Dartmouth College Tuck School of Business

RECRUITMENT AND SCHOLARSHIPS/FELLOWSHIPS

What programs and initiatives has your school found successful in the recruitment of minority and/or female students? Achieving a diverse student body is critical in a globalized world where business demands that different voices, approaches and opinions are heard. The Tuck admissions office goes to great lengths to attract, select and matriculate a class of students to bring a variety of perspectives to the classroom and to student life. Our global business perspective means that we value differences—cultural, historical and social. Understanding the spectrum of experience and outlook is essential for leaders who will manage diverse work forces. Ensuring that everyone feels comfortable in the Tuck community accomplishes more than harmony; it improves the learning process. It is a critical component of our leadership development and it starts with the admissions process. The school competes at the highest levels on key factors that are important to all students, such as the talent and prestige of faculty, career opportunities for graduates and depth and breadth of curriculum. Yet Tuck also differs from other top business schools in important ways that reflect the values of diverse groups including our focus, personal scale, emphasis on group learning and teamwork and the extraordinary levels of involvement and support we receive from our alumni family.

Each year, Tuck admissions undertakes a wide variety of initiatives to attract a diverse group of applicants and enroll a diverse class. These initiatives include mailings to women, minority and international prospective students; receptions and meetings around the world for prospective students; participation in the Consortium for Graduate Study in Management; the minority and alumnae mentor programs; inviting admitted students to conferences, alumni events and the admitted student weekend in April; and organizing faculty, students and alumni to contact admitted students. The Tuck admissions office employs two full-time associate directors to manage the schools diversity recruiting efforts and to attract and yield female students.

Tuck participates in events organized by:

• Consortium for Graduate Study in Management (CGSM) • Sponsors for Educational Opportunity (SEO) • Management Leadership for Tomorrow (MLT) • Forté Foundation • Ten School Diversity Alliance (outreach to select HBCUs) • Dartmouth Black Business Association (DBBA is the undergraduate business association and Tuck partners with them to provide mentoring and advising)

Each fall, Tuck organizes two major outreach events on campus: The Diversity Conference and the Women in Business Conference.

Please describe any scholarship and/or fellowship opportunities for minority and/or female students attending your school. Name of fellowship program: Consortium for Graduate Study in Management Deadline for application: December 1st and January 5th Fellowship award amount: Full tuition Website or other contact information: www.cgsm.org

The mission of the Consortium for Graduate Study in Management, an alliance of leading American business schools and some of our country’s top corporations, is to enhance diversity in business education and leadership by helping to reduce the serious underrepresentation of African-Americans, Hispanic-Americans and Native Americans in both our member schools’ enrollments and the ranks of management. The organization strives to achieve this mission by recruiting for graduate business education qualified U.S. citizens and U.S. permanent residents from these underrepresented groups, as well as other persons who can demonstrate a commitment to the CGSM’s mission and can best assist the CGSM in pursuing this mission.

Name of fellowship program: Forté Fellowship Deadline for application: Selection occurs after admission to the MBA program Fellowship award amount: Full tuition Website or other contact information: www.fortefoundation.org

The Forté Foundation is an organization of top business schools and corporations whose mission is to increase the number of women in business. Each year, Forté Scholars are selected based on exemplary leadership and achievement. Scholars participate fully in the Forté Scholars programs. For more information on scholar benefits, please visit www.fortéfoundation.org. No separate application is required to be considered as a Forté Scholar.

200 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Name of fellowship program: Toigo Fellowship Deadline for application: Selection occurs after admission to the MBA program Fellowship award amount: $5,000 per year Website or other contact information: www.toigofoundation.org

According to the Toigo Foundation website, “The Toigo Foundation offers the only MBA graduate-level fellowship for individuals committed to a career in finance ... Toigo Fellows meet rigorous criteria. Academic prowess is a must, as well as ambition, integrity, emotional maturity and leadership potential. Expectations are high, not just during graduate school, but once a finance career has begun.

“As a fellow—and a member of the Toigo family—you commit to pursuing a career within the field of finance. This includes a wide range of career possibilities, from investment banking and asset management to alternative finance, institutional investing, consulting, corporate finance and more. You also commit to being an active and involved member of the Toigo community by networking, volunteering (as a mentor to incoming MBA students, for example), and providing financial support to the foundation as your career progresses.”

