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Delta Sigma Pi (Professional Business Fraternity)
College of Arts and Sciences
Groups Served
Collegiate
Program Website
Visit the Program Website
Contact Information
Richardso,Kiera Jena
[email protected]
Address
55 Park Place
Atlanta, GA 30303
Building
55 Park Place Building
Campus
Atlanta
Funding
Institutional Funding (e.g., President's Office, Provost Office, College or Academic Unit, Departmental Funding)
Overview
Delta Sigma Pi is one of the two leading business fraternities in the nation. While not a national fraternity specifically oriented toward diversity, the Kappa chapter at GSU has an almost entirely Black membership.
Benefits
This chapter provides students the chance to acquire leadership and organizational skills, learn about business and professionalism,and build social networks.
Supplemental Materials
Not Applicable
Discipline Focus
Business Management
Diversity Group ( Social Identity)
Race/Ethnicity
Race/Ethnic Group
Black
Program, Initiative, Policy or Sponsored Award Category
Priority 2: Multicultural Programming
Established
03/12/1921
Number Served
101-500
Notable Leaders, Stakeholders, or Speakers
Kiera Jena Richardson
Angela Crowder
Eleanor Chin
Craig Ruff
Research Routines, Responsibilities and Activities
Orientation/Onboarding, celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Community outreach (e.g., townhall, alumni engagement, meetings to gauge community perception or campus constituents, movements), Practices & Procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations)
Additional Research Components, Roles and Responsibilities
As a business fraternity, this organization stresses commitment, professionalism and family-like bonds.
Self-efficacy Emphasis
Not Applicable
Acknowledgement/Affirmation of Identity, Strengths, Needs
This organization provides support to one another and a strong community.
Examples of Inclusionary Practices and Activities
Not Applicable
Participant Empowerment
Academic recognition (i.e. research credibility, prestige), Coaching, Knowledge transfer to the community (e.g., parents, peers, stakeholders), Mentoring opportunities
Mentoring Components
Mentors are peers of program participants (near-peer, tiered peer, etc.), Mentors provide regular scheduled meetings with mentees, Mentors provide psychological and or emotional support, Mentees are given information about academic customs, pitfalls, departmental politics and taboos, Mentors provide support with goal setting and or career planning, Mentees are allowed to attend events with mentors (i.e., dinners, social events, conferences, retreats), Mentors provide mentees with access to academic resources (e.g. precollegiate/collegiate/graduate/postdoc/ faculty training; standardized test preparation; writing workshops, research workshops, tenure and promotion information), Mentor recognizes the value of the mentee. (i.e., co-authorship, graduate school/employment references)
Opportunities to Privilege Voice
Evaluation Methods
average attendance to events, external review/evaluation, site visit
Anticipated Participant Outcomes
attendance, increasing academic skill area (s),persisting through current degree program, earning acceptance to graduate school, earning a degree, obtaining employment (industry or other sector),moving to the next level of the pipeline (e.g. high school to college; college to grad school; grad school to post doc; graduate to faculty)
Outcome Milestones
“…”
Key Performance Indicators
membership and performance in national competitions
Program, Initiative, Policy or Sponsored Award Category
Priority 2: Multicultural Programming
Established
03/12/1921
Number Served
101-500
Notable Leaders, Stakeholders, or Speakers
Kiera Jena Richardson
Angela Crowder
Eleanor Chin
Craig Ruff
Research Routines, Responsibilities and Activities
Orientation/Onboarding, celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Community outreach (e.g., townhall, alumni engagement, meetings to gauge community perception or campus constituents, movements), Practices & Procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations)
Additional Research Components, Roles and Responsibilities
As a business fraternity, this organization stresses commitment, professionalism and family-like bonds.
Please describe how your program addresses self-efficacy (one's beliefs in their own ability to execute behaviors necessary to perform) in its participants?
Not Applicable
How does your program acknowledge or affirm individuals’ different identities, strengths, or needs?
This organization provides support to one another and a strong community.
Inclusionary practices/activities utilized in your program:
Not Applicable
Participant Empowerment
Academic recognition (i.e. research credibility, prestige), Coaching, Knowledge transfer to the community (e.g., parents, peers, stakeholders), Mentoring opportunities
Mentoring Components
Mentors are peers of program participants (near-peer, tiered peer, etc.), Mentors provide regular scheduled meetings with mentees, Mentors provide psychological and or emotional support, Mentees are given information about academic customs, pitfalls, departmental politics and taboos, Mentors provide support with goal setting and or career planning, Mentees are allowed to attend events with mentors (i.e., dinners, social events, conferences, retreats), Mentors provide mentees with access to academic resources (e.g. precollegiate/collegiate/graduate/postdoc/ faculty training; standardized test preparation; writing workshops, research workshops, tenure and promotion information), Mentor recognizes the value of the mentee. (i.e., co-authorship, graduate school/employment references)
Opportunities to Privilege Voice
Evaluation methods are used to substantiate the program’s outcomes:
average attendance to events, external review/evaluation, site visit
Anticipated participant outcomes for your program:
attendance, increasing academic skill area (s),persisting through current degree program, earning acceptance to graduate school, earning a degree, obtaining employment (industry or other sector),moving to the next level of the pipeline (e.g. high school to college; college to grad school; grad school to post doc; graduate to faculty)