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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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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The HAIL Scholarship Program

Since its inception in 2015, the HAIL Scholarship Program has contributed to an increase in applications from low-income students across Michigan, helping to grow the socioeconomic diversity of first-year entering classes.
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K-12 Outreach Hub

During Year Five, CEO responded to COVID-19 by accelerating projects, amplifying efforts and piloting initiatives and tools to engage virtually with U-M campus colleagues and Michigan K-12 students, with a focus on those historically underrepresented in higher education and disproportionately impacted by the pandemic.
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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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A diverse group of women having a discussion in a hallway


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.

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.

Two people having a conversation on the Diag in front of West Hall

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.