NOTE: Based on demographic shifts in the Washington high school graduate population, Hispanic/LatinX will continue to be the largest of the traditionally underrepresented student groups, both in the state and at CWU. The number of Hispanic/LatinX choosing CWU has steadily increased over the last three years, as has their percentage of total enrollment.
Goal #2 addresses our mission to become a more diverse, inclusive institution and to provide expanded opportunities to all of our students. These concepts guide institutional behavior:
To be more diverse, CWU will celebrate differences. To be more inclusive, CWU must be welcoming. To provide opportunity, CWU must ensure true access. (
Strategy #1 Develop a comprehensive plan to engage in outreach to communities of color, and engage enrolled URM students.
Strategy #2 Tailor recruitment and communication strategies to particular TUSGs. Ensure marketing materials and University websites reflect the ethnic diversity we seek. Pay attention to the needs of parents of TUSG and first generation students. Strategy #3 Identify top secondary schools with significant TUSG populations and direct recruitment resources to these areas, focusing on building strong relationships with these schools, their principals, counselors and faculty, especially any who are CWU alumni. Strategy #4 Create a community advisory panel of TUSG educators and other community members to serve as a sounding board for CWU’s recruitment and engagement strategies and to help the University identify opportunities to connect with under-represented communities in Washington.
Strategy #5 Engage faculty to recruit TUSG students to specific majors where underrepresentation is most prevalent.
Strategy #6 As opportunities to fill vacant positions arise, ensure that the recruiting staff of CWU represents the diversity of the students we seek. .
Strategy #7 During first-year onboarding, identify at-risk TUSG and first generation students and offer a network of services, e.g. appreciative advising, financial aid navigation assistance, cultural community connection.
Strategy #8 In future academic years, hire more faculty who represent the diversity we seek.
FINAL DRAFT 2/11/2019 Page 13
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