Fuqua Anti-Racism Scorecard

Minority and Underrepresented Minority are terms and definitions used by the Graduate Management Admission Council (GMAC).

* Minority - U.S. domestic or permanent resident students who identify as African American or Black, American Indian or Alaska Native, Asian American, Hispanic American or Latinx, Native Hawaiian or Pacific Islander, and those who are multiracial or multiethnic.

** Under-Represented Minority - U.S. domestic or permanent residents students who identify as African American or Black, Hispanic American or Latinx, American Indian or Alaska Native, Native Hawaiian or Pacific Islander, and those who are multiracial or multiethnic.

Federal Reporting Guidelines: The Department of the Interior via the Office of Civil Rights provides Federal Guidelines for maintaining, collecting, and presenting data on race and ethnicity. Duke University follows these standards which enables applicants who are US citizens and permanent residents to self-identify their race and ethnicity with the option to select more than one race and/or ethnicity. The race and ethnicity data is presented here per federal guidelines. Hispanic/Latino includes all known US citizens and permanent residents who have identified their ethnicity as such, regardless of any other affiliations they have reported. Multi-Race includes all US citizens and permanent residents who have identified with more than one race and not identified as Hispanic/Latino.

Multi-Identity Reporting Guidelines: To better represent the multiple identities our students have shared in their applications, we share the number of students who identify in each race or ethnic group. Please note that in this representation, a student may be represented in more than one row, so the column adds to greater than 100%.

Example: A student who identifies as White and Hispanic / Latinx is represented only as Hispanic / Latinx, per federal guidelines, but is represented both as White and Hispanic / Latinx in the multi-identity column. A student who identifies as Asian American and Black / African American is represented as Multi-Race, per federal guidelines, and as both Asian American and Black / African American in the multi-identity column.

• Leadership, Ethics, and Organizations (LEO) (August 2021) – The core MBA management class covers topics on the social psychology of race and gender bias and the role of organizational practices for addressing them. 
• Behavior and Common Purpose (Spring 2021) – A session on racial inequality discussed structural barriers to opportunities, such as historical patterns of wealth accumulation and access to education and health care, and the contemporary role of social networks. 
• C-LEAD (Fall, 2021) – C-LEAD is a core experiential leadership course that is coordinated with the core LEO course. 
  • Identity Workshop - Administrators led a workshop that provided opportunities for students to explore person and social identities further demonstrating the diversity of the student body.
  • Implicit Bias Workshop - Second year MBA student members of the Gender Equity Working Group (GEWG) led a workshop on implicit bias. 
• Diversity and Talent Management (Spring 2021) – A newly redesigned and renamed elective course that focuses on Diversity and Human Resources will be offered every year in the Daytime program and is being added to the Executive MBA (EMBA) curriculum as an elective. 
• Open Enrollment Executive Education – Professor Ashleigh Shelby Rosette designed a new course on Leadership, Diversity and Race that was offered in September 2021. This new executive education course complements an existing offering on Women Leaders: Elevating Influence and Impact.
• Germany GATE Course: Diversity, Equity and Inclusion (DEI) in Business (US and Germany) - The Spring 2022 Global Academic Travel Experience (GATE) course explores DEI efforts within the business world, with a focus on Germany and the United States, through research and data analysis, guest speakers and experiential activities. This course allows students to better understand how businesses in both Germany and the US can play important roles in creating more diverse, equitable and inclusive organizations.

