Frequently Asked Questions (FAQs)

Special Note About Alcohol:

• Alcohol will be served at this event, and each student attendee will be given one complementary drink ticket.
• ID will be checked for each person who wants to drink an alcoholic beverage.
• If you do plan to drink alcohol, please ensure that you are also drinking water and provided light snacks.
• More information on DU’s alcohol policy here: https://www.du.edu/handbook/alcohol

Here at DU Career and Professional Development, we focus on Industry Clusters to equip our students with the skills needed for career readiness. By targeting sectors like technology, healthcare, energy, and education, we provide insights and experiences that meet industry demands.

With over 70% of our graduates staying in Colorado, they seamlessly integrate into the local job market. This industry-specific approach gives our students a competitive edge, making them highly sought after by employers.

What is an Industry Cluster?

An industry cluster is a geographic concentration of interconnected businesses, organizations, and associated institutions in a particular field. Focusing on industry clusters during a job search can be highly beneficial, providing greater clarity and purpose. Here’s why:

• Targeted Exploration: Industry clusters group similar professions, helping students efficiently identify roles that match their skills and interests.
• Skill Alignment: Focusing on a cluster allows students to tailor their education to meet industry demands.
• Networking Opportunities: Clusters provide valuable connections, mentorship, and insights into industry trends.
• Informed Decision-Making: Understanding careers within a cluster helps students make informed choices about their future.
• Career Readiness: Clusters help students align their academic and extracurricular activities with career goals.
• Adaptability: Transferable skills within a cluster offer flexibility in a dynamic job market.

Explore Industries

Education & Community Development, Creative Industries

• Teaching & Training
• Administration
• Visual, Performance, and Creative Arts

Learn more about the many pathways into the Education & Community Development, Creative Industries here.

Health & Wellness Bioscience

• Biotechnology & Pharmaceuticals
• Diagnostic Services
• Counseling & Mental Health Services
• Pre-Health
• Health Care Management
• Sport and Performance

Learn more about the many pathways into the Health & Wellness Bioscience industries here.

Outdoor Recreation, Food & Agriculture, Energy & Natural Resources

• Renewable Energy
• Outdoor Recreational Leadership
• Energy Efficiency & Solar
• Environmental Technology

Learn more about the many pathways into the Outdoor Recreation, Food & Agriculture, Energy & Natural Resources industries here.

Business, Marketing, Hospitality, Finance

• Corporate Management
• Human Resource Management
• Hospitality Management
• Communications and Public Relations
• Accounting
• Real Estate & Construction Management
• Ops/Security/Logistics

This industry Cluster is primarily served by the Daniels College of Business. Learn more about the many pathways into the Business, Marketing, Hospitality, Finance industries here.

Engineering & Technology Advanced Manufacturing

• Applied Engineering
• Robotics and Automation
• Electricity and Electronics
• Computer Science
• Cybersecurity

Learn more about the many pathways in the Engineering & Technology Advanced Manufacturing industries here.

Aerospace & Defense, Government & Public Service

• Government Contractors
• Foreign Service
• Governance
• Legal Services
• Public Management and Administration
• Law and Legal Services

Learn more about the many pathways into the Aerospace & Defense, Government & Public Service here.

Resources

• Major Industries in Colorado
• Colorado Talent Pipeline Report
• Talent Development Playbook

Though there are some things in life you can’t negotiate — like your tax bracket or the inflation rate — your salary isn’t one of them. Negotiation is a standard part of the hiring process when you’re starting a new role. However, a 2020 Glassdoor study found that 59% of American employees did not negotiate their salary. And gender plays a role: of the one in 10 U.S. employees who negotiate and successfully get a raise, men are three times more successful than women.

Asking for a raise or negotiating your salary at a new job can seem daunting, but some tricks and tactics can help you go into it more confidently.

US Salary Negotiations Facts:

If you’re feeling apprehensive about asking for a raise, you’re not alone. It turns out there are several factors that influence how likely you are to ask for a raise. There’s hope you’ll succeed as more businesses are doling out raises in 2022.

