Dear LSA students, faculty, and staff,

LSA’s strategic plan for diversity, equity, and inclusion has been updated and is available for your review.

Last fall we shared a draft version of this plan with you. Hundreds of you offered helpful insights and raised important questions. We listened, and we’ve worked hard to incorporate your ideas.

Events of the past few months remind us just how far we have to go to create a truly diverse, equitable, and inclusive community. I’m committed to working with you to get there. At the same time, we have made significant, measurable progress in many areas.  Click here to view our LSA DEI Plan 6-Month Progress Report. Highlights of our progress so far include:

  • Dramatically expanded support for the Comprehensive Studies Program (CSP), including the launch of Bridge Scholars PLUS. Bridge Scholars PLUS provides more than $200,000 in support for academic coaching, scholarship support, and experiential learning; the creation of an internship/mentorship program with CSP juniors and seniors that includes cross-campus partnerships with faculty and LSA units; and free GRE/MCAT/LSAT test preparation services for 160 students at a cost of $100,000 per year.
  • A DEI-affiliated LSA Collegiate Postdoctoral Fellowship Program that aims to recruit a total of 50 fellows with demonstrated research and teaching interests in diversity over five years and then convert those fellowships to tenure-track faculty positions.
  • A new Distinguished Diversity and Social Transformation Professorship position through LSA’s National Center for Institutional Diversity aimed at recruiting senior faculty to U-M.
  • $1.4 million in support for international experiences for Pell Grant recipients through the Center for Global and Intercultural Study and $845,000 in support for student internship opportunities through the LSA Opportunity Hub.
  • Continuing support for the Laptop Loan Program that provides laptops to students whose families earn less than $50,000 a year.
  • Additional support and recruiting efforts targeting students who transfer from other colleges and universities, including community college students.
  • Hiring a Staff Diversity, Equity, Inclusion, and Culture Officer to serve the entire College and moving forward with our strategic goal to appoint a new Associate Dean for Diversity, Equity, and Inclusion.
  • Close collaboration with programs and centers around campus to improve the quality of inclusive undergraduate teaching in first- and second-year courses in STEM and beyond.

Thank you for your interest and continued engagement. I hope you will continue to share your valuable suggestions and insights. Feedback can be sent to


Andrew D. Martin, Dean
Professor of Political Science and Statistics
College of Literature, Science, and the Arts