Nagap diversity shoestring2010
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This document discusses strategies for maintaining recruitment and retention of a diverse graduate student population on a limited budget. It recommends focusing outreach efforts through targeted conferences and networks. When recruiting, programs should work to create competitive funding packages and emphasize fit between prospective students and departments. Retention requires continuous communication, funding support, and addressing issues like isolation or lack of resources. Overall, establishing diversity as a shared value and following up with students are important to recruitment and retention efforts.
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Nagap diversity shoestring2010
- 1. Recruitment and Retention on a Shoestring Budget: Maintaining a Commitment to Diversity Under Economic Uncertainty University of Washington Graduate Opportunities & Minority Achievement Program Cynthia Morales, Asst. Director Sophia Agtarap, Admin. Counselor
- 2. 2 Graduate School support scholarship collaborative community retention GO-MAP 40 years old recruitment social media mentoring service provider diversity
- 3. Strategies and best practices for Keeping diversity a priority Maintaining effective outreach, recruitment and retention during economic austerity Competing for and maintaining a robust diverse community of graduate scholars 3
- 4. Keeping Diversity a Priority 4
- 5. 5 Be a part of the conversation; be a resource
- 6. 6 Establish diversity as a shared value
- 8. Maintaining effective outreach, recruitment and retention 8
- 9. Conferences vs. Fairs Use your networks National Name Exchange 9 Outreach
- 10. 10 Conference vs. Fair Flickr: dale_hameister
- 11. 11 Use Your Networks Flickr: dale_hameister
- 12. 12
- 13. 13 Consortium of universities interested in increasing access of URMs to grad school Average GPA: 3.6 Honors: 32 % 177 apps to UW
- 14. Work w/ depts to create competitive and creative packages Focused recruitment: PSD, open houses, GDRs Be realistic about fit Be accessible 14 Compete & Recruit Photo: GO-MAP
- 15. Don’t underestimate importance of “fit” 15 Fit Meet Sarah
- 16. Are you accessible? Are you listening? Are you responsive? 16 Meet Sarah
- 17. 17 “ “
- 19. Networking
- 21. Participation
- 25. Lack of funding
- 26. Dissertation fellowships, quarterly awards
- 29. Follow up Establish yourself [or office] as the go-to Don’t underestimate fit Be where your students are Work towards making diversity a shared value 21 Top 5
- 30. Cynthia Morales, Asst. Director, GO-MAP cmorales@uw.edu Sophia Agtarap, Admin. Counselor, GO-MAP sagtarap@uw.edu grad.washington.edu/gomap| gomap@uw.edu @uwgomap | facebook.com/uwgomap slideshare.com/gomap 22 Connect With Us
Editor's Notes
- Support scholarship and researchBuild community on and off campusWork to recruit and retain underrepresented students—benefits entire campus, not just departments
- Be a part of the conversationServe on committees [diversity council, task force, etc. at department and institutional levels]Establish yourself as the expert/go-to [for departments and students]Who does your institution call when there are discussions around diversity?
- -keep optional diversity statement-top scholar $ example. How would you use this to recruit top diverse scholars-JB example of standing diversity committee
- Does your department, institution know of your impact regarding diversity? [keep stats, anecdotally, quantitative]
- CONFERENCES! Students are engaged, interested. Already relationships formedSend students as GDRsFAIRSNot extensive conversationsReturn isn’t as great—not necessarily prior relationships formed
- Combine departmental cluster efforts (Biomedcial, PoliSci)Partner w/ student groupsDon’t discount local students! In state tuition waiversPipeline, college awareness programs (McNair)
- Reaches over 6,000 students annuallyAverage GPA: 3.6Relationship managementReal-time access to student profiles
- Reaches over 6,000 students annuallyAverage GPA: 3.6Relationship managementReal-time access to student profiles
- Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
- Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
- Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
- Work w/ departments to put competitive packages togetherFocused efforts: PSD, open houses, GDRsBe realistic re: fit [ex: Sarah L.]Be accessible [sounds simple, but some ppl can’t even get to a person on the line]
- Adequate/comparable fundingKey word: adequate and comparableNetworking opportunities [social and academic]ViC Lunches, Job talks, conference presentation rehearsals, social hours, quarterly receptionsProfessional development ViA Lunches, lectures, partnerships w/ Career Center Grad ServicesStudent/Staff/Faculty Advisory BoardImportant that it’s combined boardMaintain communication. Don’t stop after you’ve sent them a packet of info.Social media, emails, use GDRs to continue conversation, campus visitUse NNE to maintain contact w/ students, notify them of campus/area visitsIdentify & address hurdlesidentify critical hurdles (i.e., students fill isolated after general exams. Solution: writing groups, etc) lack of funding: dissertation fellowships, even one quarter awards) Perhaps conduct a survey of student needs, such as Ph.D. survey.
- Adequate/comparable fundingKey word: adequate and comparableNetworking opportunities [social and academic]ViC Lunches, Job talks, conference presentation rehearsals, social hours, quarterly receptionsProfessional development ViA Lunches, lectures, partnerships w/ Career Center Grad ServicesStudent/Staff/Faculty Advisory BoardImportant that it’s combined boardMaintain communication. Don’t stop after you’ve sent them a packet of info.Social media, emails, use GDRs to continue conversation, campus visitUse NNE to maintain contact w/ students, notify them of campus/area visitsIdentify & address hurdlesidentify critical hurdles (i.e., students fill isolated after general exams. Solution: writing groups, etc) lack of funding: dissertation fellowships, even one quarter awards) Perhaps conduct a survey of student needs, such as Ph.D. survey.
- Follow upDon’t let your initial info packet be the last communicationEstablish yourself [office] as the go-to peopleAdvise departments; sit on councils/task forcesDon’t underestimate fitBe where your students areSocial networkingSocial hoursWork towards making diversity a shared valuenot the sole responsibility of one office or person [diversity plans]Broaden understanding of diversity
- Follow upDon’t let your initial info packet be the last communicationEstablish yourself [office] as the go-to peopleAdvise departments; sit on councils/task forcesDon’t underestimate fitBe where your students areSocial networkingSocial hoursWork towards making diversity a shared valuenot the sole responsibility of one office or person [diversity plans]Broaden understanding of diversity