Active participation in anti-racism learning, and advocate for equity and employee health and ... Proactive management of sourcing, recruitment, and onboarding of interns, college and experienced ...
Active participation in anti-racism learning, and advocate for equity and employee health and ... Proactive management of sourcing, recruitment, and onboarding of interns, college and experienced ...
Internship Racism information
What are the key skills and qualifications needed to thrive as an Intern, and why are they important?
To thrive as an Intern, you need a solid educational background in your field of study and a willingness to learn new concepts quickly. Familiarity with standard office software, industry-specific tools, or project management systems is often beneficial. Strong communication, teamwork, and adaptability help interns integrate into professional environments and contribute positively. These skills and qualities are crucial for gaining practical experience, building professional relationships, and setting the foundation for a successful career.
What is the difference between Internship Racism vs Marketing Intern?
| Aspect | Internship Racism | Marketing Intern |
|---|---|---|
| Required Credentials | None or minimal; often students or entry-level | Relevant coursework, sometimes a degree or related experience |
| Work Environment | Varies; includes corporate, nonprofit, or government settings | Office settings, advertising agencies, or digital marketing firms |
| Industry Usage | Focuses on addressing racial bias and promoting diversity | Focuses on supporting marketing campaigns and strategies |
Internship Racism involves addressing racial bias during internships, often emphasizing diversity and inclusion efforts. In contrast, a Marketing Intern supports marketing activities within a company or agency. While both roles may be entry-level and require similar credentials, their focus and industry context differ significantly.
What is internship racism?
Internship racism refers to discriminatory practices or biases that interns may experience or witness in the workplace based on race or ethnicity. This can include being passed over for opportunities, receiving unequal treatment, or facing microaggressions from colleagues or supervisors. Such experiences can negatively impact an intern’s professional development, self-esteem, and future career prospects. Organizations are increasingly working to address these issues by promoting diversity, equity, and inclusion in their internship programs.
What challenges might interns face when addressing diversity and inclusion in the workplace?
Interns may encounter challenges when promoting diversity and inclusion, such as navigating sensitive conversations, understanding organizational culture, and finding the right channels to voice concerns. It's important for interns to seek guidance from mentors or HR representatives and participate in any available training sessions. By actively engaging with diversity initiatives and fostering open communication, interns can contribute positively while also learning best practices for inclusive professional environments.
Other
Posted 16 days ago
Turner Construction rating
7.4
Based on 65 frontline employees who took The Breakroom Quiz
36th of 78 rated construction
Job description
Position Description:Provide guidance to assigned business units for Human Resources functions including recruiting, employee relations, talent management, training, and benefits. Serve as liaison for employees and support key management initiatives.
Essential Duties & Key Responsibilities:
- Represent company culture, values, and Diversity and Inclusion (D&I) activities across company. Active participation in anti-racism learning, and advocate for equity and employee health and wellbeing.
- Administer and communicate Human Resources (HR) related programs, policies, and procedures to assigned business unit; provide knowledgeable and timely responses to employee inquiries.
- Establish trusting environment to create safe and neutral setting where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to Business Unit (BU) leadership on people-related needs and concerns.
- Contribute new ideas to support continuous improvement in overall effectiveness of HR team. Apply basic lean concepts and practices to work efficiently, enhance programs, coordinate and reduce waste, (e.g., Personal Kanban, A3 problem solving, and Story Boarding).
- Manage Talent Acquisition (TA) activities:
- Proactive management of sourcing, recruitment, and onboarding of interns, college and experienced hires.
- Establish and maintain professional relationships with external agencies for candidate referrals.
- Create and maintain candidate pipelines for potential future new hires.
- Reinforce training and understanding of EEO and harassment policies to BU recruiting team.
- Review diversity goals and provide feedback as to problem areas meeting goals.
- Manage college and career fair activities, interview candidates, and review recommendation summaries to support offer decisions.
- Extend offers for employment.
- Serve as primary candidate contact, coordinate employee onboarding program, and conduct new hire orientation and other HR-related training.
- Liaise with employment agencies and internal hiring manager to support operational needs.
- Organize and implement internship program and serve as escalation point of contact for interns.
- Maintain accurate and timely applicant tracking data, including maintenance of job requisitions, posting content, interview schedules, and managing end-to-end hiring process.
- Promote activities for Employee Referral Program.
- Contribute information to support HR/Operations team with strategic staffing and Availability & Needs Report for project assignments and internal mobility decisions.
- Serve as first point of contact for BU relocations and transfers; initiating vendor estimates, arrange temporary housing, connect with community resources, and other related activities.
- Provide guidance to hiring manager for executing offers; facilitate and support new hire offer and onboarding processes to acclimate new hire into business unit.
- Manage immigration and work authorization-related processes (e.g., visas, permanent resident applications) for employees with guidance from HR Manager.
- Support activities relating to employee discipline, involuntary terminations, performance improvement plans, employee claims, investigations, and employee relations counseling under guidance of HR management.
- Manage and facilitate performance and development program processes, provide training and support to managers. Assist with succession planning and prepare materials for discussions.
What Turner Construction employees say
Pay
Benefits
Hours and flexibility
Workplace
Get the full story on Breakroom
About Turner Construction
Sourced by ZipRecruiter
Turner Construction, headquartered in New York, NY, US, is a recognized leader in the construction industry. It was established in 1902 and has since curved its niche as one of the most reputable construction firms. Turner Construction provides a broad range of services like general contracting, construction management, design-build, and consulting. Devoted to environment-friendly building practices, it is considered a pioneer in green building and sustainability efforts. Their top-tier projects include Madison Square Garden, Yankee Stadium, and the United Nations Secretariat Building in New York City. The company's mission is to deliver an exceptional product by relentless commitment to their core principles – teamwork, integrity, commitment, and community.
Industry
Construction
Company size
10,000+ Employees
Headquarters location
New York, NY, US
Year founded
1902