The Michigan Daily - Wednesday, January 19, 2005 - 7
Continued from page 1
they were first awarded in the 1970s, with
one-third of all college students currently
receiving them. The financial pressure
on the program is expected to intensify
when the United States graduates its larg-
est high school class ever in 2008.
Continued from page 1
But for many, the Internship Fair is
only the beginning of their search.
"This may have gotten my foot in the
door, but l definitely have more to do,"
The Career Center offers other
internship resources, including the
Mployment Link, a 24-hour internship
posting website for University students
and a library with internship listings.
The Career Center is located in
Room 3200 of the Student Activities
U programs encourage minorities to apply
Continued from page 1
In an e-mail to black alumni last
semester, Coleman asked the gradu-
ates to refer specific high school stu-
dents, especially black students, to an
official in the admissions office.
"As you know, admission has
become increasingly competitive,"
Coleman wrote in the e-mail. "How-
ever, if you are aware of prime audi-
ences, or top students with B or B+
grade point averages, who have not
heard from Michigan yet, contact
Chris Lucier, Associate Director of
Undergraduate Admissions ... He will
be standing by to follow-up."
Explaining the procedure, Lucier
said that the University seeks out
tens of thousands of prospective
applicants before they apply, includ-
"All we're asking for is contacts that
we might not have contacted through
other means," Lucier said.
But some students say that such
tactics border on preferential treat-
ment and belies the argument that the
admissions process is fair.
"Targeting any minority group
just because it's a minority group is
wrong," said LSA senior Laura Davis,
who is a former co-chair for Young
Americans for Freedom, a nationwide
Business senior Michael Phillips,
who is editor-in-chief of The Michi-
gan Review, a campus publication,
said he is worried that the University
is using too much of its resources to
increase minority enrollment at the
expense of others.
"I wonder, are we giving you an
equal opportunity or are we really
giving benefits that other students
can't qualify for simply because of
race?" Phillips said. "Is the goal to
increase opportunity or is the goal to
increase that percentage of minori-
The University has used a multi-
pronged strategy to increase the
number of underrepresented minori-
ties on campus.
"We're getting great support from
the student organizations," Lucier said.
"This is one area that I'm particularly
excited about because I think it will
build a lot of momentum."
'-- i i
Student volunteers have been call-
ing potential minority applicants
to answer their questions and spark
interest in attending the University.
The admissions office formed a Mul-
ticultural Student Recruitment Coun-
cil, consisting of representatives of
the office of Multi-Ethnic Student
Affairs and the Black Student Union,
The University has enhanced cer-
tain college visitation events, such
as Slice of Life, a program where a
prospective student trails a current
student for a day, and Latino College
Visit. Slice of Life, which focuses on
underrepresented minority students,
has been extend-
ed from twice a "A lot of th
year to at least
five times last students n
"I know the first gener:
office has drasti- Colege).
cally expanded there to h
programs," Wil- them, pro
liams said, add-
ing that many some guid
students have a
vested interest in and answe
ities because it questLonS.
they represent. Assoc
praised these Undergradu
because she said
they give students a realistic per-
spective on what its like to be at the
University. When Williams came as
a freshman, she experienced "culture
shock," because she was unprepared
to be in a majority white atmosphere,
La Voz Latina has also been heav-
ily involved in the recruitment pro-
cess. In addition to participating in
the Latino College Visit and call-
ing prospective students, its mem-
bers have also participated in panels
during events tailored to minority
students, such as the Pursuit of Excel-
lence symposium in December, said
LSA sophomore and La Voz member
The recruitment process has also
received more attention from Cole-
man herself. Last semester, the
president sent letters out to 20,000
potential minority applicants encour-
aging them to apply. She has encour-
aged faculty and staff members to
participate in minority recruitment
and has spoken at a few events.
Recently, she spoke at Hartford
Memorial Baptist Church, an event
that draws hundreds of black youth.
This year, several hundred more were
invited to the event than last year.
The admissions office is also run-
ning application workshops across
the state and held meetings with high
school administrators in places like
Grand Rapids. The workshops are
part of a broader
1se attempt to reach
out to minorities
ay be outside of south-
east Michigan in
ltlon (in places like Muske-
We're gon, Flint and the
lp "A lot of these
students may be
Tide first generation (in
inCe said. "We're there
to help them, pro-
r some vide some guid-
ance and answer
- Chris Lucier the admissions
ate director of office have also
te Admissions reminder cards to
CRISTINA FOTEO / Daily
Jessica Moreno speaks at the Diversity in the Workplace program Tuesday night in the Michigan Union as a part
of the Martin Luther King Jr. Symposium.
applicants who have
not yet applied. The e-mails - at least
two were sent out last semester - state
"what (the University) can bring to them
and what they can bring to the campus
community," Lucier said.
While the University's outreach to
minorities is extensive, Lucier stressed
that this is only part of the recruitment
process, and that the office reaches out
to well over 1,000 high schools through
its counselors and alumni.
"We've always been holistic," he said.
"Recruitment is broad, and it is focused
on some specific targets, such as minor-
"A student who has gone to seven
different high schools in his life can
bring an interesting perspective," he
added as an example of the various
forms diversity the office seeks.
Continued from page 1
Science and Engineering, the Nation-
al Society of Black Engineers and
the Minority Engineering Program
Office, were emphasized as means of
support and networking.
"There's always people challeng-
ing your right to become an engineer,"
Besides reaching out to the support
groups, other tips were given to women
pursuing a career in engineering.
"Consciously work on diverse teams in
your classes. Communicate with a vari-
ety of people," Taylor said. She added that
learning about other cultures and having
an open mind will increase the range of
workers' problem solving skills.
Moreno advised women to push
their limits and test different opportu-
nities within engineering to find their
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