Inclusive Recruitment Resources

The GVSU Career Center is committed to advancing equity and inclusion within our institution and in the communities where our students and graduates live and work. We understand that recruiting a diverse workforce is one of the most important challenges facing organizations today. We help employer partners who demonstrate a shared commitment to inclusion and equity, connect with students and alumni that we serve from all identities, cultures and backgrounds.



38% of Grand Valley students are first generation college goers



More than 4,300 students of color help diversify your candidate pool



Nearly 60% of Grand Valley’s student population identify as female



GVSU is ranked 10th in the nation for study abroad participation by the IIE


GVSU has earned numerous accolades for our support of student veterans


View all GVSU Student Metrics

Step 1: Develop an Inclusive Recruitment Strategy

While diverse talent is important to you as an employer, working in an organization that values inclusion and equity is equally important to our students. Our students and alumni are researching what potential employers are doing to create inclusive environments for all employees, and selecting to work with organizations who embrace this culture. We encourage employers to develop an inclusive recruitment strategy through deep cultural analysis prior to building campus relationships. Following are questions which may guide this analysis and that employers should be prepared to answer from students.

How does your organization foster an inclusive culture?

  • Are inclusion and equity values statements clearly embedded into your organization’s strategic goals, mission, vision or guiding principles?
  • Does your organization have mentoring programs?  Employee affinity groups? Family-friendly programs such as job sharing?
  • Does your organization have unbiased retention in the workforce, meaning that employees are retained at equal levels regardless of race/ethnicity or gender? What does diversity look like at all levels particularly at the management, executive, and board levels? Are you transparent in reporting where you are at and where you strive to be in this regard?

Is your commitment to an inclusive workplace reflected in your benefits package?

  • What are your spousal/partner/household benefits?
  • Do you have equitable parental leave policies inclusive of biological and adoptive parents?
  • Do your benefits include transgender inclusive health insurance coverage?

What is your organization doing to comply with or exceed workplace laws?

  • What is your non-discriminatory policy on sexual orientation and gender identity?
  • Does your organization employ an ADA compliance officer or consultant to help support employees with disabilities? What types of regular accommodations are made for employees who may need them? Is your workplace barrier free?

What type of organizations do you do business with?

  • Do your suppliers include small, women, minority-owned, and/or LGBTQIA+ organizations?
  • Do you conduct business with and/or have products made in countries that do not protect the human rights of their workers?  
  • What are the causes that your charitable/volunteer efforts benefit? 

Step 2: Connect to Diverse Talent

The Career Center works with campus partners who provide support to students from historically underrepresented populations, to foster meaningful ways of addressing the needs of our students, alumni and employer partners. Once your recruitment strategy is in place, we may better help you identify some natural overlap between your goals and programming that is happening on campus, and work together to help navigate how to become more engaged.


To learn more about inclusive recruiting, contact the Employer Relations Team at 616-331-6708.