RECRUITING UNDER-REPRESENTED STUDENTS IN THE “NEW NORMAL” – RESOURCE NEEDS AND LIMITATIONS Mark C. Dawkins Associate Dean for Academic Programs Terry College of Business March 26, 2010

U.S. Population Projections by Race 2000 2010 2030 2050 White 69.1 64.4 54.5 45.0 Black 12.6 12.2 12.1 11.6 Hispanic 12.5 16.3 23.7 31.3 Asian/ Other 6.3 7.1 9.7 12.0 Source: Calculated by the Selig Center for Economic Growth, based on data from the U.S. Bureau of the Census: Percent of the population by Sex, Race, and Hispanic Origin for the United States: 2010 to 2050 (High International Migration Scenario) .

Georgia Population Projections by Race 2000 2010 2020 2030 White 62.6 58.2 55.3 51.9 Black 28.5 30.1 30.2 29.6 Hispanic 5.3 8.2 9.7 12.4 Asian/ Other 3.6 3.5 4.8 6.1 Source: Percentages calculated by the Selig Center for Economic Growth, based on: Applied Demography Program, Carl Vinson Institute of Government, University of Georgia, Experimental Population Projections, High Growth Scenario.

Why is Diversity Recruitment Important? Most firms that recruit at Terry say this issue is critical to their future success. Most firms tell us that almost every RFP they submit must address the firm’s diversity statistics and efforts. Some firms have started dropping schools from their priority recruiting list due to poor diversity initiatives and efforts.

Diversity Recruitment Issues at UGA UGA needs to better advertise its pre-collegiate programs (e.g., Admissions). UGA needs more pre-collegiate and transitional programs for diverse students. Most recommendations from the 2005 Multicultural Recruitment Task Force report were not implemented. This is not rocket science. Pre-collegiate programming is essential for developing a pipeline of high ability underrepresented students to UGA from across the state. Increasing the recruitment funding for pre-collegiate, targeted programs would better enable the university to make substantive relationships with proven middle and secondary schools that serve this particular population. This will inevitably increase applications and yield of targeted populations over time. Moreover, it will serve to combat misconceptions and myths that many have of UGA and the minority experience at UGA.

Diversity Recruitment Issues at UGA UGA must protect recruiters’ travel budgets to maintain/increase visibility. Many diverse faculty no longer assist with diversity recruiting efforts because of lack of results over time. UGA must overcome many guidance counselors’ perceived lack of commitment and desire for true diversity at UGA. The lack of steady minority student enrollment and the effect it's had on alumni and faculty of color involvement in the recruitment process should be taken seriously. UGA should encourage more majority faculty to take an active role in recruiting diverse students. This will engage the faculty on the front end and hopefully get more buy in for helping to make sure the diverse students have a good academic experience at UGA.

Diversity Recruitment Issues at UGA UGA must overcome many guidance counselors’ view that UGA only wants “elite” diversity. UGA has inadequate financial aid (even with HOPE) to cover the needs of many diverse students. UGA’s has limited scholarships to recruit high-ability diverse students.

Impact of “New Normal” on Diversity Recruiting Georgia Incentive Scholarship (40) One UGA Scholarship (20-25) Hispanic Scholarship Fund (20-25) Coke First Generation Scholars (12) Goizueta Foundation Scholarship (3-8) Black Alumni Scholarship (2) Diversity Scholarship (2) 1. Diversity scholarships impact about 115 students out of a freshman class of 5,000 (2.30% of class) Georgia Incentive Scholarship (40 @ $1,000) One UGA Scholarship (20-25 @ $1,500) Hispanic Scholarship Fund (20-25 @ $2,500) Coke First Generation Scholars (12 @ $5,000) Goizueta Foundation Scholarship (3-8 @ $3,000) Black Alumni Scholarship (2 @ $1,500) Diversity Scholarship (2 @ $1,500) 2. Highlight the correlation of the African American population in-state (30.1%) with the scarce targeted scholarships geared toward this population. In contrast, the Goizueta scholarship funded by the Goizueta Foundation offers 20-25 scholarships and the number may increase to 40+ this upcoming year. 3. The incentive scholarship, diversity and black alumni scholarship cover a limited number of African American students, especially given their percentage of the state population (30.1%). In short, it is simply not enough. More awards need to be developed to compete with our out-of-state competitors scholarship offers.

Impact of “New Normal” on Diversity Recruiting UGA must implement different, low-cost methods to recruit diverse students: We should significantly improve our outreach to diverse churches. We should significantly improve diverse alumni involvement with recruiting. We should significantly improve outreach to guidance counselors at diverse schools. Need to create list of diverse churches and pastors throughout state, and distribute Admissions announcements to be included in church bulletins. Need to invite guidance counselors from diverse high schools to convenient information sessions about Admissions at UGA (e.g., use Terry building in Buckhead and UGA building in Gwinnett). 3. Need to develop recruitment plan that utilizes diverse alumni who live near targeted schools and students.

If we are successful at improving diversity recruiting at UGA we will: Conclusions If we are successful at improving diversity recruiting at UGA we will: Continue to increase our diverse student numbers. Create a richer learning environment for all students. Ensure that all students can fully participate in the positive educational experience at UGA. UGA has the staff and resources to implement the pre-collegiate initiatives and to make a sustained institutional commitment to increase the funding for targeted scholarships. By doing so, we can enhance UGA's ability compete with our in and out of state rivals for the high ability, underrepresented students across the state and nation. Need to invite guidance counselors from diverse high schools to convenient information sessions about Admissions at UGA (e.g., use Terry building in Buckhead and UGA building in Gwinnett). 3. Need to develop recruitment plan that utilizes diverse alumni who live near targeted schools and students.