Equity Case Studies Report - School of Social Work - University of ...
Equity Case Studies Report - School of Social Work - University of ...
Equity Case Studies Report - School of Social Work - University of ...
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UBC school <strong>of</strong> social work equity and diversity strategic plan: A compilation <strong>of</strong> case studies 24<br />
Scholarships<br />
The <strong>School</strong> <strong>of</strong> <strong>Social</strong> Welfare has also implemented several support strategies for<br />
graduate students to expand access to financial support. For example, a new <strong>Social</strong> Welfare<br />
Opportunity Fellowship Program was created to provide assistance for entering students whose<br />
backgrounds, interests, or goals serve to enhance the level <strong>of</strong> diversity within the graduate<br />
community (R. Teague, personal communication, September 22, 2011). They have also<br />
increased overall financial support for underrepresented enrolees (R. Teague, personal<br />
communication, September 22, 2011). Additionally, the <strong>School</strong> has increased awareness among<br />
underrepresented minority applicants <strong>of</strong> financial aid opportunities that exist in the <strong>School</strong> <strong>of</strong><br />
<strong>Social</strong> Welfare by conducting informational sessions and application workshops throughout the<br />
fall for prospective applicants to learn about financial aid options and application procedures (R.<br />
Teague, personal communication, September 22, 2011). The <strong>School</strong> has seen an increase in the<br />
number <strong>of</strong> underrepresented enrolees as a result <strong>of</strong> expanded financial support opportunities (R.<br />
Teague, personal communication, September 22, 2011).<br />
Faculty Recruitment and Retention<br />
The <strong>School</strong> <strong>of</strong> <strong>Social</strong> Welfare’s <strong>Equity</strong>, Diversity and Inclusion Strategic Plan has also<br />
increased attention and efforts in diversifying their faculty and staff composition. Strategies<br />
implemented have included developing and implementing search practices that help to ensure<br />
that qualified women and minorities are well-represented in application pools for faculty<br />
positions, increasing outreach contacts with URM faculty applicants; increasing faculty diversity<br />
demographics; and providing mentoring by senior faculty for new hire junior faculty (R. Teague,<br />
personal communication, September 22, 2011). The <strong>School</strong> attempts to achieve the<br />
abovementioned goals through the implementation <strong>of</strong> the <strong>University</strong> <strong>of</strong> California’s Affirmative