Underrepresented groups

The problem with the shortage of under represented groups in science and engineering is absolutely crucial, especially considering that U.S. will experience a shortage of 560,000 science and engineering personnel by the year 2010. Most studies by the National Science Foundation also concluded that projected shortages cannot be alleviated without significant increases in the involvement of Blacks, Hispanics, Native Americans, handicapped persons, and women

Faculty Initiatives

New URM faculty welcome meeting SKMC is committed to the career development of all faculty at Jefferson but recognize that those from a racial or ethnic group that is underrepresented in medicine, a woman in a specialty in which women are underrepresented and/or those who self-identify as lesbian, bisexual, gay, transgender, or questioning sexual identity may have unique concerns such as reducing isolation or finding a mentor with a similar background. Dr. Karen Novielli, Vice Dean for Faculty Affairs and Professional Development, along with Dr. Bernie Lopez, Associate Dean for Diversity and Community Engagement, meet individually with new faculty from these groups. Support for Minority and Women Faculty Development The SKMC Office of Faculty Affairs and the Office of Diversity and Inclusion Initiatives provide financial support for faculty underrepresented in medicine (including underrepresented minorities, LGBT and women in certain medical specialties) to attend faculty development conferences

People People: Social Capital and the Labor-Market Outcomes of Underrepresented Groups

Despite indications that interpersonal interactions are important for understanding individual labor-market outcomes and have become more important over the last decades, there is little analysis by economists. This paper shows that interpersonal interactions are important determinants of labor-market outcomes, including occupations and wages. We show that technological and organizational changes have increased the importance of interpersonal interactions in the workplace. We particularly focus on how the increased importance of interpersonal interactions has affected the labor-market outcomes of underrepresented groups. We show that the acceleration in the rate of increase in the importance of interpersonal interactions between the late 1970s and early 1990s can help explain why women’s wages increased more rapidly, while the wages of blacks grew more slowly over these years relative to earlier years.education, training and the labour market;

People People: Social Capital and the Labor-Market Outcomes of Underrepresented Groups

Despite indications that people skills are important for understanding individual labor-market outcomes and have become more important over the last decades, there is little analysis by economists. This paper shows that people skills are important determinants of labor-market outcomes, including occupations and wages. We show that technological and organizational changes have increased the importance of people skills in the workplace. We particularly focus on how the increased importance of people skills has affected the labor-market outcomes of under represented groups. We show that the acceleration rate of increase in the importance of people skills between the late 1970s and early 1990s can help explain why women%u2019s wages increased more rapidly while the wages of blacks grew more slowly over these years relative to earlier years.

2017-18 Student Success and Service-Learning Report

Institutional data across multiple academic years were used to assess the impact of undergraduate service-learning class participation on three critical student success metrics: Inclusive excellence, Degree completion, and Quality of learning. Results indicate that traditionally underrepresented student groups participated in VCU service-learning classes at expected rates given their proportion in the overall student population. Thirty-seven percent of undergraduate service-learning students were from underrepresented minority groups and 30% were Pell grant recipients. The average three-year retention rate across four matriculating cohorts of first-time, full-time undergraduate students was 84% for service-learning students compared to 70% for non-service-learning students. Seventy-two percent of undergraduate service-learning students graduated in five years or less compared to 62% for non-service-learning students. Finally, on the 2017 National Survey of Student Engagement (NSSE) VCU seniors who had passed at least one service-learning class during their undergraduate career reported significantly higher levels of faculty-student interaction and integrative learning than did VCU seniors who took no service-learning classes

In What Ways do Employee Business Resource Groups Positively Impact the Company\u27s Business Results?

[Excerpt] Employee resource groups (ERGs) are being utilized by 90% of Fortune 500 companies in their quest to create diverse and inclusive environments that reflect a changing workforce and marketplace. ERGs began as inward-looking affinity groups designed as safe spaces for underrepresented groups of employees and a means to recruit and retain diverse employees. ERGs are now becoming more strategic parts of the organization where their goals are mapped directly to the business’ objectives (Figure 1 highlights the evolution of ERGs). As these groups mature, businesses are now looking for new ways to utilize ERGs power and their diverse workforce to drive positive business results. Figure 2 highlights where businesses believe ERGs can have the most business impact

Pipeline Programs

Pipeline programs are designed to prepare and inspire students to pursue careers in medicine and medical research. SKMC is committed to providing experiences and education to middle school, high school, college, and graduate students from groups underrepresented in the health care fields to increase the pool of qualified candidates applying to careers related to medicine and medical research. Our programs: The Jefferson STEP-UP Medicine Program Future Health Professions Program (FHPP

Fearless: Josh Griffiths

Continually a strong voice for the underrepresented on campus, working with other students and faculty to take initiative in changing campus policy and culture toward the LGBTQ community, and serving as a leader in multiple groups and organizations on campus, Josh Griffiths ’14 fearlessly advocates for members of our campus community, making Gettysburg a more open and welcoming space. [excerpt

Widening Participation in Golf: Barriers to Participation and GolfMark

This research was commissioned by the EGU and R&A in 2010. The aims of the research project were threefold: 1) To review the academic literature on barriers to participation in sport, especially golf; 2) To survey clubs, members and nomadic golfers to describe their perceptions of GolfMark and the issues it intends to address; 3) To gather in-depth data from a range of golf clubs to help understand how different club cultures may lead to the exclusion of underrepresented demographic groups