several studies reveal that AI algorithms, if not designed properly, can be discriminatory. If they mimic human behavior, they can also mimic discriminatory human behavior.
Even using facial recognition algorithm to identify gender and ethnicity, may be problematic. According to a New York Times article, “Algorithms falsely identified African-American and Asian faces 10 to 100 times more than Caucasian faces, researchers for the National Institute of Standards and Technology found.” Moreover, given the subjectivity of the interpretation of visual appearance, it can be inaccurate and problematic to have an algorithm determine ethnic association.
The easiest way to eliminate bias in the selection process is to eliminate photos and names from the profiles, which most tools, like LinkedIn, do not do.
The second option is to push diversity candidates up on the candidate “hit” list, either by filtering them out or by giving diversity candidates extra points that will prioritize them over other candidates. This option is problematic because candidate selection is now biased against non-diversity candidates and may result in the selection of candidates that are not the best fit for the job.
This is where AI and ML come to recruiters’ rescue. AI and ML have opened tremendous opportunities in increasing diversity participation in the recruiting process and in minimizing bias, without lending an artificial advantage to specific talent pools. Here are some examples:
Using AI to expand and diversify the talent pool – the size of the talent pool is critical in enabling greater participation of diverse talent. AI enables sourcing of talent data from multiple sources and delivers exponentially more talent, that otherwise may be missed.
AI and ML also help in expanding the talent pool by uncovering talent that Boolean search misses. AI and ML automatically create highly sophisticated searches, composed of hundreds of keywords that are practically impossible for humans to enter. For example, they can add many more relevant job titles as search parameter, based on an analysis of millions of profiles. Thus, candidates that have rare job titles, but the right skills, will be included in the search results.
In addition, AI adds skills that candidates fail to update on their profiles. This method increases the chances of candidates of all genders and ethnicity to be found by recruiters.
Using AI to identify gender and ethnicity - AI and ML can be used to classify candidate by gender and ethnicity. The algorithm can use a multitude of elements to make that determination, such as photos, names, country of birth and activity on specific social sites. The difference between AI-powered methods and traditional methods is that AI-powered methods are not used to search or filter by gender or by ethnicity. They are used merely to recommend changes to the job requirements, as described below, in a way that will increase the participation of diverse talent. Under this method, gender and ethnicity classifications are never disclosed to the recruiter.
Using AI to increase diversity participation – In addition to expanding the potential talent pool for jobs, AI uncovers profiles of diverse talent that traditional, Boolean search methods fail to uncover.
We know that women and minorities may have profiles that contain less relevant information. For example, they tend to enter fewer skills and fewer details regarding their experience. Using predictive analytics, AI will add “Derived Skills”. These are skills that are accurately “predicted” by AI algorithms. Derived skills will be added to all candidate profiles. However, women and minorities are likely to benefit more from that capability, and as a result, will come up in searches that they would otherwise not come up in, had Boolean search methods been used.
The most exciting capability of AI and ML in increasing diverse candidate participation in the recruitment process is a “recommendation engine”. This tool will recommend to the recruiter specific changes in job requirements that are likely to increase diverse talent participation. For example, the “recommendation engine” can suggest an increase in the radius of the acceptable locations of potential candidates, a change in skill requirements, or years of experience.
The recruiter or hiring manager can accept specific changes and immediately increase the percentage of diverse candidates in the top 100 matching candidates for the job. This method is particularly effective because it gives all candidates, regardless of their gender or ethnicity, an equal opportunity to be considered. The job requirements are changed for all candidates, but the percentage of diverse candidates is increased.
AI can also give recruiters an insight on how many diverse candidates are in the talent pool for similar jobs in the market. In some professions (e.g. nurses), there may already be many women, and there may not be a need to make any changes in the job to increase the number of women considered. However, the changes suggested by the AI software may enable an increase in the percentage of Afro-American candidates.
AI and ML provide exciting new opportunities to make our workforce more diverse and provide all candidates true, equal opportunities.
Gal Almog, CEO, Talenya
Vivian Hunt, Dennis Layton, and Sara Prince Vivian Hunt, Dennis Layton, and Sara Prince, “Why Diversity Matters”, McKinsey.com January 1st 2015
Women tech Blog, “Gender Resume Gap and How To Close It”, April 7 th 2020
Jeffery Dastin, “Amazon scraps secret AI recruiting tool that showed bias against women”, Reuters, October 10th, 2018
Natasha Singer and Cade Metz, “Many Facial-Recognition Systems Are Biased, Says U.S. Study”, New York Times, December 19th 2019
Welcome to the College Diversity Network / HBCU Division Virtual Student Summit.
