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

See related action items

Success Connects

The 2020–21 academic year was marked by non-stop challenges that illuminated the importance of SuccessConnects as an anchor program for underserved students and a resource for assuring both individual and broader community-based success.
More about this action item

First-Generation Student Support

Year Five was heavily impacted by the COVID-19 pandemic. Even so, programming continued as usual through virtual formats, and two new projects were launched.
More about this action item

Staff Recruitment Practices Initiative

During Year Five, University Human Resources (UHR) focused its efforts on providing full-cycle recruiting support for proof of concept, adding strategic tools and resources, socializing best practice and building infrastructure within the center of expertise.
More about this action item

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

See related spotlights
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.

A winter knit hat with the CEO logo on a desk

Center for Educational Outreach

Development of Technology Infrastructure

In Year Five, amidst the global pandemic, the Center for Educational Outreach (CEO) partnered with the Center for Academic Innovation (CAI), ITS, Children on Campus and the University Outreach Council. The goal was to sustain outreach efforts by CEO and University Outreach Council members in support of underserved K-12 students and educators in the state. CEO also increased its technical infrastructure to bolster virtual and hybrid initiatives by designing and creating sustainable virtual and digital companions. These included the launch of three CEO pilot programs (Ecoach, Gradecraft and Virtual Wolverine Express) in conjunction with CAI to increase impact statewide. In the year ahead, plans call for expanding the Explore Canvas Catalog and providing continued support for any new requirements of the Children on Campus policy.

Service members in uniform on a stage holding flags

Officer Education Programs

Recruiting More Diverse Candidates Across the Metro Detroit Area

The Officer Education Program’s (OEP) primary goal in Year Five was to expand the diversity of its talent pool by focusing on campus recruitment and utilizing the full potential of cadet peer groups. The virtual environment necessitated by COVID-19 provided new opportunities to leverage our participation in recruitment efforts across the various campuses supported by OEP programs. By deploying our cadets and working with their respective student organizations to schedule recruiting and information sessions, OEP was able to reach a highly diverse pool of candidates across the greater Metro Detroit area and its respective universities.