2009 Performance Accountability Report Vol. 2 - Maryland Higher ...

population in Washington County. In Fall 2008, minority enrollment exceeded the 2010
benchmark of 13.5% by 1%, meeting its established benchmark. Though the College is
encouraged by this enrollment increase, it will continue to study minority trends in enrollment,
transfer and graduation, because a small numeric change can appear far greater or smaller when
examined as a percentage of total population.
Student recruitment, marketing, and outreach are the means to ensure that the “open”
door is available to all sectors of the population. The Ad hoc Multicultural Committee, which
consists of faculty, staff and students, is charged with promoting educational, cultural, and
professional development programs that help to infuse diversity into the curriculum as well as
promote student learning and appreciation of our differences and similarities. The work of the
Committee focuses upon creating a hospitable campus environment for all constituents based on
the ideals of diversity and multiculturalism.
The Job Training Student Resources program mentioned previously provides support
through case management as well as funding for childcare, transportation, and books to low
income adult students pursuing career training at the College. This program attracts a high
percentage of minority students. Approximately 25% of JTSR participants (n=81) have consisted
of minority students from FY 05 to FY 08 compared to the minority portion of the general
student population during that time (11.3% to 13.2%). From Fall 2005 to the present, 18 % of the
program participants have been African American and 4% have been Hispanic.
The College website includes a page in Spanish for College and community services. The
Student Government Association (SGA) is a vehicle for involvement and acts as the official
student representative body concerning campus life. The activities of two clubs, the International
Club and the Turkish Club, are oriented toward increasing awareness of other cultures.
Staff
Improving the diversity of its workforce as a small college in Western Maryland remains
one of the institution’s greatest challenges. Minorities comprise 6% of Washington County’s
civilian labor force. Western Maryland lacks cultural and ethnic opportunities, as well as a
significant professional minority population found in the urban and metropolitan areas. However,
with the current trend of westward migration out of the metropolitan areas to Washington County
because of a lower cost of living, it is hoped that more minority professionals will relocate within
the College’s service area. There has been a slight decline (n = 1 each in Indicators 15 and 16)
The lack of minority faculty to provide positive role models for students and help create a
culturally diverse college community continues to be a challenge (Indicator 15).
Though minorities are actively recruited nationally for all employee searches, attracting
qualified minorities to the Western Maryland region is difficult. HCC actively contacts various
organizations, churches, and other avenues of recruitment to keep contact information in the
community. Additionally, job/career fairs with organizations and institutions, including
historically historic black colleges and the NAACP, are attended. Comprehensive lists of
electronic and media resources are used when recruiting for vacant positions. Even with these
recent initiatives, however, there have been a very limited number of minority applicants
historically.
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