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    MBAdvantage: Diversity Outreach Benchmarking Report
    MBAdvantage: Diversity Outreach Benchmarking Report
    MBAdvantage: Diversity Outreach Benchmarking Report
    Ebook164 pages1 hour

    MBAdvantage: Diversity Outreach Benchmarking Report

    By Nicole Lindsay

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    About this ebook

    MBAdvantage, an innovative report on the diversity outreach and recruiting efforts of top MBA programs, showcases a framework for evaluating business schools’ approaches to attracting and retaining women and under-represented minorities. The MBAdvantage report was designed to advance the dialogue on increasing student diversity in MBA programs.The MBAdvantage report includes individual assessments of more than 50 top MBA programs, evaluating them on 22 factors related to their diversity web presence, activities and outreach, school leadership and diversity recruitment results.

    LanguageEnglish
    PublisherNicole Lindsay
    Release dateApr 21, 2013
    ISBN9780989178624
    MBAdvantage: Diversity Outreach Benchmarking Report
    Author

    Nicole Lindsay

    Nicole Lindsay is a recognized expert in diversity in graduate management education and a sought-after advisor to organizations, nonprofits, and young professionals pursuing their MBA degrees. Nicole is the founder of DiversityMBAPrep, and Principal of Strong Seed Professional Development LLC. She is a former MBA admissions officer, MBA recruiter and non-profit executive. Nicole earned her BS from the University of Connecticut and JD/ MBA from the University of Virginia.

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      Book preview

      MBAdvantage - Nicole Lindsay

      MBAdvantage: Diversity Outreach Benchmarking Report

      Nicole M. Lindsay

      Copyright 2013 Strong Seed Publishing LLC

      Smashwords Edition

      This eBook is licensed for your personal use only. This eBook may not be re-sold or given away to other people. If you would like to share this book with another person, please purchase an additional copy for each recipient. If you’re reading this book and did not purchase it, or it was not purchased for your use only, then please return to Smashwords.com and purchase your own copy. Thank you for respecting the hard work of the author.

      * * * *

      Table of Contents

      Acknowledgements

      Introduction

      Chapter 1: Report Methodology

      Chapter 2: Candidate Perspective – Web/ Social Media

      Chapter 3: Candidate Perspective - Activities and Outreach

      Chapter 4: School Leadership

      Chapter 5: Diversity Recruitment Results

      Chapter 6: Overall Assessment

      Chapter 7: Challenge 2020 – A Call to Action

      Appendix 1: Recommendations

      Appendix 2: Business School Assessments

      * * * *

      Dedication

      To my husband, Josiah, who supports me in everything, big and small.

      * * * *

      Acknowledgements

      Thank you to my family and friends for their continuous support. Thank you to the amazing MBA admissions professionals and candidates that continue to draw me to this work.

      Thank you to my editor, Bonnie Hearn Hill for taking a break from the real project to support me on this one.

      And a special thank you to the following business schools for providing information used in this report:

      Arizona State University (Carey)

      Carnegie Mellon University (Tepper)

      Cornell University (Johnson)

      Duke University (Fuqua)

      Emory University (Goizueta)

      Georgetown University (McDonough)

      Indiana University (Kelley)

      Michigan State University (Broad)

      New York University (Stern)

      Penn State University (Smeal)

      Rice University (Jones)

      Southern Methodist University (Cox)

      Stanford University

      Texas A&M University (Mays)

      Thunderbird School of Global Management

      University of California-Davis

      University of California-Los Angeles (Anderson)

      University of Chicago (Booth)

      University of Georgia (Terry)

      University of Minnesota (Carlson)

      University of Pittsburgh (Katz)

      University of Rochester (Simon)

      University of Texas at Austin (McCombs)

      University of Wisconsin-Madison

      Vanderbilt University (Owen)

      Yale University

      * * * *

      Introduction

      In late 2012, I was providing consulting services to an organization that sought to strengthen its website’s diversity content. In preparation for a brainstorming meeting, I looked at more than 175 websites, including sites of 140 U.S.-based graduate business schools. I was seeking strong examples of diversity content to show my client how different organizations addressed diverse audiences, including the visual presentation and messaging. As I began to visit different websites, I was shocked to find that many business schools did not have a single page specifically addressing diversity or targeting under-represented minorities or women. I was so surprised and intrigued that I began to track the diversity pages of every site I visited. By the time I finished, I found that more than 80 of 140 (almost 60%) of the business school websites I visited did not have a diversity page.

