An Open Letter to College Career Centers

When I started studying engineering at Santa Clara University in 2016, I soaked in all that I could to learn more about post-graduate career options so that I, as always, could envision the best path for myself.

Growing up, my parents supported my ambitions by emphasizing a "think before talking and plan before acting" attitude. They pushed me to always start with actionable next steps. To acknowledge challenges and barriers. To reframe a larger vision into a series of shorter, accomplished goals. With that mindset, I’ve strategically planned my goals and tirelessly sought out my wildest dreams. Despite that drive, upon starting college, my future was suddenly murky. I searched for a clear indicator of next steps but could not look past the sea of faces different than mine or the stereotypical mold I could never quite fit into.

Underrepresented. 

I am constantly reminded of my difference to the majority. As an underrepresented person in tech, I’ve straddled the legitimacy of my accomplishments. Am I a token “diverse” member of this group or do they believe I deserve to be here? Will my accomplishments be celebrated because I achieved them or because I am a woman and somehow pulled them off? Am I qualified or did I help someone meet a quota? These thoughts span far beyond the classroom, and have crept into every career fair, interview room, or networking event I’ve taken part in. However, there is one source of light that has always driven these thoughts away - a sense of belonging. 

Imposter syndrome and social anxiety melt away when I feel like I belong. And it’s not easy to get there. A protective wall built from advocacy, friendship, and allyship can be torn down by one uninviting moment. Creating an inclusive space isn’t enough; it must be protected and upheld to that standard from genuine, long-term advocacy efforts for the feeling of belonging to really settle in. 

As a recent graduate of Santa Clara University and long-time employee of the Career Center, I recognize the critical role that college Career Centers play in advocating for students’ sense of belonging in their post-graduate endeavors. 

College Career Centers can show advocacy for underrepresented groups and create systemic changes within their communities with these steps.

Dismantle the imposter syndrome in college students.

In case you don’t already know (if you’re human, you probably know), imposter syndrome is a common term used to describe a feeling of not being good enough compared to peers. As students land post-grad jobs and internships or perhaps even confidently pursue their majors, some other students, if not most, continue to search for an answer to the obstacles they face. 

And obstacles come in many shapes and forms. Some students are still trying to translate their passions into a major. Others’ passions may align well with their major, but still need some help narrowing down career options. 

Consider events that align with various obstacles. Create opportunities where students, alums, faculty and employers can speak openly about challenges they’ve faced and had to overcome. Be careful about advertising events geared toward students of a certain year. There is truly no definite cookie-cutter timeline for a student's path to their dream career. 

Hosting events or workshops for students at any phase of their career journey will make even the idea of the Career Center less daunting and more inviting. Before you take steps to ensuring a sense of belonging post-grad, ensure that it is already happening in your controlled environment. 

Don't underestimate the mighty communities on your campus.

There are grassroots communities on your campus battling their own obstacles and likely using well-established connections to connect their members with working professionals. Student-led organizations.

Leaders of student organizations prioritize the needs of their members. By working with campus leaders, you’ll more effectively reach all students. Consider this - if I were to receive a message from a Career Center representative that I did not know and the same exact message from the President of a club I’m involved in, I would pay attention to the latter since we have a more established relationship. 

And it’s a two-way street. By ensuring genuine communications with leaders and influencers on-campus, Career Centers act as on-campus partners and advocates for student groups while also expanding outreach effectively. Efforts to reach out to and help students, especially when working with established student organizations, do not go unnoticed. 

To increase student awareness and turnout, leverage on-campus leaders. 

Think twice before choosing partners.

Before diving into a partnership with an employer or company, ask the real questions or do some research. Companies with clear DE&I efforts, anti-racist initiatives, and clear action items to combat racial injustice or inequity in the workplace should be prioritized over companies that lack these characteristics. 

And once you’ve collected this information, share it with students. Just as employers should be aware of students' majors, students deserve to know the characteristics of a company. A list of potential job roles is not enough of a descriptor of a company. Be transparent with the reality of a company’s culture and inclusivity. 

Reestablish your baseline. 

What are the minimum requirements you look for when companies want to participate in your events? Is an analysis of DE&I included? Take some time to reevaluate your Recruiting Guidelines. Don’t brush past this one. If it’s in your control, students will expect the effort. 

If Career Centers begin to not only require data and explanations of DE&I efforts, but also prioritize companies showing actual outcomes and results of their efforts, companies interested in hiring early-career talent would have no choice but to make efforts toward being a clearly visible advocate for DE&I. 

Empathize with student needs and expectations. 

It’s been a tough year for all of us, but students in particular are facing an incomparable chapter of change and uncertainty. The job and internship process is difficult enough, but even some students who were able to lock down opportunities have experienced offer withdrawals and cancellations. 

Nothing is predictable anymore, including student needs. To talk with and empathize with students could provide extremely enlightening information for a Career Center. With each conversation, the path to a more inclusive and empathetic structure will become more and more clear. When students communicate to you things that they certainly want to see from the Career Center, grasp those certainties. 

The SCU Career Center recently hosted a Design Challenge that brought together numerous students, recent graduates, and university recruiters. We had very open and honest conversations about which aspects of university recruiting could be improved from all perspectives and how to proceed with Fall recruitment given all potential limitations. 

More than anything, students want transparency and they want to be heard. Do not only listen, but use your resources to transform their concerns to the most ideal professional development reality. 

So, what’s next?

In case you’re not convinced already, there are some clear steps that college Career Centers can take in a larger societal effort toward a more inclusive world. Which will you implement first?

• Request DE&I information (proof of advocacy and allyship initiatives, % of underrepresented groups at each level of the company, retention rates, employee resource groups, etc.) from EACH company interested in partnering with your institution. This shouldn't be reserved just for specific diversity-focused initiatives or events led by your office. Make this part of your daily practice and interactions with employers.
• Be transparent with companies. Prioritize partnering with companies that prioritize dismantling systemic racism and social injustices. Let them know that this is a priority consideration.
• Be transparent with students. Share all DE&I and social initiatives-related information with students before events for each attending company so that they can target companies that align well with their values.
• Coordinate values-based events (DE&I, sustainability, social justice, or any other ideas your students relay). 
• Always, always strive to increase the sense of belonging for students at your institution and in their post-grad endeavors. 

Belonging is at the core of diversity, equity, and inclusion. Performative activism never translates to a genuine sense of belonging, but measurable and actionable strides in the right direction will. 

I welcome you to reach out and share your own insights and recommendations for how we can build something different for current and the next generation of students. 

I'm a recent graduate from Santa Clara University with a degree in Web Design & Engineering and a focus in entrepreneurship. As a former employee of the SCU Career Center, former board member and President of the Society of Women Engineers SCU section, underrepresented person in tech entering the workforce, and CEO & Co-Founder of Opal, I'm passionate about intersecting professional growth and student empowerment.