• Workshops on Racial Equity - We’ve provided access to racial equity workshops for interested students by bringing in outside experts to educate and facilitate conversations around race, racism, and allyship:
  • The Equity Paradigm
  • Racial Equity Institute’s Groundwater Approach
  • Walk in my Shoes/Playground of Empathy 
• Conversations on Racial Equity - We’ve created opportunities to discuss racial equity in dedicated settings for students:
  • Daring Dialogues – These are student-led events that have discussed a range of diversity issues, including race, gender identity, mental health, and international student experiences.
  • Restorative Circles hosted by trained Fuqua facilitators, create psychologically safe spaces for small groups to go deep into topics like discrimination and bias as well as provide community building opportunities. 
  • We host bi-annual community-wide conversations on race:
    • Fall 2021: Leadership, Diversity and Race with Professor Ashleigh Rosette 
    • Spring 2021:  Sustaining the awakening II: Fuqua Stories on Racial Justice. 
    • Fall 2020:  Sustaining the awakening: Our roles in fighting for Racial Equity, with Professor Mark Anthony Neal and Nolan Smith
  • Diversity and Inclusion Newsletters – written bi-weekly, one for students and the other for faculty and staff
• Providing Support to Black and Latino/a/x members of the Fuqua community from prospective student to alumni – We support and provide guidance to our student-run affinity groups, connect Black and Latina/o/x prospective and current students, staff, faculty and alumni, and have increased support for mental health.    
  • Student run affinity groups – Include BLMBAO (Black and Latino MBA Organization), BIA (Business in Africa), and LASA (Latin American Student Association).  
  • We are partnering with the Shine App, a mental wellness and meditation app for marginalized populations, to offer free premium memberships to students, staff, faculty and alumni.   
  • The YES program is an admissions-led program that provides one-to-one engagement between URM admitted students and alumni from the time of admission up through enrollment. Alumni share their insights, experiences, and guidance to admitted students to help prepare them to join the Fuqua family and to support them throughout their program. 

• Minority Alumni Advisory Board – Through our partnership with Minority Alumni Advisory Board, we help connect current Black and Latino/a/x students to our alumni of color.   
• Industry DEI Leaders – We hosted our second annual Duke Alumni D&I Leaders in Business late spring of 2021 in which Duke alumni whose jobs focus on DEI in the corporate world came together to hear about the D&I work being done at Duke, as well as network, share best practices, and brainstorm with peers in the D&I space.  
• Fuqua Staff - We’ve created opportunities to discuss racial equity in dedicated settings for staff:
  • Thought Leader Lunches are focused on providing staff and faculty space to discuss topics around identity.  
  • Virtual Black and Latina/o/x luncheons – These are held every other Tuesday to provide a space to speak openly about experiences and to bring in content experts to speak about relevant topics to the group.
  • Diversity and Inclusion Newsletters – Written bi-weekly, one for students and the other for faculty and staff Diversity and Inclusion Newsletters are written bi-weekly, one for students and the other for faculty and staff, and has the following content: 
    • Fuqua Stories highlights a member of the community in each newsletter 
    • Education and Action provides Fuquans with articles on how to be an inclusive team member and leader and focuses on allyship 
    • Diversity and inclusion events happening at Fuqua and in Duke at large 
    • Mental health resources 
• Historically Black Colleges and University (HBCUs)
  • Black Student Pitch  -- Fuqua’s Center for Entrepreneurship and Innovation (CEI) partnered with NCCU’s School of Business to develop and execute the first annual pitch: A competition for Black student founders, in which student-founders and recent alumni from across the US had the opportunity to showcase their business to investors who have committed to investing in Black-founded and Black-led growth businesses. 
• Minority-Owned Business Relationships - We are building partnerships and relationships with minority-owned businesses. 
  • Vendor Relationships - A list of minority-owned businesses and restaurants was created to use during Fuqua-related events/workshops/etc.  Fuqua contracted with Little Waves Coffee, a Durham-based, minority-owned, women-forward vendor to provide our coffee services. 
  • Fuqua on Board - Matched pairs of Duke MBA students with local Durham nonprofits to serve as non-voting board members. Among the 24 nonprofits participating in FOB in 2021/2022, 50% were led by Executive Directors who identify as Black/African American. Additionally, 50% of the board chairs were Black/African-American, and 66.6% of the nonprofits predominantly or exclusively serve BIPOC residents of Durham.  FOB is part of the Center for the Advancement of Social Entrepreneurship (CASE) and administered by the Office of Student Life for the Daytime MBA program.
• DEI Website – In the past year, we have used Fuqua’s website to increase our connections to larger communities.
  • Diversity and Inclusion webpage 
  • Living our Values  webpage
  • Diversity, Equity, and Inclusion webpage – this new site will be launched in spring 2022 as a centralized location to learn about upcoming events, student groups, Duke DEI resources, and Fuqua faculty research on diversity.

