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LSA 101: Info for Admitted Students

Learn what it means to be a Wolverine and dig in to what the liberal arts are all about. View our presentations and information from wherever you are.

Outcomes and Possibilities

LSA delivers a purposeful, pragmatic liberal arts education that employers respect and seek out.

College Connections

College Connections provides a space for alumni and families to share their student experiences with recent LSA graduates and provide feedback on the current and future state of the College.

College Connections

Staff Achievement Awards Program

This is an annual opportunity to acknowledge and celebrate exceptional staff contributions to the success of the College . Information regarding eligibility, nomination, selection, notification, and winners can be found here.

DEI 2.0 Strategic Plan

DEI 2.0 Strategic Plan

DEI 2.0 Year 1 Highlights

Diversity, equity, and inclusion are an integral part of LSA’s vision, mission, and values. We are committed to making LSA an inclusive, equitable, and collaborative space to learn, teach, work, discover, and thrive together. Weaving DEI into the fabric of what we do and who we are as a community is essential to achieving our goals of producing groundbreaking research, providing a world-class liberal arts education, and making a positive impact on our diverse society.

DEI Stories

DEI Mental Health and Well-Being Fair

The LSA Diversity, Equity, and Inclusion Office, LSA Mental Health and Well-Being Student Advocates and LSA@Play co-hosted a DEI Mental Health and Well-Being Fair in February 2024 at the LSA Building Atrium.

Need-Based Technology Support Grant Program for Ph.D. Students Launches at LSA

As part of an initiative to break down economic barriers and increase accessibility for students with financial need, the new program will offer eligible LSA Ph.D. students up to $1,500 in grant money to purchase laptop and desktop computers.

LSA Collegiate Fellows Program Expands

Launched in 2016 to recruit scholars whose research, teaching, and service contribute to diversity and equal opportunity in higher education, the highly successful program will seek new early-career scholars, as well as mid-career professors.

The LSA DEI 2.0 Strategic Plan builds upon prior and ongoing initiatives to increase access to higher education, improve systemic policies to support equity, expand DEI knowledge and implementation, and enhance career development. The plan is also informed by community input sessions and recommendations from task forces and work groups, including:

Anti-Racism Task Force convened in 2020
Sexual and Gender-Based Misconduct Prevention Working Group convened in 2020
Race & Ethnicity Degree Requirement Work Group convened in 2021
Work Group on Admissions convened in 2021
LGBTQ+ Working Group convened in 2022
Focus groups and surveys of students, faculty, and staff.

The plan outlines objectives LSA aims to address for its faculty, staff, undergraduate students, and graduate students. A selection of highlights is included below; a more comprehensive and detailed list can be found in the LSA DEI 2.0 Strategic Plan.

Read the Full Plan

Executive Summary

Increasing Access: Developing resources for faculty applicants on writing strong DEI statements. Evaluating ways to enhance faculty dual career support.
Improving Retention: Re-launching and expanding the LSA Collegiate Fellows Program to hire 32 extraordinary scholars as postdoctoral fellows/assistant professors or new associate professors, whose research, teaching, and service will contribute to DEI. Evaluate practices around faculty service for equity. Support accessible LSA events and knowledge around digital accessibility.
Supporting Success: Professional development portfolio that includes launch committees for new assistant professors, professional development workshops, and coaching for new full professors. Increasing faculty support around inclusive teaching.

Increasing Access: Revising the Dean’s Office Preview Weekend. Expanding new graduate recruitment strategies.
Improving Retention: Increasing graduate student participation in LSA/SAPAC sexual harassment prevention training. Piloting the Mental Health and Well-Being Student Advocates.
Supporting Success: Developing a need-based graduate student laptop support program.

Increasing Access: Developing resources to support inclusive and equitable search processes.
Improving Retention: Increasing opportunities for staff to develop DEI competencies and providing more robust training and support for Chief Administrators and other staff leaders related to inclusive leadership and managing emerging DEI issues at the unit level.
Supporting Success: Facilitating mentoring opportunities for staff, including in particular, those with historically marginalized identities.

Increasing Access: Enhancing undergraduate student recruitment and enrollment of community college transfer students, in-state students, and underrepresented student populations broadly defined.
Improving Retention: Enhancing inclusive teaching and equity-minded pedagogical practices for instructors. Piloting the Mental Health and Well-Being Student Advocates.
Supporting Success: Participating in the Provost’s Student Success Initiative aimed at closing equity gaps in graduation rates and participation. Promoting the LSA Opportunity Hub to address gaps in awareness, for example, among students from historically underserved groups.