Collaborating with Associations to Tap a Diverse Talent Pipeline Strategic partnerships with organizations and associations focused on representing and advancing diverse communities have become more holistic and integrated for greater ROI. To gain a competitive edge, many companies have forged strategic partnerships with national organizations and associations representing women and diverse communities. These partnerships offer important insights and inroads for tapping into diverse communities, and provide companies with ongoing opportunities to expand their outreach and position their organization as an employer of choice. Partnering with national associations also provides companies with ongoing opportunities to enhance and promote their brand on a national stage. At a minimum, partnerships with associations provide companies with extensive opportunities to advertise and post jobs to a captive pool of diverse and qualified new talent. This is no small advantage. Many associations maintain national and international membership databases, with members ranging from high potential high school students to senior level board candidates.

Partnering with associations is not a one-size-fits-all proposition, and determining what partnerships will yield the best results requires careful deliberation. There are several important factors to consider, including how an association’s mission aligns with the company’s goals, values, and culture, and whether an association’s membership offers the right source of talent.

Companies today don’t all face the same workforce challenges, or share the same diversity gaps. The generational and diversity challenges faced by companies, and even across entire industries, vary widely and create very different talent and recruitment needs. These needs influence which association partnerships offer the best ROI. Succession planning and targeted recruitment strategies are becoming increasingly important as companies compete for talent in a rapidly expanding global marketplace. Many progressive companies are revisiting their preferences and prerequisites for employees, and exploring new sources and strategies for expanding their talent pipeline through association partnerships. In an increasingly diverse global marketplace, aspects of diversity and inclusion are critical components in the race to attract and engage the best talent. The associations that a company chooses to partner with will say a lot about their values, culture, and commitment to diversity and inclusion.

Build the Pipeline Early Forming the best partnerships and taking early action to build the pipeline are increasingly important in the competition for best talent.

Proactive companies develop partnerships that provide access to high potential talent prior to college, before students have already mapped out and launched a career plan. Educating students about the company earlier in the academic cycle provides opportunities to influence education and development and offer high potential students internships and mentoring. Following are two organizations that have developed and implemented strategies to build the talent pipeline early. Inroads Inc., is a multicultural nonprofit organization specializing in leadership development and career opportunities for unserved youth. Inroads helps Fortune 500 companies grow pipelines of future executives by identifying high potential high school and college students, and providing them internships and mentoring experiences. An impressive 74% of Inroads interns received offers from the company they interned with; 81% of them accepted those positions. Corporate partners of Inroads consistently report better retention rates of employees that entered the company as Inroads interns. Ernst & Young entered into a partnership with the nonprofit organization, College for Every Student, to develop College MAP, a multi-year group mentoring program with locations in 32 US cities and a network of more than 900 mentors and 1,100 youth. The goal of the MAP program is to empower students in underserved high schools so that they can gain access to college and succeed in higher education.

Since College MAP launched, over 1,025 high school students have graduated. In 2015, 97% of MAP graduates were accepted to two-year and four-year colleges. Building upon that success, the firm launched the College MAP Collegian program to support college students who completed the College MAP program in high school. It is interesting to note that in 2015, a third of Ernst & Young employees in the US are first generation college graduates. Many of these employees serve as mentors in the MAP program, sharing first-hand experiences with students enrolled in the program.

Corporate Role in the Partnership Leadership Commit to D&I; align corporate goals and values; conduct succession planning with commitment to diversity; provide funds and resources to support D&I, including association membership; participate in high level association events HR Track workforce talent needs and diversity gaps; lead succession planning; develop strategies to recruit and retain diverse talent; work with D&I to identify association partners; post jobs on association websites D&I Track diversity trends and best practices; establish relationships with associations; foster links between associations and ERGs; participate in and promote association conferences and events ERGs Maintain relationships with associations; participate in association events; identify and adapt best practices; serve as ambassadors for the company; promote brand and company commitment to diversity and inclusion

