Cultivating a Diverse Campus

Learn about the most recent efforts and accomplishments of undergraduate admissions and the Wolverine Pathways program in encouraging diversity and success at U-M.

University Action Items

University action items focused on recruitment and retention are designed to bolster and extend the work of all units by introducing effective programs and procedures aimed at recruiting, retaining and supporting a diverse campus community.

Featured Recruitment & Retention Action Items

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Faculty Allies Program

Faculty Allies (FA) serve as key contacts for DEI issues in graduate education within their respective departments—participating in DEI workshops, mentoring graduate students and playing a vital role in raising awareness and marshaling resources to address issues of inclusion and climate in their programs.
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Go Blue Guarantee

In Fall 2020, 1,428 current students were eligible for the Go Blue Guarantee and collectively received $20.5 million in institutional and federal support for that term.
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Engaged Learning and Co-Curricular Support Initiatives

During Year Five, Student Life (SL) invested in its successful Thriving in the First Year framework to connect and engage first-year and transfer students as they navigated a traditionally residential campus from predominantly virtual spaces worldwide.
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Campus Spotlights

Our campus spotlights share stories of progress in recruitment and retention efforts from among the 50 unit DEI Strategic Plans.

Featured Recruitment & Retention Spotlights

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Congresswoman Rashida Tlaib standing outdoor and smiling

Center for the Education of Women+

Defining the New Normal: Shaping A Post-COVID, Anti-Racist Workplace

In March, the Women of Color Task Force (WCTF) hosted its 39th annual career conference virtually. All U-M staff, faculty and students, as well as the general public, were invited to this inclusive professional development event, which drew more than 1,100 attendees. The opening program keynote by Corie Pauling, Senior Vice President and Chief Inclusion and Diversity Officer for TIAA and U-M alum, focused on strategies for creating inclusive anti-racist workspaces. This was followed by a nationally renowned panel of health care experts—all of whom were women of color—responding to questions about the COVID-19 vaccine. The closing keynote program featured a legislative panel comprising U.S. state representatives: the Honorable Rashida Tlaib, MI-13, and the Honorable Lisa Howze, former state representative and Davenport University Vice President for Strategic Partnerships. Founded in 1979, WCTF provides professional development, networking and training opportunities for U-M employees, focusing on the specific needs of women of color staff. There are currently 100+ U-M staff members representing all three campuses on the U-M Women of Color Task Force.

A diverse group of women having a discussion in a hallway

U-M ADVANCE Program

Studies Analyzing Faculty Departure and Retention

In Year Five, the U-M ADVANCE Program conducted research to help the university better understand faculty concerns and improve overall retention rates. Our interview studies pinpoints and describes key factors that influence faculty departure. These factors include unit climate, research support and resources, opportunities for mentoring and leadership and family needs. See the report executive summary or or see this synopsis. Focus groups including BIPOC (Black, Indigenous, People of Color) faculty additionally point to issues such as high levels of service, including so-called “invisible” service, challenges navigating perceived  racism on campus and pressure to secure an outside offer. Moving forward, ADVANCE will continue to take advantage of other opportunities to address climate, such as through its RISE Committee, various workshops, an ongoing collaboration with the CRLT Players and partnerships with schools and colleges.

The courtyard of Taubman Health Center

Michigan Medicine

Michigan Medicine Virtual Programming for Pipeline and Strategy

In an effort to diversify the health care workforce, Michigan Medicine established a portfolio of pipeline programs ranging from precollege to post-baccalaureate. In light of COVID-19 constraints and the disproportionate impact on marginalized communities, the Office for Health Equity and Inclusion (OHEI) delivered pipeline programs virtually in the summer of 2020 within a national landscape where numerous summer pipeline programs were cancelled. To assess the impact of virtual formats on learner growth and development in areas critical to health care professions, we conducted a comparative analysis of our standard program evaluation data. Measures surveyed included service orientation, college readiness, comfort with diversity, cultural awareness, leadership, empathy, resilience and growth. Preliminary findings indicate that a virtual pipeline program format could be leveraged to reach more learners in communities underrepresented in medicine while remaining within budgetary constraints. This is a promising first step in understanding how to hybridize pipeline programs in a way that maximizes efforts to diversify the next generation of health care professionals.