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The U.S. Department of Education (DOE) has released regulations that require all higher education Title IV participants to offer "adequate career services." The DOE will determine the definition of "adequate career services" based on factors such as the number of students enrolled in career-oriented programs, the number and distribution of career services staff, and the institution's partnerships with recruiters and employers. The regulations also require institutions to provide students with accessible clinical or externship opportunities related to their chosen occupation within 45 days of completing required coursework. The DOE does not have a specific formula for determining the adequacy of career services, but believes that institutions should have sufficient resources to help students find jobs and honor any commitments made about job assistance. There are no reporting requirements associated with the regulations, but student complaints about unfulfilled promises regarding career outcomes could trigger an investigation. Career services professionals should use this opportunity to advocate for the strategic positioning of career services, leverage benchmarks to ensure adequate resources, advocate for support in collecting outcome data, integrate career readiness competencies throughout the institution, engage with faculty to implement career into the classroom, and use the NACE Competency Assessment Tool to demonstrate competency development. [Extracted from the article]

This article presents the findings of a survey conducted by the National Association of Colleges and Employers (NACE) on career progression in the fields of career services and university recruiting. The survey reveals that professionals in these fields are motivated by the opportunity to help individuals find their career paths. However, career progression varies among professionals, with some feeling that their advancement is on track while others feel it is slower than expected. Barriers to career progression include a lack of advancement opportunities and workplace discrimination. The article also emphasizes the importance of social capital, such as networks and mentors, in advancing one's career. The survey found that while mentors play a crucial role in individuals' careers, access to formal mentoring programs is limited, particularly in higher education. Overall, the survey highlights the challenges and opportunities for career progression in these fields. [Extracted from the article]

Recent data highlights the ongoing barriers to achieving pay equity for all individuals, with men continuing to outpace women in terms of job outcomes and pay. The gender pay gap remains a systemic form of inequality in the labor market, influenced by factors such as major choice and field composition. Even within majors, men earn more than women. College career centers can play a vital role in addressing these inequities by collaborating with partners, establishing baselines, and providing guidance on salary negotiation. The article emphasizes the importance of career services in narrowing the gap, particularly in STEM fields, and offers recommendations for promoting pay equity, including resources on negotiation, mentoring programs, transparent job postings, and social media awareness. The article acknowledges the existing gender wage gap and the ongoing need for efforts to achieve pay equity. [Extracted from the article]