Increasing the enrollment of underrepresented minority dental students: experiences from the dental pipeline program

Dental educators have been trying to increase enrollment of underrepresented minority (URM) students for many years with limited success. The Pipeline, Profession, and Practice: Community-Based Dental Education program has developed or been affiliated with several innovative strategies for increasing the enrollment of URM students in U.S. dental schools. In March 2005, three promising approaches were discussed at an American Dental Education Association symposium and are described in this article: 1) collaborative recruitment programs based on groups of regional schools; 2) workshops that focus on the effective operation of admissions committees; and 3) a new summer enrichment program for college students interested in dentistry and medicine.     

Effective recruitment and retention strategies for underrepresented minority students: perspectives from dental students

This study was designed to identify reasons underrepresented minority (URM) dental students select a dental school and to determine the factors that contribute to their resolve to complete their programs. A survey questionnaire developed from interviews with URM students was sent to Minority/Admissions Officers or deans of dental schools that enrolled URM students for distribution to their minority students. A total of 198 questionnaires were received from minority students in all levels of dental school. The results were that 74 percent said they selected a school for its reputation, and 49.5 percent chose a dental school even if the financial aid package was less than what was offered in other schools. African American, Hispanic, and Native American students prefer integrated interview days with nonminority applicants and disapprove of "special" days designated for URMs. The presence of other minority students was not an important factor in the selection of a school but is an important source of support while attending dental school. Dental school minority alumni also play a significant role in the selection of a school. Results of the study can be useful in planning recruitment and retention programs.     

Bridge to dentistry: one dental school's approach to improving its enrollment of underrepresented minorities

Presently, 25.7% of the U.S. population is comprised of Blacks/African Americans, Hispanics, and Native Americans. The dental school enrollment of underrepresented minorities (URM) does not reflect this demographic distribution. In 1994, URM students comprised 12.68% of enrolled dental students, but in 1999, enrollment decreased to 10.53%. This trend is evident at Baylor College of Dentistry (BCD). Bridge to Dentistry involves formal linkages with local school districts, Texas colleges and universities, community organizations, dental clinics, community dentists, and BCD. The program is unique in that it targets students from kindergarten through dental school. The key components are awareness, attraction, preliminary education, facilitated-entry, admissions, financial aid, and retention. Some important features of the program are visits to area schools, visits to colleges and universities, summer enrichment programs, and academic advising. Preliminary results indicate the effectiveness of the program. BCD has increased its enrollment of URM students 325% over that of 1998. In 1998, 4.7% of the college's first-year student enrollment was URMs. In 2001, 14.6% of Baylor's first-year student enrollment was URMs. Since 1995, BCD has retained 90.6% of its URM students.     

What enhances underrepresented minority recruitment to dental schools?

This study examined the factors influencing the proportion of underrepresented minority students (URM) in dental schools. Using a comprehensive recruitment model, it considered the relative importance of community characteristics (population demographics, oral health policies, dental care system, and university environment), dental school characteristics (Pipeline-supported, mission, and financing), and community-based dental education (CBDE) characteristics of the dental school on recruitment of URM students. Data come from a national survey of dental school seniors and a variety of publicly available sources. Three outcome variables measure URM recruitment: percent URM, percent Hispanic, and percent African American in the first year of dental school. Multivariable results revealed that the most important factors predicting a higher percent URM in first-year classes were a higher proportion of URM clinical faculty and graduating students' perceptions that their clinical rotation experience improved their ability to care for diverse groups. For percent Hispanic in the first year, a higher proportion of URM clinical faculty and students spending more time in clinical rotations predicted greater Hispanic recruitment. Graduating students' perceptions that they were less prepared to treat diverse groups were directly associated with the proportion of Hispanic students in the class. For a higher percent of African Americans in the first-year class, the most important factors were a higher proportion of blacks in the county, support from the national Pipeline program, and graduating students' perceptions of better preparedness to integrate cultural differences into treatment planning. Higher total financial aid awarded by the school was negatively associated with recruitment of African Americans. Results suggest some improved URM recruitment strategies for dental schools.     

