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‘An awakening’

Libby
Libby

The headaches of getting to a doctor’s appointment in traffic on Northern Virginia roads drove the Virginia Pediatric Group to invest in telehealth capabilities years before anyone had heard of COVID-19.

“I felt it was a way to improve access and to conduct follow-up visits with adolescents who were busy with after-school activities,” says pediatrician Dr. Russell Libby, the Fairfax-based medical practice’s founder and president.

Uptake among patients was moderate. In early March 2020, Libby says, the practice was doing around 10 telemedicine visits per week. But after the pandemic forced health care providers to shutter nearly all in-person services, those numbers soared. By the end of March 2020, Libby says, the pediatric group was conducting between 250 and 300 visits per week via telemedicine.

One year after the onset of the pandemic, Libby says, between 25% and 35% of his practice’s visits are conducted virtually.

The COVID-19 pandemic gave health care providers and many patients a crash course in telemedicine.

When the public health emergency created a need to curtail face-to-face medical visits as much as possible, providers like Libby expanded their telehealth offerings, while many others had to learn how to offer this modality from scratch.

Health care systems such as VCU Health System and UVA Health, both of which started telemedicine initiatives in the 1990s, were able to open the floodgates, transforming telehealth from a limited service used to target underserved populations into a powerful tool that could allow providers to take care to patients more directly.

Vimal Mishra, MD, Internal Medicine, Hospital Medicine. Photo provided by VCU Health

Many longstanding limitations on how insurers reimburse for virtual care were lifted during the pandemic. Now that patients and providers have gotten a taste of what can be accomplished through remote tools, many don’t foresee a return to business as usual.

“I believe this is the future of how we are going to be delivering care,” says Dr. Vimal Mishra, medical director of telehealth at VCU Health. Mishra is also the director of digital health at the American Medical Association. “It was an awakening for the entire world as to the delivery system and how we can improve it.”

Access for a larger group

Telehealth has long been viewed as a promising tool to expand health care access to underserved populations. Well before the pandemic, some of Virginia’s largest health care systems saw it as a way to make doctors available to patients in rural corners of the state without requiring a two- or three-hour drive.

VCU’s telehealth program started in 1995, focused primarily on providing care to individuals who were unable to receive in-person care at VCU Health Center in Richmond. The program provides access to care from specialty clinics to incarcerated patients at 30 Department of Corrections sites across Virginia.

UVA Health also started investing in telehealth in the 1990s, under the leadership of Dr. Karen Rheuban, who leads the U.Va. Karen S. Rheuban Center for Telehealth. Before the pandemic hit, this program had expanded to 150 partner sites across Virginia where patients could consult with UVA Health providers via telehealth from a virtual care center — the reimbursement model did not exist for patients to receive care in their homes.

“It was a transformation with COVID-19,” Rheuban says. “Necessity is the mother of invention, and that really drove the massive scaling of telemedicine.

Virtual care appointments within UVA Health increased more than elevenfold in the first three months of the pandemic, compared with the same period a year prior, she says.

At VCU Health, Mishra says, telehealth surpassed in-person care in April 2020,and 20% to 30% of visits were still being conducted virtually in early March 2021.

Roanoke-based Carilion Clinic established its telemedicine program in 2016 and prior to the pandemic had begun to expand telehealth offerings to pediatric specialties and a stroke program in community hospitals, according to Dr. Stephen Morgan, senior vice president and chief medical information officer at Carilion.

Before the pandemic, Carilion was logging about 100 telemedicine visits per month. That number rose to 800 visits per day in the first weeks of the pandemic, and Morgan says Carilion would like to see 10% to 15% of daily visits performed virtually going forward.

“We showed that you could still have a personal touch even through a telephone or video visit,” he says.

Dr. Karen Rheuban oversees UVA Health’s virtual care center, which was reaching more than 150 partner sites statewide prior to the pandemic. Photo courtesy UVA Health
Dr. Karen Rheuban oversees UVA Health’s virtual care center, which was reaching more than 150 partner sites statewide prior to the pandemic. Photo courtesy UVA Health

Dr. Andrew Rose, system medical director for patient access and regional medical director for Bon Secours Richmond, described the system’s use of telehealth as “very minimal” before the pandemic.

“We were in the double digits, less than 100 visits per day on average across the entire Bon Secours system,” he says. “Once we went live when the pandemic hit, we were in the thousands per day. It was active, live learning.”

A trial by fire

The rapid acceleration of telehealth introduced many physicians and patients to the potential for digital delivery of care.

