INSIDER INSIGHT
Marcos Singer, MBA director, School of Management, Pontificia Universidad Católica de Chile (UC) “DEI has a special importance in business schools, particularly in developing countries where equity remains a significant challenge. We actively promote the inclusion of women and encourage the admission of individuals from diverse backgrounds, as we believe they bring valuable perspectives and contributions to our school.” Should business schools set diversity targets? Ana Freire “Yes. At our school, we believe that setting clear, measurable goals is essential to advancing diversity and inclusion meaningfully. We track indicators, such as proportions of female students and faculty, the number of courses and scholarships specifically supporting women and the volume of research and activities related to gender and diversity. By establishing and monitoring these
important that these targets are part of a holistic approach that values commitment, achievement and merit alongside diversity, ensuring that, while it is pursued, excellence is not sacrificed as a result.” Marcos Singer “Each school must follow its own principles regarding specific targets. We carry out a series of activities both prior to and during the programme to promote the participation of women, ethnic minorities and other underrepresented groups. However, as the optimal balance depends on many variables, we do not feel in a position to establish quotas.” Jon Foster-Pedley “Transformation is often driven by rules and there is a place for targets. For example, one of my first initiatives as chairperson of the Association of African Business Schools was to change the statute to guarantee female board representation of at least 40 per cent. However, you have to be very clear in your objectives and you cannot lose sight of the reality that appointments must also be driven by capability. You have to find a balance.” Beatrice Avolio “Yes. When a business school sets clear diversity objectives, it enables the institution to establish concrete goals within a defined timeframe. This approach supports the aims inclusive organisational culture and ensuring equitable opportunities for all individuals. “Implementing objectives of this kind contributes to enhanced innovation and creativity within teams, the attraction of diverse talent, the of achieving balanced gender representation, promoting an
“At our school, we believe that setting clear, measurable goals is essential to advancing diversity
and inclusion meaningfully”
Ana Freire
targets, we ensure accountability and continuous progress towards a more equitable academic and professional environment.” Dilbar Gimranova “Diversity targets can guide schools in promoting inclusivity and achieving tangible outcomes. However, it is
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Business Impact • ISSUE 3 • 2025
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