The pathway to dentistry for minority students: from their perspective

The small number of minorities in the field of dentistry is a serious concern. While the United States as a whole has become more diverse with minorities making up 25 percent of the total U.S. population, only a handful (14 percent) are currently practicing dentistry, and only 11 percent entering dental schools are underrepresented minorities. Pipeline, Profession, & Practice: Community-Based Dental Education is a national foundation-sponsored program designed to address this issue in dental education. To understand the reasons why dentistry attracts so few underrepresented minority (URM) students, we conducted focus groups and in-depth interviews to determine the challenges facing minority students when they apply to and attend dental school. Ten focus groups were conducted with a total of ninety-two minority students (fourteen undergraduate students and seventy-eight students currently enrolled in dental schools) at six universities in four geographic regions. In addition, four in-depth interviews were held with faculty advisors who teach, mentor, and recruit minority students. The major findings of the study are as follows: 1) early and frequent exposure to dentistry and dentists in practice is essential for minority students to consider this profession; 2) while many dental schools have earnestly tried to recruit minority applicants, most URM students find out about dental programs by a family member or friend and not as a result of an intentional recruiting effort; and 3) hearing directly from minority students could be a solid first step in understanding the dental school experience from a different vantage point. This study has important implications for the methods dental schools use to both recruit minority students and foster a learning environment that is sensitive to students from diverse backgrounds.     

Parental involvement in recruitment of underrepresented minority students

Recruitment of underrepresented minority (URM) students to dental schools has had limited success, so dental schools need to reach out to high school students with programs to extend the pipeline. The Short Term Enrichment Program (STEP) of the University of Pennsylvania School of Dental Medicine adds a new dimension to these efforts by involving parents, who directly or indirectly impact their children's career decisions. The program consists of an introductory two-day course that includes presentations of the dental profession, laboratory, and virtual classrooms. Biannual follow-up workshops are conducted for both children and parents. Outcomes are measured through pre- and post-program surveys, focus groups, and interviews. STEP attendance has increased over five years, with a total of 163 students participating and 56 percent of their parents attending the program. Eighty participants have graduated from high school, twenty-three of whom are enrolled in a predental program or dental school; twelve are in other prehealth programs. Students in predental programs or dental school have the highest percentage of parents who participated in STEP (96 percent) and engaged them in discussions over career goals (100 percent).     

Achieving student diversity in dental schools: a model that works

It is well known that there is a large disparity between the proportions of African Americans, Hispanics, and American Indians in the general U.S. population and in the nation's dental profession. While these underrepresented minorities (URMs) together make up almost 30 percent of the population, they comprise only about 6 percent of U.S. dentists. For years, the American Dental Education Association has been diligently working with U.S. dental schools to reduce this disparity by increasing the diversity of their student bodies. However, with approximately 13 percent of first-year dental students coming from URM groups, the proportion of URM students entering dental school continues to remain significantly below that of the general population. Diversifying the dental profession is important for improving access to care for underrepresented groups, and student diversity provides better educational experiences for all students. Texas A&M Health Science Center Baylor College of Dentistry's strategy for increasing the number of URM dentists was to create a series of initiatives that together form a successful comprehensive program addressing students' awareness of and attraction to a dental career, academic enrichment, admissions, and graduation. The cumulative impact of this program is that the college enrolled greater numbers and proportions of URM students than any other non-minority U.S. dental school from 2006 to 2009. This article describes the program that led to these successes.     

The Dental Pipeline Program's Impact on Access Disparities and Student Diversity

BackgroundThe Robert Wood Johnson Foundation, Princeton, N.J., the W.K. Kellogg Foundation, Battle Creek, Mich., and The California Endowment, Los Angeles, collaborated in funding a five-year (2002–2007) national demonstration program (Pipeline, Profession & Practice: Community-Based Dental Education [Dental Pipeline]) to reduce dental care access disparities. Fifteen dental schools were selected to participate in the Dental Pipeline program. The goals were to have senior students spend more time in community sites providing care to underserved patients; to prepare students to treat diverse, low-income patients; and to increase enrollment of underrepresented minority (URM) students.MethodsA national program office at Columbia University in New York City administered the Dental Pipeline program. The participating dental schools developed networks of community clinics and practices for student rotations, established courses in cultural competency and public health and implemented new programs to recruit URM students.ResultsThe average time senior students spent in community clinics and practices increased from 10 to 50 days; all schools developed courses in cultural competency and public health; and enrollment of UMR students increased 54.4 percent (excluding two of the schools) versus 16 percent in non–Dental Pipeline schools.ConclusionsOn average, the participating dental schools were successful in meeting program goals.     

