Talent Development: Identify & Develop Your Future Pipeline

Having difficulty recruiting Blacks and Latinos? Learn how to develop a pipeline from the man who started Rutgers Future Scholars.

Talent development starts in the trenches, says Rutgers University's Courtney McAnuff, who grew up in a low-income neighborhood. He has dedicated his career to preparing a more diverse future workforce through higher education and has expanded those goals to reach students at the high-school level. The heart of what he does is the Rutgers Future Scholars program. 


An Ambitious Proposal

When the vice president for enrollment management at Rutgers University first presented his proposal for the Rutgers Future Scholars program to Rutgers Chairman Rev. Dr. M. William Howard Jr. and President Richard McCormick, he didn't think it would ever get approved. "It was so expensive and ambitious," recalls McAnuff. (Costs approached $2 million in 2011.) "But it only took them 15 minutes to review it and give the go-ahead."

The Rutgers Future Scholars program, now in its fourth year, was designed to resolve an existing lack of urban-based students from lower-income families from Rutgers' surrounding locales. Each year, 200 seventh-grade students are selected into the five-year college-prep program from the New Brunswick, Piscataway, Newark and Camden communities.

The students are supported with tutoring and mentoring and are given opportunities to attend educational events on campus to increase their exposure to the opportunities a college education can deliver. Graduating scholars who are accepted to Rutgers University are granted a full scholarship.

The program receives funding from multiple partners, which include DiversityInc and Merck & Co. (No. 16 in The DiversityInc Top 50 Companies for Diversity), AT&T (No. 4), Target (No. 30) and Ernst & Young (No. 6). Additionally, DiversityInc CEO Luke Visconti is co-chair of the Rutgers Future Scholars fundraising committee.

Watch our diversity web seminar on recruitment and read Rutgers Future Scholars Enhances Talent Pipelines With Corporate-Student Outreach for more on Ernst & Young's partnership with Rutgers Future Scholars. Also read How to Get 150 Top-Performing Black and Latino Candidates Now for more more on recruitment.

Talent Development: A Blueprint for the Future

The ultimate goal, says McAnuff, is to increase graduation rates, which in turn will foster improvements within state and local governments. He cites that about half the Black and Latino boys in urban areas who drop out of high school often end up in the correctional system; an economic study on Rutgers Future Scholars estimates that every group of scholars that completes the program will save the state $40 million over the course of the students' lifetime. Read the study at www.DiversityInc.com/RFSvalue.

"I do hope that one day we can make the argument to state and federal governments that we can demonstrate with results," McAnuff says. "Because of our experience, we can actually write a national blueprint that is relatively inexpensive, where we can spend $2,000 a year per kid rather than $45,000 for someone in prison."

Even though the oldest group of students is still in the junior year of high school, the program has already had amazing results: Of the more than 800 students in the program, 80 percent have maintained a B or better grade average, and 180 students report that they plan to apply to Rutgers in September.

"One argument in higher education is if you are open to more low-income or more diverse students, you are lowering academic standards," says McAnuff. "At Rutgers, we've proven that incorrect." He adds, "I'm happy to say after four years that none of the kids in the program has dropped out of high school."

Nurturing Intellect Through Talent Development

While an interest in higher education and helping students realize success is something McAnuff fell in love with during his early career as a teacher, his passion for providing those opportunities for low-income students stems from his childhood growing up in Queens, N.Y.

"There was no middle ground: You went to college or you went to jail," says McAnuff. "My next-door neighbor was my best friend until the third year of high school. He became a drug addict."

He adds, "If you have intellect, you have a chance here. I want to make sure as many kids as possible have the opportunity to try."

Competing against tough neighborhood environments proves to be one of the programs' and scholars' greatest challenges, says McAnuff. "I was really surprised how the deans jumped on board so wholeheartedly," he says. "Many students are now graduating high school, many with college credit, which was unheard of before. The kids believe they can do it now."

