1. Going micro for macro change.
In this guest post on the IHE blog, Michigan’s James DeVaney explores an alternative way to recognize student competencies: digital badges (also called micro-credentials). This is a topic of interest to all admissions officers as they focus on building classes comprised of students with diverse backgrounds and perspectives.
2. AP — it’s not the only advanced way.
Do you know about the College-Level Examination Program (CLEP)? It’s not as well known as Advanced Placement (AP), dual enrollment and International Baccalaureate (IB) programs, but U.S. News & World Report says that taking this examination can add depth to students’ college applications. Just another instance of trying to expand the way we predict student success and communicate readiness for college.
3. Urban Prep keeps it 100.
Only 6% of 9th grade male black students will earn a bachelor’s degree by the time they are 25 — the 6-year college completion rate for this group is less than half of the population. Statistics like this and a belief that we can do better for this segment of our population led Tim King to found Urban Prep Academies. This Huffington Post article explores some of the amazing work that this nonprofit organization is doing to expand access to college and build better futures for underrepresented minorities.
4. Do what Google does.
If Google’s CEO does it, shouldn’t we all? While it’s not focused on college admissions specifically, this Inc. article is relevant to communicators of all sorts, from instructors to sales representatives. It explores an age-old question — to bullet or not to bullet? — via the route of cognitive science and introduces concepts to keep in mind as we prepare for our next sales presentation or conference speaking session.
Everyday Bias: Identifying and Navigating Unconscious Judgements in Our Daily Lives
Do they have a copy at your local library? WorldCat will tell you.
Bias — we all have it, even if we don’t like to admit it or even if we don’t consciously recognize it. Diversity, from diversifying applicant pools to holistically reviewing applicants to define success in more diverse ways, is a topic in every admissions circle, but admissions officers will also tell you how much effort it takes to overcome biases. This title explores how unconscious bias impacts our day-to-day lives and particularly our work lives.