Feeding the pipeline: academic skills training for predental students

This article reports the outcomes of an evaluation conducted to determine if an academic skills training program for undergraduate predental students from underrepresented minority backgrounds increased the students' standardized academic skills test scores for vocabulary, reading comprehension, reading rates, spelling, and math as well as subject-specific test results in biology, chemistry, and physics. Data from standardized academic skill tests and subject-specific tests were collected at the beginning and end of the 1998 to 2006 Pipeline Programs, six-week summer enrichment programs for undergraduate predental students from disadvantaged backgrounds. In total, 179 students (75.4 percent African American, 7.3 percent Hispanic, 5.6 percent Asian American, 5 percent white) attended the programs during these nine summers. Scores on the Nelson-Denny Reading Test showed that the students improved their vocabulary scores (percentile ranks before/after: 46.80 percent/59.56 percent; p<.001), reading comprehension scores (47.21 percent/62.67 percent; p<.001), and reading rates (34.01 percent/78.31 percent; p<.001) from the beginning to the end of the summer programs. Results on the Wide Range Achievement Test III showed increases in spelling (73.58 percent/86.22 percent; p<.001) and math scores (56.98 percent/81.28 percent; p<.001). The students also improved their subject-specific scores in biology (39.07 percent/63.42 percent; p<.001), chemistry (20.54 percent/51.01 percent; p<.001), and physics (35.12 percent/61.14 percent; p<.001). To increase the number of underrepresented minority students in the dental school admissions pool, efforts are needed to prepare students from disadvantaged backgrounds for this process. These data demonstrate that a six-week enrichment program significantly improved the academic skills and basic science knowledge scores of undergraduate predental students. These improvements have the potential to enhance the performance of these students in college courses and thus increase their level of competitiveness in the dental school admissions process.     

Retention of underrepresented minority students in dental school: one dental schools story

There is a large disparity between the proportions of African-Americans, Hispanics, and Native Americans in the general population and in the dental profession. While these underrepresented minorities (URMs) as a group make up almost 30% of the United States population, they constitute only about 6% of the nation's dentists. Eliminating this disparity is important in addressing access to care for underrepresented groups. Texas A&M Health Science Center Baylor College of Dentistry (TAMHSC-BCD) enrolled greater numbers and proportions of URM students than any other non-minority school from 2006-2010. Strategies used to achieve this level of diversity include a Whole File Review process; career awareness activities for elementary, junior high and high school students; and academic enrichment programs for college students and college graduates. Retaining and graduating URM students is just as important as enrolling them. TAMHSC-BCD's retention rate over the last five years is 95.7% for all students and 92.5% for URM students. A wide range of services aids in the retention process. These services are available to all students and include monitoring of students' academic performance followed up with academic advisement as appropriate, peer tutoring, an alternative five-year curriculum, professional psychological counseling, professional learning assessments, social support; and mentoring through student organizations. The retention program at TAMHSC-BCD can serve as a model for other dental and other health professions schools seeking ways to ensure the academic success of their URM students. The more of these students we enroll and graduate, the more the problem of access to dental care is addressed.     

Minority dental faculty development: responsibility and challenge

Over at least the last twenty years, the American Dental Education Association (ADEA) has given attention and priority to increasing the number of underrepresented minority (URM) dental school applicants, enrollees, and faculty members and to meeting the challenges of achieving diversity in the oral health workforce of the future as racial and ethnic minorities continue to grow and are expected to comprise more than 50 percent of the U.S. population by the middle of the twenty-first century. Dental schools have the responsibility of preparing dentists to provide oral health care for the nation's population. This includes creating a workforce of adequate size and racial/ethnic composition. As part of ADEA's priorities to improve the recruitment, retention, and development of URMs in the dental profession, with funding from the W.K. Kellogg Foundation, ADEA launched the Minority Dental Faculty Development Program in 2004. The intent of the program is to foster academic partnerships, mentoring, and institutional commitment and leadership designed to increase the number of URM individuals interested in and prepared for careers in academic dentistry.     