Understand Diversity Gaps - Pick the Right Partners Picking the right associations as partners requires understanding workforce trends, identifying diversity and talent shortfalls, and making innovative decisions about the type of talent needed in the future. Workforce Trends The Baby Boomer generation is officially aging out of the workforce, with an estimated 10,000 boomers turning 65 every day for the next 15 years. Millennials already make up half of US workers; by 2025, the generation will comprise 75% of the domestic workforce. The millennial generation is at the forefront of many of today’s social reform movements, including same-sex marriage, LGBT rights, immigration reform, and the legalization of marijuana. Forming partnerships with organizations and associations that connect with millennials around these issues is critical to recruiting and engaging this generation in the workforce. Women are still underrepresented in the workforce, particularly in senior leadership and high level decision making positions. All that may be about to change. Currently, girls participate in STEM programs in equal number to boys. Women earn more than half of bachelor’s, master’s, and doctorate degrees, and hold 52% of all management and professional occupations. In 40% of US households, women are the primary breadwinner, and 66% of millennial women earn equal to or more than their partner or spouse. National associations representing female students and professionals include: ABWA, AWIS, CWDI, IRelaunch, Lean In, NEW, SWE and WTS. Experts predict that by 2050, whites will comprise 47% of the population, and minority populations will have become the majority. Although high quality, diverse talent already exists, it is often more difficult to find this talent. National

associations representing minority students and professionals include: ABD, ASCEND, NCD, CBI, ELD, HACR, HACE, LEAP, NAAPP, NBMBAA, NCD, NSBE, and NSHE. Today, the LGBTQ community has one of the highest discretionary income pools of any diverse demographic in the US population; the community is also highly educated. Partnering with LGBTQ associations can provide important insights and inroads for tapping into this segment of the population and help expand a company’s market share and talent pipeline. National associations representing LGBTQ communities include: HRC, GLAAD, NOGLSTP, Out&Equal, Pride at Work, and Reaching out MBA. Individuals with disabilities want to work and have proven to be qualified and dedicated. National studies point to a wide array of positive employment outcomes, including increased productivity, lower absenteeism, and better retention rates. Organizations representing and advancing individuals with disabilities in the workforce include: ABILITIY, Careers and the Disabled Person, and JAN. Companies with robust disability programs and flexible return-to work policies have also been successful in recruiting and employing US veterans. National associations specifically focused on veterans and employment include: Hero2Hired, JOFDAV, and RallyPoint. The associations identified are just a few of the many national organizations available to assist corporations committed to D&I and seeking to build their talent pipeline. DBP has compiled a more complete listing, including a description of services and fees where available. That listing is included at the end of this document. Visit the individual association home pages for up-to-date information on services and fees.

Company Snapshot: Johnson & Johnson The following list of activities and events provides a good snapshot of how one company engages and partners with associations and other organizations.

Activities to attract minorities and women • Partnership with associations that represent women

and minorities • Sponsorship and participation in national diversity

conferences, including: NABA, ALPFA, NAWMBA, Forte Foundation, NHSN, SWE

• Presence at minority job fairs • Processes to solicit referrals from employees • Online recruitment and job postings • Advertising, Forte foundation-corporate sponsor

Outreach to minority students • Reception for minority students • Sponsorship and participation in conferences: National

Society of Black Engineers, Society of Hispanic Professional engineers, CGSM, GEM, National Society of Hispanic MBA, NBMBAA, Reaching Out, Disco, MBA Diversity Forum

• Advertisements in minority student association publication

• Participating and hosting minority student job fairs • Sponsor minority student association events • Firm’s employees participate on career panels at

school • Outreach to leadership of minority student

organizations • Scholarships or intern/fellowships for minority

students

Scholarships Historically black colleges and universities• Hispanic serving institutions • NSBE • SHPE • Penn State • GEM • Consortium for Graduate Studies in Management

Different Needs Demand Different Partnerships

Companies don’t all face the same workforce challenges or have the same diversity gaps. These differences are important considerations when identifying potential association partners. Although the tech industry is considered an innovation leader, there are significant diversity gaps in the tech workforce, and women, minorities, individuals with disabilities, and older workers are underrepresented in many tech companies. The median age of individuals in the tech industry is 30, and 74% of the tech workforce are men. Whites hold 70% of leadership positions and Asians 23%. Only 5% of leadership positions in the industry are held by Blacks and Hispanics. In the utility industry, the average age of employees is 46: that’s 16 years older than the average tech worker, and four years older than the average US worker. In a national survey, an aging workforce was identified as the most urgent challenge facing the utility industry today. Like the tech industry, the leadership suite in the utility industry lacks diversity. Only 5% of executive board members and 19% of non-executive board members are female. Most board seats and senior management positions in the industry are held by white males. Both industries face different workforce, demographic, and diversity challenges, which will drive decisions about the associations that provide the best fit and greatest ROI.