• In 2022, 62% of U.S. workers plan to ask for a raise; if workers don’t receive a raise, just 31% plan to ask to revisit their salary conversation in a few months.
• In 2022, 92% of businesses surveyed are giving base pay raises. And 44% of those organizations are giving out more than a 3% raise.
• More workers would rather speak in public than ask for a raise. About 66% of those surveyed were more comfortable with public speaking than the 56% who were more comfortable with asking for a raise.

Select the MoneyGeek hyperlink above to read the full article.

Here are 40 PEOPLE TO FOLLOW who post regular job updates and career resources on LinkedIn.

1. Craig Zelizer: social impact jobs + career coaching
2. Mandy Van Deven: feminist/rights-
based philanthropy jobs
3. Nicole Doray,: Sustainability jobs
4. Charles (Chuck) Pope: USAID and other U.S.-based UN/NGO jobs
5. Xoán Fernández García: LATAM Social Impact Jobs
6. Rafa Achondo: LATAM impact jobs
7. William Godnick: International jobs (many LATAM)
8. Satyam Vyas / Arthan: International and India jobs through
9. Jasmine Anouna: The Bloom Newsletter – so good!
10. afrorama: African jobs board 
11. Beatrice Chioccioli Job board for human rights/social impact jobs
12. Ludovica Anedda: Gender jobs
13. Work Ally & Gail Rego : Social impact jobs
14. Tania Racho: Human rights jobs
15. Giulio Coppi: Humanitarian jobs
16. Malika Mirkhanova: Global health jobs
17. Virginie Robin: EU projects
18. Vincent Arnoux: EU projects
19. Juliette Sanchez-Lambert (she/her): Job board for social impact jobs (Europe/remote)
20. Giustina Balducci: Various Europe-based UN/NGO jobs
21. Jenny K. Wright: Europe, migration, impact content
22. Elisabeth Roura Bosch: Comms jobs for social impact
23. Katia Syrayezhkina: Incredible curator of resources for all things social impact job search related
24. servane mouazan: #Impactwomen jobs every Saturday 
25. Matilda Flemming: Newsletter on junior-ish policy jobs
26. Keylime: International development consultancies
27. Rikeshia D.: Social impact and HBCU resources
28. Katie Kross: Sustainability jobs and tips
29. Trish Kenlon: Sustainability jobs
30. Shannon Houde, : ESG jobs and coaching resources
31. Jessica Marati Radparvar: social impact resources
32. Ed Carley: Climate and sustainability jobs
33. Jennifer Bangoura, EdD: all things edtech and social impact
34. Mark Horoszowski: social impact jobs, transitions. MovingWorlds
35. Fred Swaniker: Impact ops and jobs in Africa
36. Ruth Freedom Pojman Development and socialimpact jobs
37. David Felson: tech4impact positions
38. Valentina Ruffoni: community management roles
39. Phillipa Lockwood: sustainability, philanthropy jobs
40. ???

FOLLOW them, SUBSCRIBE to their newsletters, SUPPORT their work!

Who else we should add this list? Add yourself or add a colleague and share what kind of resources you’re/they’re curating in the comments.

I’ll add you/them to the next roundup.

150K people saw the last post I did on this topic.

EARLY COMMENTS get lots of attention/visibility.

]]> 105089 https://career.du.edu/blog/2021/09/28/career-professional-development-launches-diversity-equity-inclusion-plan/ Tue, 28 Sep 2021 16:49:58 +0000 https://career.du.edu/?p=88093 *Updated December 2021

The diversity, equity & inclusion strategic plan for Career & Professional Development ensures our services meet the unique needs of all stakeholder groups. In alignment with the unifying philosophy recently outlined by the Office for Diversity, Equity & Inclusion, we will aim to have a holistic approach in these efforts inclusive of learning differences, sex, gender identity, gender expression, language, race, ethnicity, national origin, citizenship, disability, religion, spirituality, sexual orientation, and socioeconomic status as well as their intersectionalities as we develop this plan.