Recent admissions trends at UNLV-SDM: perspectives on recruitment of female and minority students at a new dental school

As the U.S. population continues to become more diverse, there has been a movement toward the recruitment of more diverse students into the dental profession. The purpose of this study was to assess the current and historical trends in diversity among dental school applicants and enrollees at a new dental institution, the University of Nevada, Las Vegas, School of Dental Medicine (UNLV-SDM). Applicant and enrollment data for the first four cohorts, sorted by gender and ethnicity, were retrieved and summarized by the Office of Admissions and Student Affairs at UNLV-SDM. The principal findings of this analysis revealed enrollment of females at UNLV-SDM was relatively consistent during this time interval, although significantly lower than the U.S. average of all dental schools. The enrollment of minorities at UNLV-SDM, however, was consistent and comparable to the U.S. average, although these percentages were disproportionately smaller than the percentage of minorities in the general population. Based upon these findings, a new model for outreach and recruitment of females and minorities was recently created, based in part upon evidence of successful strategies by dental educators at other institutions, in order to increase the enrollment of female and underrepresented minority students.     

Predental enrichment activities of U.S. colleges and universities

The purpose of this study was to examine predental enrichment activities and their impact on the number of applicants from some of the nation's top dental school feeder institutions (DSFI). The DSFI were identified by their total number of applicants to dental schools and the number of applicants per total student enrollment. A survey consisting of twenty-seven questions on possible predental enrichment activities was administered by phone or sent by email to eighty-eight DSFI, with forty-nine responding. In addition to identifying and characterizing the most common predental enrichment activities, the relationships among the number of applicants, predental activities, and total student enrollments per institution were evaluated. The total number of dental school applicants/institution was correlated with the total student enrollment/institution (r=0.529) and the number of predental activities/institution (r=0.520). No correlation was observed between the number of activities at an institution and dental school applicants per thousand enrolled. Sixteen of the DSFI reported ten or more enrichment activities, the most common being preprofessional health advising (96 percent), dentistry club (88 percent), and volunteer programs (73 percent). In general, larger institutions produced more applicants and provided more enrichment activities. However, there was no correlation between the number of dental school applicants per thousand students enrolled and the number of activities at an institution. Results indicate that there are specific predental enrichment activities common to some of the top dental school feeder institutions in the United States. A better understanding of successful feeder programs may assist nonfeeder schools in developing or strengthening an interest in dentistry as a career option.     

Methods to increase underrepresented minority student enrollment and retention at the University of Louisville school of dentistry

The 2000 U.S. census reported that the population is 12.3 percent African American and 12.5 percent Hispanic; however, less than 4 percent of dentists are African American and 2 percent are Hispanic. To address this disparity, increasing the diversity of dental students is mandatory. The purpose of this article is to describe how the University of Louisville School of Dentistry (ULSD) has approached enrolling and retaining underrepresented minority students. ULSD has increased its pool of underrepresented minority applicants through three major methods: partnerships and collaborations, mentoring, and restructuring administration. Data from ULSD's admissions, institutional research, and planning along with annual enrollment surveys from the American Dental Education Association were used to determine the percentage of African American and Hispanic students entering (1993-2006) and graduating (1997-2010). From 1993 to 2010, African American enrollment increased from 3 to 9.6 percent of the entering class, and the graduation rate of African American students increased from 1.7 to 8.5 percent. Hispanic student enrollment also increased (1.6 percent in 1993 to 2.4 percent in 2006), but Hispanic student graduation rates decreased (3.5 percent in 1996 to 0 percent in 2010).     

Pipeline, profession, and practice program: evaluating change in dental education

This article describes the conceptual and analytical framework that will be used to assess the effectiveness of the Pipeline, Profession, and Practice: Community-Based Dental Education Program. The evaluation will use a mixed method qualitative and quantitative data collection, analysis, and triangulation. Baseline measures are reported using data from the 2003 ADEA survey of dental school seniors. Baseline measures show the dental schools are confronting a major recruitment challenge that will require short and long pipeline efforts to attract and retain underrepresented and low-income (URM/LI) persons. Gaps were found between the perceptions of URM and non-URM students in the adequacy of the curricula. The majority of all seniors described the current extramural clinical rotations as positive experiences, but URMs were more likely to report the experience improved their ability to care for diverse groups.     

