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The Pipeline

  • INROADS, an internship program that prepares people of color for entry-level management jobs and career tracks, is used by many organizations (Wheeler, 1996).
  • "Companies strive to strengthen ties to the universities where they recruit by encouraging employee networks to interact with similar student organizations. This can build synergies between universities and companies and develop valuable recruiting relationships" (Salomon & Schork, 2003).
  • Devise a "grow your own" faculty program. Provide financial assistance to women and minority graduate students so they may complete a Ph.D. at the same or another university (for example, repaying part of their student loans for each year they return as a faculty member to the sponsoring university) (Phillips, 2002).
  • Groom your most promising students of color for possible teaching careers, by soliciting their interest, advising them of useful academic preparatory steps, helping them network with the academy, and maintaining contact with them after they graduate ("Walk the Walk," 1996).
  • Programs should consider their own minority alumni as viable and qualified candidates who can enlarge their pool of job applicants (CEMRRAT, 1996).
  • Consider hiring recent women and minority graduates from your department. Establishing postdoctoral programs for members of these groups both from your university and other institutions would allow them to gain experience and to grow professionally (Ohio State University Handbook, 1988).
  • "Succession planning addresses the pipeline at the top of the organization, but pipeline development efforts must extend down into the organization where diverse candidates are often lost. Mid-level managers and supervisors must be encouraged to identify and develop a diverse pool of candidates" (Salomon & Schork, 2003).
  • Some organizations require that diverse candidates be included in succession plans. This must be coupled with a commitment to ensure that those listed receive the development required to be considered strong candidates when the opportunity arises (Salomon & Schork, 2003).
  • "Get minorities in the pipeline for moving up the ladder within your organization. Actively identify and develop talented managers, promote from within, and make your efforts widely known internally and externally" (Jessamy, 1997).