Source: Johnson & Johnson

How One National Organization Works with Its Partners

The Hispanic Alliance for Career Enhancement (HACE), is a national non-profit organization dedicated to the employment, development, and advancement of Latino students and professionals. The organization has more than 52,000 members, and 91% of its professional member base hold a bachelor’s degree or higher. These professionals work in multiple industries and across disciplines, in jobs that range from entry level to executive. HACE’s student members come from high schools and colleges throughout the country. The mission of HACE is twofold. The organization provides its members educational and professional development opportunities to advance their skills and improve their career options. These opportunities include internships, mentorships, continuing education, and leadership development. The second part of the HACE mission centers around forming strategic partnerships with employers to promote best practices, showcase the talent of HACE membership, and jump start the talent acquisition and recruitment process. HACE programs impact the careers of its members and increase the number of Latinos in corporate leadership positions. As one snapshot of performance, HACE conducted a Women’s Leadership Program in eight cities. Twenty to thirty professional Latino women participated in each event. Within six months of completing the program, 40% of overall program participants were promoted. In one year, 70% of the program participants had received a promotion. In another example, as part of the organization’s Latino Recruitment Series, HACE offers focused recruitment events, limited in size, and targeted to a specific industry or employer need. Those events consistently result in two to twelve meaningful job offers.

HACE corporate partners learn about and share best practices, and are provided multiple avenues by which to access and recruit new and best Latino talent, including posting jobs on the HACE national jobsite. In addition, HACE conducts ongoing events and activities, ranging from executive summits and leadership forums, to career fairs and recruitment events, and conferences and roundtables. Corporate partners and their employees can participate in these and other professional development events, many of which are specifically designed to meet the needs of CEOs, D&I officers, and HR professionals. HACE also provides programs for ERGs focused on mission alignment, company and community outreach, and networking. ERG members can participate in HACE professional development workshops and other events throughout the year to swap information and ideas, and build the skills sets needed to influence and lead diversity efforts back at the workplace. These events provide ERGs a forum for discussing new topics and changes occurring in the Latino community. Many ERGs are leveraged by HACE in its outreach to high schools and colleges and services to student members. HACE actively showcases its corporate partners by highlighting best practices in diversity and inclusion at national meetings, through its member network, and in its marketing and newsletter. By sponsoring conferences and participating in HACE speaking engagements, corporate leaders can promote their brand on a national stage and publicly demonstrate their company’s commitment to diversity and inclusion.

Associations and Organizations Representing Women

American Business Women’s Association ABWA provides access to a diverse network of working women and women business owners. Job postings available: $350 for 30 day single job post; $975 for three pack of job posts for 30 days each, and $1,495 for five pack of posts. Job posts average 314 views. Anita Borg Institute for Women and Technology The Institute’s online community provides corporate partners access to women technologists in more than 50 countries. Partners are listed on ABI websites, in press releases, and on annual reports, and have the opportunity to submit a Partner Spotlight story for the Institute’s homepage. Association for Women in Science AWIS helps corporations successfully integrate women into all levels of their workforce through professional development training and resources tailored specifically to help women in STEM succeed. As a corporate partner, companies have access to a professional network of women in STEM professions from around the country.

iRelaunch Return to work association with more than 25,000 members. Has national and international reach. Corporate partners can advertise job positions and promote their brand and commitment to diversity and inclusion. Society of Women Engineers Membership of more than 35,000 women engineers and technologists. Corporations can tap into this talent pool through advertising, conference sponsorship, or posting jobs through SWE’s career portal. Pricing varies. Many top US companies listed on site as corporate partners.

Lean In Nonprofit organization established by Facebook COO Sheryl Sandberg. The organization’s online community has nearly 300,000 members, with more than 10,000 Lean In Circles in 50 countries. Lean In has 900 corporate partners representing 20 industries. Becoming a partner is free and provides companies with access to best practice information and networking opportunities. Corporate Women Directors International CWDI promotes increased participation of women in corporate boards internationally. Maintains global network of women directors. Hosts roundtables on best practices related to building board diversity.

Associations and Organizations Representing Minority Populations Alliance for Board Diversity (ABD) Collaboration of four leadership organizations: Catalyst, The Executive Leadership Council (ELD), Hispanic Association on Corporate Responsibility (HACR), and Leadership Education for Asian Pacifics (LEAP). ABD provides referrals of qualified job candidates and maintains a database of qualified women and minorities who are potential candidates for board membership. Association of ERGs and Councils The Association is a resource for ERGs and Councils and offers cutting edge, evidence-based tools, training, resources and solutions for members. Sliver membership: 1-10 members, $249 per member; Gold membership: 11-50 members, $4,999/year; 51-100 members, $9,979/year; Diamond partnership: unlimited # of members, $18,000/year.