Increasing student diversity and cultural competence as part of Loma Linda University School of Dentistry's service mission

For many years, studies have identified a need for greater racial and ethnic diversity among dental professionals. However, the ability of the field to collectively address the problem has been hindered by the low numbers of underrepresented minority students who apply to dental school. Over the past two decades, college attendance rates have increased and U.S. dental school applications have tripled, but the number of underrepresented minority dental applicants has remained about the same. With the increasing diversity of the U.S. population and specifically that of the state of California, the dental workforce would be enhanced by the presence of more underrepresented minority dentists. Additionally, curricular changes should be implemented to better prepare dental students to meet the oral health care needs of diverse populations. There is general agreement that these workforce and curricular changes would enhance access to care for underserved populations. For seven years, Loma Linda University School of Dentistry participated in the Pipeline, Profession, and Practice: Community-Based Dental Education program. The first phase of this national program addressed deficiencies in diversity in dentistry and in access to oral health care. In the second phase, Loma Linda University continued to collaborate with other California dental schools on specific state initiatives. This article provides an overview of the school's efforts to enroll a more diverse student body, enhance all its students' cultural competence, and expand care to underserved populations.     

Strategies for recruitment and retention of underrepresented minority students at the University of Pennsylvania School of Dental Medicine

In 1989, the University of Pennsylvania School of Dental Medicine (UPSDM) found there was an urgent need for new programs that would be effective in recruiting highly qualified and talented underrepresented minority students and ensuring their retention. Major efforts focused on leadership, financial support, institutional commitment, and the creation of an inclusive environment. UPSDM also offers an accelerated program leading to combined bachelor's and dental degrees and has agreements with several undergraduate institutions, including Xavier University in Louisiana and Hampton University, to enroll students in this program. UPSDM encourages minority retention through a Peer Mentorship Program, a Minority Mentorship Program, and course offerings that focus on diversity. Over the past thirteen years, these efforts have successfully garnered a fivefold increase in the number of underrepresented minority students at UPSDM.     

Infant oral health education in U.S. dental school curricula.

PURPOSE: This study was performed to determine didactic and clinical curricular content about infant oral health in predoctoral pediatric dentistry programs. METHODS: 54 dental school departments of pediatric dentistry were surveyed about: 1) curricular content devoted to teaching infant oral health (IOH) and age of first dental visit; 2) methods used to teach IOH and hours dedicated to each method; and 3) whether students receive hands-on experiences with infants. RESULTS: Eighty-six percent of programs teach students to see infants at 12 months of age or younger. Curricular time ranged from 15 minutes to 13 hours (mean = 2 hrs, 20 min, median = 1 hr, 45 min). All programs used lectures; other formats included handouts, demonstration and small group seminar. Fifty percent provide clinical experiences, albeit they are not uniform for all students. One-fourth provides uniform, clinical hands-on experiences with infant oral examinations. CONCLUSIONS: The findings indicate varying degrees of acceptance about teaching infant oral health in our dental schools.     

U.S. dental school applicants and enrollees, 2009 entering class

Over the past two decades, interest in dentistry in the United States has shown a steady period of growth. There were 12,210 individuals who applied to the 2009 entering class of U.S. dental schools. The number of first-time enrollees was 4,871, the highest figure since 1990. Men continue to comprise the majority of applicants and enrollees; however, the percentages of women continue to increase. While the 2009 underrepresented minority applicants comprised 12 percent of both the applicant and first-time enrollee pools, the percentage of underrepresented minority enrollees of underrepresented minority applicants decreased from 2008. Seventy-one percent of enrollees earned a baccalaureate degree in biological science or chemistry/physical science. Regardless of major fields of study, the percent rates of enrollment generally exceeded 32 percent.     

Increasing minority enrollment utilizing dental admissions workshop strategies

Oral Health in America, the landmark U.S. surgeon general's report, inextricably connects oral health disparities with poor access to oral care by vulnerable populations. Furthermore, the report associates an insufficiently diverse dental workforce with oral health disparities among some minority groups. Successful strategies to curtail oral health disparities and remedy work-force issues require collaboration among all involved in dental education. As gatekeepers to dental programs, admissions committees are significant stakeholders in diversifying the dental workforce. The purpose of this article is to demonstrate that a workshop on diversity in admissions can modify the perceptions of individuals involved in the student recruitment and admissions processes and lead to increased matriculation of underrepresented minority students. Emerging from the workshop were key concepts and action steps for promoting a holistic review of dental applicants. Results since implementing the workshop recommendations have been positive, with underrepresented minority dental student acceptances increasing sixfold. The workshop was cosponsored by the Robert Wood Johnson Foundation and facilitated by two nationally recognized dental educators.