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Faculty Commitment to Increasing Diversity in Ph.D. Programs

Faculty Commitment to Increasing Diversity in Ph.D. Programs. Gayle R. Slaughter, Ph.D. Under-represented Minority Recruitment to Baylor College of Medicine Ph.D. Programs. 1995 1996 1 1997 1998 2 1999 2000 2001 Ph.D. applicants 29 15 40 35 35 42 47

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Faculty Commitment to Increasing Diversity in Ph.D. Programs

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  1. Faculty Commitment to Increasing Diversity in Ph.D. Programs Gayle R. Slaughter, Ph.D.

  2. Under-represented Minority Recruitment to Baylor College of Medicine Ph.D. Programs 1995 19961 1997 19982 1999 2000 2001 Ph.D. applicants 29 15 40 35 35 42 47 Ph.D. appl. interviewed 6 1 6 17 15 18 27 Ph.D. applicants accepted 8 1 3 15 10 12 17* Ph.D. matriculates 4 1 2 7 5 6 6* * as of April 27, 2001 1 Hopwood case impacts recruitment2 NIGMS IMSD awarded

  3. Investment in Recruitment • SMART summer undergraduate research program • 30% URM participants • SMART GRE Prep Course • Research conferences for URM students • Campus visits • Interviews for Ph.D. candidates

  4. Improvements in Ph.D. Application Review • Electronic application - no fee • Student Development Committee reviews all URM applications • advises programs on interviewing candidates • creates plans of action for students • determines funding from NIGMS IMSD • Ph.D. program admissions committees consider a range of characteristics in awarding interviews and positions

  5. Ph.D. Program Application Evaluation • Commitment to become a scientist • Research experience • Letters of recommendation • Grades in undergraduate and M.S. courses • GRE scores

  6. Individualized Development Plans • Created for each student • Areas that need strengthening are specified in the • acceptance letter • Monitored by PI and faculty mentors • Adjusted as student progresses

  7. Summer Prematriculation Program • Research with faculty mentors • Scientific communications workshops • reading the scientific literature • attending SMART Program daily seminars • Review of Molecular Cell Biology by Ph.D. students • English as a second language course

  8. Academic Year Support • Faculty mentors • Individualized course plans • Tutoring and resource library • Minority seminar speaker series • Fellowship application support • Skills building workshops • MERGE meetings; outreach activities

  9. Retention Rates of BCM Ph.D. Students Year Enrolled Withdrew +Dismissed % Retention Total URM non-URM Total URM non-URM Total URM non-URM 1990-91 60 1 59 11 0 11 85 100 82 1991-92 68 3 65 17 1 16 74 67 75 1992-93 74 2 72 14 1 13 85 50 82 1994-95 70 4 66 14 3 11 80 25 83 1995-96 66 9 57 15 3 12 77 67 79 1996-97 58 1 57 6 0 6 90 100 89 1997-98 73 4 69 12 0 12 84 100 78 Base 545 26 519 110 8 103 80 69 80 1998-99 81 9 72 15 1 14 81 89 80 1999-00 88 7 81 7 0 7 90 100 91 2000-01 76 7 69 3 0 3 96 100 96

  10. Impact of the NIGMS IMSD Grant • Catalyzed an increase in diversity and success • Protected faculty from the fear of lawsuits • Validated support by faculty for URM education • Provided resources for improving support system

  11. Outcomes of NIGMS IMSD to BCM • Number of students enrolled has increased by 100% • Performance of students has increased in all areas • Retention of students is 97% • Students rate all activities as very good to excellent • Students rate the impact on themselves as higher than the impact on the institution • Ph.D. program directors rate the impact as higher on the institution than on the individual students • URM education is a positive element of training grant reviews

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