University of California at Los Angeles and University of Arizona researchers released data this week that examined how colleges and universities often steer clear of poor communities and communities of color in off-campus recruiting.

While most colleges and universities present themselves as institutions open to a diverse range of students, regardless of race or socioeconomic status, research gathered by EMRA Research (Enrollment, Management, Recruiting & Access) shows a decided trend in off-campus recruiting.

Utilizing digital data collection techniques that “webscrape” public websites, EMRA discovered that off-campus recruitment, such as visits to high schools and college fairs by representatives of colleges and universities, prioritized wealthier communities and White communities and often overlooked poor communities and communities of color.

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As college tuition continues to rise at a staggering rate, people tend to worry about how much harder it becomes for students and families to pay for college.

In an article in The Conversation online, researchers who focus on higher education said they found a different reason to worry.

“We examined tuition hikes at public four-year colleges and universities over a 14-year period. We wanted to see if tuition increases at public colleges and universities changed the racial and ethnic makeup of students on campus,” according to their study report. “What we found is that for every $1,000 increase in tuition at four-year non-selective public universities, diversity among full-time students decreased by 4.5 percent.”

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“Dear Nigger Professor.” That was the beginning of a message that was sent to me. There is nothing to be cherished here, despite the salutation. Years ago, Malcolm X asked, “What does a white man call a black man with a Ph.D.?” He answered: “A nigger with a Ph.D.”

The message came in response to an op-ed I published in The New York Times in December 2015.

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Orchestras are among America’s least racially diverse institutions. African-American musicians accounted for only 1.8 percent of the nation’s orchestra players in 2014, according to an industry study, which found that the figure had not grown in over a decade.

Three national organizations aim to change that, announcing on Wednesday that they are joining forces to try to help more African-American and Hispanic musicians audition for and land coveted orchestra jobs.

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A week after two black men were arrested at a Starbucks store in Philadelphia, the company announced plans to close 8,000 stores across the country on May 29 for an afternoon of racial bias education.

Many people remain skeptical if such training will actually work and prevent further incidents like this, and it’s not entirely known what the afternoon of training will include.

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Everyday acts of systemic racism such as racial profiling, racial microaggressions and racial violence are a terrifying reality for racially and ethnically minoritized students, faculty and staff at predominately White institutions across the United States. As these occurrences continue, these institutions have attempted to address the violence and blatant racism through hiring diversity consultants, offering workshops and establishing multicultural affairs departments.

Yet, the insidious and blatant forms of racism remain intact. As Black women scholars who have been invited to serve as campus consultants around issues of racial diversity, we often grapple with this work, knowing that despite our efforts, racism and White supremacy are here to stay.

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A new study that follows 21 Black men pursuing graduate degrees in engineering explores themes of structural racism, unfair treatment, unwelcoming environments and feelings of isolation.

When Dr. Brian A. Burt, assistant professor in Iowa State University’s School of Education, was in graduate school, he noticed that African-American graduate students in STEM fields (science, technology, engineering and mathematics) seemed to spend a lot of time together. He wondered if this were a form of retention.

Burt also wondered what the experiences were that drove the graduate students’ need to socialize on a frequent basis. He came to realize that rather than the institution working to retain these students, these students were retaining each other.

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Historically Black colleges and universities (HBCUs) are commonly credited as the primary training grounds for African-American talent in higher education. You cannot matriculate at public HBCUs without feeling the presence of great leaders who gave wings to the aspirations of young scientists, political leaders, and civil rights advocates who changed the suffocating policies and practices of exclusion.

Today, public HBCUs continue to produce talent for the 21st century with a disproportionate number being young women. As recently reported in Women@Forbes, “Women currently earn the majority of bachelor’s degrees, master’s degrees and doctoral degrees.”  The same is true for Black women.

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In a recent episode of ABC’s black-ish, the two main characters got into a heated debate familiar to many African-American parents of college-age children: Should their son go to an HBCU?

Dre, played by Anthony Anderson, pushed hard for their nerdy son, Junior, to attend Howard University. But Dre’s wife, Bow, disagreed, she said, because years of their son’s being an insufferable nerd got Junior accepted to what she considered a better option: Stanford University.

That meant he could stay closer to their home in Los Angeles, but implicit in Bow’s preference is the prestige and resources that come with a well-regarded, predominantly white institution.

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For many two-year institutions, it didn’t take a racist incident, protest or controversial guest speaker to jump-start efforts to promote more diverse and inclusive campus environments.

Many community colleges are heralded for having diverse student populations. But that perception hasn’t made them complacent, especially as many go beyond their campuses and see cultural clashes happening in their communities.

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