Kellogg Inclusion Coalition (KIC) Update April 2021

(April 22, 2021)

Dear Kellogg Inclusion Coalition (KIC),
Greetings from Evanston. It is my hope that this message finds each of you in continued safety and good health. The purpose of this note is to provide a brief update regarding our Diversity, Equity and Inclusion (DEI) efforts at “your” Kellogg School of Management. Students, faculty and staff had the opportunity to hear some of these developments during recent internal meetings.
Internal DEI Climate Survey 
First, we released the initial results of Northwestern Kellogg’s inaugural annual climate survey. The overall survey response rate was 48% (1,847/3,848) for full-time staff, full-time faculty and degree programs students. In many respects, the insights from the survey aligned with data gathered from other efforts (e.g., student intake/exit surveys, focus groups, etc.). However, we did learn some important new things regarding the magnitude of certain behaviors within our community, areas where we have an opportunity to improve and areas of current strength. Here are some examples of high-level findings that stood out to us: 

Sustain: Manager fosters an inclusive environment (3.29/4.0) 
Opportunity: Recognition for work is given consistently (2.92/4.0)
Sustain: I feel valued by other students (3.30/4.0)
Opportunity: I feel pressure to silence some aspect of my identity (28.4%)
Sustain: The extent to which students feel they have opportunities for academic success similar to that of their peers (3.54/4.0)
Opportunity: Women’s perception of the career development support they receive (2.75/4.0)
It is important to note, 81.5% of survey respondents agreed or strongly agreed that Northwestern Kellogg leadership takes action to champion DEI in the Kellogg culture. As next steps, we will drill down into the data and engage in further conversations to better understand the experiences of the stakeholder groups and populations within our Kellogg community. 

DEI Pathway    
Second, we created Kellogg’s Diversity, Equity and Inclusion Pathway in the Full-Time and Evening & Weekend programs. A pathway is an integrated, cross-functional sequence of courses designed to address a particular skill set or industry for which there is active student and recruiter demand. Our DEI pathway is designed to equip students with the tools they need to build, engage and harness the power of a diverse workforce, to drive meaningful conversations about diversity and to foster an equitable and inclusive experience for all employees. It is designed to prepare students for careers in any industry where diverse talent and perspectives reside. Our intent is to add new curricular offerings to the pathway going forward. Here’s thanking all those who made this exciting curricular development possible. My faculty co-sponsors for the pathway are Nicole Stephens (MORS) and Mike Mazzeo (Strategy).

Fostering an Inclusive Kellogg 
Third, our preparations to create an experience that equips incoming full-time MBA students to integrate effectively with their diverse peers is on track. This fall we will pilot a new program, Kellogg Culture Camp, with a small group of incoming 2Y students. Interested students will need to apply to participate in the pilot, which will consist of five sessions and will seek to:

  • Establish cultural exploration, curiosity and dialogue as critical traits for success
  • Provide a more intimate, vivid view of students’ home cultures (particularly outside of the U.S.)
  • Enable students to make connections across cultures that will carry into their studies 
More details about Kellogg Culture Camp are forthcoming. This program will serve as a complement to Kellogg’s American Culture and English (ACE) Program. Kudos to Debbie Kraus, (Global Study Programs), for spearheading this initiative.

Staff Recognition
Fourth, we established a new form of recognition for our wonderful staff teammates. The
Advancing DEI Award is presented monthly to a staff member who is committed to, and active in, advancing the work of Diversity, Equity and Inclusion in support of staff at Kellogg. The first two recipients of the award are Jersey-Shabazz Hosier (Marketing) and Ginger Lee Jacobson (Research Support). Please, join me in congratulating Jersey-Shabazz and Ginger on their outstanding daily efforts! Those interested in nominating their colleagues for this award should contact me directly. 
Black Leadership Speaker Series
Fifth, the Black Leadership Speaker Series continues to gain momentum. The outstanding Winter Quarter speaker was Ekpedeme “Pamay” Bassey who serves as the Chief Learning and Diversity Officer for the Kraft Heinz Company. The spring event will take place on April 22 and will feature Tamika Curry-Smith ’99, President of The TCS Group and former VP of Global Diversity and Inclusion at Nike. Please join us in these important and thought-provoking conversations.  
Alumni Affinity Network: 
Finally, we recently made an official commitment to establish an alumni affinity group, Kellogg Alumni for Diversity, Equity and Inclusion (KADEI). More information on this group’s activities and how to participate will be shared by Kellogg’s Alumni Relations team in the coming weeks. Here’s thanking Joi Freeman ’20 and all those who are working tirelessly to make this opportunity a reality!  
As always, thank you for your commitment to behaving inclusively and fostering inclusion for all.