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Access & Success


Access & Success refers to the compositional diversity among the organization's constituent groups (staff, faculty, students, visitors, patients, alums, customers, community partners, etc.) and their context-specific outcomes or benefits gained from their relationships with the organization. Processes like recruitment, retention, development, and long-term outcomes (graduation, tenure, career advancement, etc.) are the key focus of this dimension.

Goal: Increase the diversity of W&M's undergraduate, graduate/professional student body, faculty and staff to deepen our skills and talents.

Leading Indicators

  • 6,685

    Applications of Student of Color*

    vs. 6,235 in 2021-2022

  • 3,685

    Attendees of Color* in Admission Programming

    vs. 3,659 in 2021-2022


Initiatives Underway

Below is a selection of access and success initiatives actively underway in the 2022-2023 academic year. For an expanded view, explore the university's complete Inclusive Excellence Plan.

Undergraduate Student Enrollment

Achieve increased undergraduate student enrollment from historically underrepresented and underserved populations

  • Implement new gateway initiatives to make W&M a preferred destination for underserved populations (ongoing)
  • Increase scholarship support for undergraduate students to promote affordability
  • Increase yield for admitted first-generation, low-income, veterans and transfer students
  • Enable new points of entry to a W&M education to achieve 'smart growth' for all cohorts
Undergraduate Students

Increase retention and academic success of historically underrepresented and underserved undergraduate students.

  • Provide a funded internship or other applied learning experience for every student
  • Expand career pathway initiatives, engaging alums at all career stages
Graduate & Professional Students

To increase the access and success of diverse graduate and professional students

  • Grow new online, continuing and executive education programs to reach professional and lifelong learners
  • Design new postdoctoral programs to encourage underrepresented and underserved undergraduates to attend graduate/professional programs
  • Connect graduate and professional students with programs that provide faculty and alumni mentors
Faculty & Staff

Recruit and retain a diverse faculty and staff

  • Complete and assess a 3-year Faculty Hiring Plan to recruit and retain excellent faculty with a 100% commitment to inclusive teaching with ongoing adjustments based on feedback from faculty closest to the process (ongoing)
  • Use exit interviews and climate surveys to improve the workplace experience
  • Develop a robust New Employee Orientation program to include the DIB Training module for all new employees to ensure a seamless onboarding process for new hires
  • Ensure that accommodations for students, employees and the public are accessible and signage is visible

Lagging Indicators: Race

View 10-year trends for the following indicators.

  • 2,945

    Enrollment of Students of Color*

    vs. 2,790 in 2021-2022

  • 132

    Full-time Faculty of Color*

    vs. 119 in 2021-2022

  • 473

    Staff of Color*

    vs. 441 in 2021-2022

Lagging Indicators: Gender

View 10-year trends for the following indicators.

  • 5,601

    Enrollment of Female Students

    vs. 5,527 in 2021-2022

  • 297

    Full-time Female Faculty

    vs. 293 in 2021-2022

  • 1,141

    Female Staff

    vs. 1,115 in 2021-2022


*People of Color includes the following six race/ethnicity categories of U.S. Citizens and Residents: Asian, Black or African American, Hispanic or Latino, American Indian or Alaska Native, Native Hawaiian or Other Pacific Islanders, and Two or more races.