National Associations Representing Women & Diverse Communities

INROADS, Inc. Multicultural nonprofit whose mission is leadership development, career preparation and creating opportunity for talented, underserved youth. INROADS has placed students from diverse backgrounds in over 127,000 paid internships, graduated more than 25,000 alumni into professional and managerial positions, and 82% of graduating senior served by INROADs accepted job offers from the companies that sponsored them. The PhD Project The PhD Project is supported by numerous corporations, which enjoy many benefits through their affiliation, including access to a network of over 1,600 minority doctoral students, direct access to a member directory, and opportunities to post jobs. National Diversity Council NDC is made up of state and regional councils, the National Women’s Council, the Council for Corporate Responsibility, and the Healthcare Diversity Council. Corporate partners of the NDC are branded as diversity leaders at the national, regional, and state level. Other benefits include partnerships in all state and regional councils as well as opportunities to organize both national and local activities and programs relating to diversity and inclusion. There are four levels of partnership: Platinum, Red, White and Blue, each offering a variety of benefits.

African American/Black Executive Leadership Council (ELC) National organization comprised of current and former African-American CEOs and senior executives at Fortune 500 and equivalent companies. Corporate partnership offers companies opportunity to promote their brand and leverage that they are aligned with ELC. ELC offers leadership development courses and seminars, and conducts regional and national events. Corporations can sponsor events, which provides them access to talented global black executives that are ELC members.

Corporate Board Initiative (CBI) CBI enhances the preparedness of black executives for service on corporate boards. It builds awareness, improves readiness, and enhances the visibility of ELC members who are interested in and actively pursuing board service. CBI programs offer opportunities for corporate participation and sponsorship, which in turn, provides access to executive level black talent. CALIBR CALIBR’s members are senior managers and mid-career executives in Fortune 500 companies and equivalent firms: 56% are either Executives or Senior Managers, 38% have more than fifteen years of professional experience, 79% have more than ten years, and one in five are entrepreneurs running their own businesses. Corporate partnerships and sponsorships provide direct access to CALIBR members, who are prepared to step into leadership roles. National Black MBA Association NBMBAA has over 9,000 members and represents more than 300 corporate partners. An array of corporate sponsorship is available. In addition, NBMBAA offers job posting opportunities: job posts are viewed an average of 226 times; the site has an average of 7,949 searchable resumes; and the job posting site gets an average of 12,983 monthly visits. Job postings range from a single 60 day post for $295j to ten 60 day posts for $1,500. For an additional fee, the association will disseminate posts through their social media network, or highlight the position as a ‘featured job.’ National Society of Black Engineers (NSBE) The National Society of Black Engineers’ mission is to increase the number of African-American engineers who excel academically, succeed professionally and positively impact the community. With over 30,000 members around the world, NSBE is one of the largest student-governed organizations based in the United States. There are opportunities for corporate sponsorship and job postings.

Information Technology Senior Management Forum ITSMF's mission is to increase the representation of black professionals at senior levels in technology. By 2020, ITSMF will graduate 500 professionals through a series of development and career-advancing programs. United Negro College Fund (UNCF) The United Negro College Fund is the nation’s largest, oldest, and most comprehensive minority higher-education assistance organization, with 37 historically Black colleges and universities as members. Member institutions educate more than 50,000 students each year and have produced more than 430,000 graduates with the help of UNCF. The Black EOE Journal One stop that offers participation and partnerships at more than 300 diversity-focused conferences that collectively represent millions of members. Provides information on best practices and opportunities to access and connect with wide array of diverse job seekers.

Hispanic/Latino

Hispanic Association on Corporate Responsibility (HACR) HACR represents 14 national Hispanic organizations and more than 46.6 million Hispanics in the US. Coalition Members work with more than 1,500 affiliate community-based organizations, including more than 450 institutions of higher learning and 400 publications with a combined circulation of more than 10 million. Corporations can become HACR members at two levels: Associate membership is $15K per year, and Generations membership $25K. Membership provides corporations with HACR ‘certification’ and access to a significant national talent pool of Hispanic individuals at all levels of experience.

