Our client, a prominent global education institution based in Washington, DC, sought to foster a more inclusive and equitable campus environment. Their goal was to promote Diversity, Equity, and Inclusion (DEI) in a way that engages the full potential of individuals, nurtures innovation, and integrates a wide range of beliefs, values, and perspectives.

Omega Consulting was brought in to develop a comprehensive, data-driven DEI model. We began with a detailed analysis of student demographics, retention and graduation metrics, and campus climate indicators to build a tailored DEI strategy.

Students Demographic

Our team conducted a demographic analysis of the student body, identifying significant disparities. The data showed that the largest ethnic group was nearly four times larger than the next, highlighting an imbalance in representation. This insight underscored the need for targeted recruitment and support programs.

Retention Rate

Omega recommended that the university implement standardized metrics to measure longitudinal progress in Diversity, Equity, and Inclusion (DEI). This includes real-time tracking of retention, graduation rates, and academic performance across race, gender, and other identity markers. Based on our data analysis, the university maintained an 85% retention rate for full-time students in 2020. While this figure is strong, disaggregated insights are essential to ensure equitable outcomes for all student groups.

Graduation Rate

In 2020, a total of 2,274 White students graduated, making it the highest graduating group—4.23 times more than the next largest group, Hispanic students, with 538 graduates. This significant disparity may be influenced by factors such as financial challenges, academic barriers, and mental health pressures, which disproportionately affect underrepresented student populations.

To address these gaps, many universities have implemented targeted programs, workshops, and support networks aimed at promoting inclusion and belonging. These initiatives—often tailored by race, gender, and sexual orientation—help students become more self-aware, culturally competent, and resilient. Such efforts are critical in reducing isolation, enhancing academic development, and improving graduation outcomes for diverse student communities.

Diverse Campus Climate

Omega’s first recommendation was to enhance recruitment strategies aimed at increasing faculty diversity. Many universities are already taking steps in this direction by offering financial support mechanisms, such as presidential diversity postdoctoral fellowship programs, faculty mentoring initiatives, campus affinity networks for faculty of color, and bias-awareness training for educators.

Another key recommendation was to develop a pipeline for the next generation of diverse educators. This includes actively encouraging minority students in undergraduate and graduate programs to pursue advanced degrees and academic careers.

To support these goals, Omega collaborated with the university to redesign the DEI newsletter and modernize the enrollment system, ensuring messaging and outreach efforts align with inclusive recruitment and retention strategies. These initiatives aim to foster a campus climate where all individuals feel valued, supported, and empowered to succeed.

Diverse Work Environment

To ensure fairness and uphold diversity, equity, and inclusion (DEI) goals, universities must continuously evaluate whether demographic factors are adequately considered in admissions and institutional practices—especially for underrepresented or disadvantaged students. Omega recommended promoting DEI-related research and recognizing individuals contributing to inclusive excellence. Embedding DEI into curriculum design, teaching methods, and campus culture is essential, along with educating students on their role in fostering an inclusive environment through participation in workshops, policy support, and faculty evaluation. These efforts collectively help build a more equitable and diverse academic workforce.

DEI Scholarship

A dedicated scholarship program can be established to support students and young professionals from underrepresented racial and ethnic backgrounds, gender identities, sexual orientations, and/or disabilities. Recipients are selected based on their potential to actively promote and enhance an inclusive, equitable, and diverse academic environment.

Diversity Training

Diversity training aims to foster positive intergroup interactions, reduce prejudice and discrimination, and equip individuals with skills to collaborate effectively. Key topics include cognitive biases, cultural awareness and belonging, anti-harassment, and microaggressions. To better understand the campus climate, a survey can be designed for students identifying as minorities, covering demographics, identity, sense of belonging, interpersonal experiences, and incidents of harassment or discrimination. The Omega team also developed a set of insightful questions to support this survey.

DEI Events, Training & Workshops

Omega, in collaboration with our client, researched DEI events and workshops conducted at various universities to identify best practices and opportunities for enhancing diversity, equity, and inclusion initiatives.

Impact

The insights and recommendations from Omega enabled the client to gain a clearer understanding of their campus diversity landscape and develop an effective model to enhance their DEI efforts.

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