Strategies for Recruitment and Retention of Underrepresented Minority Students at the University of Pennsylvania School of Dental Medicine

Abstract

In 1989, the University of Pennsylvania School of Dental Medicine (UPSDM) found there was an urgent need for new programs that would be effective in recruiting highly qualified and talented underrepresented minority students and ensuring their retention. Major efforts focused on leadership, financial support, institutional commitment, and the creation of an inclusive environment. UPSDM also offers an accelerated program leading to combined bachelor's and dental degrees and has agreements with several undergraduate institutions, including Xavier University in Louisiana and Hampton University, to enroll students in this program. UPSDM encourages minority retention through a Peer Mentorship Program, a Minority Mentorship Program, and course offerings that focus on diversity. Over the past thirteen years, these efforts have successfully garnered a fivefold increase in the number of underrepresented minority students at UPSDM.

Recruiting Underrepresented Minority and Low–Income High School Students into Dentistry While Educating Dental and Dental Hygiene Students About Academic Careers

“…This may have made it easier for the high school students to see those individuals as role models. It also seemed important to conduct a program over a longer period of time 36 . Merely presenting information about dental careers once or twice to high school students would most likely not have had the same impact on their lives.…”

Promoting diversity through program websites: A multicultural content analysis of school psychology program websites.

“…These personal contacts can help prospective students navigate the application and enrollment process. School psychologists, other professionals in the field, current students in the program, and former graduate students can mentor high school students, undergraduate students, and other individuals applying to the program (Miller, 2008; Muñoz-Dunbar & Stanton, 1999; Wadenya, Schwartz, Lopez, & Fonseca, 2003). Mentors can help individuals with the application process, discuss the cultural climate of the program, and provide other useful information to potential students (Muñoz-Dunbar & Stanton, 1999; Zhou et al, 2004).…”

Underrepresented Minority Students’ Experiences at Baylor College of Dentistry: Perceptions of Cultural Climate and Reasons for Choosing to Attend

“…Applying this change model to a culture of inclusion, senior leadership needs to have a long–term vision for this culture at their institution along with the commitment to making the change. A dean committed to diversity “fuels the mission and creates an environment where minority students feel empowered” (p. 1039) 7 . With support from the dean and other senior administrators, financial resources can be made available for scholarships, financial aid, and supportive structures, such as an office of minority affairs and pipeline and mentoring programs.…”