PROMINENT ALUMNI/FACULTY

Please provide information about prominent minority faculty members at your school. Ella L.J. Edmondson Bell, associate professor of business administration Noted scholar, author and thought leader, Professor Bell is founder and president of ASCENT, a national nonprofit organization committed to the professional development and career advancement of multicultural women. At Tuck, Professor Bell is an associate professor of business administration and works in the field of organizational behavior. She has previously served on the faculties of Belk College of Business Administration, the University of North Carolina at Charlotte, the Sloan School of Management, Massachusetts Institute of Technology, Yale’s School of Management and at the University of Massachusetts at Amherst.

The research interests of Professor Bell focus on the career and life histories of professional African-American and European-American women. She is currently inquiring into issues of work/life balance. She has served as a consultant to Fortune 500 companies and to many public institutions. Her scholarly works have been reported in many top publications and her book, Our Separate Ways: Black and White Women and the Struggle for Professional Identity, has been widely acclaimed.

Alva H. Taylor, associate professor of business administration Professor Taylor is an expert on organizational evolution and technological change. His current research interests also include internal innovation, intraorganizational decision making and creativity. His work has been published in journals, such as the Academy of Management Journal, Administrative Science Quarterly and Virginia Accountant Quarterly. He also presented two articles at the 2007 Academy of Management Best Papers Proceedings. Professor Taylor serves on the editorial board of the Strategic Management Journal.

Professor Taylor was a National Consortium for Educational Access Fellow from 1991 to 1994. He was awarded the Harvey H. Bundy III Tuck Class of 1968 Fellowship for scholarly excellence from the Tuck School in the 2005-2006 academic year. In addition, he received Unsung Hero Award for outstanding noncore teaching from the Kellogg School of Management, Northwestern University for 1997-1998 school year.

Rafael La Porta, professor of finance Professor La Porta is an expert on cross-country differences in law and practice pertaining to investor protection and how those differences cause economies, stock markets and firms’ financing practices to vary, an area known as “law and finance.” His work has been published in journals such as the Journal of Finance, Journal of Political Economy and the Quarterly Journal of Economics.

Professor La Porta was an Alfred P. Sloan Research Fellow from 2001 to 2005. He received his PhD in economics from Harvard in 1994 and was on the Harvard faculty from that time until he joined Tuck in 2003. He teaches the core course in corporate finance as well as an international corporate finance elective course at Tuck.

Please provide information about prominent minority alumni from your school. Christopher J. Williams, MBA 1984, chairman and chief executive officer, Williams Capital Group, LP After a successful career at Lehman Brothers, Mr. Williams founded Williams Capital Group, ranked in the top 20 underwriters in 1999 to 2001. He also serves on the board of directors Wal-Mart Stores, Inc., Harrah’s Entertainment and the Securities Industry Association. In 1994, Crain’s magazine named him one of their Top 40 Under 40.

Pamela Carrington Scott, MBA 1975, founder, president and chief executive officer, LVCC, Inc. LVCC, Inc. is a consulting firm that works with corporate, government and nonprofit organizations. Prior to forming LVCC, Ms. Scott was senior vice president of State Street Corporation and director of advisor relations for Schoolhouse Capital, LLC. She serves on the board of directors of Beverly National Corporation, United Way of Massachusetts Bay, Girls, Inc. and the LEAD Program in Business.

201 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Herbert Kemp, MBA 1966, founder and chief executive officer, What’s Black About It? Mr. Kemp is one of today’s multicultural marketing and advertising pioneers with more than 20 years of experience targeting the African-American consumer market for some of America’s largest corporations with such firms as the UniWorld Group, Chisholm-Mingo Group and J. Walter Thompson. The first minority student to graduate from Tuck, Kemp received the Trailblazer Award at the 2006 Tuck Diversity Conference.

Please provide information about prominent female faculty members at your school. Punam Anand Keller, Charles Henry Jones Third Century Professor of Management Selected by The Financial Times as a woman to watch in business education, Professor Keller’s current research focus is designing and implementing communication plans and transformative marketing. Her work has been published in the Journal of Applied Social Psychology, Journal of Experimental Psychology, Health Communications, Journal of Consumer Research and the Journal of Marketing Research. Professor Keller serves on the editorial boards of the Journal of Consumer Psychology, Journal of Consumer Research and the Journal of Marketing Research. She received the National Cancer Institute and Marketing Science Institute awards for effective health-related communications.

