5 Reasons Why African American Students May Not Use the Career Services Office

I get asked around the country, and almost weekly by top employers and career director friends at majority and HBCU institutions why African American students do not use their career services offices.



Let's cut to the chase: These are 5 key reasons I believe African American students are not utilizing career services at many institutions.


1. How dare you bother the mighty Wizard! Remember the scene from the Wizard of Oz when Dorothy asked the Wizard for advice, and he hid in the next room behind the masquerade of a massive and intimidating projected image of fear and basically "gave her the business"---need I say more. The whole prospect of visiting the career services office in the first place can be very intimidating for many African American students. The reported perception of some students of dysfunctional career centers is that the staff is often condescending, not accommodating, not respectful of their goals, not perceived as available to non-business or non-technical students. HBCU centers ---lets keep it real, there is sometimes the dynamic of managing high volumes of employer requests and student visitors with very limited staff; this too can result in some complicated "wizard moments" with lapses in comfortable and accessible assistance to deserving students.

• Students, don't back down...intimidation didn't get you into college, don't let it keep you from getting out of it what you need and rightfully deserve!
• Students do your homework, ask upperclassmen, faculty, other staff (office of multicultural affairs staff) what staff members in the career center are more accessible and better to work with (doesn't matter what race or ethnicity they are!).
• If you face a wizard full of intimidating or condescending questions or assertions, leave quietly and professionally, and ask to have an appointment later with the director to share your concerns.

2. Lack of Diversity (particularly at majority campuses). Let's face it the majority of professionals in the career development industry are White females; Black men, Black women, White men, Asian and Hispanic staff as a whole are not as visible or prevalent in many of the centers. Should this stop students from other backgrounds from using the services? Absolutely not! The majority of these committed White sisters know their stuff and are excellent career advisers and are very willing to assist any student. But with that being said, let's face it bad news can get around quickly, and if there is a bad apple or two, or a rumored problem or incident with the center, some are quick to jump to conclusions and unfortunately avoid the office because of rumored problems.

• Cultural dynamics are always at play in the professional world, so if you can be discouraged too easily by "perceived or real" intolerance of a misguided few, you probably aren't ready anyway for the job market, its not for the weak of heart!
• It is up to you to demand service accessibility, accountability, and respect. Don't willfully give away your access to great information and opportunities because of perceived challenges.
• Career offices should also be working continuously to accommodate and develop an inviting, comfortable, and diverse atmosphere for all students, if they are not, you need to ask your institution why??

3. Lack of connection with African American Alumni in Programming and Recruitment. Work with your career center to coordinate receptions and targeted panel discussions with successful African American alumni. A lot of offices say that they do this, but many students report otherwise.

4. Wrong Focus...It's about finding an opportunity, not analyzing my life! Many of the Black and minority students I work with are just as interested with assessment testing, exploring their interest and attending small group training on writing resumes and interviewing as other students, but at the end of the day, my experience has been that Black students are looking for more immediate results and direct assistance with the process, not an extended counseling processes. Maybe it's social economic factors, or the persistent stories of difficult job markets for people of color, the fact remains that many students are looking for career centers to be low on the eclectic processes and high on real connections, tools, and uncovering real opportunities. I have heard horror stories from Black students at some institutions that where completely derailed at the career center if they didn't subject themselves to a "full battery" of assessment tests and undergo a complete "life analysis" that reeks of condescending comments about their "disadvantaged status" and needing assistance to make "more responsible" career decisions---wow, I kid you not!

• My advice for all is to leave the "race cards" at home, and get down to the business of assessing interest and opportunities more quickly and effectively---It is not necessary to know what somebodies father does, and to project our personal values on others!
• If you are a student who feels violated, give them the benefit, odds are it was not intended, try some patience and tolerance yourself, and politely keep the counselor on task with what your needs are.
• If necessary ask for an appointment with the director if your experience seems to be misdirected. The director can hopefully shed some light on the problem, assist you with your needs, and maybe step to the plate to correct perceptions or needed changes to attract other African American students.

5. Lack of collaboration with African American faculty, staff, and student organizations. A little collaboration could go a long way in developing effective programming, working relationships, job opportunities and trust. "Kingdom building" can be a problem at many institutions. If mutual benefits can be established and managed with the professionals on campus and between student groups in career services, than everyone wins. Offices of multicultural or diversity affairs, affinity faculty and staff groups, targeted leadership and educational opportunity programs, can serve as great partners for career offices and employers in developing career and professional development opportunities for students. If these groups can work well together it would send a strong message to students that the career center has good intentions, and is vested in developing resources, networks, job opportunities for all students.

• It you are a student and you see opportunities for collaboration between student organizations and other groups on your campus that would enhance career services, take the time to facilitate a dialogue on your campus to make a change.

Through my experiences in working with career professionals across the country, I believe most are sincerely interested in being supportive, accessible and useful to all students. But as we all know there are some places that need to do better in reaching out to diverse populations. Don't run from the challenge if there is one. Step up to the plate, and don't allow miscommunication, mythology, and problem individuals keep you from requesting a positive change and receiving what is rightfully yours. Commit to initiating accountability and results. Your success and the future success of other deserving students, no matter what their race or backgrounds may depend on your diligence, and actions today. Who knows, maybe the Wizard's veil may fall (smile)!

Let us know what you think.

kwells@howard.edu