Minorities Still Underrepresented in Advancement Leadership
BriefCASE Article Professionals of diverse backgrounds still face a “glass ceiling” with respect to securing leadership positions in educational advancement but participants of the recent Minority Advancement Institute say progress is being made.

Recruiting Nontraditional Professionals into Advancement
Product A successful advancement professional at the University of Miami, who came to the field from government, talks about his personal experiences in making this career transition and what he did to prepare himself for working in a higher education environment. The webinar also looks at why the University of Miami hires nontraditional candidates and the dynamics and challenges inherent in taking this path. This multimedia file is a recording of an Online Speaker Series webinar originally presented May 9, 2012. The webinar is part 2 of a three-part Advancement Staffing Webinars series.

Intolerant Work Environment Stalls Careers of LGBTs
Advancement Weekly Article A new study by the Center for Work-Life Policy finds that employers who don’t create an environment in which lesbian, gay, bisexual and transgender employees can express their sexual orientation hinder these individuals’ “career progression” and undermine their organization’s “bottom line success.”

Advancement's Sticky Issues
CURRENTS Article Both the persistent inequality of pay between women and men and the almost total lack of people of color in the advancement profession represent moments of obligation that demand everyone's attention, particularly those in a hiring position. What steps can we take to effect change?

Talking Points: Plans for Parity
CURRENTS Article The time is right for a more diverse community college leadership corps.

Untangling Diversity
CURRENTS Article Diversity is a complex issue, and the concept has different meanings, depending on your institution and advancement office. But one thing that everyone can agree on is that diversity is important, and reaching communities of color is imperative.

Manager's Portfolio: Willing Workers
CURRENTS Article With economists predicting a shortage of qualified workers in the next decade, advancement managers should not overlook the pool of workers with disabilities. The author corrects common myths about employing workers with disabilities and offers tips on recruiting such workers, making the office environment more accessible, and avoiding common faux pas.

A Dearth of Diversity
CURRENTS Article The CASE 2002 comprehensive salary survey shows that only 5.8 percent of full-time advancement officers identify themselves as racial or ethnic minorities—little change since 1996, when the figure was 5.6 percent. However, the data show increasing pay equity between minorities and whites, as well as equivalent representation at each supervisory level.

Manager's Portfolio: Diversity Now!
CURRENTS Article While advancement managers often pay lip service to the value of diversity, most have failed to achieve diverse advancement offices. They must recruit more widely and expand opportunities for minority candidates and new hires, so that the makeup of advancement staffs can begin to reflect the increasing diversity of their institutions’ alumni and donors.