UD’s Lerner College of Business Launches Diversity Council
The University of Delaware’s Alfred Lerner College of Business and Economics has announced a new Diversity Council initiative that will appeal to MBAs and other students across the board.
Comprised of students, faculty and staff, the Lerner Diversity Council (LDC) will promote a climate of acceptance across gender and racial lines both on campus and in the wider community.
A Deeper Look at the 2016 Michigan Ross Employment Report
The University of Michigan’s Ross School of Business earlier this month released its 2016 MBA Employment Report, and the results are nothing short of stellar.
Diversity and Inclusion at USC Marshall
There’s no doubt that interacting with classmates is one of the best parts about attending an MBA program. That’s because when you surround yourself with excellence, you can’t help but excel yourself. And that’s definitely true at the USC Marshall MBA program. Not only are all Marshall MBA candidates top-tier, but they also arrive with a diversity of ideas and opinions that truly enrich the entire experience. In fact, according to the most recent class profile, 32 percent of the MBA class is composed of women, 32 percent are from outside of the U.S. and 13 percent are underrepresented minorities. Continue reading…
Harvard: CEOs Need To Prioritize Diversity
For the naysayer, the urgent precedent of diversity can often feel like forced righteousness. But the distinct reality behind diversity, as we now know from numerous studies and real-life examples, is that it’s beneficial for business. And CEOs in particular need to take notice.
A recent in-depth report from Harvard Business Review revealed the necessity loud-and-clear: in a modern world where “Women make up half the U.S. workforce, drive 80 percent of consumer buying decisions and represent 60 percent of global university graduates,” ignoring its importance isn’t just arrogant—its potentially destructive for companies.
Speaking directly to CEOs, HBR writer Avivah Wittenberg-Cox illuminates three crucial F’s: Facts, Feelings and Framework.
Regarding facts, Wittenberg-Cox notes, “When it comes to gender balance, a lot of people don’t get it, don’t like it, or, frankly, resist it. That’s why you as the CEO need to be well versed at explaining why you think gender balance in your organization is so important.”
In combating the dilemma, she first proposes a list of questions for CEOs. “How (im)balanced is your company? Do you have a recruitment, retention or promotion issue? Is it all three? Do you even know? Are men and women split by level, role, function? What’s the gender split of your customers, users or purchasing decision makers? What about regulators, government contacts, etc.?”
On promotional issues specifically, Wittenberg-Cox highlights the stark differences between how men and women typically move up in companies. Namely, the difference between the “Peter” (men) and “Paula” (women) principles.
“Men typically experience the Peter principle, meaning they are promoted to their level of incompetence, whereas women often experience the Paula principle, meaning they are underpromoted across the board. This is creating situations where many multinationals are skewing female at the bottom without ever affecting the balance at the top, to their great frustration.”
On feelings, she also notes that, again, it’s not enough simply hire women—rather a CEO needs to set a positive tone, focus on inclusion and “always insist on meritocracy.”
And finally, when dealing with the framework of promoting diversity, she writes, “context is everything. Make gender balance a lever to achieving business goals. Period.”
You can read the entire piece from Wittenberg-Cox here, and check out her previously published book Seven Steps to Leading a Gender-Balanced Business today.
Foster Difference Fund Increases Diversity
According to UW Today, the 2016 University of Washington fall class was the most diverse yet. The university welcomed 976 underrepresented students, a new record number. But that’s not the only place where the university is encouraging diversity. The Foster School of Business also promotes diversity, and thanks to the Foster Difference Fund, the school was recently able to launch a few new initiatives and partnerships to help them reach their goal of inclusiveness. Continue reading…
Columbia Uncovers Promising But Not Perfect Data About Women Business Leaders
Columbia Business School’s blog published an article detailing a recent Bank of America/Merrill Lynch breakfast event where eight years’ worth of data on women business leaders at 100 public companies in the state of New York was surveyed.
