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 itemsFaculty Training and Mentorship Resources
Go Blue Guarantee
First-Generation Student Support
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
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.

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.

College of Literature, Sciences & the Arts
Faculty Recruitment Efforts in LSA
LSA’s faculty initiatives include its Collegiate Fellows program, which aims to recruit and retain 50 exceptional early-career scholars in all liberal arts fields with a sustained commitment to building an inclusive and diverse intellectual community. Since 2017, the College has successfully recruited 37 Collegiate Fellows (from a total of 3,296 applications) to 22 different departments in all three divisions of Humanities, Natural Science and Social Science. All selected Fellows are evaluated for tenure-track positions in LSA departments. To date, a total of 35 Fellows have entered or will enter the tenure track based on accepted offers (a 95% transition success rate). To complement Fellows’ departmental mentoring plans, the National Center for Institutional Diversity (NCID) continues to provide professional development offerings to support successful pathways to tenure for early-career scholars with DEI commitments, create a sense of community within and across cohorts, build professional networks and connect Fellows with relevant U-M resources.