Through six months of stakeholder listening sessions, surveys, best practices research and data analysis we were able to identify themes for areas of emphasis in the coming three years that centered the voices of our diverse community. These listening sessions and themes have informed the goals outlined below.

Bold Goals to Achieve by 2025

Goal 1: Representation of Staff & Volunteers
Develop tactical strategies to diversify the career staff and career volunteers with the goal to have a staff and volunteer composition that more closely matches the campus demographics by 2025.

Goal 2: Career Staff Training
Create staff onboarding process and ongoing training that builds knowledge and confidence to fully integrate diversity, equity and inclusion principles and topics into all conversations, programs/events, initiatives, as well as career education resources and presentations.

Goal 3: Employer Training Program
Create a comprehensive employer training program regarding diversity, equity & inclusion in recruiting in a campus environment including public recognition for those that meet a set training program and show organizational commitments.

Goal 4: Increase Financial Support for Experiential Learning
In partnership with Advancement and national organizations, develop a strategy for increasing funds available for internships, research, campus employment, and similar high impact experiences.

Goal 5: Campus Integration with Diverse Communities
Ensure a clearly defined liaison model for connecting with diverse campus communities and leverage liaison relationships to co-create tailored programs when appropriate.

Goal 6: Tailored Marketing & Communication
Develop a marketing strategy for communicating to diverse audiences and ensure current marketing and communication efforts are infused with inclusive messages.

The goals outlined above will be addressed in phases over the next three years. On the following page, we have outlined explicit action items for year one, staff owner, and deadline for completion. Staff will integrate the below goals into their annual performance plans as goals for the coming year to ensure accountability and progress toward goals.

Military life is one that must be lived to be understood. No movie, book or story can possibly give an accurate representation of the experience because so much of it is felt in the soul. But, once you’ve been there, it becomes part of you. Your core becomes military. The way you think becomes military. And the way you interact with others becomes military. This makes the armed forces beautifully cohesive but also creates a challenge for those who return to the civilian workforce after they complete their tour. With that in mind, let’s take a look at some of the challenges, tips, tricks, and resources in making the transition a seamless one.

1. One of the greatest challenges when making the military to civilian transition is figuring out what kind of work you’re qualified to do and interested in doing. While some soldiers can see a direct correlation between their training and the civilian sector jobs (Physicians, Nurses, Small Wheeled Mechanics, Pilots), there are many whose military experience is less relatable to the needs of the general public (Infantrymen, Combat Engineer, Special Forces). It’s important to take some time and consider the following:

• What are your goals/interests going forward, and do they align with your military training?
• If you don’t wish to continue in a similar field, what field are you interested in?
• Is it time to return to school for a civilian degree (keeping in mind that some of your military training may count as credits towards that degree)?
• How can your training help you in the position that you’re hoping to land (leadership training, physical training, emotional intelligence, dependability, ability to think on your feet, task-specific training, etc.)?

Tip: Try asking family/close friends what they think you should do. Often times they have insight into your interests and strengths or remember your interest in an experience that you may not think of. If you still need help with this step, be sure to jump over to the VA Career Counseling Center or try out the VA’s CareerScope Assessment.

2. Another major challenge when re-entering the workforce is landing the interview. Weapons Specialists, Tank Commanders, Drill Sergeants and others might find that while they are in high demand in the military sector, their civilian opportunities are limited. For those in this position, finding a new job is all about MARKETING! While “led a platoon of 40 soldiers through a combat readiness training exercise” might sound good on the military side, it doesn’t communicate much on the civilian side. Taking some time to re-write your resume or portfolio to match keywords and verbiage specific to civilian positions that you’re seeking will make a great difference in your chances of landing that job! Here we might change your previous statement to, “Successfully managed and organized 40 personnel during a physical training exercise.”

Tip: Read through available jobs posted on boards such as https://www.hospitalrecruiting.com/jobs-by-category/ and write down keywords that are used frequently in the job descriptions. These words are often used in resume scanning programs to weed out eligible/non-eligible candidates, and including them in your resume can move you to the top of the candidate list!

