This document outlines Harvard Graduate School of Education's diversity recruitment program. It discusses how the program has evolved over time from a one-day open house format with limited engagement to a two-day integrated student experience with increased community involvement and travel support. The goals of the program are to create meaningful engagement opportunities for prospective and current students, faculty, and staff around issues of access, equity and inclusion and to address institutional perceptions of multiculturalism. Success is measured both quantitatively through application and enrollment metrics and qualitatively through feedback from participants. The discussion seeks to share best practices for effective multicultural recruitment events across institutions.

1. an
exploration
of diversity
recruitment
efforts
STRENGTHENED BY
THE DIFFERENCES
AMONGST US

2. assistant
director of
admissions
harvard
graduate
school of
education
JAMAAL BARNES

3.  Introduction
AGENDA
 Making Connections
 Case Study: Diversity Recruitment Program
 Shared Discussion & Take-Aways

4. KEY QUESTIONS
How do we create on-campus multicultural
recruitment events that…
 Build buy-in and support for diversity efforts
amongst faculty, staff, and students?
 Authentically engage prospective students
in meaningful conversations related to
access, equity, and inclusion at your
institution?

5. GOALS
 Connect with our community of practice
 Explore the key questions by exploring the
Diversity Recruitment Program at HGSE
 Share best practices amongst our institutions

6. getting to
know you! WHO’S IN THE ROOM?

7. harvard
graduate
school of
education
DIVERSITY
RECRUITMENT
PROGRAM

8. THE OPPORTUNITIES
 To create an experience that is that is
different from other on-campus events
 To create meaningful opportunities for
prospective students but also for current
students, faculty, and staff members
 To address institutional optics around
multiculturalism

9. 2005-2013
CONTEXT
One day event (Fri/Mon)
Duplicate of similar open
houses
No travel support
Information sharing
approach
Minimal community
engagement
2014
Two day event (Fri & Sat)
Integrated student
experience
Minimal travel support
Conference approach
Integrated social media
campaign
Significantly increased
community engagement

10. MEASURING SUCCESS
Quantitative
 Increase in participate
attendance
 Maintaining budget but
increasing opportunities
 Increased conversion
through the enrollment
funnel
Qualitative
 In the moment
testimonials
 Survey feedback
 Future event
participation as students

11. what are
yours?
THIS IS JUST
ONE EXAMPLE

12. CONVERSATION TOPICS
 What are some practices that have worked at your
university?
How can you leverage relationships with various
stakeholders to build institutional support for activities like
this?
Are these practices translatable between professional and
graduate programs?
Are there new practices that can be implemented in your
next recruitment cycle?
Who do you want to engage in these practices?
 How will you quantitatively and qualitatively measure
success?

13. an
exploration
of diversity
recruitment
efforts
STRENGTHENED BY
THE DIFFERENCES
AMONGST US