Increasing Representation

Newswise — Building on the momentum of our ongoing Diversity, Equity, and Inclusion (DEI) efforts, we are committed to increasing the representation of Black and other underrepresented minority (URM) teaching faculty, staff and students at the GSB. 

  • Aim to significantly increase the number of Black and URM teaching faculty by continuing to improve our recruitment strategies and processes; working with alumni to identify talented lecturers who are Black, URMs, or from other underrepresented backgrounds; and engaging in Stanford’s ambitious Impacts of Race in America faculty search.
  • Amplify our recruitment efforts of Black MBA, MSx, and /PhD students to ensure these populations continue to increase, including through stronger outreach to historically Black colleges and universities and national groups such as the PhD Project, and working with our own students and alumni.
  • Launch the Stanford BOLD Fellowship (Building Opportunities for Leadership Diversity) to augment our need-based financial aid and support MBA students who have shown a deep commitment to obtaining an education in the face of financial hardship.
  • Develop a robust process to increase Black staff representation through active outreach, working to eliminate biases in our hiring processes, and developing a staff internship program for talented individuals from disadvantaged backgrounds.


Building a Culture of Inclusion and Belonging

We strive to create a culture where all members of the GSB community and our guests feel welcome, and are able to belong and contribute to their fullest potential. 

  • Introduce two new courses in the coming year: Leadership for Society: Race and Power, to educate future leaders about racial injustice and inequality and to inspire them to make positive change, and Blocking Bias in Academe, to educate PhD students to be more effective professors and leaders in diverse university environments.
  • Devote resources and encourage faculty to identify new guest speakers and to write and teach new cases on Black and URM leaders, drawing on input from GSB alumni.
  • Host a Stanford GSB Rising Scholars Conference for diverse PhD students and postdocs to present their work and interact with faculty from the GSB and other institutions to present their research and network with GSB faculty.


Making Positive Change Beyond the GSB

Stanford GSB has the opportunity and responsibility to make lasting, positive change toward eliminating bias and anti-Black racism beyond our campus.

  • Create the GSB Racial Equity Initiative, in partnership with our alumni, to increase representation, strengthen leadership, and foster economic inclusion. Establish a task force to scope and secure the resources necessary to advance this initiative.
  • As part of the initiative, support the GSB Alumni Consulting Team to aid 50 organizations over the next five years that are committed to inclusion and racial equity. 
  • Create a Supporting Black Business Leadership executive education programto accelerate and advance the careers of exceptional business leaders and to shape inclusive environments in which diverse leaders can thrive.


Holding Ourselves Accountable

As we begin this journey and implement these initiatives, we must not forget to hold ourselves accountable and measure our effectiveness. 

  • Create a Diversity Equity and Inclusion Council, consisting of faculty, staff, and students to sustain momentum on our broad DEI goals across every area of the GSB, and ensure that we achieve our goals around Black representation and inclusion. 
  • Continue to publish the GSB’s Annual DEI Report, adding additional metrics, including those designed to measure representation and our culture of inclusion, and partner with the University to contribute to, and improve upon, the IDEAL Dashboard.