Hispanic Alliance for Career Enhancement (HACE) With a national network of over 42,000 members, HACE provides corporate partners with access to Latino talent pipeline from high school students to executives. Corporate partners are recognized by Latino community as employers of choice. HACE charges $350 for a single 60 day job posting; $550 for two postings, and $1,375 for five. Prospanica Formerly the National Society of Hispanic MBAs, Prospanica serves 28 chapters and 6,000 members. The Association fosters Hispanic leadership through graduate management education and professional development. Corporates seeking Hispanic talent can post jobs on the organization’s career site. New America Alliance NAA provides opportunities for corporations to engage with successful American Latino business leaders and other professionals. In addition to NAA annual Wall Street Summit, corporate partners can participate in national and regional programs. Corporations that contribute $25K or more annually can become part of the NAA Corporate Alliance Roundtable. Association of Latino Professionals in Finance and Accounting (ALPFA) ALPFA is the leading professional association dedicated to developing the next generation of Latinos in accounting, finance and related professions via experiential leadership development and mentoring from senor corporate executives that work for ALPHA corporate partners. Congressional Hispanic Caucus Institute (CHCI) The mission of the Congressional Hispanic Caucus Institute is to develop the next generation of Hispanic leaders and a pipeline of Latino talent. Corporations can become partners, which promotes brand as inclusive employer, and provides opportunity to develop and access emerging Latino talent pool.

Hispanic Association of Colleges and Universities HACU is a national organization representing the accredited colleges and universities in the US where Hispanic students constitute at least 25% of the total student enrollment, and comprise 65% of Hispanics enrolled in higher education. The association’s internship program has placed nearly 6,000 Hispanic college students. National Hispanic Institute (NHI) The National Hispanic Institute targets top Hispanics in high school and college to develop the next level of Latino talent. Society of Hispanic Engineers (SHPE) SHPE is a national organization of Hispanic professional engineers, with a strong network of professionals and student chapters throughout the US.

Asian American The Leadership Education for Asian Pacifics, Inc. (LEAP) LEAP is dedicated to developing the next generation of Asian and Pacific Islander (API) leaders. LEAP has numerous sponsorship opportunities for corporations.

Asian Women in Business Membership organization comprised of Asian professional women, business owners, and corporate leaders. Corporate sponsorship opportunities available that provide visibility for members.

National Association of Asian American Professionals Largest and fastest growing association of API professionals. NAAAP offers a diverse range of professional development programs and professional networking opportunities. Corporate sponsorship available providing opportunities to leverage brand and connect with API talent.

Native American

American Indian Business Leaders (AIBL) American Indian Business Leaders is a nonprofit organization designed to support and promote the education and development of future Native American leaders. American Indian College Fund The Fund disburses approximately 6,000 scholarships each year for American Indian students seeking to better their lives through higher education. The Native American Times The Native American Times is the largest independently owned Native newspaper in the US. The newspaper has a readership of more than 60,000 a week. The website itself is now averaging 1.8 million hits a month and thousands of online users download the newspaper from the internet each week.

Associations and Organizations Representing LGBTQ Community

Human Rights Campaign (HRC) HRC is the largest national gay, lesbian, bisexual and transgender advocacy organization, with close to 600,000 members. Out and Equal Out & Equal Workplace is the world’s premier nonprofit organization dedicated to achieving lesbian, gay, bisexual, and transgender workplace equality through partnerships with Fortune 1000 companies and government agencies to provide executive leadership development and professional networking opportunities. The organization maintains LGBT Career Link, a database of LGBT job seekers. Corporations can post jobs through competitive subscription packages.

Reaching Out MBA Empowers and supports LGBT MBA students. Provides corporate sponsorship opportunities and access to LGBT recruitment events. TJobBank The Transgender Job Bank provides transgender individuals and corporations a vehicle for sharing resumes and job postings. National Organization of Gay and Lesbian Scientists and Technical Professionals (NOGLSTP) NOGLSTP is comprised of gay, lesbian, bisexual, transgender people employed or interested in scientific or high technology fields. NOGLSTP is an affiliate of the American Association for the Advancement of Science and a participating professional society in the MentorNet Affiliated Partners Plus program. Pride at Work Pride at Work is a nonprofit organization and an officially recognized constituency group of the American Federation of Labor & Congress of Industrial Organizations. The association organizes support between the organized labor movement and the LGBT community. In addition to national Pride at Work, more than 20 chapters organize at the state and local level around the country.

Associations Representing Individuals with Disabilities Careers and the Disabled Magazine The magazine is the nation's only career-guidance and recruitment magazine for people with disabilities who are at undergraduate, graduate, or professional levels. Companies can participate in recruitment events throughout the year. Ability Jobs and Job Access Leading career website dedicated to employment of people with disabilities, with resume bank of tens of thousands of job seekers with disabilities, from entry level candidates to PhD. A single 60-day job post costs $175; 30 day is $125.

