Recruitment and Retention
Goal: Create recruitment and retention strategies to increase and maintain the diverse representation of students, faculty and staff, and continually assess climate and sense of belonging for all constituents.
Led by: Yasmeen Mayes, program manager for LeBow’s Office of Engagement
- Engage in dynamic and continuous outreach to local junior high and high schools, with an emphasis on Black/African American and Hispanic/Latinx prospective students in Philadelphia.
- Develop strategies to increase the enrollment of underrepresented undergraduate students, with the goals of admitting, matriculating and retaining the largest percentage of Black/African American and Hispanic/Latinx students among our peer institutions and doubling the current 6% Black/African American and 5% Hispanic/Latinx student populations by FY 2024.
- Partner with corporate partners and Institutional Advancement/Alumni Relations to provide scholarships and stipends for Black/African American high school students to attend Camp Business.
- Increase the diversity of the candidate pool by posting positions in publications and outlets that serve underrepresented populations, with the goal of having at least half of the candidates self-identify as BIPOC.
- Ensure diversity within selection committees and provide formal interview training to selection committees to increase cultural competencies and mitigate unconscious bias.
- Operationalize and scale the BRIDGE Program by providing funding and additional resources and staff.
- Continuously assess the underrepresented minority student experience with a special emphasis on the Black/African American and Hispanic/Latinx student experience.
- Create an onboarding program to formally welcome new employees to LeBow, which includes internal communication to create a sense of belonging; a buddy or mentor outside of their department who will provide resources (org chart, LCOB mission/vision, ERG, programming), and a 30-60-90 day meeting with direct supervisor (30), skip level (60) and dean (90).
- Regularly survey staff and faculty to identify gaps in DEI resources and determine the unmet needs of the community.