      I’ll be honest with you. My first thought was: These schools don’t want diversity. Maybe they would prefer to have more women and minorities given a choice, but they could exist without it. Dramatic, I know! But seriously, how hard is it to add a webpage to a site (even with some of the antiquated backend content management systems many schools still have)? Setting the quality of such a page aside, I felt that even a poor diversity page would acknowledge, at some level, that the school had a desire to engage women and under-represented minorities as students. I wasn’t asking for a robust webpage with well-developed content that engaged diversity audiences; rather, I just wanted a page.

      I would love to tell you that I quickly settled down, but instead my fiery personality got the best of me. I got more worked up as I wondered about other areas in which schools weren’t doing what they needed to attract more diverse students. My intense reaction didn’t really emanate from eighty schools without diversity pages, though that was the impetus for this report. In my many years spent in and around the MBA space, I have continued to hear from business school representatives about how difficult it is to attract women and minorities to MBA programs. Some of the most often-cited reasons: minorities have low GMAT scores, minorities want too much scholarship money, women are in their prime childbearing years when MBA programs most want them, etc. There are hints of truth in each of these challenges; every admissions officer can share stories that illuminate these issues. The problem is that culpability for the lack of gender and ethnic diversity in MBA programs continues to be placed on the candidates themselves and not shared by the institutions, which have significantly more authority to change the landscape than they currently utilize.

      By this point, I was really worked up. Not worked up to take action, just bothered. That’s when I had the great fortune to talk with a friend and colleague, who has both a strong MBA admissions and diversity background. While she shared some of my frustration, with a remarkable level headedness, she reminded me that it wasn’t ill intention, but often poor results and lack of awareness on effectively recruiting women and minorities that had led to this industry-wide complacency. Many MBA programs had expended substantial resources on diversity initiatives over the years with little to no results in return. For many, cracking the diversity recruitment code became wishful thinking versus a business strategy.

      As my frustration subsided (that’s what friends are for), I just couldn’t shake the thought that there were business schools that might not know the fundamentals of diversity recruiting. I also wondered what role I could play. So I decided to take on this project, not to call out business schools on what they were doing wrong, but instead to bring attention to what business schools were doing right and to offer some insight on how MBA programs could better recruit women and minorities.

      I don’t have all of the answers nor do I have a simple formula for attracting candidates to your business school. If I did, I would have unleashed it long ago and would now be in Tahiti dangling my feet in the Pacific Ocean. The demographics of every MBA program would also be substantially different than they are today.

      Although I don’t have all of the answers, I do I have some, and I bring unique perspective and expertise to this conversation. I earned my MBA and JD degrees from the University of Virginia. I did not go through the MBA admissions and recruitment process in the typical way. I was a 21-year old college senior in Storrs, CT when I applied to graduate school back in 1995. My connection with my MBA alma mater has been multi-faceted—first as a Darden student, then as a Darden partner (my husband finished the MBA/JD three years after me), an alumnus recruiting for my company and also as a current member of the Alumni Board of Directors. I have worked with and for business schools for a number of years, recruiting candidates in and out of business school and also supporting them during their MBA experience. I was on the Admissions team at the Yale School of Management, responsible for diversity admissions and student affairs, working to recruit prospective MBA students and to support current MBA students. Our recruitment results during those couple of years, particularly with under-represented minorities were strong (outstanding when compared to prior years). My experience came full circle when I worked for an investment bank, recruiting students out of MBA programs to the firm. My experience was further supplemented by my work at

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