For more on talent development and diversity in education, read Talent Development: From Migrant Workers' Son to CEO and Sam's Club Gives Latino Students $100,000 in Scholarships.

Toyota: Building Skills for High-Demand Jobs

Twenty-five elementary, middle and high schools to implement innovative project-based STEM programs in San Antonio.

TOYOTA

Schools in the greater San Antonio area will soon have additional resources to help prepare youth for the jobs of tomorrow. Toyota USA Foundation, together with Project Lead The Way (PLTW), awarded $400,000 in grants to provide curriculum and teacher professional development focused on computer science, engineering, and biomedical science.

Read More Show Less

White Yale Student Calls Police on Black Student for Napping in Dorm

A Black graduate student was harassed for falling asleep while studying.

Lolade Siyonbola/ FACEBOOK

Yale University claims it is committed to "maintaining an inclusive community of scholars." However, there's a glaring error in its practices when a white graduate student is either ill prepared or unwilling to live in a diverse and inclusive environment and continues to call the authorities on Black students.

Read More Show Less

Achieving Gender Balance in Senior Leadership

Leaders from Novartis, Sodexo, Johnson & Johnson and Marriott International provide insights into critical factors that enabled their companies to make progress in gender balance in senior leadership.

Novartis, J&J, Marriott and Sodexo have made significant progress in increasing women representation in senior leadership. Four years ago, these four companies, on average, had 13% and 6% more women in levels 2 and 3, respectively (one and two levels below CEO and direct reports), than the Top 50. Now, they have 25% and 36% more women in those levels than the Top 50.

This panel discussion from the 2017 DiversityInc Top 50 Learning Sessions will give you insights into critical factors that enabled these companies to make progress in gender balance in senior leadership.

Panelists:

• Caryn Parlavecchio, Head of HR and US Country Head HR, Novartis Pharmaceuticals Corporation

• Wanda Hope, Chief Diversity Officer, Johnson & Johnson

• Marisa Milton, Regional VP Human Resources, Marriott International

• Moderator: Sandy Harris, Vice President, Global Diversity & Inclusion, Sodexo

3 Case Studies on Leveraging ERGs for Talent Management

AT&T, Dell and Toyota Motor North America are three companies leading the way in evolving their resource groups and leveraging them in innovative ways, for business results.

In this panel discussion from the 2017 DiversityInc Top 50 Learning Sessions, executives from AT&T, Dell and Toyota Motor North America discuss how they utilize their resource groups for workforce skills transformation, increasing employee engagement and productivity and recruitment.

Panelists:

Janice King, Executive Director – Workforce Diversity, AT&T

Erin Kitchen, VP of Global Diversity & Inclusion, Dell

Adrienne Trimble, General Manager, D&I, Social Innovation Division, Toyota Motor North America

Moderator: Shane Nelson, VP, Major Accounts, DiversityInc

Developing Future Leaders Through Your Executive Diversity Council

This panel discussion from the 2017 DiversityInc Top 50 Learning Sessions will give you insights into how to develop future leaders through your executive diversity council.

EY, Wyndham Worldwide and TD Bank are exceptional at utilizing their executive diversity councils to effectively manage diversity and inclusion. The councils set and implement D&I strategy and hold the organizations accountable for results, but they also serve as conduits for development of future leaders.

Read More Show Less

D.C. High Schools Students Get an In-depth Tour of Marriott International HQ

Marriott's Ray Bennett, Chief Global Officer of Global Operations, and Dick Marriott, Chairman of the Board of Host Hotels, hosted approximately 80 students from local schools.

Marriott International's (No. 9 on the DiversityInc Top 50 Companies list) Ray Bennett, Chief Global Officer of Global Operations, and Dick Marriott, Chairman of the Board of Host Hotels, recently hosted approximately 80 students from local schools, including Woodrow Wilson High School, Columbia Heights Education Campus, Ballou High School, and Maya Angelou Public Charter School at the company's headquarters.

Read More Show Less