Case Studies: Spotlight on Access and Recruitment · Case Studies: Spotlight on Access and Recruitment Learn about actionable methods and practical tactics to increase access for

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.


#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%


• Private Nonprofit Four-Year• All students: 10%



#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.



#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.




#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.


#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




#EquityMatters

Key Finding 6Racial and ethnic diversity among college faculty, staff, and administrators still doesn’t reflect that of today’s college students.




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

2

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

3

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


4


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

Implement Holistic Admissions Process

Active member of GEM

Enhance Faculty Mentoring Program

Develop opportunities with Corporations

Increased female and URM applications by

3% & 15% respectively since 2015

5

Thank You

Documents

Case Studies: Spotlight on Access and Recruitment · Case Studies: Spotlight on Access and Recruitment Learn about actionable methods and practical tactics to increase access for