College Diversity Network Virtual HBCU Student Summit
Presented by HP Inc
Date & Time
July 30, 2020
1:00 pm to 5:00 pm EST
About this event
Everybody In at HP: Then-to-Now
In partnership with the College Diversity Network, HP Inc is inviting college students and recent grads to learn about the uniqueness of HP from its people, products, careers, and culture! Highlighting how diversity is embedded into the foundation of HP, driving the technology of then-to-now and influencing the way HP is innovating with intention, reinventing the standard, and designing to transform the customer experience.
Register today!
Open to all 111 HBCU’s
Build and maintain one of the largest national HBCU data bases.
Presidents, Chancellors, Provosts, Business, STEM, Legal & Nursing Dean’s, Faculty Administration/Career Services, Pre-screened top students & Pre-screened alumni.
Additional sessions will be announced soon. Please come back to view upcoming events and register.
Events - Save the Date
July 30
Everybody In at HP: Then-to-Now
In partnership with the College Diversity Network, HP Inc is inviting college students and recent grads to learn about the uniqueness of HP from its people, products, careers, and culture! Highlighting how diversity is embedded into the foundation of HP, driving the technology of then-to-now and influencing the way HP is innovating with intention, reinventing the standard, and designing to transform the customer experience.
Register today!
August 11
June 5th
Pre-Summit Virtual Workshops
–Introduction to Deloitte + Career Opportunities Webinar
–Introduction to Dell + Career Opportunities Webinar
–Virtual Resume Workshop
•Student Summit On-site Workshops
•Business Chemistry
•Networking Break
•Business Etiquette/Executive Presence Workshop
•Mock Interviews
Student Session # 2 – Dell
–Branding via Social Media (“build your brand”)
–LinkedIn session
–Imposter Syndrome
–Dell’s “Grab Your Grub” session
The first session in our College Diversity Network Virtual Student Summit, presented by Deloitte and Dell Technologies on June 5th, is now ended. A huge thank you to all participants for a wonderful event!
What the Future Holds for the African American Class of 2020
Lesley Slaton Brown, Chief Diversity Officer, HP
Alicia Jackson, Dean of the Albany State University (ASU) College of Business
Lesley Slaton Brown, Chief Diversity Officer, HP
For college seniors, the last few months have been difficult. They’ve been forced to leave their campuses early, stripped of the chance to celebrate graduation with their peers, and missed out on a final chance to network, job hunt, and prepare to start their careers.
But not all students have been impacted equally. The pandemic has had a devastating impact on Brown and Black communities across the nation. In states like Georgia, where African Americans make up roughly 31% of the population, they account for more than 80% of hospitalized COVID-19 patients. It has been a stark reminder of the deep inequities that have persisted for generations along social, economic, and racial lines.
For Black students in many rural communities, they face the added difficulty of spotty internet and intermittent cellular coverage. Imagine trying to land a job or an internship, while you’re also lending a hand to take care of your family and make ends meet. When you do manage to land an interview, you have to worry about how your video quality will affect how you are perceived by the hiring manager, in addition to the other, well-documented, daily biases related to your skin color or hairstyle.
And when it comes to bias and discrimination, COVID-19 is just the tip of the iceberg. The killings of George Floyd, Breonna Taylor, and Ahmaud Arbery have finally opened the nation’s eyes to another kind of pandemic that’s just as brutal – one of systemic racism in communities of color, where innocent lives are too often taken and families destroyed.
All of this is reason for anger, sadness, and anxiety. But that can’t be the extent of the emotions we feel right now. This is also a moment for reflection and resolve. A time to reflect on the problems that remain a stain on our society – and the resolve to do something about them.
We believe it’s also a time for optimism. Optimism that the class of 2020 will turn this moment into a movement for meaningful and lasting change. And it’s up to us to be their allies and advocates as they begin the next phase in their journey.
The Class of 2020 at Historically Black Colleges and Universities (HBCUs) need our help. Amidst fears that recent events – including the current economic climate and a 39% drop intern hiring -- will begin a downward slide into what some are calling a “lost decade” for this year’s graduating class, it’s up to us to make sure that doesn’t happen. It’s up to us instead to turn this into a decade of progress.
We know that when business and academia team up, great things can happen. In years past, the National HBCU Business Deans Roundtable teamed up with companies to launch programs like the HP HBCU Business Challenge and nearly 300 students accepted the challenge from 44 HBCUs over the past three years. There is an enormous appetite for real-life work experiences, and more importantly, some of these engagements turned into internships and jobs. This summer, to address these internship losses, HP is hosting a new digital development experience called "HP Summer Scholars," open to all students.
These are just two examples, but the sky is the limit in terms of what we can do together for this generation. Now that we’ve learned that almost everything can be done remotely (training, mentoring, brainstorming) let’s use our collective imagination and our empathy to create something new, better than before, and offer these young people a chance to start their professionals lives on the right foot.