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Workgroup 12:Recruiting and Graduating African American Doctoral/LawStudents and Other Graduate Students of ColorCo-Leads:Dr. Ebenezer Olusegun GeorgeDr. Esra Ozdenerol, Dr. Richard L IrwinGroup members: Tracy P. Robinson, Colin Brett Chapell,Brian W Meredith, Tywanna D Smith, Kara Leigh Bowen
University of Memphis(UM) is 17thnationally in law degrees awarded toAfrican Americans, in the top 40 fordoctoral degrees, and in the top 100 formaster’s degrees.Top 10 for programs including master’sin liberal arts and humanities (#1), andhistory (#3), and doctorate inphilosophy (#9). In STEM fields, #27 inMathematics, #60 in Engineering, and#90 in Biological Science.Law School’s access and diversity fundssupport increased recruiting andmarketing efforts. As a result, the lawschool has seen a significant increase inethnic/racial diversity within itsincoming classes.Percentage of Graduate/Professional Degree-Seeking Students by Race (OIR, Fall 2020)
Workgroup 12:Recruiting and GraduatingAfrican AmericanDoctoral/Law Students andOther Graduate Studentsof Color Goal 1: Increase application pipeline of URM graduatestudents by 10% each year for the next three years. Goal 2: Increase the admission and enrollment (yield) ofURM graduate students by 10% each year for the next threeyears. Goal 3: Increase the retention of URM graduate studentsby 10% each year for the next three years. Goal 4: By 2024, increase the number of URM graduatestudents completing a degree or credential by 10%. Goal5: Track our graduates by analytics postgraduation.
Workgroup 12 : Goal 1Increase application pipeline of URM graduate students by10% each year for the next three years.
Goal 1: Increase application pipeline of URM graduate students by 10% each year for the next three years.Strategy & BenchmarkCommitteeMembersPriorityPhase 1Ranking (1– 4) perscaleEvidencePhase 2Among the 107 HBCUs,select a subset of 30-50 forfocused recruiting anddevelop a program of earlyinteraction with promisingjunior and senior students,especially those with STEMmajors.Also target AA junior andsenior AA students inmidsouth colleges anduniversities for early UMfaculty interaction1Admissions yield rates(source: existing OIRdashboard).The programcomponents arebeing implemented,with quantifiableevidence suggestingthat URMrecruitment,applications, andadmissions to MAand PhD programsaccess aremaintained everyyear.Find resources (internal andexternal grants) to fundsummerworkshops/conferences atthe UM to attract AAstudents particularly thosein STEM fields.3A set of at least 30 HBCUshave been selected. Some(40 plus) juniors/seniorshave been selected forearly interaction with UMfaculty and staff.A significant number(30%?)of STEM majors are in theselected group of students.Some faculty and staff havesubmitted grants tosupport summerworkshops/conferences.Research/ Literature.EvidenceMeeting notes.Phase 3Program componentsfullyProject documentation Implemented withadmission and thereAdmission rates at MA are no significantand PhD levels (source: differences inexisting OIR dashboard recruitment,application, andadmission ratesbetween for URMstudents and whiteAmerican students.EvidenceProjectdocumentationAdmission yield rates(source: existing OIRdashboard).
