Babson College
PA-6: Support for Underrepresented Groups

Babson's notice of non-discrimination: Babson College is committed to establishing and maintaining an environment free of all forms of harassment and discrimination for all College community members. Babson College does not discriminate on the basis of race, color, national or ethnic origin, ancestry, religious creed, sex, pregnancy, sexual orientation, gender identity, gender expression, age, genetics, physical or mental disability, veteran status, military obligations, participation in discrimination complaint-related activities, or any other characteristic protected by federal, state, or local laws in its practices, programs or activities. The College’s Title IX Coordinator, Betsy Rauch, is responsible for the oversight of Babson’s Gender-Based Misconduct Policies. She can be reached at brauch1@babson.edu or 781-239-5501. The College’s Vice President for Human Resources, Donna Bonaparte, has been designated by the College to respond to inquiries or concerns regarding other College non-discrimination policies. She can be reached at dbonaparte@babson.edu or 781-239-6434. Link: http://www.babson.edu/about-babson/diversity/Pages/notice-of-non-discrimination.aspx

The Babson Bias Incident Response Protocol (“Protocol”) is designed for individuals and/or groups to report bias incidents and/or hate crimes. It also outlines the College’s procedures that will be instituted to respond. To achieve its mission and vision, Babson College values diversity, inclusion, and an environment free from discriminatory conduct. Embracing diversity of all kinds, we are committed to providing a safe, respectful, educational, and work environment that is free of harassment and intimidation for all. Babson takes seriously all acts of bias and/or hate of which it becomes aware. To that end, the College will respond appropriately by supporting the target(s) of such acts. The response includes conducting an investigation; taking appropriate action against the person(s) found to be responsible; advising the College community of the occurrence if appropriate; and implementing programs that educate against, prevent, and eliminate acts of bias and hate.

Babson has the Posse Foundation Partnership to recruit students from underrepresented groups, and Babson works with MassDown Syndrome & Jewish Family & Children Service to recruit staff with disabilities.

A manager with the Multicultural Programs is dedicated to student leadership development program, scholarship cohort advising, and cultural affinity organization advising and programming. Peer Mentors are individuals selected to assist first-year students with their transition into Babson via the new student orientation and the co-facilitation of a First Year Seminar course. Peer Mentors guide and provide support to a cohort of approximately 20 students. Selected Peer Mentors participate in a thorough training program at the end of August (the week prior to orientation), are expected to be present for all of Orientation, and regularly attend their assigned FYS section throughout the fall semester. Multicultural Student-Alumni Mentoring Program exists in response to an outpouring from multicultural students for mentoring support. Babson is piloting the first ever mentoring program, including 18 multicultural students have been matched with 18 alumni mentors. The Black Affinity Group is dedicated to strengthening ties between alumni and students to engage these two groups in a meaningful manner. The group organized an annual conference to provide alumni with an updated view of the college's efforts to recruit and retain students of color; provide a forum for students and alumni to share views on strategies of recruitment, retention, and alumni involvement; and to develop plans to move forward around these college initiatives. Babson's Human Resources support's the Employee Resource groups for the following areas of faculty and staff: LGBTQ Connections (Lesbian, Gay, Bisexual, Transgender, Queer/Questioning) Group Ebony Network Group Additionally, Babson has a Diversity & Inclusion Council, which has organized four committees to focus on: (1) Recruitment and Retention Committee brainstorms new ways of attracting and retaining students, faculty, and staff of diverse identities including racial, ethnic, socioeconomic, gender, religious and sexual orientation. (2) The Building and Inclusive Community Committee works to create and sustain an inclusive community characterized by respect and understanding of the value of all people through co-curricular activities. This committee has challenged the Babson community to “Get in the Game”, which means participating in thought-provoking experiences with faculty, students, and staff to develop the awareness, skills, and competencies necessary to think critically about ourselves and how we interact with the world around us. (3) The Inclusive Curriculum Committee creates spaces for participation in discussion and supports the Undergraduate Academic Policy Committee in incorporating inclusiveness into the curriculum. (4) The Inclusive Classroom Experience Committee provides resources and opportunities for faculty to create and maintain an inclusive classroom experience where students feel comfortable engaging in deep, thought-provoking conversations while being respectful of each other and engaging in discussions that are inclusive of all of our identities.

Babson supports future faculty diversity in the following ways: (1) Babson participates in The Ph.D. Project, which was founded upon the premise that advancements in workplace diversity could be propelled forward by increasing the diversity of business school faculty. It helps African-Americans, Hispanic-Americans, and Native Americans attain their business Ph.D. and become the business professors who will mentor the next generation of leaders. Babson participates in conferences and is a member that has access to recruits from this organization, and has hired three faculty members from the project. (2) Babson participates in The Partnership, Inc, to support the professional development of a diverse faculty and help them become acculturated to the Greater Boston area. (3) As part of the Babson, Olin, Wellesley Colleges collaboration, there is a faculty development program that mentors historically under-represented faculty to support their research and writing. (4) Babson is a member of the Commonwealth Compact, a local organization that is bringing local New England schools together to collaborate on attracting diverse faculty to New England. The Commonwealth Compact convened a Massachusetts Business School Deans Committee to focus on strategies by which schools can produce better results in the areas of diverse faculty recruiting and retention through coordinated action, rather than individually.