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Diverse University

students at the mesa in uwgb

As a leading comprehensive university, we will recruit and retain a diverse student body, faculty, and staff that reflects the diversity of the Greater Green Bay Community.

Student Body Diversity Profile

Full details (pdf)

 
Targeted Student Body Diversity Profile

to match ethnic profile of Green Bay Area Public Schools

 

Priority Actions

  1. Continue leadership by the Chancellor’s Cabinet for Inclusive Excellence on strategies to strengthen the campus climate and represent perspectives of the campus community.
  2. Increase student diversity by investing in additional Embedded Career Coaches in the Green Bay Public Schools.
    • Currently we have two embedded Career Coaches in the four high schools. If we invest in two more hires, we could have one UWGB employee dedicated to each school. These employees would be able to focus not just on transitions for the seniors to Post-secondary but also serve juniors, sophomores and freshmen in the high schools. This will help UWGB grow the pipeline of students by creating affinity early in their college decision process.

      This year we saw an average of 45% growth in applications and a 83% growth in admits from the four GBAPS high schools. Enrollments appear to be trending similar to last year, so more work needs to be done to yield theses students.

      The table below shows how many applications and admits it would take to have 15% and 30% of each high school’s graduating class apply or be admitted to UWGB. If we invest more human resources to these schools, I would expect that we could grow apps and admits by 15% in fall 2021 and to 30% by fall 2024.

      Applications Admission
      Green Bay Area Public High School Fall 2019 Count as of 8/1/2019 Fall 2018 Final as of 10/1/2018 Need Apps for 15% of Graduating Class Need apps for 30% of the Graduating Class Fall 2019 Count as of 8/1/2019 (# of Admits who cancelled) Fall 2018 Final as of 10/1/2018 Need Admits for 15% of Graduating Class Need Admits for 30% of the Graduating Class
      East 45 28 109 218 41 16 23 72 144
      Preble 98 75 196 392 95 36 69 130 260
      Southwest 29 37 115 230 29 7 30 76 152
      West 35 20 81 162 34 7 13 54 108
  3. Engage in community organizations and initiatives where the primary audience is influencers and/or students that we want to recruit to UW-Green Bay.
    1. Engage in community organizations and initiatives where the primary audience is influencers and/or students that we want to recruit to UW-Green Bay to develop a better understanding of needs, obstacles preventing enrollments and what UW-Green Bay needs to become to attract and retain more students of color from our community. Examples include:
      1. Boys and Girls Club
      2. YMCA
      3. Manitowoc’s Crusaders Of Justicia
      4. Casa Alba
      5. Black Achievers of Milwaukee
      6. United Hmong American Association
      7. Appleton Boys and Girls Club (start)
      8. Running Rebels –MPS
      9. Oneida Nation
    2. Develop a better understanding of the needs and obstacles preventing diverse enrollment at UW-Green Bay.
    3. Use the Hmong Studies Center and Center for First Nations Studies to build connections.
    4. Grow the number of employee resource groups (ERG) to support employees (e.g., Ethnically Diverse Group, Pride Group).
    5. Create individual advisory boards for the African-American, Hispanic, and Somali communities that meet three times each year by 2022.
    6. Highlight programming at the Weidner Center that brings diverse communities to our campus.
    7. Consider degree programs that we can deliver in Spanish.
  4. Increase pedagogical diversity through leadership from CATL and engagement of faculty.
  5. Provide training, resources and support systems for administration/faculty/staff to strengthen cultural diversity, sensitivity, and inclusionary practices.
  6. Increase the percentage of administrators, faculty and staff that have completed the Inclusivity and Equity Level 1 Certificate.
    1. Admissions team currently employs first language speakers: two Spanish speakers and one Hmong speaker. We also have two African American team members. Most of these employees are external facing and we need to continue to grow diversity of the campus- based staff.
    2. Trio and Pre-College employs two ethnically diverse employees who work with our grant funded pre-college programs.
    3. Recently approved to hire a bi-lingual Spanish/English speaker for the Green Bay One Stop Shop.
  7. Develop an action plan for each College including programming, offerings, and outreach by the end of the 2019-2020 Academic Year.
  8. Grow the number of employee resource groups (ERG) to support employees (e.g., Ethnically Diverse Group, Pride Group).