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STUDENT OF COLOR (SOC) RETENTION PowerPoint Presentation
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STUDENT OF COLOR (SOC) RETENTION - PowerPoint PPT Presentation

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STUDENT OF COLOR (SOC) RETENTION
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  1. STUDENT OF COLOR (SOC) RETENTION ACCESS TO SUCCESS RETREAT JANUARY 16, 2008

  2. OTHER FACTORS IMPACTING SOC RETENTION • CLIMATE • IDENTIFIED AS THE NUMBER ONE CONCERN FOR AFRICAN AMERICAN AND LATINO STUDENTS (LIPMAN HEARNE) • COMMITMENT TO FOSTERING AN EDUCATIONAL ENVIRONMENT WHERE STUDENTS OF COLOR HAVE A SENSE THAT UWM IS THEIR INSTITUTION AND THEY ARE NOT VISTORS

  3. SOC EXPERIENCE: • RESIDENCE HALL - CLASH OF CULTURES • CAMPUS INTERACTIONS • FRONT-LINE STAFF • CLASSROOM

  4. INSTITUTIONAL INFRASTRUCTURE • NEW STUDENT ORIENTATION • TRAINING/EDUCATIONAL PROGRAMS FOR STUDENTS, FACULTY AND STAFF • CAMPUS DIVERSITY DIALOGUE • IMPORTANCE OF DIVERSITY TO THE ACADEMIC MISSION OF THE UNIVERSITY • IMPERATIVE THAT UWM STUDENTS GRADUATE WITH AN UNDERSTANDING OF DIVERSITY

  5. UW SYSTEM CAMPUS CLIMATE SURVEY • APRIL 2008 • POPULATION SURVEY (ALL STUDENTS, FACULTY AND STAFF) • OPPORTUNITY FOR UNIVERSITY COMMUNITY TO PROVIDE CRITICAL DATA CONCERNING THEIR EXPERIENCES AND PERCEPTIONS OF DIVERSITY ISSUES ON CAMPUS

  6. DATA WILL BE USED TO INFORM/DIRECT RESOURCES TO IMPROVE/ENHANCE THE CLIMATE OF THE UWM COMMUNITY

  7. CRITICAL MASS SOC NEED TO SEE THEMSELVES IN THE CLASSROOM AND IN FRONT OF THE CLASSROOM

  8. SYMBIOTIC RELATIONSHIP BETWEEN FACULTY AND STUDENTS OF COLOR • INTENTIONAL AND DIRECTED RECRUITMENT FOCUS • SOC • HIGH ACHIEVING STUDENTS OF COLOR • UNDERREPRESENTED FACULTY

  9. STUDENTS • DEVELOP AND IMPLEMENT NEW RECRUITMENT PROGRAMS/INITIATIVES • ADMITTED SOC PROGRAMMING • PROSPECTIVE SOC PROGRAMMING • ENHANCE CURRENT SOC RECRUITMENT EFFORTS • “U” VISITS • MULTICULTURAL RECOGNITION BANQUET • ENHANCE CURRENT UWM RELATIONSHIPS WITH MPS AND SURROUNDING HIGH SCHOOLS

  10. PANTHER SCHOLARS PROGRAM • IDENTIFY A COHORT OF HIGH ACHIEVING SOC AND SYSTEMATICALLY INTRODUCE THEM TO THE RANGE OF ACADEMIC PROGRAMS, ACTIVITIES, AND SERVICES OFFERED AT UWM

  11. FACULTY • MAXIMIZE CURRENT FACULTY DIVERSITY PROGRAMS/PROCEDURES • OPPORTUNITY FUND • PROACTIVE FACULTY SEARCH AND SELECTION PROCESS WITH ENHANCED MONITORING/OVERSIGHT/RESOURCES

  12. DEVELOP AND IMPLEMENT NEW FACULTY DIVERSITY INITIATIVES • PREPARE FUTURE FACULTY PROGRAM - HOWARD UNIVERSITY/UNIVERSITY OF NORTH TEXAS • ESTABLISH RELATIONSHIPS WITH UNIVERSITIES WITH SIGNIFICANT UNDERREPRESENTED DOCTORAL STUDENT POPULATIONS

  13. FINANCIAL AID/ SCHOLARSHIPS • HIGH PERCENTAGE OF UWM STUDENTS WORK OVER 20 HOURS/WEEK • TO BE COMPETITIVE IN THE HIGH ACHIEVING STUDENT OF COLOR MARKET, UWM MUST OFFER COMPARABLE SCHOLASHIP PACKAGES

  14. CONCLUSION • COMPREHENSIVE UNIVERSITY EFFORT AND COMMITMENT IS REQUIRED • EVERY MEMBER OF THE UWM COMMUNITY HAS A ROLE TO PLAY