• Reassessing IMI recruitment material to ensure an intentionally welcoming focus on Black students; re-evaluating IMI recruitment practice, to ensure admissions committees recognize anti-racist and Black excellence work.
• Considering options to offer training on anti-Black racism to all incoming students, and to promote EDI, anti-racist, and wellness resources, as part of student orientation.

• Compiling data from SGS demographic dashboard to better understand the number of Black students who apply to IMI programs, along with the number who are admitted and accept IMI offers.

• Planning to leverage student equity data to design Black access programs, in consultation with Black alumni.
• Exploring opportunities for an IMI working group on best practices in inclusive recruitment.
• Aiming to collaborate with OR and others on new communications that emphasize accessible pathways from undergraduate to graduate study at UTM.

Planning to expand IMI professional development opportunities for faculty and staff, including new training in anti-racist pedagogies and anti-Black racism cultural competency.