This document discusses the benefits of diversity for organizations and schools. It provides statistics showing that companies with more gender diverse leadership can see increased profits. Schools that bring together people from different backgrounds allow students to avoid groupthink and make fewer mistakes. The document also outlines efforts by the Eller School of Management to increase diversity through various outreach and recruitment activities. The goal is to influence corporate culture and positively impact companies' bottom lines.

2. Organizations that I’ve
worked with or been
recognized by:

3. Headlines:
• USA Today College – “Racism on college
campuses: Students on where we are
now” (February 2016)
• LA Times – “For black students at Texas,
Supreme Court remarks are a burden
added” (December 2015)
• CNN Politics – “Supreme Court divided
in University of Texas affirmative action
case” (December 2015)
• CNN U.S. – “A timeline of the University
of Missouri protests” (November 2015)
• NBC News – “University of Oklahoma
Says Racist Song Was ‘Formalized’ by
SAE” (March 2015)
• Jezebel – “University of Alabama
Sorority Felt Blacks Were ‘Bad for Our
Status’” (August 2014)
Why should
schools even care
about diversity?

4. BIGGEST Predictor of
Success in Life?
Having an OPEN Network:
“By bringing together people of different
backgrounds, you gain the ability to escape a
single group’s echo chamber and avoid errors
caused by groupthink”
Source: http://www.businessinsider.com/why-
having-an-open-network-predicts-career-success-
2016-1

5. According to the Peterson
Institute and Ernst & Young (EY),
a company with 30% female
leadership could expect to add up
to six percentage points to its net
margin
Source: http://www.ft.com/cms/s/0/a3267dfe-cc1a-
11e5-be0b-b7ece4e953a0.html#axzz3zb2hN3vM

6. Statistics drawn from Hobsons Connect.
January ‘14 – August '15.
https://ellermba.askadmissions.net/sso/sso/login.
Program
Type
FT MBA EvMBA EMBA
Work
Experience
2.8 6.2 12.6
Age 26 31 41
Intel 2015:
• Exceeded annual hiring goal, achieving 43.1% diversity hiring (40%; up 1.8x)
• Increased hiring of underrepresented minorities by 31% (11.8%)
• Increased hiring of women by nearly 43% (35%)
• Narrowed gap in female representation (24.8%; up 5.4%)
40
99
41
21
41
1310
33
42 1 17
24 23
40% 40%
41%
39%
40%
40%
40%
40%
40%
41%
41%
41%
41%
0
10
20
30
40
50
60
70
80
90
100
Eller Executive MBA Class of 2016 Eller Evening MBA Class of 2016 Eller Full-Time MBA Class of 2016
Eller MBA Class of 2016 Diversity Recruitment Numbers
Total Count White/Caucasian Hispanic/Latino Black/African-American Other/International Percentage of Women
http://www.intel.com/content/www/us/en/diversity
/diversity-in-technology-annual-report.html

7. How Does Eller Accomplish This?

9. Outreach Examples:
Activities with direct involvement/piloting:
• International Economic Forum of the Americas
• Women’s MBA Alumni Panel
• Forté Foundation Forum
• mba.com Military Blog
• Educational Testing Service TOEFL/GRE Vlog

13. Cultivate Alumni Population:

15. Bring in subject matter experts for additional insights

18. Bottom Line: We want our programs to
influence Corporate Culture to positively
impact their Bottom Line
“Each of us can spark change—for
individuals, families, communities, and
the world.”
http://www.intel.com/content/www/us/en/corporat
e-responsibility/innovate.html

19. brett520@eller.arizona.edu langleym@eller.arizona.edu smunoz@eller.arizona.edu jderanek@eller.arizona.edu

21. Additional Sources: