Graduate Deans Summit Meeting Washington, DC November 8, 2013

1. Graduate Deans Summit MeetingWashington, DCNovember 8, 2013 Outcomes

2. Structure of the Summit Meeting • Purpose: To bring together HBCU graduate deans and black graduate deans from PWIs for forthright discussions and to plan ways to work collaboratively and effectively in addressing issues of common concern. • Method: Worked in 4 groups to generate discussions to produce workablerecommendations and plans. • Participants: 22 Graduate Deans from HBCUs and PWIs

3. Trustworthy Communication Between Graduate Deans at HBCUs and PWIs

4. Barriers to Trust • Shallow Partnerships • Improper mentoring of students that come to PWIs • PWIs focusing on meeting quotas for URMs • PWIs bias toward towards the “so called” pedigree degrees.

5. Mitigating Barriers • Meaningful invested agreements/partnerships • Training faculty and administrators for mentoring URMs • Deans to integrate diversity measures to encourage favorable admissions • Increase participation in CHBGS • Increase interactions between PWIs and HBCUs • Meaningful relationships to break down stereotypes

6. Approaches to Increase the # of Black Students into Viable Graduate Programs

7. “Viable Graduate Programs” • Successful Outcomes: good job opportunities and career advancement • Adequate support systems • High demand programs • Good graduation rates

8. Approaches: • Pipelines/portals/networks • Previous students as ambassadors • Partnerships and alliances • Support from top administrators • Commitment to student retention and graduation • Role of Black Deans at PWIs as change agents

9. Close relationships between HBCUs and PWIs to recruit and support graduate students • Transition programs for graduate school

10. Increase #s of Black Ph.D. Recipients with Attention to the Disproportionate # of Black Males

11. General Points and Observations • Need for funding to recruit and support Black males • Partnerships between PWIs and HBCUs can provide effective channel into Ph.D. Programs • Students often begin planning for graduate school late • Many Black males do not follow the traditional path to graduate school

12. Possible Approaches • Mentoring and advising students about graduate school • Effective and purposeful department advising • Bridge programs at HBCUs focusing on transitioning to the graduate education culture. • Undergraduate student workshops about graduate school

13. Involving Black Males Earning PhD Degrees • Lead campus workshops for Black men • Use of social networks to include graduate students • Promote the influence of Black male PhD student role models as well as PhD recipients

14. Virtual Mentoring • Webinar series with Black high school, undergraduate, and graduate students interacting • Nationally visible successful Black figure as speaker • On-campus leaders to engage students in follow-up discussion on graduate school

15. Collaborations Between HBCUs and PWI to Establish Funding to Support Students and Programs

16. Recommendations: • Develop a catalog of degrees offered at HBCUs • Create bridge programs and other partnerships to transition students between HBCUs and PWIs • Recruit undergraduate minority students at PWIs for programs at HBCUs • Intra-institutional and inter-institutional BS-MS dual degree programs at HBCUs and PWIs

17. Expand research opportunities at PWIs for students from HBCUs • Linking students with research faculty • Research funding for undergraduate students via supplements to faculty member’s existing grants • Secure funding for students transitioning from MS to PhD: Proposals and supplements to faculty grants

18. Expand collaborations between PWIs and HBCUs through faculty research collaborations • Create pre-doc and post-doc teacher-training programs using HBCU platforms • Encourage Black Ph.D. graduates to consider careers at HBCUs • Educate the governance structure at HBCUs about the importance of graduate education

19. Threads/Themes • Building meaningful partnerships between PWIs and HBCUs: Focus on people • Need for bridge programs to provide pipeline and transition support • Need for support and commitment from top administrators and university • Need to address biases, stereotypes, and diversity in meaningful ways

20. Threads/Themes • Need for effective mentoring and advisement • Need for collaborations between graduate deans at HBCUs and PWIs • Research opportunities for faculty and students: Collaborations between HBCUs and PWIs • More effective means of show casing the “gems” at HBCUs: students, faculty, programs, research

21. Special Thanks • Dr. Henry Frierson and Dr. Carolyn Hodges for their vision for the summit and bringing it to fruition • Dr. Shirley Malcom (American Association for the Advancement of Science) for hosting the meeting

22. To all graduate school deans who participated in the summit meeting: Cosmos Nwokeafor—Bowie State University Paula McClain—Duke University Dwight McBride—Northwestern University George Herts—University of Arkansas-Pine Bluff Brian Blake—University of Miami Carolyn Hodges—University of Tennessee-Knoxville

23. PatrenaBenton--Hampton • DorrisRobinson-Gardner—Jackson State University • Maria Lima--Meharry • Sanjiv Sarin—North Carolina A&T State University • Karen Weddle-West—University of Memphis • Jennifer Keane-Dawes—University of Maryland Eastern Shores • Betty Clark—Clark-Atlanta University

24. Gregory Maddox—Texas Southern University • Mark Smith—Georgia Institute of Technology • Verian Thomas—Florida A&M University • James Wimbush—Indiana University • Anna Holloway—Fort Valley State University • Mark Garrison—Morgan State University • Caesar Jackson—North Carolina Central • Doreen Hilton—Fayetteville State University • Henry Frierson—University of Florida

25. Part II What’s Next?