5 Ways To Recruit A More Diverse Class Of Interns

Creating an environment that reflects Generation Z’s values is critical

After an intense year of national protests and a spotlight on racial inequity, advancing diversity, equity, and inclusion (DEI) in corporate hiring practices has finally started to get the attention it needed for a long time. CEOs and HR executives from Fortune 500 companies have spoken out about their commitment to ending racism and supporting efforts of creating a more equitable workplace. 
 

There’s no magic formula or switch to flip to accomplish these goals overnight, and while many employers and HR teams certainly have adjustments they should make immediately, it’s important for every organization to lay a healthy groundwork for the future of their workforce. That crucial development of your future talent pipeline often starts with one specific group: interns. 

Most incoming interns are a part of Generation Z, the youngest, most diverse generation currently in the workforce. These individuals are continuing to distinguish themselves from past generations -- including Millennials -- and they aren’t shy about sharing their experiences and expectations. Tallo, an online connection platform with a community of over 1.3 million students and young professionals, has surveyed thousands of Gen Z students to learn more about their past experiences with diversity and inclusion, and expectations for their future employers. Based on those responses, here are five tips for how you can recruit a more diverse class of interns:  

1. Clearly Communicate Why Diversity and Inclusion Is Important to Your Company

Despite their young age, Generation Z has been through it -- “it” being a national recession, unprecedented political polarization, a global pandemic, and racial injustice resulting in civil unrest. 

The vast majority of Gen Zers have reported that it is important for them to work in a diverse and inclusive environment. Simply including a line in your handbook or your website mentioning that you prioritize diversity, equity, and inclusion will not be enough. 

Advancing DEI is top of mind for many Gen Zers, and is already impacting how they’re engaging with potential employers. In fact, nearly one in three Gen Zers have decided not to apply for a job because they feared being treated unfairly because of their gender, ethnic, or racial identity. This fear is based on their own experiences: More than half of Gen Zers who have ever had a job said they’d witnessed discrimination in a workplace, and 44% have personally been discriminated against. 

Advancing DEI in the workplace isn’t about merely improving public perception of your company’s brand or checking an HR item off a list. This is about creating an environment where the best talent, ideas, and innovation can thrive. 

2. Remember that Diversity Includes More than only Racial and Ethnic Identity 

Don’t make the mistake of narrowing your diversity, equity, and inclusion recruitment efforts to only include racial and ethnic identities. In addition to racial and ethnic diversity, curating a truly diverse workforce, starting with a class of interns, includes gender diversity, religious diversity, diversity in abilities, and much more. 

Take gender identity and expression, for example. Eighty-eight percent of Gen Zers believe it’s important for recruiters to ask about their preferred gender pronouns. However, only 18% have ever had a conversation with a potential employer where they were asked. Asking this question in an interview is such a simple way to both respect your potential intern and ensure that your company stands out from the rest. 

But again, make sure that respecting your interns’ gender identity and expression extends beyond just that initial question of asking their pronouns. Twenty five percent of Generation Z would decline a job offer if a recruiter failed to use their preferred pronouns. 

3. Show the Strides You’ve Already Made

If prioritizing a diverse, equitable, and inclusive workforce is nothing new for your company, don’t be shy about showcasing that progress. A potential interns’ expectations of how their future employer will advance equitable values begins well before their first interview. They’ll be paying attention to your website, marketing materials, and social media presence. 

It’s critical to ensure that those resources reflect your commitment to diversity, equity, and inclusion, and how that commitment has translated to positive change. Effectively communicating this will go a long way in reaching a diverse group of interns: 69% of Gen Zers reported that they would “absolutely” be more likely to apply for a job that had recruiters and materials that reflected an ethnically and racially diverse workplace, and an additional 21% said they “probably” would. 

4. Communicate Your “Next Step” Plans

If your company still has ways to go before reaching your diversity, equity, and inclusion goals, make sure to share a plan for how to reach those goals. Potential interns are searching for workplaces where they will feel safe and welcomed, and a lack of acknowledgment of any type of DEI initiative will stand out as a glaring hole to the majority of Gen Zers. 

Whenever possible, communicate the “big picture” DEI goals your company is striving to achieve, the incremental goals you’re setting to get there, and the resources available to employees to help reach those goals collectively. 

5. Build Foundations with Student Organizations 

Another way to reach a more diverse group of interns is to expand your recruitment efforts beyond just general internship and career fairs. Connecting with student organizations that serve underrepresented communities is a great way to build brand awareness and generate interest with those students. Jobs for America’s Graduates (JAG), MAES, Base 11, and the REC Foundation are examples of organizations that prioritize facilitating opportunities for underrepresented students to get a headstart in their careers. 

Building a more diverse, inclusive, and equitable workforce is critical to building a strong company. While interns may just be a temporary component of your employee community, building up a strong foundation with the future generation may just be the key to building up your talent pipeline. Don’t let Generation Z fall through the cracks.

Casey Welch is the Co-founder and CEO of Tallo. Casey is a leading expert on Generation Z in higher education and the workforce, and his insights have been featured in Forbes, FastCompany, ZDNet, and SHRM. Casey grew up in a small town, where he experienced firsthand the challenges companies and colleges face in connecting with talent from rural areas.  Visit www.tallo.com  Connect Casey Welch