Before the pandemic, Dr. Sterling N. Ransone Jr., a family physician in Deltaville who is president-elect of the American Academy of Physicians, says his office had only one webcam available for provider use. Now all computers are equipped with a camera and microphone, and he invested in a Zoom telemedicine platform to deliver video visits.

Adoption hasn’t been without hiccups. Ransone tells the story of one patient who thought they were on a telephone call but didn’t realize they were on a video visit — the patient broadcast a closeup image of their ear the entire time. But it has opened Ransone’s eyes to ways that virtual care could better serve his patients in the future.

As a practitioner in a rural area where access to Wi-Fi can be limited, Ransone says one of the most important developments during the pandemic health emergency was the ability to be reimbursed by Medicare and Medicaid for delivering care via a technology that’s not so new — the telephone.

“Audio-only” visits were not reimbursed by Medicare or Virginia Medicaid before the pandemic, but that restriction was waived at the beginning of the public health emergency last March. Many physicians hope this provision will remain, as telephone visits can more easily reach patients who lack computers, smartphones or reliable broadband when a visual assessment is not necessary. Phone visits also provide a way for physicians to be reimbursed for important consultations they would probably be delivering anyway and ensure good continuity of care.

Ransone and many other providers also point out that the pandemic-driven expansion of telehealth has highlighted the need for expanded broadband as a health access issue.

Expanding broadband access holds the potential for greatly improving care, he says.

“We have made a huge leap and we are hoping that after investing in the infrastructure and hardware to do that, we will be able to continue to provide this service for our patients,” Ransone says.

Eyes on insurers

A family physician in Deltaville, Dr. Sterling N. Ransone Jr. expanded his rural practice’s telehealth capabilities during the pandemic. Photo by Mark Rhodes
A family physician in Deltaville, Dr. Sterling N. Ransone Jr. expanded his rural practice’s telehealth capabilities during the pandemic. Photo by Mark Rhodes

Continuing telehealth care at a high level will depend on whether public and private insurers continue to reimburse for it.

Many providers are hopeful that the rapid increase in telehealth usage during the pandemic has provided the data needed to demonstrate to insurers that telehealth can help make health care delivery more efficient and cost-effective.

They foresee a future when patients with chronic conditions such as diabetes and high blood pressure can be monitored remotely. Visits to refill prescriptions or conduct a mental health assessment could happen from the comfort of a home or office, and patients could be discharged from the hospital sooner, sent home with connected devices for continued monitoring.

This kind of continuous virtual care can lead to fewer hospital readmissions and fewer emergency room visits as well as illness prevention, physicians say, all of which would lower costs.

“Virtual care can be done at lower cost with equal quality, and I think payers are starting to see that,” says Carilion’s Morgan. “We feel that the payer market for this is going to continue to be favorable. It’s a shame that it took a pandemic for our country to realize that you can do so much care and outreach to underserved areas using a virtual platform.”

The market is also being shaped by new offerings that lie outside of traditional employee health plans. Amazon.com Inc.
announced in March that it plans to expand Amazon Care — an app-based telehealth service that is not billed to health insurance, but subsidized by employers — to Amazon employees in all 50 states, as well as to non-Amazon employers.

It’s one of several virtual-care apps on the market seeking to bring urgent and primary care directly to consumers.

“I like to say the genie is out of the bottle and it is not all going back,” says UVA Health’s Rheuban. “I think there will be without question a pivot in public policy that will endure.”

The General Assembly passed legislation this year that addresses several telemedicine concerns. Signed into law by Gov. Ralph Northam in late March,  the measure includes provisions that would establish Medicaid coverage for remote patient monitoring for certain high-risk patients and would make permanent the state Medicaid program’s reimbursement for audio-only health services.

At the federal level, a bipartisan group of U.S. representatives in January introduced the Protecting Access to Post-COVID-19 Telehealth Act of 2021, which would make some of the waivers for telehealth coverage by Medicare and Medicaid permanent. It would also require a study on the use of telehealth during COVID-19, including its costs and outcomes. The bill has been referred to the House Subcommittee on Health.

At Bon Secours Richmond, Rose sees the evolution of telehealth as part of the overall evolution of primary care toward more preventive medicine. Telemedicine makes that far more effective.

“I can’t see the payers backing off on it,” he says. “I think in the long run, insurance has been evolving toward this concept of being proactive with patients, reaching out, being preventative. The idea is to prevent cancer, to prevent a heart attack. Not to treat it afterward.” ν

Harrisonburg’s first-ever downtown master plan in progress

Kirsten Moore opened Magpie Diner in downtown Harrisonburg in August 2020.

