Recruitment of Dental Hygiene Students from Underrepresented Minority Groups: A National Survey of US Dental Hygiene Programs

The aims of this study were to assess how U.S. undergraduate dental hygiene programs recruit students, especially students from underrepresented minority (URM) groups, and how the program directors value recruiting those students, how satisfied they are with their efforts, which practices they use, and which challenges they encounter. Relationships between diversity-related recruitment motivation and satisfaction and the program and recruitment characteristics were also explored. Survey data were collected from 56 of the 287 programs that could be successfully contacted with individual emails to their directors (response rate: 20%). The majority of responding programs recruited students into their programs by using written materials (91%), websites (91%), on-campus events (77%), and high school visits (52%). However, only 20% had written materials and 13% special events for recruiting students from URM groups. While 75% of the responding program directors considered high grade point averages (GPAs) to be a priority and 85% thought high GPAs were important/very important when recruiting students, only 17% considered it a priority to recruit URM students, and only 35% reported thinking it was important/very important to do so. The more of a priority it was to have a diverse student body and the more important the respondents considered it, the more likely they were to have written URM-specific recruitment materials (r=0.34; p<0.05/r=0.39; p<0.01). The more the respondents valued ACT scores, the less likely they were to engage in URM-specific recruitment efforts (r=-0.38; p<0.05/r=-0.34; p<0.05). If the dental hygiene profession is to better reflect the racial/ethnic makeup of the U.S. population, dental hygiene programs' considerations and efforts related to the recruitment of URM students need to be reconsidered.