Diversity Recruiting

Diversity is a Mason strength.

Like Mason, you know that a diverse talent core brings more perspective, creativity, and innovation to your organization's objectives.

With recruiting assistance, programs, and best-practice consultation with your industry advisor, you can build your recruiting pipeline to reach your DEI goals to help solve problems and drive innovation.

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Connect with your Industry Advisor for support in developing your diversity recruiting strategy at Mason.

Employer Best Practices

Our students have high expectations for employers and diversity recruiting.

Here are a few best practices to get you started:

  • Demonstrate your organization's commitment not just to diversity, but more importantly to inclusion and equity.  
  • Reduce barriers. Employers with unpaid internships, GPA requirements, a narrow list of allowed majors, and a traditional workday structure are missing out on qualified candidates.
  • Ensure that your recruitment team is trained in unconscious bias and has scrutinized what your organization means by “professionalism” and “culture fit.”
  • Update your Handshake profile with examples of how your organization supports an inclusive and equitable work environment (e.g., affinity groups, mentoring programs, community engagement efforts, social justice benefits).
  • Engage in a customized, multi-year strategy for each population you are seeking to recruit; it takes time to establish trust with historically marginalized communities, and a “one size fits all” approach will not work.

D.E.E.P. - Mason's DEI Recognition Program

Many employers produce and publicize diversity statements, but our students know that a true commitment to DEI goes beyond words to actions. Students are searching for ways to identify employers with demonstrated cultures of equity and inclusion. The Demonstrated Employer Equity/Inclusion in Practice (D.E.E.P.) program helps such organizations stand out to Mason's diverse and discerning talent pipeline.

 

Previous D.E.E.P. employers were promoted to the Mason community for practices such as:  

  • Unconscious bias training for recruitment teams and hiring managers
  • All-Gender restrooms onsite
  • Physical space is built with universal design principles
  • Pay transparency/openly sharing salaries for all employees
  • Advocate for pro-immigration/pro-H1B/pro-DACA legislation

Early Identification Program

Invest in the future and build your diverse talent pipeline by getting involved with Mason’s Early Identification Program (EIP). 

EIP supports hundreds of first-generation college-bound students (58% Latino/a, 21% African American) with access to educational and career resources. 

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global
students from 50 states and 130 countries
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35%
first-generation college students
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51%
from historically underrepresented groups
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grad rates
no disparity between BIPOC students and white students
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no disparity
virtually no disparity in degree completion between Pell recipients and non-recipients
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languages
students speak languages such as Arabic, Chinese, Farsi, Persian, Urdu
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