CGA Incoming class expected to be most diverse ever

Luigi59

Banned
Joined
Apr 1, 2007
Messages
4,566
News Release

Date: June 3, 2011
Contact: CGA Public Affairs
(860) 444-8270
(860) 576-8724

CGA Incoming class expected to be most diverse ever

NEW LONDON, Conn. – The Coast Guard Academy’s class of 2015, who will begin their military training June 27, is projected to be the most qualified and diverse class in the history of the institution.

“The Class of 2015 brings the richness of leadership, academics, athletics and diversity,” said Capt. Stephan Finton, director of Admissions at the academy. “In addition, this year’s class will include six international students from the Philippines, Republic of Georgia, Tunisia and Antigua."

Although the exact makeup of the class has not been finalized, 290 are expected to accept their appointment and report-in. To date, 33% of those offered appointments are from underrepresented minority groups and 32% are women.

Last year’s incoming class of 2014, was made up of 24% underrepresented minorities, an increase from the previous year’s incoming class which included 16% underrepresented minorities. The academy also recently doubled the demographic diversity of its faculty from 7% to its current state of 14%, and women now make up 24% of the faculty at the academy. These efforts are founded on recruiting the best possible talent in order to provide the highest level educational experience.

This year, June 27 marks Reporting-In Day, the traditional start of the Swab Summer training program. Swab Summer is an intense seven-week training program designed to transform civilian students into military men and women who are ready to accept the challenge of becoming Coast Guard officers.

Developing Leaders of Character since 1876.
The United States Coast Guard -- Proud History. Powerful Future.

All without the need for Congressional nominations. Pretty impressive.

Nice job, Admissions Office!
 
An article in yesterday's Navy Times also mentioned that one-third of the incoming USCGA class was made up of minorities. Interestingly, it contained the following quote: "The academy has developed several programs meant to help retain those incoming minority students, especially during their “fragile first year,” Stosz said. This summer, minority cadets will be able to get acclimated to the academy a few days before the rest of the class arrives June 27." What does that mean? Surely it is not implying that minority recuits will have a different R-Day experience than non-minorities?
 
"The academy has developed several programs meant to help retain those incoming minority students, especially during their “fragile first year,” Stosz said. This summer, minority cadets will be able to get acclimated to the academy a few days before the rest of the class arrives June 27."

Wow. No fair.:thumbdown:
 
I know my daughter's friend (who received an appointment) was invited to come up early. He is going to be at the Academy close to the the 22nd for a "minority" thing. He didn't give us more details... We were curious as well.... :confused:
 
Interesting point.
Maybe someone could explain this in more detail?
 
As an alum, I find that statement by RDML Stosz disturbing. If they can't cut it, it's not because of the color of their skin. There is not "special program" for minorities in the fleet who can't cut it like the majority....they find the door the same one someone in the majority world.

Ladies and gentlemen, we not introduce the watering down of the Coast Guard Academy in order to get different skin colors throught the door....the only color that they should recognize is BLUE, because they all bleed BLUE.
 
The two retention programs were introduced last summer. Here is the press release:

New Retention Program at USCGA
Posted: June 4, 2010

USCGA would like to introduce Academy Admissions Partners to two new retention programs that are designed to assist historically underrepresented minority and first generation cadets in their transition to the Academy. Participation in both programs is voluntary, but we strongly feel that cadets will find them both worthwhile and helpful.

  • The first program is the R.I.S.E. (Respect & Inclusion Summer Experience) Pre-Orientation Program for first-year students of color, scheduled for June 25-26, 2010.

  • The second is the ALANA Mentoring Program where 4th class cadets are paired with an upperclassman who will serve as a mentor for one year.

In the R.I.S.E. program, first-year students arrive on campus before Swab Summer to learn about the various resources available to assist in the transition to life at the U.S. Coast Guard Academy. Through a series of workshops and panels, students are introduced to the academic and social support professionals on campus representing the various offices and departments with which students should immediately familiarize themselves, including: the Commandant of Cadets, Dean of Academics, Diversity Affairs, Chaplain’s Office, and Director of Athletics. Other workshops explore how diversity both challenges and enriches the experiences of cadets. Additional events throughout the program provide opportunities for students to create a sense of community that will aide them through Swab Summer and their 4/c year.

Parents are welcome to participate in two panel presentations designed to introduce key professionals on campus who will be working with their students, along with answering any questions they may have. Parent departure time is scheduled for 1pm on Friday afternoon. Friday's and Saturday's sessions are designed for students only. Although highly encouraged, parent participation is not required for students to attend R.I.S.E.

ALANA is an acronym that stands for African American, Latino/a, Asian and Native American. “Mentors” refer to the upper class cadets involved in the cadet Diversity Councils who have volunteered to mentor 4/c participants. Each 4/c cadet will be able to look to their mentor for advice, guidance, and support throughout their first year. Those who attend the R.I.S.E. program will automatically be signed up for the ALANA Mentoring Program and will be matched with an upperclassman. If a cadet chooses not participate in R.I.S.E. they can still participate in ALANA.

Both of these initiatives are best practices at highly selective colleges and universities and have proven track records in increasing the retention and climate on campuses striving to increase diversity and make diversity a meaningful educational experience for all students. The Academy is in the process of implementing a unified retention strategy that is part of its Board of Trustee approved strategic plan, of which these two initiatives are but a small part. Ideally, we would like to offer this program to all incoming students but right now our focus lies with the students who need it most – which we have identified through hard data over the years. Retention is the basis for any pre-orientation program in higher education so once we are able to retain all our students at the same rate, we can look to expand the program to everyone.
 
