Featuring an Interview with Jesse Cline (they/them), a Sr Talent Acquisition Partner on the Early Careers recruiting team at UKG and a member of the PRIDE Employee Resource Group
Job searching is a stressful process for anyone – filled with researching openings, customizing resumes, writing cover letters, filling out applications, waiting for interviews, completing the interviews, waiting to hear back, and finally accepting an offer. Finding the right opportunity is a challenge. Many people struggle with finding a company that sees them as the right fit for the role, but it is equally as important for the candidate to find a company that’s the right fit for them.
This challenge is even more significant for candidates who identify in an underrepresented group, whether that is by race, gender, immigration status, religion, or any other identity. Candidates with marginalized identities not only need to find the right personal and professional fit, but they often must also consider if the company will be a safe space for their whole identity. There are several strategies to do this, such as:
- Researching the company’s mission and values on their website
- Explore news articles about the company to see what they are involved in
- Find people on LinkedIn that work at the company and ask them for informational interviews, and ask their experience as someone in a marginalized group at the company
- Search for policies or programs that the company has published that encourage inclusivity, equity, and belonging
- Ask direct but polite questions in your interview process to learn more
These methods of learning about a company’s DEI&B policies can inform a job search significantly. A great tip to remember is that companies that are truly embracing a diverse culture are proud to talk about that, and often use it as a selling point to recruit diverse candidates.
One of the primary ways that companies are taking action on their DEI&B policies is by creating and investing in Employee Resource Groups (ERGs), which are identity based groups available for employees to join to establish community with similar-identified colleagues. In most cases, these ERGs are open to all employees and membership is not exclusive to the employees of that specific identity – in fact, it’s often encouraged to join other ERGs as an ally to expand your knowledge and understanding of experiences different from your own.
One company that heavily promotes their DEI&B policies and more specifically their ERGs is UKG – an HR and Workforce Management software company. I interviewed Jesse Cline (they/them), a Sr Talent Acquisition Partner on the Early Careers recruiting team at UKG and member of the PRIDE Employee Resource Group, to provide some advice for LGBTQ+ students looking for an internship or full-time role. The interview questions are specific to LGBTQ+ questions, but the advice that Jesse provides is applicable to all candidates in underrepresented populations. Read through the interview below to learn more, and reflect on how these strategies can inform your job search.
Q: How can LGBTQ+ students authentically share their cultural and personal identities during the job search while still feeling confident and professional?
A: Students who are involved on campus in organizations that provide resources to communities based on identity are encouraged to include this on their resume and share how they have explored the resources available to them. UKG is looking for individuals who are committed to allyship as well as creating a culture of belonging.
Q: What signs should BIPOC or LGBTQ+ students look for to assess whether a company is truly committed to DEI&B efforts – not just in words, but in practice?
A: Students and candidates can check out the social media and websites of companies to look for actions the company has taken to show their commitment to these efforts. It is great to see policies and statements made, but seeing how employees of that company share their experiences and the actions the company takes will help assess the company’s commitment. For example, a company may have a statement such that all are welcome. By following employees of that company on LinkedIn, you may see that they walked in a local pride parade sponsored by the company, that they attended a ceremony to give out a scholarship to a student who is a member of that community, and that they bring in speakers and resources to the company to support inclusion efforts.
Q: How do employee resource groups (ERGs) support individuals with marginalized identities at your organization, and how might students discuss these groups in interviews?
A: AT UKG, our ERGs play a critical role in building community and supporting members of marginalized identities. They are sponsored at the executive level and afforded a budget, while being run directly by the community and individuals of those identities themselves. Recruiters at UKG are eager to share their personal experiences with our ERGs and to showcase the work that these groups do. Students can ask about the ERGs, particularly after doing a small amount of research online to say for example “I saw UKG has ERGs and this is an important inclusion effort for me when making a decision on where to work. Can you share their impact in your own words/experience?”
Q: What advice do you have for LGBTQ+ or BIPOC students who have faced bias or microaggressions in previous environments and are seeking workplaces where they can feel seen, heard, and respected?
A: Finding a workplace that focuses on community and has active, out members of the LGBTQ+ community showcases an environment of support. Companies eager to help employees feel seen, heard and respected will be outspoken about this focus. Ask questions about what resources the company provides, what trainings are offered/required.
