Each student comes to Haas with diverse, intersectional identities and perspectives that bring value to the campus and our employers. We believe those differences are strengths that should be used and celebrated throughout your career. At CMG, we help you to tell your authentic story and connect to resources relevant to your social identities. This section contains resources at Haas, across campus, in the Bay Area, and nationally to help you understand your rights, find support, and expand your network.
During individual appointments, our coaching team can help you harness your identity for success, navigate workplace or team dynamics due to differences, support you in disclosure in the workplace (e.g., FMLA, LGBTQ+, visa status), strategize for diversity conferences and conversations, or process experiences of micro-aggressions.
CMG also partners with student leaders to provide tailored programming for various affinity groups and with employers to provide access to unique opportunities.
- Student groups can contact Laura Benoit to partner on career programming
- Employers can contact Betsy Ream about recruitment opportunities on campus
- Alumni can contact Eric Manzo to learn about ways to connect with students and Alumni resources
If you have suggestions for what is missing or feedback, please share with us at [email protected]
We understand that the job search process is not always equitable. CMG recognizes that systemic racism and your social identities may impact the hiring process and access to opportunities, particularly for the identities represented in these resources. We see our role as encompassing the following elements, as a means to educate ourselves and our recruiting partners, to prepare our students for their job search:
- Building inclusive elements into our programs
- Advocating for students and giving them tools to advocate for themselves
- Using data to tell our stories (e.g., bringing transparency with our salary data)
- Helping students find and tell their authentic stories
We continue to partner with student groups and employers to address barriers by raising issues and sharing industry best practices. We look at our career development practices through a racial justice lens, and through our work, we have:
- Amplified our Black and brown students’ voices in speaking with our recruiters, sharing feedback and best practices.
- Hosted, several times in recent years, a day-long roundtable event focused on DEI for our employer partners. This allows them to hear directly from our students and learn about their challenges in the hiring process.
- Increased our resources to support URMs and students from other affinity groups in preparation for Consortium OP and other diversity conferences.
- Partnered with the Race Inclusion Initiative and Gender Equity Initiative to provide employment data for analysis to ensure our underrepresented groups receive competitive wages.
- Focused on education. As a team, we are engaged in professional development training and discussions to explore unconscious bias, social identity/privilege, allyship, and diffusing micro-aggressions… and we still have a lot of work to do.
- Haas Diversity and Inclusion – information about diversity and inclusion at Haas
- One Haas Podcast – hear interviews and stories from Haasies past and present
- Haas Alumni Industry & Affinity Groups
- Haas Alumni Slack Workspace
- DEI Student Leadership Website (Notion)
- Department of Justice Website – information on Federal employment protections for protected classes
- Equal Employment Opportunity Commission – is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information.