| Overall Rating | Gold |
|---|---|
| Overall Score | 67.09 |
| Liaison | Mercè Jorba |
| Submission Date | Feb. 29, 2024 |
IESE Business School - Barcelona
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
IESE Business School created the DDB Office to deal with Diversity and Inclusion matters (see doc "The DDB Office"). The DDB Office Director reports to IESE's Dean and IESE's General Secretary on a monthly basis. She also coordinates the activity with IESE Ex.Committee Members responsible for People, Faculty and Degree Programs.
IESE Business School created the MBA DI Committee to work with MBA Students and improve on DI matters. The Committee is responsible for several issues (see doc. "The DI Committee), including the organization of an annual DI Conference. The MBA Students also run a successful Women in Business Conference.
The MBA DI Annual Conference-2023: https://groups.iese.edu/dni/rsvp_boot?id=300087060
The Women in Business Conference: https://iesewib.com/
IESE Business School created the MBA DI Committee to work with MBA Students and improve on DI matters. The Committee is responsible for several issues (see doc. "The DI Committee), including the organization of an annual DI Conference. The MBA Students also run a successful Women in Business Conference.
The MBA DI Annual Conference-2023: https://groups.iese.edu/dni/rsvp_boot?id=300087060
The Women in Business Conference: https://iesewib.com/
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
DEGREE STUDENTS.
Most of the Degree students have participated in cultural competence and Mutual Understanding training, learning how to develop an inclusive attitude to minorities.
All the MBA Students attend a session on Diversity and Inclusion during their Orientation Week and have mlticultural training in their curriculum.
ACADEMIC STAFF.
All our professors have a comprehensive onboarding training on several topics including "Service and Purpose", where matters as Social Consciousness cover all these issues.
Most of the Faculty community participate in annual training and mentoring opportunities
Most of the Faculty have personal meetings with the DDB Office Director to exchange and learn reciprocally on diversity and inclusion matters.
NON ACADEMIC STAFF.
We are deploying a set of workshop sessions called Mutual Understanding that highlight the risk of discrimination and oppresion and promote Mutual Understanding among all the community members. It focusses mainly on the prevalent negative biases in deliberation and decision-making, the psychological mechanisms that facilitate or hinder participation, and the influence of the structure on the climate of cooperation. By the end of the Academic Year, we expect that 75-80% of the Staff will have done this workshop.
Most of the Degree students have participated in cultural competence and Mutual Understanding training, learning how to develop an inclusive attitude to minorities.
All the MBA Students attend a session on Diversity and Inclusion during their Orientation Week and have mlticultural training in their curriculum.
ACADEMIC STAFF.
All our professors have a comprehensive onboarding training on several topics including "Service and Purpose", where matters as Social Consciousness cover all these issues.
Most of the Faculty community participate in annual training and mentoring opportunities
Most of the Faculty have personal meetings with the DDB Office Director to exchange and learn reciprocally on diversity and inclusion matters.
NON ACADEMIC STAFF.
We are deploying a set of workshop sessions called Mutual Understanding that highlight the risk of discrimination and oppresion and promote Mutual Understanding among all the community members. It focusses mainly on the prevalent negative biases in deliberation and decision-making, the psychological mechanisms that facilitate or hinder participation, and the influence of the structure on the climate of cooperation. By the end of the Academic Year, we expect that 75-80% of the Staff will have done this workshop.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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