Diversity recruitment

College recruiters traditionally target white students who either have high ACT or SAT scores, educated parents or wealth. There has been a definite shift in recruitment and access practices since the U.S. Supreme Court’s decision in 2003 (Grutter v Bollinger) allowed universities and educational institutions to use race as a factor in admitting prospective students. Prior to the Supreme Court’s decision in 2003, the majority of minority students attended institutions based on race. For example, African Americans attended Historically Black Colleges & Universities (HBCU), Native Americans attended Tribal Colleges & Universities (TCU) and Latinos attended Hispanic-serving Colleges & Universities (HSI). The purpose for conducting this narrative study was to tell the story of diverse student ambassadors/recruiters’ experiences recruiting for diversity at a predominately-white institution. The results of the study indicated that recruiting for diversity involves one’s own conceptualization of diversity and motivation. Perrin (2010) stated that diversity is not just about acknowledging differences but is about fully leveraging those differences