Despite pandemic dining restrictions, she’s regularly had customers willing to wait up to two hours for a table on weekends.

As a nearly lifelong Harrisonburg resident, Moore says that level of activity — especially along downtown’s newly developing north end — shows the progress the city has made in recent decades.

“For the last 20 years, downtown Harrisonburg has seen a tremendous amount of growth and redevelopment,” says Brian Shull, Harrisonburg’s director of economic development. 

The number of residences downtown — a key metric watched by downtown revitalization groups — increased from 150 in 2003 to 591 in late 2020.

City leaders believe Harrisonburg’s 40-block central business district is poised for more growth in the years ahead.

In March, the city partnered with community booster nonprofit Harrisonburg Downtown Renaissance to launch Harrisonburg Downtown 2040. This long-term visioning process aims to engage residents, visitors and business owners to identify priorities that should guide downtown’s development over the next two decades.

The city has hired Interface Studio, a Philadelphia-based planning firm, to lead the process. The final master plan — a first for the city’s downtown area — is expected for a fall 2021 completion.

Andrea Dono, executive director of Downtown Harrisonburg Renaissance, says the city has made great gains in the past 15 years, working through the Virginia Main Street revitalization program and becoming the first city in Virginia to adopt the designation of a downtown culinary district to boost restaurants.

“We have had a very low vacancy rate,” she says. “We have just nowhere to go but up from here.”

The planning process could open discussion about issues on the minds of business owners and residents. For example, Dono says, many entrepreneurs are seeking smaller commercial spaces, since downtown’s large-footprint historic buildings often have too much room for small enterprises.

Moore, who serves on Harrisonburg Downtown 2040’s steering committee, hopes the process will spur discourse on how to better connect booming commercial areas of town, which feel separated by the large judicial complex in the town’s center. So far, she says, she’s been impressed with Interface’s approach to creating the plan.

“They have picked up on the things that really need to be picked up on to improve quality of life,” she says. “I think it’s a great exercise, and I’m looking forward to it.”

The heart of the region

When the first class of Northern Virginia Community College’s cloud computing program graduated in spring 2020, its members may not have had the trappings of an in-person, pre-pandemic graduation, but they did get something with even more long-term value.

Every graduate who sought employment after earning their associate degree landed a job.

Chad Knights, provost of information and engineering technologies at Northern Virginia Community College — known as NOVA — describes the cloud computing specialization as “a shining star” among NOVA’s tech-focused courses of study, as well as a prime example of how the school has structured its program offerings to meet specific workforce needs in the Northern Virginia region.

This often involves direct partnerships with employers. The cloud computing program was launched in fall 2018 in collaboration with Amazon Web Services — a few months before AWS parent company Amazon.com Inc. announced plans to bring 25,000 jobs to the region with its $2.5 billion HQ2 East Coast headquarters currently under construction in Arlington.

NOVA was one of the first community colleges in the nation to offer a cloud computing program and it has since been expanded to community colleges around the state.

While the program was built with AWS’s cooperation, NOVA officials are quick to point out that the cloud computing degree provides a set of skills that can land graduates jobs at a variety of businesses using cloud platforms.

“We wanted to make sure we weren’t designing something for any one company — it was an industrywide need,” says Steven Partridge, NOVA’s vice president for strategic partnerships and workforce innovation. “We go into it saying,  ‘Are there at least a dozen or more companies that have hundreds of employees they are hiring for the same skill set?’”

NOVA also collaborated with Micron Technology Inc. — which in 2018 announced plans for a $3 billion expansion of its Manassas memory chip plant — to ensure its engineering technology associate degree program was based on in-demand industry skill sets.

All 18 of that program’s 2020 graduates were placed in internships at Micron, where they will continue to build their skills. Another 20 students from the program began internships with Micron in February 2021.

“Our ability to supply our key employers throughout the region with interns and full-time staff in this space is a defining feature for us,” Knights says.

Addressing industry needs

With more than 75,000 students, NOVA is the largest public educational institution in Virginia, and the second-largest community college in the U.S.

It has drawn attention over the last several years for being the workplace of first lady Jill Biden. Biden taught English at NOVA throughout her years as second lady during the Obama administration, and she has announced her intentions to return this spring, balancing teaching with her duties as the nation’s first lady.

As America continues to wrestle with the high level of debt many students must take on to earn a traditional four-year degree, NOVA President Anne Kress says she sees her institution as being “at the heart of economic and social mobility in our region.”

“We are unique in that the door of opportunity is open to all at our college,” Kress says. “We represent the full diversity of our region, and whether their goals are university transfer or immediate employment, we are able to help students realize these dreams.”

