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A Discipline-Based Diversity Model A Discipline-Based Diversity Model
George C. Johnson
University of California, Berkeley
Numbers
Infrastructure
Diversity Officers
AGEP in Relation to Infrastructure
Evaluation
The Berkeley Diversity Goal
George C. Johnson
University of California, Berkeley
Numbers
Infrastructure
Diversity Officers
AGEP in Relation to Infrastructure
Evaluation
The Berkeley Diversity Goal
NumbersNumbers
Total Apps.
Total URM Apps
URM % of Total
Total Admits
URM Admits
URM % of Total
Total New Enroll.
Total URM Enroll.
URM % of Total
9,230 326 3.5% 1,786 116 6.5% 802 56 7.0%
These are 5-year averages from 2001-2005 for applicants, admitted students and newly enrolled doctoral students across all STEM fields at Berkeley.
Source: Graduate Division, UC Berkeley
Numbers (continued)Numbers (continued)
Admission of URMs is at higher rate than non-URMs. URMs represent 3.5% of applicants and 6.5% of admits
Yield rate of URMs is comparable to admissions rate, representing 7% of newly enrolled STEM Ph.D. students
About half of both URMs and non-URMs who are admitted to Berkeley accept our offer of admission and enroll
About 17% of all URM applicants enroll in our doctoral programs; compared to 8% of non-URM applicants
Admission of URMs is at higher rate than non-URMs. URMs represent 3.5% of applicants and 6.5% of admits
Yield rate of URMs is comparable to admissions rate, representing 7% of newly enrolled STEM Ph.D. students
About half of both URMs and non-URMs who are admitted to Berkeley accept our offer of admission and enroll
About 17% of all URM applicants enroll in our doctoral programs; compared to 8% of non-URM applicants
A Key Element of the Berkeley Program: Discipline-Based Diversity DirectorsA Key Element of the Berkeley Program: Discipline-Based Diversity Directors
The Berkeley Diversity Model: a discipline-based diversity infrastructureThe Berkeley Diversity Model: a discipline-based diversity infrastructure
UCOP, Assistant VP for Academic Advancement
Additional Management Team Members:
Diversity Director, Electrical Engineering
Director of Graduate Fellowships
Physical Sciences
Dean Campus PI
Diversity Director (AGEP Director)
Departments
Biological Sciences
Dean co-PI
Diversity Director
Departments
College of Engineering
Assoc Dean co-PI
Diversity Director
Departments
Graduate Division
Dean co-PI
Diversity Director
Departments
AGEP Staff:
• Associate Director
• Admin. Assistant
The Role of Diversity Officers: responsibilities and areas of authorityThe Role of Diversity Officers: responsibilities and areas of authority
Report to the academic dean, involving the dean as needed
Are high-level professionals, with PhDs or MAs and years of graduate diversity experience
Have responsibility for the departments under the dean’s purview (Engineering 7; Phys. Sci.: 5; Bio. Sci.: 2)
Advise the dean and departments on strategies to increase URM applicants, admissions, enrollments and degrees
Serve as the “institutional memory” on diversity matters, student progress, experience with unusual applicants, etc.
Work with departments, divisions and colleges in monitoring progress toward increasing diversity
Report to the academic dean, involving the dean as needed
Are high-level professionals, with PhDs or MAs and years of graduate diversity experience
Have responsibility for the departments under the dean’s purview (Engineering 7; Phys. Sci.: 5; Bio. Sci.: 2)
Advise the dean and departments on strategies to increase URM applicants, admissions, enrollments and degrees
Serve as the “institutional memory” on diversity matters, student progress, experience with unusual applicants, etc.
Work with departments, divisions and colleges in monitoring progress toward increasing diversity
Diversity Officers: work in the departments on admissionsDiversity Officers: work in the departments on admissions
Do outreach. Organize faculty, students, student services staff in the departments to conduct outreach
Are members of admissions committees in some departments; in others serve as advisers. Review applications, contact applicants, advise admissions committees regarding particular applicants, suggest retention strategies for applicants when needed, help put together funding packages
Work closely with the faculty affirmative action officers (each department is required to have one), the admissions chairs, the department chairs, and other faculty
Do outreach. Organize faculty, students, student services staff in the departments to conduct outreach
Are members of admissions committees in some departments; in others serve as advisers. Review applications, contact applicants, advise admissions committees regarding particular applicants, suggest retention strategies for applicants when needed, help put together funding packages
Work closely with the faculty affirmative action officers (each department is required to have one), the admissions chairs, the department chairs, and other faculty
Diversity Officers: work on student retention and advancementDiversity Officers: work on student retention and advancement
Consult individually with all diversity students (particularly URMs and women) from outreach and recruitment through graduate training to degree completion
Have the authority to intercede on behalf of students
Raise funds and help faculty raise funds to improve diversity in the departments. This includes assisting departments in generating fellowship funds for URM students.
