Following the January 2025 launch of the LeadingAge Diversity Fellowship, recruitment for participants is now under way. Mary Williams, director of outreach and recruitment at LeadingAge partner UNCF, is leading this work. Here, she explains the origins of the LeadingAge UNCF partnership that led to the fellowship’s creation, and offers details and insights into the hiring process.

Q: UNCF has a rich history as an advocacy organization for minority education and community engagement. How did you come to learn about LeadingAge and aging services?

A: The partnership between UNCF and LeadingAge, through the LeadingAge LTSS Center @UMass Boston, created to advance interest in the aging services sector is now in its fourth year. The actual connection came about through a series of conversations between leaders at LeadingAge, the LTSS Center and UNCF. Adrienne Ruffin, vice president and head of LTSS strategic initiatives and operations at the LTSS Center, who formerly worked at UNCF and knows the breadth and depth of our recruitment programs across all sectors, came to me and explained the need to bring new talent into the sector at every organizational level. After some discussion, I brought up the idea of a fellowship. I’d led a similar initiative in the insurance industry which was quite successful. We thought that perhaps trying it in aging services would be worthwhile. The initiative we’ve developed is pretty unique, both in terms of what else exists in the aging services sector and in terms of the fellowship’s attributes, which include not just exposure to the sector through the paid work experience, but also access to training, a support and mentoring network, and the potential to apply for a job when the fellowship ends.

Q: With a network of 37 historically Black colleges and universities (HBCUs) and annual awards initiatives of more than 10,000 student scholarships (worth over $100 million) each year, UNCF is uniquely positioned as the recruitment partner on our Leadership Diversity Fellowship. Please tell me about the recruitment process and deadline for hiring. 

A: As you note, our recruitment portal went live on February 3, 2025. The following week, I shared the program overview on a regular call with the broad UNCF community–about 4000 people, a mix of students, parents of students, influencers, collaborators, alumni, school counselors–who want to learn about educational opportunities and then share them with their networks. This is a regular call, and sharing the fellowship information serves a couple of purposes: identifying potential fellows and encouraging them to apply, as well as building brand awareness about the aging services industry. UNCF is known for the strength of our community and our network. We really engage. We share opportunities and then emphasize: even if this isn’t right for you, it may be right for someone you know. So spread the word.

Then on February 18, we hosted a virtual event specifically for people who wanted to learn more; about 80 people were on the call. And last week we took the information to Memphis to a UNCF Leadership Conference and National Alumni College Fair event.  We’re getting information about the Leadership Diversity Fellowship into every possible channel to attract candidates.

Q: We often hear from people who are new to the sector that they wished they’d known about aging services earlier. Aging services is not always viewed as a career possibility. How do you explain it or sell it to prospective candidates? 

A: Well, aging services as an ‘industry’ is not difficult to explain. Employers–whether nursing homes, or independent, assisted living, or affordable housing communities, or home health agencies–all have needs for employees with specific skill sets: accountants, or information technology, real estate and development expertise, marketing. So part of our work is making potential applicants aware of that. And then there are some myths that need to be addressed and dispelled: candidates may think that opportunities to make money do not exist in the industry, or that the jobs are mostly clinical. Neither is accurate. The one year fellowship provides nonclinical work experience with alot of support–both at the host organizations and through the program’s curriculum and mentoring initiative–to give exposure to the sector’s breadth and depth.

Q: What questions have you fielded from candidates? 

A: Of the nearly 80 participants in our February 18 webinar, we had students in master’s and PhD programs, as well as people who are currently employed. That’s what we’re looking for: mid-level professionals or graduate students. They were excited to learn more: where the fellowships are located; salaries and opportunities. One international studies student, for instance, asked how their skills could be transferred to the sector, so our panelist, Deke Cateau, CEO of Atlanta-based nursing home A.G. Rhodes, explained the importance of applicants explaining their transferable skills: what have they done during their years at work, or in their studies, that demonstrate leadership, management abilities, for instance, that can be used in aging services? One tip that Deke, who also has an educational background in international relations, shared during the webinar: don’t be afraid to get out of your comfort zone!

Q: What would you say is the sector’s biggest selling point? Areas that need improvement to attract more diverse applicants?

A: There’s alot of opportunity in aging services. As Deke pointed out, this is a $415 billion industry. And our country’s population is aging. So there’s some career security, with a great deal of breadth. Robyn Stone, LTSS Center co-director, who was also on the webinar, pointed out that often the sector promotes from within, which is one of the reasons why the fellowship is designed–specifically–for people who’ve not worked in the sector, and for nonclinical jobs. “We’re trying to shake up our organizations,” she noted. Finally, the fellowship is purposefully structured to provide support: it is not only a job that provides exposure, but also includes a curriculum to help explain the sector, policy and financing, which is somewhat unique, as well as cultural competency training for fellows and preceptors. And, we want to learn from this pilot: what worked for fellows, and what didn’t? All in all, we tell applicants: apply, bring us your ideas, your transferable skills. This is a place where you can flourish.

Q: What happens next?

A:  Our outreach is in full swing right now–anyone who wants to learn more should go to the portal, look at the fellowship overview and the opportunities with specific LeadingAge member organizations. The deadline for applications is March 27, 2025.