Moderator: Jamaal Abdul-Alim, The Conversation Lorelle Espinosa, Vice President for Research, American Council on Education (ACE) Jeremiah Nelson, Vice President, National Association for Graduate Enrollment Management (NAGAP) and Director, Enrollment Management, Wake Forest University Business School Donnie Perkins, Chief Diversity Officer, College of Engineering, Ohio State University Case Studies: Spotlight on Access and Recruitment Learn about actionable methods and practical tactics to increase access for students with diverse backgrounds that you can easily implement at your own institutions.
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Moderator: Jamaal Abdul-Alim, The Conversation
Lorelle Espinosa, Vice President for Research, American Council on Education (ACE)
Jeremiah Nelson, Vice President, National Association for Graduate Enrollment Management (NAGAP) and Director, Enrollment Management, Wake Forest University Business School
Donnie Perkins, Chief Diversity Officer, College of Engineering, Ohio State University
Case Studies: Spotlight on Access and Recruitment
Learn about actionable methods and practical tactics to increase access for students with diverse backgrounds that you can easily implement at your own institutions.
ETS/CGS Meeting: Strategies for Increasing Graduate Program DiversityMarch 26, 2019
#EquityMatters
Key Finding 1Over the past two decades, the U.S. population has grown not only more educated but also more racially and ethnically diverse, thanks in large part to a growing Hispanic population that is seeking higher education at levels not before seen.
equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters
Key Finding 2Too many Black students fare poorly in America’s postsecondary education system. At both the undergraduate and graduate levels, advances in Black students’ enrollment and attainment have been accompanied by some of the lowest persistence rates, highest undergraduate dropout rates, highest borrowing rates, and largest debt burdens of any group.
equityinhighered.org
#EquityMatters
A higher percentage of Black students left college without completing a credential• Public Two-Year
• All students: 39%
• Black students: 53%
• Public Four-Year• All students: 14%
• Black students: 23%
• Private Nonprofit Four-Year• All students: 10%
• Black students: 19%
equityinhighered.org
#EquityMatters
Key Finding 3We still lack precise, national data on many educational outcomes for American Indians or Alaska Natives and Native Hawaiians or other Pacific Islanders; but what the available data do show is troubling.
equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters
Key Finding 4Great differences exist by race, ethnicity, and gender in where students go to college and what they study, signaling an uneven playing field in the labor market and a threat to the opportunity for intergenerational upward mobility.
equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters
Key Finding 5How students pay for higher education varied considerably by race and ethnicity, especially in terms of who borrows and who leaves college with high levels of student loan debt.
equityinhighered.org
#EquityMatters
Borrowing• Bachelor’s degree recipients
• 48% borrowed an average of $18,501
• Master’s degree recipients• 56% borrowed an average of $43,354
• Doctoral degree recipients• 48% borrowed an average of $81,176
• Professional degree recipients• 78% borrowed an average of $149,356
equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters
Key Finding 6Racial and ethnic diversity among college faculty, staff, and administrators still doesn’t reflect that of today’s college students.
equityinhighered.org
#EquityMatters equityinhighered.org
#EquityMatters equityinhighered.org
March 24, 2019
Strategies for Increasing
Graduate Program Diversity
Jeremiah Nelson
NAGAP Vice President
Director of Enrollment Management
Look familiar?
Silos of the Graduate
Student Lifecycle
GEM Defined
Graduate Enrollment Management is a
comprehensive approach to managing
the graduate student lifecycle from
initial awareness to engaged alumnus
by integrating the core functions
associated with the enrollment and
support of a graduate student.
Integrated Interdependence
Diversity
At Wake Forest, diversity is valued broadly.
Diversity of thought, industry, education, and experience.
Attract. Deliver. Maintain.
With Intention
ATTRACT
• Pipelines
• Partnerships
• Referrals
• Events
• Sponsorships
• Scholarships
• HBCUs
DELIVER
• Orientation
• Accessible staff
• Faculty
• SEC
• Events
• Tutoring
• Ambassadors
MAINTAIN
• Engaged alumni
• Affinity groups
• Referrals
• Community
service
• Corporate
partners
• Success stories
ETS
Strategies for Increasing Graduate Program
Diversity
Donnie Perkins
Assistant Dean and Chief Diversity Officer
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The Ohio State University Diverse Faculty Postdoc Recruitment Collaborative
• 2015 - Recruit and build relationship with potential diverse candidates for
OSU faculty and Postdoc positions
• 2019 – Recruit and build relationships with potential diverse candidates for
OSU leadership, faculty, and Postdoc positions by partnering with and
recruiting at national higher education and professional institutes,
conferences and symposiums
• 10 colleges, Graduate Education and University Communications
Southern Region Education Board (SREB) Institute on Mentoring and
Teaching
Office of Diversity, Outreach and Inclusion
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SREB Institute Number of Candidates – 2017 Number of Candidates – 2018
Recruiter Booth Visits 91 172
Reception Check-In 63 68
Follow-up strategies:
Candidate CVs referred to active faculty searches and Postdoc office
Follow-up emails to all candidates to promote communication and relationship building
Extended invitations to candidates - present their research and connect with department faculty
7 candidates in faculty candidate pools
Candidates actively being recruited for Postdoc positions
Developing internal recruitment initiatives
Office of Diversity, Outreach and Inclusion
4
Office of Diversity, Outreach and Inclusion
Graduate Recruitment
Goal: Increase the recruitment, career preparation and graduation of talented female and
underrepresented students in STEM
Strategies:
Annual Graduate Open House with Diversity and Inclusion focus
Increase funding to support students
Develop Win-Win collaborations with SREB, HBCUs, HSIs, Tribal Colleges, etc.
Implicit Bias training for Graduate Admission Team