BEST PRACTICES IN RECRUITING AND PERSISTENCE OF UNDERREPRESENTED MINORITIES IN ENGINEERING: A 2002 SNAPSHOT

摘要

The US Coast Guard Academy conducted a study of "Best Practices" for recruiting under-represented minorities into engineering among cohort institutions. This paper presents two "models" that emerged from the study and describes "first steps " needed before diversity can be achieved. In Model A, the strategy is to attract academically "qualified" minorities who have the desired standardized test scores, GPAs, and curriculum experiences in mathematics, laboratory sciences, and honors/advanced-placement courses who also seek to major in engineering. Successful recruiting strategies are direct, high touch, high-visibility, and multifaceted. In Model B, the strategy is to recruit "educationally disadvantaged" students who have demonstrated the aptitude and attitude to succeed. All educationally disadvantaged students, including underrepresented m inorities, recent immigrant populations, and even majority males are sought.