Annual subscriptions are available, ranging from a five pack of job postings for $800 and a 50 pack for $4,500. Disabled Person Job board for individuals with disabilities for over 15 years. Has over 250,000 active job posts of companies looking to hire people with disabilities. Organization works closely with nationally recognized disability organizations and state Vocational Rehabilitation agencies.

Job Accommodation Network (JAN) JAN provides free consulting services for all employers, regardless of the size of an employer’s workforce. Services include one-on-one consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance. Career and Job Resources for Disabled Americans Job-Seekers Companies can post their company profile and submit free job listings.

Associations Representing Veterans Hero2Hire Hero2Hired was launched by the Defense Department to connect employers and career ready veterans seeking jobs. JOFDAV.com Database of resumes of disabled veterans looking for work. RallyPoint RallyPoint was founded by two military veterans at Harvard Business School to connects members with career opportunities in the military and in the private sector.

Diverse Supplier Links National Minority Supplier Development Council (NMSDC) The primary objective of the National Minority Supplier Development Council is to provide a direct link between corporate America and certified minority-owned businesses. WeConnect International WEConnect International helps women-owned businesses succeed in global value chains by connecting them with multinational corporate buyers. Women's Business Enterprise National Council (WBENC) WBENC is the largest third-party certifier of businesses owned, controlled, and operated by women in the United States. Corporate membership available. National Black Chamber of Commerce (NBCC) The NBCC represents 95,000 African-American–owned businesses and provides advocacy that reaches one million African-American-owned businesses. It is the largest Black business association in the world. Hispanic Chamber of Commerce (USHCC) USHCC maintains an extensive network of more than 1.2 million Hispanic-owned businesses. Companies can sponsor and participate in USHCC events, gaining access to potential Hispanic suppliers and businesses. USHCC also provides national recognition for leading edge corporations. Native American Business Alliance (NABA) NABA’s mission is to facilitate mutually beneficial relationships between private and public businesses and Native American-owned companies.

US Pan Asian American Chamber of Commerce (USPAACC) USPAACC connects and represents Asian and non-Asian American businesses and professionals by offering programs including the USPAACC Supplier Gateway, Business Colloquies and diversity seminars. Companies can gain access to Asian-American suppliers and businesses. National Gay & Lesbian Chamber of Commerce (NGLCC) NGLCC is the largest LGBT business development and economic advocacy organization in the world, representing the interests of more than 800,000 LGBT businesses and entrepreneurs.

Executive Search Companies Specializing in Diversity Minority Executive Search Providing job coaching support and job listings for minority job seekers at executive level for targeted positions and industries. Offers guidance on diversity and inclusion, succession planning and leadership development. Corporate partners and sponsors can post jobs. Corporate Diversity Search, Inc. National executive search firm specializing in the placement of women and minorities who possess the experience and academic credentials for middle and upper level positions. Job postings range in cost from $150 for a single 45 day posting to $110 for 50-99 job postings. Bulk and annual pricing available. Diversity Link Job search site for employers seeking to hire women and minorities for positions in US and abroad. Single posting costs $150. Range of job posting options available, from single 60 day posting at, $150 to annual unlimited postings for $1,200.

Diversity Search Portal for diversity candidates to find positions regardless of race, gender, age, or disability status. Offers opportunities for companies to post jobs, starting at $349 for single post for 30 days to 10 posts for 30 days at $1,999. The Multi-Site Plan offers unlimited job postings for the entire duration of membership - 3, 6 or 12 month memberships available. This plan allows companies to search candidate resumes and email them directly; postings appear on Diversity Search plus three affiliate sites. Prout Group Executive search company with inclusive slate of candidates; over 70% of placements are women and people of color. Founding member of the Alliance for Board Diversity. Women for Hire Recruitment specialist that partners with hundreds of professional and diversity associations and more than 500 colleges and universities. Hosts numerous recruitment events. Corporations pay to sponsor or participate in those events. Prices vary by event. Stem Connector A consortium of companies, non-profit associations, and professional societies, STEM related research organizations, government entities, and academic institutions working together to develop and advance STEM talent, including women and minorities. Corporations can become partners, which provides access to STEM talent and opportunities for promoting company brand. Consortium maximizes social media to connect to extensive talent pool.