NOVA has made some strategic moves in recent years to better position itself to respond to regional workforce needs — allowing it to create programs that can provide graduates with an almost guaranteed path to employment.

This is particularly true in two areas where officials have for years stated that there is an acute shortage of qualified workers: technology and health care.

To better address industry needs in technology, Knights was appointed to his current position in 2018, part of a restructuring that consolidated information and engineering technologies planning across the school’s six campuses.

On the health care side, Nicole Reaves, provost of NOVA’s Medical Education Campus in Springfield, recruits industry partners for advisory boards to help develop the school’s 21 industry-aligned health care programs. Students in NOVA’s nursing and health sciences programs receive clinical experience from employers such as Inova, Kaiser Permanente, Sentara Healthcare and Virginia Hospital Center.

“The clinical opportunities in which our students engage lead to employment after graduation for a large majority of our students,” Reaves says.

Building a workforce

Getting students into jobs doesn’t just increase the return on investment for NOVA’s students. It also helps fulfill two workforce development needs that have gotten recent attention at the state level — providing talent for high-demand jobs and retraining workers displaced by the COVID-19 pandemic’s economic fallout.

Reaves believes the pandemic has sparked a renewed interest in pursuing careers in health care — particularly among those who have lost jobs in the service industry. She sees that interest in the record 800 applicants NOVA had for spring 2021 admission to its nursing program, which has only 80 seats.

NOVA is “at the heart of economic and social mobility in our region,” says the college’s president, Anne Kress. Photo courtesy Northern Virginia Community College
NOVA is “at the heart of economic and social mobility in our region,” says the college’s president, Anne Kress. Photo courtesy Northern Virginia Community College

At the state level, Gov. Ralph Northam announced in October 2020 his plans to direct $27 million in federal CARES Act funding to Virginia community colleges to help students cover tuition and fees in high-demand fields. NOVA received $5.8 million of this “Re-Employing Virginians,” or REV, funding. Kress said in January that the school had already disbursed more than $2 million in tuition vouchers among more than 1,000 students.

To forge more direct connections between students and employers, NOVA has increasingly sought out partners to create apprenticeship or internship opportunities that combine classroom training with on-the-job experience.

With a grant from the GO Virginia state economic development initiative, NOVA and Tysons-based security system manufacturer Alarm.com last year launched an apprenticeship program that combines 10 weeks of technical instruction at NOVA with nine months of on-the-job training at Alarm.com.

Victoria Schillinger, Alarm.com’s vice president for human resources, says the company wanted to create an apprenticeship program for talent development because it was having trouble finding enough job candidates.

Alarm.com had been seeking a company to set up the program when Schillinger realized NOVA already had this capability and could also provide classroom training.

“We felt that NOVA was a really good match for us, because they understood the market we are in — some of the intermediaries we might have worked with are in other states,” Schillinger says.

NOVA, she adds, has been like a “one-stop shop,” helping Alarm.com to establish the program and its curriculum, as well as providing classroom instruction.

“We have also liked how personalized and collaborative the partnership has been,” she says. “They have been in close touch about how successful apprentices are in the program.”

Mazen Salem worked full time as he pursued an associate degree in cybersecurity at NOVA and then his bachelor’s in cybersecurity engineering, which he expects to receive from George Mason University in May.

When he sought to transition his full-time work to match his field of study, he sought entry-level IT jobs and found the apprenticeship program at Alarm.com.

Starting in January 2020, Salem took three months of classes at NOVA and passed exams for three industry credentials, then transitioned to nine months as an apprentice at Alarm.com, where he was hired as a full-time IT associate in February.

“These were classes that directly applied to your career path,” Salem says of the instruction he received at NOVA. “The knowledge we learned in preparing for those exams really transferred to the job.”

He likes working for an employer that has helped invest in his training and says he’s able to have an open dialogue about where his continued studies might take his career.

Forging partnerships

Partridge says locally based, midsized firms such as Alarm.com are ideal partners for growing internship opportunities.

“This is the type of company we need to make this work,” he says. “For it to take off, the midsized companies have to see the value in it.”

That value lies partly in giving businesses a way to access a more diverse talent pool than they would find by insisting on a four-year degree for job applicants.

“We are trying to create more pathways in working with employers,” Partridge says. “It takes going employer by employer to say, ‘Listen, you can’t all wait at the end of the four-year pipeline and then all fight over an [insufficient] amount of students.’”