• LEADing for Life – For 36 years, high school students from underrepresented populations around the country have been selected to participate in business courses and careers skills. In summer 2021, the program was a three-week virtual experience that provided immersive learning opportunities led by content experts (including Fuqua faculty and administrators) and industry leaders (including Fuqua and Duke Alumni). We plan to hold a residential summer program again in 2022. 
• PhD Project – Fuqua continues its participation in the PhD Project, a program that provides students from underrepresented populations information on the process of applying for PhD programs and the nature of the work in graduate school  
• Management Leadership for Tomorrow (MLT), launched in 2002, is a national nonprofit that transforms leadership pipelines to companies, social sector organizations, and universities by equipping high-achieving young adults from underrepresented communities—Black/African American, Latina/o/x, and Native Americans – with the tools to realize their full potential, to make a mark, and make a difference. Fuqua has been partnering with MLT since 2002 and made a multi-year commitment to host their annual kick-off seminar for approximately 300 prospective students from underrepresented populations. Fuqua hosted the MLT kick-off seminar in March 2021 and will host again in 2022.
• JumpStart Advisory Group – This organization, founded in 2004 by two Fuqua alumni, is dedicated to creating a pipeline between highly qualified candidates and employers in those fields committed to strengthening their businesses by improving diversity and inclusion efforts.  We’ve been partnering with them since their inception and held their very first event at Fuqua.  Since their inception their organization has evolved and programming has expanded. In 2016 they developed their Path2MBA Program for prospective MBA students and Fuqua hosts that event each summer. 
• Forté – Through our existing partnership with Forté, an organization committed to supporting and launching women into success business careers, we’ve engaged in opportunities to increase the representation of women of color in business through their forums and leadership conferences.  
• Recruiting events for HBCU – These events include alumni and undergraduate students and introduce our portfolio of degree programs.  We’ve also hosted a lunch and learn event with key influencers at HBCUs to increase awareness of our programs and are identifying opportunities to collaborate and increase representation of HBCU graduates at Fuqua. These events are scheduled for spring 2022. 
• Diverse Perspective Series in a series for prospective students and included a session for First Generation and Low Income (LIFE) students on business school opportunities and how to best prepare and navigate the admissions process. 
• Admit.Me and Fuqua have strengthened their partnership as we hosted presentations for their Fellows on how to best navigate the admissions process and ways to support the engagement of current students in their role as mentors for prospective URM and first-generation college students. 
• MBA Tour’s Spotlight – We’ve been hosting specialized workshops during this series called Diversity for Black, Hispanic, and Indigenous MBAs.  

Fuqua faculty regularly publish academic research insights on diversity and equity in leading research journals.  The work generated by Fuqua faculty often reaches broad audiences and has a practitioner/policy-maker focus.  For example:

• Ashleigh Rosette, The Natural Hair Bias in Job Recruitment (published in Social Psychological and Personality Science; coverage by Forbes, Forbes, CNN, and the World Economic Forum) and Self-Views of Disadvantage, Success and White Privilege (published in Organizational Behavior and Human Decision Processes) 
• Jeremy Petranka, How Some Historic Policies Contribute to Racial Disparities in Hiring, Retention (recording made for Fuqua’s Linkedin Live series).  
• Angelica Leigh, Am I Next? The Spillover Effects of Mega-Threats on Identity Threat, Identity Labor, and Withdrawal at Work (this paper, which was Dr. Leigh’s dissertation, won the best student conference paper in the Gender and Diversity of Organizations (GDO) division at the 2021 Academy of Management Conference; it is forthcoming at the Academy of Management Journal). 
• Rick Larrick and Jack Soll, How Putting on Blinders Can Help You See More Clearly (published in the Sloan Management Review). 
• Daisy Lovelace, courses through LinkedIn Learning including Leading Inclusive Teams, Communicating about Culturally Sensitive Issues, and Guide to ERGs (Employee Resource Groups)