ATSU’s 2013 student and employee demographic portrait did not reflect the diversity of its campus locations (Kirksville, Missouri, and Mesa, Arizona).
ATSU leveraged cultural proficiency through the strategic planning process to critically assess processes and policies, which might impede progress toward recruitment of diverse talent.
Dreamline programming strategy (connecting ATSU to K-12 school districts and social, civic, and cultural organizations) was developed to introduce ATSU as a community resources and health professions career conduit and provide experiential student learning opportunities and resources for the learner’s family to effectively contribute to student success. The program provides mentorship opportunities, guidance, and assistance with application prep.
ATSU purposely and intentionally recruits for more diverse talent, includes the associate vice president for diversity and inclusion in discussions about open positions, strengthened hiring practices to include diversity training, and tracks marketing platforms, applications, and interview pools with reporting requirements.
Overall, historically underrepresented groups (HUGS) applications for all programs is up 3.9% from 2016-17, with HUGS applicants being the only growth. Non- HUGS applicants dropped 4.2%. ATSU’s Arizona School of Health Sciences (ATSU-ASHS) has seen the largest increase of +122 HUGS applications (15.7% increase from 2016). ATSU-ASHS’ Physician Assistant (+9.6%), Physical Therapy
(+17.8%), and Advanced Master of Science in Occupational Therapy (+20.5%) programs received the greatest gains of HUGS applicants.
Overall, ATSU HUGS student enrollment growth is a total +9% during the 2013-17 period.
The overall black employee population is up 9.9%, gaining 0.7% in total employee percentage, and the Hispanic population is up 8.8%, gaining 1.3% of total employee percentage over five years.
ATSU Board of Trustees increased its HUGS by almost 400% since 2009.