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Recruitment Report

Diversity Education & Training

This report from June 2019 outlines the UNCW Psychology Department's efforts to recruit and retain diverse students.

It describes actions to reach prospective Ph.D. General Clinical students before they apply, recruit them throughout the application and interview process, as well as what is being done to retain a diverse student body.

Before Applying

Efforts to Reach Prospective Ph.D. Clinical Students Before the Application Stage

  1. We make information available on the program's website about diversity. 
  2. We include a webpage highlighting diversity-related faculty research.
  3. We have program representatives attend diversity events held at large national meetings, such as APA, ABCT, and CUDCP. At these events:
    • We provide brochures and program materials available to those attending these events.
    • We are personally available to speak with potential applicants at these events.
  4. We use department funds to allow the DCT or a program representative to travel to regional programs that might be of greater diversity at the undergraduate level to present to the undergraduate population, meet with faculty members, (i.e., Historically Black Colleges) – this has helped to increase the likelihood that undergraduates from these programs will apply to your program and also helps faculty at these programs refer their undergraduates to your program.

During Application & Interviewing

Efforts to Recruit a Diverse Student Cohort During the Application and Interview Stages

  1. We employ a holistic review of application materials such that GRE scores are not given weight over other criteria, such as educational and research experiences and achievements.
  2. The entire admissions committee comprised on Core Faculty members reads each application, including indicating a minority status to ensure that these applications receive adequate consideration.
  3. In interviews, applicants are asked to indicate how they might contribute to the diversity efforts of the program/department.
  4. At Interview Weekend, a member of the Department Diversity Committee presents the activities, plans and efforts made by the committee in the past year and invites applicants to consider joining if they are admitted/accept offers of admission.
  5. We offer housing and transportation to applicants visiting campus to offset costs.

Student Retention

Efforts to Retain a Diverse Student Body

  1. We have a standing diversity committee composed of students and faculty. This committee:
    • serves as a means of promoting the teaching and understanding of diversity;
    • allows for the promotion of diversity-relevant research;
    • provides a system of support for underrepresented students and faculty in the department;
    • plans and publicizes activities on and off campus to enhance awareness and appreciation of diverse people.
  2. We hold at least one open forum per year to provides a place for the discussion of diversity issues.
  3. We ask current students to anonymously assess Department Climate at least one per year.
  4. We require two stand-alone courses in diversity issues. This provides education on the importance of culture/ethnicity, gender, socioeconomic factors, sexual orientation in psychological research, assessment, and treatment.
  5. We integrate diversity into required curriculum by:
    • including diversity-relevant material in courses on psychopathology, assessment, research methods, practicum;
    • covering issues of diversity in the context of clinical supervision;
    • requiring that the comprehensive or qualifying exam address issues of diversity.
  6. We provide support for faculty and graduate student research that focuses on or includes diverse populations; and we have faculty who are committed to mentoring students in this research.
  7. We ensure that students obtain clinical training experiences in the assessment and treatment of clients from underrepresented groups.
  8. We strive to create an atmosphere in which student members of diverse groups are encouraged and feel comfortable about speaking to faculty members if they experience racism/sexism/harassment from peers or faculty members. We do this by:
    • offering multiple avenues for input, including anonymous written comments;
    • hosting a Student Town Hall at which no faculty are present but de-identified student comments are passed on to the Director of Clinical Training;
    • assuring that all students can locate grievance/harassment policies and procedures in the PhD clinical student Handbook (linked to Department webpage);
    • offering multiple “go-to” people, including the Chair, Graduate Coordinator or Director of Clinical Training.
    • explicitly including the above avenues in the Student Handbook.
  9. Provide information about diversity and inclusion resources on campus: Students are encouraged to join the Department Diversity Committee. Committee members have contacts in the university and community that may be supportive connections for students to engage with (e.g. Centro Hispano, LGBTQIA Center, Upperman African American Cultural Center, Black Faculty and Staff Association that welcomes graduate students).
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