Goal 1: Increase application pipeline of URM graduate students by 10% each year for the next three years.Strategy & BenchmarkCommitteeMembersDepartmentRepresentatives atGraduate Fairs shouldinclude African and AfricanAmerican (URM) Facultyand Graduate studentsfrom the Departments.Consider hiring DiversityRecruiter for Grad School.GS (BM)2Dept with GSOversight(SG)Display posters at shouldinclude those of prominentURM (scholars, inventors,lawyers, engineers, poets,etc) in their fields.PriorityPhase 1Ranking (1– 4) perscaleDepartment Chairs shouldbe made aware, and ifpossible, College Deansshould provide funds tocreate needed posters etc.EvidenceRecord of visits byprospective URM studentsto each Department’s Fairshould kept by OIR andother related UniversityOffices.Also, record of numberURM applicants who visitedthe fair.Create a recruitment teamof URM faculty to assistgraduate fair recruitment.(BM)Phase 2EvidencePhase 3Quantifiable evidence of Meeting notes.increase in applicationsby URM students,Projectmotivated (in part) by documentationvisit to the fairs.Admission rates at MAand PhD levels(source: existing OIRdashboardEvidence
Goal 1: Increase application pipeline of URM graduate students by 10% each year for the next three years.Strategy & BenchmarkCommitteeMembersIncrease marketing ofTracyPrior Learning (PLA) forRobinsongraduate students such asuse of credit by exam,transfer credit,Experiential LearningCredit. Also, promoteoption to utilize certainnumber of credit hours ofmaster level courseworkto doctoral program.Expand corp ed benefitprogram to include graddegrees with direct billoptionSolicit additional partnerslike AutoZone,International Paper and St.Jude with special intereton encouraging URM staffto pursue degreesDIPriority Phase 1Ranking(1 – 4)per scale1Develop list of PLA optionsfor grad students and listof PLA friendly programs.EvidenceMeeting notes fromconversations withdepartment chairs, gradcoordinators, advisors,Encourage departments to grad school.consider PLA if notcurrently using or expandofferings.2Phase 2Determine how PLAusage is tracked toestablishbenchmarks.EvidencePhase 3Launch awarenesscampaign internallyand externally.Determine goals toincrease usage.Ensure departments knowhow to refer students toappropriate areas.Discuss/renew MOUs with Revised MOUsAssess impactcorporationOn-going building of MOUsrepresentatives.and relationshipsAssess impactEvidence
Workgroup 12: Goal 2Increase the admission and enrollment (yield) of URMgraduate students by 10% each year for the next three years.
Goal 2: Increase the admission and enrollment (yield) of URM graduate students by 10% each year for the next three years.Strategy & BenchmarkCommitteeMembersPriority Phase 1ranking(1 – 4)per scaleCoordinate our groupsrecommendations withthose of Workgroup 2 onthe hiring, retention,promotion of AA faculty.1Increase external grantsubmissions for STEMdiversity initiatives1Create a summerKara Bowen 2admissions by performance GS to assistprogram to increaseacceptance rate for URMstudents with marginalcredentials.Funding is allotted,faculty and staffinstruct in theprogram. Recruitingmaterials attracteligible students.EvidencePhase 2Applicants successfully Program is expanded tocompleting theensure efficiency ofprogram are admitted. resources allotted forteaching/facilities.EvidencePhase 3EvidenceProgram graduatescontribute to anincrease of 30% URMmatriculation.Additional revenuefrom programgraduate tuition isdirected to supportfuture cycles.Program costsbecome selfsustaining,graduates assist inmentoring,recruitment,advertising.
Workgroup 12: Goal 3Increase the retention of URM graduate students by10% each year for the next three years.
Goal 3: Increase the retention of URM graduate students by 10% each year for the next three years.Strategy & BenchmarkCommitteeMembersPriority Phase 1ranking(1 – 4)per scaleFacilitate the creation of AAgraduate students’association with facultyadvisors to addressstudents’ concerns.Encourage suchsub associations(study groups)within disciplinesespecially in STEM relateddisciplines.Examples of such BlackStudents Associations lar.harvard.edu/bgsa/home). LocalUniversities with suchassociations include theUniversity of Alabama.TywannaSmithGS & BM toassist1Create an ‘earlymentorship’ program withUM faculty starting fromadmission stage.Increase usage of PriorLearning (PLA) for graduatestudentsWith faculty and staffsupport, AA studentsat UM have created aBlack StudentsAssociation.Explore the creationof a Graduate StudentRecruitment andRetention Committee.(There is currently noinitiative advertised tointroduce current AAstudents to graduateand ngage/organization/BSA1EvidencePhase 2EvidencePhase 3Evidence
Workgroup 12: Goal 4By 2024, increase the number of URM graduatestudents completing a degree or credential by 10%.
Workgroup 12: Goal 5Track our graduates by analytics postgraduation.
Tracy Robinson 1 Develop list of PLA options for grad students and list of PLA friendly programs. Encourage departments to consider PLA if not currently using or expand offerings. Ensure departments know how to refer students to appropriate areas. Meeting notes from conversations with department chairs, grad coordinators, advisors, grad school.
