APS Bridge Program

Inclusive Admissions Practices

Miller
Casey Miller
Associate Professor and Director of the Materials Science and Engineering, Rochester Institute of Technology (Co-PI)

Posselt
Julie Posselt
Assistant Professor of Education, University of Southern California (Co-PI)

   

Holistic Admissions Workshops

Over the course of the project, Co-PIs Miller and Posselt have facilitated one-day workshops on holistic admissions for the admissions committees of each of our six partner programs. Our partner programs serve as a testbed for faculty professional development as a scalable strategy to increase admission of women and UERM students. Each of these programs receive hundreds of applications per year and are highly selective, with admission offers made to less than 25% of applicants on average. This application volume gives us the ability to test our intervention in programs where impact is likely to be measurable. Further, these programs are highly regarded, and successes with them should serve as beacons for change in the field.

The holistic admissions workshop has three broad aims:

  1. Raise awareness of barriers to access and inclusion presented by common admissions practices,
  2. Facilitate self-study of current admissions routines, and
  3. Develop plans to implement more inclusive admissions practices.

For more information about the discussion topics within the workshops, download the sample abstract below:

Admission Workshop Abstracts format_pdf

Relevant References

J. Posselt. Inside graduate admissions: Merit, diversity, and faculty gatekeeping. Harvard University Press, 2016.

J.D. Kent and M.T. McCarthy, Holistic Review in Graduate Admissions: A Report from the Council of Graduate Schools. Washington, DC: Council of Graduate Schools, 2016.

C. Mader, C. Pfund, D. Ernst, E. Hooper, M. Plisch, A. Rodriguez-Wong, C. Turpen, eds., Physics Research Mentor Training Seminar. College Park, MD: American Physical Society, 2011.

C. Pfund, C. Maidl Pribbenow, J. Branchaw, S. Miller Lauffer, and J. Handelsman. The merits of training mentors. Science , 311 (5760): 473–474, 2006.

ADVANCE. STRIDE: Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence. 2016. Retrieved from http://advance.umich.edu/stride.php.

A.J. Stewart, D. La Vaque-Manty, and J.E. Malley. Recruiting female faculty members in science and engineering: Preliminary evaluation of one intervention model. Journal of Women and Minorities in Science and Engineering, 10(4), 2004.

M.R. Barrick and M.K. Mount. The big five personality dimensions and job performance: A metaanalysis. Personnel Psychology, 44 (1): 1–26, 1991.

A.L. Duckworth and P.D. Quin. Development and validation of the short grit scale (grit–s). Journal of personality assessment, 91 (2): 166–174, 2009

R. E. Boyatzis and J. Gaskin. A technical note on the esci and esci-u: Factor structure, reliability, convergent and discriminant validity using efa and cfa. Boston, MA: The Hay Group, 2010.

F.L. Oswald and L.M. Hough. APA Handbook of Industrial and Organizational Psychology, Vol 2: Selecting and Developing Members for the Organization, chapter Personality and its assessment in organizations: Theoretical and empirical developments, page 153. American Psychological Association, 2011.

A. Feingold. Gender differences in personality: a meta-analysis, Psychological bulletin, 116 (3): 429, 1994

H.J. Foldes, E.E. Duehr, and D.S. Ones. Group differences in personality: Meta-analyses comparing five US racial groups, Personnel Psychology, 61 (3): 579–616, 2008