He sees an increasing number of tech-related firms beginning to reevaluate the need for hires to possess a bachelor’s degree, because they can’t find large numbers of individuals who have the specific skills they need, he says. In addition, an increasing number of employers are realizing that requiring a bachelor’s degree can be a barrier to attracting a workforce that is more racially, ethnically and socioeconomically diverse.

“The apprenticeship model is a great way to combine what many students always lack, which is the work experience, with the hard skills they need to be successful,” he says. “It is time-consuming to set up, and has been slowed somewhat by the pandemic, but as we come back, you are still seeing a lot of jobs going unfilled in IT and high-demand areas. … [The apprenticeship model is] starting to catch on as an alternative way to get some really bright individuals with the skills you need in those jobs.”

In addition to working with private businesses, NOVA has also won recognition for programs that serve the needs of the military and government agencies.

NOVA’s applied program in cyber-security, now in its eighth year, is recognized by the Department of Homeland Security and the National Security Agency as a National Center of Academic Excellence.

The cybersecurity program helped NOVA become one of five schools in the U.S. selected to participate in the pilot phase of the U.S. Naval Community College program, which launched in January. Ninety Sailors, Marines and Coast Guard personnel are enrolled in the pilot phase at NOVA, which Knights says builds upon other recent collaborations with the military.

When the U.S. Marine Corps needed help training service members in data intelligence, NOVA worked with them, in collaboration with AWS, to create a program focused on data analytics, cloud computing, machine learning and artificial intelligence.

“It was the first time we were aware of that enlisted Marines were sent to an academic institution outside of the military to complete a training requirement,” Knights says. It also introduced the first courses on machine learning and artificial intelligence within the Virginia Community College System.

The second cohort of that program is expected to graduate in March.

As NOVA continues to develop programs to serve emerging industry needs — including another new program training data center technicians — Knights says one of the biggest signs of success is the rate at which its students are pursued by employers. He says that pursuit is starting to happen long before they have finished their courses of study.

“As soon as they have a technical footing, the demand is so great that they get scooped up by the industry,” he says.

 

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Changing course

For the first time, James Madison University’s College of Business offered spring 2020 students in its MBA program an elective course focused specifically on diversity.

By the end of the semester, JMU had hired the course’s instructor, visiting professor Demetria Henderson, as the business school’s director of diversity, equity and inclusion.

The appointment was a sign of how the national conversation on race that followed the police killings of George Floyd and Breonna Taylor prompted Virginia business schools to examine the role they should play in forging future business leaders able to foster inclusive workplaces.

Many schools are updating case studies to make sure they reflect diverse protagonists and examining the campus experience they offer to students and faculty from diverse backgrounds. Others are employing new technologies and increasing community interaction in order to build practical skills they believe students need in today’s workforce.

‘We can’t wait any longer’

At JMU, College of Business Dean Michael Busing saw a need to turn what had been a scattershot approach to matters of diversity, equity and inclusion into a more intentional effort.

“We have known that we need this for a long time, but it really does take a moment like this to get people to say, ‘We can’t wait any longer,’” Busing says.

Henderson, who was already teaching at the school as a visiting professor, seemed a perfect fit for the task.

She worked for more than 15 years in consulting and banking before earning her doctorate in management from the University of Texas at Arlington. Her research on how social class affects hiring was inspired by the experiences she had as a Black woman working in corporate America.

With her MBA students this spring, Henderson focused on creating an environment where students felt safe discussing the many aspects of diversity. Instead of hearing lectures, students discussed a variety of readings that caused them to question previous assumptions, and in some cases to change how they were interacting in their full-time jobs.

“It is about sharing information and experiences,” says Henderson, who is planning an undergraduate elective business course on diversity for the spring 2021 semester.

Both Henderson and Busing say JMU needs to focus on hiring a more diverse business faculty — a goal shared by many other business schools, and one that won’t come easily as JMU faces a hiring freeze due to the financial challenges brought on by the COVID-19 pandemic.

Henderson stresses that just as the school must broaden its recruiting efforts to bring in more diverse faculty, it also needs to create an environment where faculty from different backgrounds feel welcome once they arrive.

Busing agrees. “You can’t just say, ‘We will hire for diversity.’ You have to create a culture where everybody feels included,” he says.

This means supporting minority faculty with mentoring, looking at quality of life for various groups in the surrounding Harrisonburg community and being sensitive to the fact that loading an individual with committee appointments because they are a member of an underrepresented group can leave them with less time to pursue their own professional goals, Henderson says.

At Virginia Tech’s Pamplin College of Business, Director of Diversity and Inclusion Janice Branch Hall has made recruitment and retention of a more diverse faculty a priority since she was hired in February 2019.