Generally maintain contact with and continue to advise URM alumni after they graduate
Consult individually with all diversity students (particularly URMs and women) from outreach and recruitment through graduate training to degree completion
Have the authority to intercede on behalf of students
Raise funds and help faculty raise funds to improve diversity in the departments. This includes assisting departments in generating fellowship funds for URM students.
Generally maintain contact with and continue to advise URM alumni after they graduate
AGEP in Relation to Berkeley’s Diversity InfrastructureAGEP in Relation to Berkeley’s Diversity Infrastructure
AGEP is integrated into our STEM and Graduate Division infrastructure (Deans are Co-PIs; diversity officers are Management Team)
AGEP resources are distributed to students and departments through the diversity officers
The AGEP-supported Berkeley Edge Conference contributes 10% of our new URM enrollments (and most BEC attendees enroll in STEM graduate programs somewhere, if not UCB)
AGEP is integrated into our STEM and Graduate Division infrastructure (Deans are Co-PIs; diversity officers are Management Team)
AGEP resources are distributed to students and departments through the diversity officers
The AGEP-supported Berkeley Edge Conference contributes 10% of our new URM enrollments (and most BEC attendees enroll in STEM graduate programs somewhere, if not UCB)
AGEP in Relation to Berkeley’s Diversity Infrastructure (continued)AGEP in Relation to Berkeley’s Diversity Infrastructure (continued)
All new URM students are eligible for summer research funding through the LPFI- Berkeley Edge (AGEP) Summer Fellows Program.
The AGEP team advocates for campus-wide change. For example, before AGEP, we had 3. 75 FTE diversity officers. The AGEP team aggressively promoted the diversity officer model on the campus. AGEP provided the proof of concept for other disciplines. There are now 7.0 FTE diversity officers.
All new URM students are eligible for summer research funding through the LPFI- Berkeley Edge (AGEP) Summer Fellows Program.
The AGEP team advocates for campus-wide change. For example, before AGEP, we had 3. 75 FTE diversity officers. The AGEP team aggressively promoted the diversity officer model on the campus. AGEP provided the proof of concept for other disciplines. There are now 7.0 FTE diversity officers.
EvaluationEvaluation
Evaluation is embedded in the diversity officers’ work:
They have access to their departments’ student records and Graduate Division-generated data on applications, admissions, enrollments, degrees
They analyze these data, monitor progress for each of their departments, and advise department chairs and deans on changes
Evaluation is embedded in the diversity officers’ work:
They have access to their departments’ student records and Graduate Division-generated data on applications, admissions, enrollments, degrees
They analyze these data, monitor progress for each of their departments, and advise department chairs and deans on changes
Evaluation (continued)Evaluation (continued)
The diversity officers, Graduate Division deans, and faculty affirmative action officers meet twice each semester to review overall campus progress on diversity
Our AGEP team meets periodically and communicates frequently to consider campus-wide STEM data, STEM policy issues related to diversity, UC AGEP matters.
Our AGEP program stimulates innovation by focusing these key players on generating better approaches and models
The diversity officers, Graduate Division deans, and faculty affirmative action officers meet twice each semester to review overall campus progress on diversity
Our AGEP team meets periodically and communicates frequently to consider campus-wide STEM data, STEM policy issues related to diversity, UC AGEP matters.
Our AGEP program stimulates innovation by focusing these key players on generating better approaches and models
The Berkeley Diversity Goal: relentless, monotonic improvement The Berkeley Diversity Goal: relentless, monotonic improvement
We have a stable, intensive diversity infrastructure that is a solid vehicle for constant improvement
In admissions, we are doing well. Improvement is needed to:
Increase applications of eligible students
Increase yield of admitted URM applicants
Increase long-term retention and advancement of URM students (in some fields).
Build community and improve the graduate school experience for URM students. We aim to have our Ph.D.s be the best ambassadors for science nationally. This will make STEM doctorates more attractive as an option for undergraduates and prospective graduate students
We have a stable, intensive diversity infrastructure that is a solid vehicle for constant improvement
In admissions, we are doing well. Improvement is needed to:
Increase applications of eligible students
Increase yield of admitted URM applicants
Increase long-term retention and advancement of URM students (in some fields).
Build community and improve the graduate school experience for URM students. We aim to have our Ph.D.s be the best ambassadors for science nationally. This will make STEM doctorates more attractive as an option for undergraduates and prospective graduate students
