Rogers Margaret R, Molina Ludwin E
Department of Psychology, University of Rhode Island, Kingston, RI 02881, USA.
Am Psychol. 2006 Feb-Mar;61(2):143-56. doi: 10.1037/0003-066X.61.2.143.
Many psychology departments are striving for a greater representation of students of color within their graduate preparation programs with the aim of producing a more diverse pool of psychological service providers, scientists, and educators. To help improve the minority pipeline in psychology, the authors identify and describe recruitment and retention strategies used at 11 departments and programs considered to be making exemplary efforts to attract and retain minority students of color. The strategies most consistently used included engaging current minority faculty and students in recruitment activities, offering attractive financial aid packages, having faculty members make personal contacts with prospective students, creating linkages with historical institutions of color, having (or approached having) a critical mass of faculty and students of color, offering a diversity issues course, and engaging students in diversity issues research. Despite the similarities, the programs and departments were each distinctive and innovative in their overall approaches to student recruitment and retention. Highlighting the strategies used at successful institutions may help others develop plans for improving the minority pipeline within their own departments and programs.
许多心理学系都在努力让有色人种学生在其研究生培养项目中获得更大的代表性，目的是培养出更多样化的心理服务提供者、科学家和教育工作者。为了帮助改善心理学领域的少数族裔人才输送渠道，作者们识别并描述了11个系和项目所采用的招生和留用策略，这些系和项目被认为在吸引和留住有色人种少数族裔学生方面做出了模范努力。最常使用的策略包括让现有的少数族裔教师和学生参与招生活动、提供有吸引力的经济援助方案、让教师与潜在学生进行个人联系、与历史悠久的有色人种机构建立联系、拥有（或接近拥有）一定数量的有色人种教师和学生、开设一门关于多样性问题的课程，以及让学生参与多样性问题研究。尽管存在相似之处，但这些项目和系在学生招生和留用的整体方法上各自都有独特之处和创新性。突出成功机构所采用的策略可能有助于其他机构制定计划，以改善其自身系和项目内的少数族裔人才输送渠道。