“A big part of that is understanding their needs and unique challenges, making sure we are providing research support [and]making sure promotion and tenure expectations are clear,” she says. “We want to make sure they are positioned well for success.”

Changing the classroom conversation

Hall and senior leaders at Virginia Tech have developed a web-based training site to equip faculty with the skills to lead classroom discussions that don’t shy away from potentially sensitive matters related to diversity and inclusion.

“If we are in the business of developing future business leaders, we have to have these conversations in the classroom,” Hall says.

At the University of Virginia’s Darden School of Business, Martin Davidson, senior associate dean and global chief diversity officer, agrees.

“What is happening for students in the classroom is so powerfully affected by how skillful our faculty are in facilitating conversations about diversity,” Davidson says. “That skillset for our faculty is one critical element we are focusing on.”

Darden does this through regular seminars and teaching development forums — many of which have gone virtual in the COVID-19 era — that discuss what it means to lead an “inclusive classroom.” Examples are equitably calling on students to give responses and being aware of the unconscious biases that may affect teaching and other interactions with students.

This is also a goal at William & Mary’s Raymond A. Mason School of Business. The school recently began using a virtual reality platform that simulates role-playing scenarios with avatars, giving students a chance to practice broaching potentially polarizing topics with virtual managers and colleagues, and offering them a venue to assess and improve their skills.

“Students need to not only know in an abstract way what diversity and inclusion mean, but we also want to help students change behaviors to interact with each other in a different way and recognize biases as they are happening,” says Inga Carboni, an associate business professor at William & Mary.

Carboni uses the technology in a diversity course that is required for all undergraduate business students at the school. She has used it with online MBA students and will be training senior administrators at the school with it this fall.

Constant vigilance is key

Darden first established its chief diversity officer position in 2007, before many other top business schools. But Davidson says work on diversity, equity and inclusion isn’t something that can be checked off a list as a single accomplishment. Efforts to recruit more diverse students and faculty can take years to bear fruit and fostering a culture where diverse individuals feel welcome requires ongoing effort.

“It’s like working out — if you stop doing it, then you stop getting the benefits,” he says. “Our objective is to change our DNA, to change the way we operate so it becomes natural to pay attention to and practice inclusion.”

Jeff Tanner, dean of the Strome College of Business at Old Dominion University, was attracted to ODU specifically because of its commitment to diversity and inclusivity.

ODU’s student body has a higher proportion of Black and Hispanic students than the state average for four-year public institutions, according to 2019-20 data from the State Council of Higher Education for Virginia.

One in four students at the school are first-generation college students, and one in four have military affiliation, giving the school a wide diversity of age and life experiences.

“Inclusivity is such a pillar of who we are, it is such a basic part of our organizational DNA, that it attracts you or it repels you,” Tanner says. “Therefore, we attract people who seek this kind of place.”

But that doesn’t mean there isn’t work to be done. When a student in a January 2020 focus group remarked that speakers at school events didn’t reflect the student body, Tanner was surprised. He was proud of the school’s recent signature speaker series, which featured four speakers, three of whom were Black.

But when a committee looked more deeply at speakers across the business school, they found that most people who were invited to speak to classes and student organizations were white.

“I realized that while I might see one thing, students are seeing another, because they are exposed to a different set of experiences, and we really needed to do the deeper dive,” Tanner says.

He is adamant that inclusivity needs to be pursued with a bigger purpose, and at ODU he has tried to steer that purpose toward fostering better conditions for minorities to thrive in the Hampton Roads business community.

Strome’s chapter of the National Association of Black Accountants, for example, works with Future Business Leaders of America clubs in local high schools to recruit a more diverse group of future students.

The school’s Transitional Entrepreneurship Lab is devoted to promoting economic well-being among disadvantaged communities, and in fall 2020 it put on a small business academy for vendors that meet Virginia state government’s Small, Women-owned and Minority (SWaM) business certification standard.

“One of the things I have really tried to do as dean is give this idea of inclusivity a purpose beyond, ‘It’s a nice, good thing to do,’” Tanner says.

At Virginia Tech, Hall sees a similar dynamic in the impact that faculty research can have on the business world. She points to research Tech professors are conducting on the importance of diversity on corporate boards, Black entrepreneurship, social justice branding and other topics that are driving new conversations within business schools and out in the business world.

“We are focused on ways that our faculty can conduct research that really impacts the human condition, and how we engage in society, and what that means in a global economy,” she says.

 

The mother of innovation

Don’t try to be something you’re not.

That’s one way to sum up the approach that Troy Paino has taken to guiding the University of Mary Washington in Fredericksburg since assuming the school’s presidency in July 2016.