As an alum, I find that statement by RDML Stosz disturbing. If they can't cut it, it's not because of the color of their skin. There is not "special program" for minorities in the fleet who can't cut it like the majority....they find the door the same one someone in the majority world.

Ladies and gentlemen, we not introduce the watering down of the Coast Guard Academy in order to get different skin colors throught the door....the only color that they should recognize is BLUE, because they all bleed BLUE.



Couldn't agree with you more!
 
I agree as well that standards should not be compromised, but the descriptions of the new programs don't seem to lower the Academy's standards.
 
I agree as well that standards should not be compromised, but the descriptions of the new programs don't seem to lower the Academy's standards.

No, but it excludes the rest of the incoming class which smacks of reverse discrimination....shouldn't these resources be made available to ALL incoming cadets??? :confused:
 
No, but it excludes the rest of the incoming class which smacks of reverse discrimination....shouldn't these resources be made available to ALL incoming cadets??? :confused:

The way I read it the resources are available to all incoming cadets. The only advantage these cadets will have is that they are getting a special introduction to them.
 
The way I read it the resources are available to all incoming cadets. The only advantage these cadets will have is that they are getting a special introduction to them.

Special introduction implies that somehow these kids need things presented differently and separately from their peers. Is this really true? I doubt it. If I were a minority cadet I would HATE to think that anyone might think that I needed "special" treatment. These kids are the best and the brightest...stop treating them with kid gloves and EXPECT them to meet and exceed the expectations set forth at the academy.
 
:frown: It saddens me greatly to read this thread. It is the first I have heard of this. My DD received no special invitation to arrive early to be acclimated in advance. Is she any less important? Not to me...
 
Good afternoon all:
I completely understand how this news might be disheartening to some. And while it might not seem fair, and perhaps, indeed is not fair, the world our children grow up in, is not fair.

Our daughter did not get an Academy appointment. Like many of your sons and daughters, she worked very hard to get to the Academy, but in the end -your brightest and best won out. It broke her heart, but not her spirit. Try not to get mired down in this. Maybe this advance orientation will work, maybe it won't but contempt prior to investigation does not do any good to anyone. The Academy is doing what they need to do faced with pressure from multiple touchpoints. On June 27, you will see your son and daughter on R-day. We will not. Hopefully that puts things in perspective.
 
The academy is doing what they feel is necessary to ensure that more URM cadets are graduating, not just being appointed.

Otherwise, it's just lip-service to the diversity issue.

Their data shows that the retention rates in the "URM group" are below the level of "other groups," therefore, the two retention programs are currently targeted only at them, but as stated, they hope to make these programs available to all in the near future.

Ideally, we would like to offer this program to all incoming students but right now our focus lies with the students who need it most – which we have identified through hard data over the years. Retention is the basis for any pre-orientation program in higher education so once we are able to retain all our students at the same rate, we can look to expand the program to everyone.

Getting them to the door is nice, but these acclimation programs may make the difference in whether or not they stay.
 
Good afternoon all:
I completely understand how this news might be disheartening to some. And while it might not seem fair, and perhaps, indeed is not fair, the world our children grow up in, is not fair.

Our daughter did not get an Academy appointment. Like many of your sons and daughters, she worked very hard to get to the Academy, but in the end -your brightest and best won out. It broke her heart, but not her spirit. Try not to get mired down in this. Maybe this advance orientation will work, maybe it won't but contempt prior to investigation does not do any good to anyone. The Academy is doing what they need to do faced with pressure from multiple touchpoints. On June 27, you will see your son and daughter on R-day. We will not. Hopefully that puts things in perspective.

I'm more concerned with 4 years from June 27....when my classmates are faced with leading kids who wouldn't handle the pressures of "that tough first year" like other kids could. There are many kids who won't be there on June 27. They're none of my concern....after this 4 year "experience" however, they pop out on the other side of a factory less prepared....all in the name of diversity, and all with lives on the line.

I couldn't care less about the pressures applied by a fat minority who represents a district in the state of Maryland...I'm am concerned about the force that feels the need to recruit people who NEED that extra help to get through a program tens of thousands have been through before them.
 
The academy is doing what they feel is necessary to ensure that more URM cadets are graduating, not just being appointed.

Otherwise, it's just lip-service to the diversity issue.

Their data shows that the retention rates in the "URM group" are below the level of "other groups," therefore, the two retention programs are currently targeted only at them, but as stated, they hope to make these programs available to all in the near future.



Getting them to the door is nice, but these acclimation programs may make the difference in whether or not they stay.


Getting through the door isn't the feat. If URM's can't make it through the same program that everyone else can, likely society should have prepared them better....that is not on the service after 17-23 years of their lives.
 
Well, that was mean spirited. I don't think you really meant, as an officer in the service, that my daughter is none of your concern, did you?

I'm more concerned with 4 years from June 27....when my classmates are faced with leading kids who wouldn't handle the pressures of "that tough first year" like other kids could. There are many kids who won't be there on June 27. They're none of my concern....after this 4 year "experience" however, they pop out on the other side of a factory less prepared....all in the name of diversity, and all with lives on the line.

I couldn't care less about the pressures applied by a fat minority who represents a district in the state of Maryland...I'm am concerned about the force that feels the need to recruit people who NEED that extra help to get through a program tens of thousands have been through before them.
 
Back
Top