3. For many service members, preparing to work alongside civilians is a big step in their transition. While still a soldier at heart, it’s important to consider social and behavioral norms that are conducive to success in the civilian world. For some, this is the most difficult part of the transition. This struggle can lead to stress, depression and anxiety. If you are having a difficult time emotionally, please seek help immediately. Call 1-800-273-8255 and press 1, text 838255 or click here to chat with someone to receive help. While there may be some major differences in communication styles, organization and uniformity between the military and civilian sectors, always remember that your training as a soldier teaches resilience and adaptability that will make you highly successful in anything you choose to do. You can walk into any industry and know that you have basics such as the ability to work with people from any background, to think on your feet, to lead others, and to speak up with confidence when needed! Job specifics can be learned, but those fundamental traits are something that will set you apart from other applicants!

Tip: Check with the resource center at the post nearest you (don’t forget about National Guard and Reserve stations). Many of them have career centers and hold classes that will assist with interviewing skills, and how to transition to a civilian career. Additionally, it’s a great idea to keep in touch with other soldiers who have made the transition SUCCESSFULLY, so you can receive support from someone who understands the unique challenges you’re facing.

4. Career resources are wonderful if you intend to continue in your trained field. But, what if you’re looking to move on to something different? Going back to school to learn a trade or train for a career that is in high demand is a great option for those making the military to civilian transition. The time spent in school can be used as a time of decompression and reflection, and with a plethora of resources available to assist in finding, paying for and surviving school, it’s sure to be a successful step!

Tip: Check out resources such as CareerOneStop and the VA for information on programs that will help you throughout the entire process. Use multiple resources and you may find yourself with enough financial overage that you may not need to work full-time while you study!

5. Nothing instills an entrepreneurial spirit like a few years of military service. Starting your own business is an exciting and realistic option for those wanting some freedom in their future and the ability to be their own boss. Before you get started, be sure to be thorough in your research. Market saturation, outlook, and regulations are top of the list! Need help? Many colleges offer small business counseling for just a nominal fee or donation! Be sure to brush up on employer/employee regulations, as you may find that your civilian employees require benefits and treatment that weren’t offered during your service time.

Tip: The Veteran Entrepreneur Portal offers a wide array of resources that include information on how to start, fund, grow and be successful in your business!

While the military to civilian transition may seem overwhelming at first and can leave you feeling a little like a fish out of water, rest assured that there is a world of opportunity and resources available at your fingertips! Remember to be patient with yourself during the process and allow some time for decompression and reflection as you plan out your next steps. When you’re ready to make a move, do so using the support of loved ones and the many resources available to you, and you’re sure to be successful!

Some recent steps we have taken toward these efforts include:

• Identify all student, faculty, staff, & employer stakeholders to engage & refine exact questions to ask (*NEW)
• Developed survey and focus/listening group session questions to be implemented Winter Quarter (*NEW)
• Updating our website to provide more enhanced resources for our student and alumni affinity groups.
• Hiring an Assistant Director for Career Development that will work to provide tailored programming and resources for our diverse communities.
• Reviewing outcomes and student engagement data by demographic to ensure we are serving and supporting all communities equitably.

We will be reaching out to student group leaders and key staff in the next couple of weeks. Watch for an e-mail for an opportunity to provide feedback!

Over the course of this year, we plan to deepen these efforts by implementing a thorough strategic planning and goal setting process. Beginning this fall, we will identify various stakeholder groups of students, alumni, staff/faculty, and employers to share feedback with us through focus groups, listening sessions, and surveys. We will also research trends and best practices in the field to integrate into this work. Finally, by Spring 2021, we will be setting goals for moving forward in this work and establishing concrete implementation timelines.

Do you have questions or feedback to share with us as we begin this process? Would you like to be involved? If so, please email Heidi.perman@du.edu to share your thoughts—we are eager to hear your input!