“I knew as an outsider that Virginia had a crowded and competitive marketplace for higher education,” says Paino, who previously served as president of Missouri’s Truman State University. “I don’t think I fully appreciated it until I got here.”

A major focus of Paino’s tenure so far has been helping Mary Washington find its identity in a crowded higher education market. The university has been engaged in a rebranding effort for the past year. The brand concept of “education that matters” was presented to the board of visitors at its July planning retreat.

University officials and representatives from their branding firm, Atlanta-based Mindpower, told the board they are reworking the concept to avoid any appearance of appropriating language from the Black Lives Matter movement. However, university leaders agreed that the underlying concept of UMW as an institution that inspires “meaningful inquiry and action for a complex world” was on target. Full rollout is expected in 2021. 

Paino says the branding process helped the school home in on what distinguishes it: a small environment where students can form tight relationships with each other and faculty, and a commitment to a liberal arts education that is forward-looking and applicable to the modern workplace.

For Paino, part of the challenge was getting people to stay focused on those aspects and not to attempt to make UMW resemble other schools.

“People when I got here were thinking, ‘Do we need to have football? [Division I] athletics? Greek life?’ All these [are] things we don’t have,’” Paino recalls. “The absence of those things speaks pretty profoundly to who we are. This is a community that is inclusive, that is accepting of difference, that really is committed to the notion of social uplift and community service, and a lot of those schools who have those other things, that is what they become known for.”

Paino compares Mary Washington to James Madison University. Both schools were founded in 1908 as women’s colleges. And both eventually became coed. (JMU admitted men in 1946, while Mary Washington did in 1970.)

While JMU pursued a path of becoming a comprehensive university with Division I athletics and grew to a population of more than 20,000 students, UMW took a different direction.

Mary Washington attained university status in 2004 with the addition of its College of Graduate and Professional Studies in Stafford County, but its graduate student population has remained small (306 students in 2019), and its undergraduate enrollment has remained around 4,200 to 4,500 for the past decade.

“There seemed to be a push toward enrollment growth, and an investment in things that projected the school growing from 4,000 to … 6,000 students,” Paino says. “I said, ‘Tell me how. Where are the resources to invest in the things you’d need to make that happen?’”

‘A huge challenge’

Many physical expansion projects were already complete or underway when Paino arrived on campus. The $40 million Hurley Convergence Center opened on campus in 2014, and a $56.25 million campus center opened in 2015. Mary Washington unveiled a $28 million renovation and expansion of its science center at the start of the 2019-20 academic year.

While the university still has plans for capital projects that will improve dormitories and expand arts facilities, Paino’s cautions take on greater significance as Mary Washington, along with every other institution of higher education in the country, faces immense financial and operational pressures due to the COVID-19 pandemic.

UMW started its school year 100% online Aug. 24, with tentative plans to move students onto campus by Sept. 13, depending upon testing availability, community virus levels and other variables.

The loss of housing and meals revenues during the pandemic is not a small problem. Speaking in mid-August, Paino couldn’t say within $10 million what Mary Washington’s budget would look like because of the uncertainty around so many different revenue streams. Operating budgets were cut severely in the spring, and administrators were doing all they could to avoid layoffs.

“I see this as a huge challenge for the coming year that will put a significant strain on our resources,” Paino says.

But he also thinks the pandemic could help drive innovation that needed to happen on college campuses long before “social distancing” was part of anyone’s vocabulary.

“What the pandemic has done for higher education is not necessarily change the course; it’s accelerated it,” he says. “Many of the things that are happening to us — the enrollment and the financial challenges — I was fully expecting. I was just expecting it to play out over the next decade. This has forced us to face some realities that might have been otherwise difficult to get institutions to face.”

Chief among those realities is the decline in the U.S. birth rate since 2008. “We are 12 years into this new normal where people are having fewer children. If you do the math, that brings the cliff for higher education in 2026,” Paino says. “That was something I was trying to prepare the university for in the next four to six years. … This is forcing innovation and a quicker adaptation than what you might otherwise see.”

Teaching the world

Some of that innovation happened before the end of the spring 2020 semester.

Adding a course to a university catalog is an involved process that typically takes a year or more.

Over a period of six weeks, as the campus was closing during the country’s initial ramp-up of COVID-19 cases, faculty across the 19 departments of UMW’s College of Arts and Sciences developed the “COVID-19 in Context” course, which launched June 1.

The 8-week course was offered free to students for credit and to the community at large.

