Diversity Recruiting

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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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Employer Best Practices

Given their own identities and backgrounds, the complex and quickly evolving world in which they've grown up, and Mason’s commitment to inclusive excellence, our students have high expectations of employers around diversity recruiting.

Here are a few best practices to get you started:

  • Make sure you can answer questions about your organization’s demonstrated 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).
  • Be prepared to 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.

Mason’s Diverse Talent Pipeline

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.  Invest in the future!