Faculty delivered lectures via Zoom on the biology of the virus, its effects on climate change and the 2020 elections, protest in the time of pandemic, visual arts and plagues through the ages, education and more.

UMW Dean of Arts and Sciences Keith Mellinger (L) and Professor of Communication Anand Rao delivered a free, 8-week online course, “COVID-19 in Context,”  to a global audience of 1,900 people. Photo by Will Schermerhorn
UMW Dean of Arts and Sciences Keith Mellinger (L) and Professor of Communication Anand Rao delivered a free, 8-week online course, “COVID-19 in Context,”
to a global audience of 1,900 people. Photo by Will Schermerhorn

While Dean of Arts and Sciences Keith Mellinger and co-facilitator Anand Rao, a UMW professor of communication, were hoping for a few hundred enrollees, they ended up with 1,900 people signing into the lectures from locations all over the world, including England, France, Switzerland, Japan and Ghana — a considerable audience for a school with an average class size of 19 students.

Offering a free, for-credit course is not how universities typically do business. Mellinger says one of the biggest hurdles he faced in offering the course was the fact that it would require faculty labor and carried costs such as a Zoom webinar license, but it wouldn’t produce revenue.

He worked with the school’s alumni office to set up a way for participants to make donations, hoping to cover the costs. Instead, the course ended up turning a profit, and the proceeds will go toward undergraduate research grants this fall — a line item that was cut from UMW’s budget due to pandemic pressures.

Rao says the multidisciplinary course is a prime example of the niche UMW is trying to forge for itself.

“Academia is not just about reacting to stuff that already happened, but it’s also about taking the skills that we are helping students develop in the classrooms and apply them in real-world settings,” he says. “As faculty, we were watching each other as the course went on, and many of us ended up referring to colleagues’ presentations, helping students understand the importance of being able to make interdisciplinary connections. The students really understood that, and they got that message.”

Rao has worked over the summer with Professor of Economics Steve Greenlaw to lead a group of nearly 50 faculty members in a learning community called Compelling Courses to explore new technologies to improve virtual instruction for the fall semester.

The work has attracted attention from faculty at other schools, and Rao says it’s helped keep morale strong during what could otherwise be a depressing time.

“We are holding on to what we know is really the core mission of the institution and we are finding ways to adapt,” he says.

Building on the success of the “COVID-19 in Context” course, another group of faculty worked over the summer to create a course addressing the Black Lives Matter movement and the broader social justice discussion that has occurred since the police killing of Minneapolis resident George Floyd in May. The course, “U.S. Racism and Reality,” will include lectures from several different academic departments and will be offered this fall as a one-credit, 8-week course limited to enrolled students.

Further innovation may be on display in the coming months, as the university prepares to launch a new marketing effort.

To reach an age demographic that eschews overproduced glossy sales pitches, Paino has engaged a video production firm to create a live-streamed channel of student-generated content.

The channel, which producers at Scottish video firm Enterprise Screen plan to build into a freestanding platform, will be named Lively, after the community in Lancaster County that is the birthplace of the university’s namesake,  Mary Ball Washington, mother of George Washington. Lively will leverage the TikTok generation’s storytelling acumen, letting students produce content that gives prospective students a genuine look at what the Mary Washington experience is about.

Paino says a gift from the spouse of a school alumna who has been successful in the Silicon Valley tech industry will help the channel get off the ground. The couple requested anonymity for what the university’s public relations office called “a substantial gift.”

His hope through all of this work is that the University of Mary Washington can tell more people a genuine story of the educational experience it offers, and how that experience is unique in the market.

“You have to be really genuine, and you have to do it through the education and the experiences you offer, and let that speak for itself,” he says.

At a glance

Founded: The University of Mary Washington was founded in 1908 as the all-female Fredericksburg Teachers College. It was renamed after George Washington’s mother in 1938 and became coed in 1970.

Campus: UMW’s main campus sits on 176 acres in Fredericksburg. The school opened its College of Graduate and Professional Studies in Stafford County in 2004; it added the Dahlgren Campus Center for Education and Research near the Dahlgren Naval base in King George County in 2011.

Enrollment* 

  • Undergraduate: 4,182
  • Graduate: 306
  • In-state: 4,116
  • International: 46
  • Minority: 1,207

Employees: 568 staff members

Faculty: 255 full-time faculty and 140 adjuncts

Tuition and fees

  • In-state tuition and fees: $13,574
  • Tuition and fees (out of state): $30,000
  • Room and board and other fees: $15,020

Average financial aid awarded to full-time, in-state freshmen seeking assistance in 2019-20 school year: $14,003.

*2019-20 enrollment data

 

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