In 2007, she was awarded the award for designing effective retirement savings communications by the National Endowment for Financial Education. Professor Keller has been president of the Association for Consumer Research since 2008.

Margaret A. Peteraf, professor of strategic management and organization Member of the board of governors of the Academy of Management and past chair of the business policy and strategy division, Professor Peteraf’s research deals with resource-based theories of competitive advantage and dynamic capabilities of firms. She serves as executive editor of the International Journal of Strategic Change Management; associate editor of the International Journal of Learning and Intellectual Capital, Managerial and Decision Economics; and on the editorial boards of the Academy of Management Review, International Journal of Management Concepts and Philosophy, Journal of Strategic Management Education, Managerial and Decision Economics, Organization Science, Strategic Management Journal, Strategic Organization and Nankai Management Review.

Professor Peteraf has received awards for her teaching, including the 1997 Carlson Executive MBA Curtis Cup Award for Outstanding Teacher in Executive Education and the 1999 Bruce Erickson Teaching Award. She earned the Strategic Management Journal Best Paper Award in 1999.

Kusum L. Ailawadi, Charles Jordan 1911 T’12 Professor of Marketing Professor Ailawadi has won numerous scholarly awads, including the Paul Raether Fellowship for scholarly excellence, the 1997 First William Davidson Award for Best Contribution to Theory and Practice in Retail Marketing from the Journal of Retailing, the 2004 Harold H. Maynard Award for Best Contribution to Marketing Theory and Thought from the Journal of Marketing and the 2005 INFORMS John D.C. Little Best Paper Award. In addition, she is listed under outstanding faculty in BusinessWeek’s Guide for the Best B-Schools.

Professor Ailawadi’s research focuses on the strategic interaction and balance of power between manufacturers and retailers and the factors that determine their relative performance. She serves on the editorial boards of the Journal of Marketing, Journal of Retailing, Marketing Science and Review of Marketing Science. Professor Ailawadi was the 2004 winner of the JMR/MSI Competition on Academic-Practitioner Collaborative Research.

Please provide information about prominent alumnae from your school. Noreen Doyle, MBA 1974, independent director, European Bank of Reconstruction and Development One of the first 10 women graduates from Tuck, Ms. Doyle is a member of the Tuck School board of overseers. She is the retired first vice president and head of banking of the European Bank of Reconstruction and Development, a position she held from 2001 to 2005. In 2003, she was ranked among Europe’s Most Successful Business Women by The Wall Street Journal. Today, Ms. Doyle serves on the board of directors of Credit Suisse Group, Newmont Mining Corporation, QinetiQ Group plc and Rexam plc. Prior to the European Bank of Reconstruction and Development, Ms. Doyle spent 18 years at Bankers Trust, where she worked on oil and gas projects during the energy boom of the early 1980s and in leveraged finance during the prosperous late 1980s.

Elyse Benson Allan, MBA 1984, president and chief executive officer, General Electric Canada Ms. Allan joined GE in the United States after graduating from Tuck and moved to GE Canada in 1988. In 1995, she accepted the presidency of the Toronto Board of Trade and changed the way municipalities like Toronto are financed. That experience served her well when she returned to GE as CEO of GE Canada in 2004. As CEO, Ms. Allan is committed to making Canada “a leader in reducing greenhouse-gas emissions worldwide” and demonstrating the importance of econmagination to her 9,500 employees.

Deborah Warner Brooks, MBA 1986, president, chief executive officer and cofounder, Michael J. Fox Foundation for Parkinson’s Research Named by PINK magazine and Forté Foundation among America’s top businesswomen, Ms. Brooks transitioned from Goldman Sachs & Co. to the nonprofit world when she became the founding executive director of the Michael J. Fox Foundation, which today is the single largest funder of Parkinson’s disease research outside the U.S. government. Ms. Brooks regularly serves as a panelist at events about health care and promoting women in business, including a panel at the 2005 Forté Forum and 2007 panel called “Taking Issue with Health Care” at the Tuck School.

202 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

CURRICULUM AND RESEARCH

Please provide information on any classes and concentrations that focus on issues related to women or minorities. Cross-Cultural and Gender Communication This class studies: (1) How cultures and genders differ (in terms of nonverbal, verbal, time, power, relationships and social contexts); (2) Why they differ (psychological and cultural underpinnings of these behaviors); and, most importantly, (3) How to use and consciously choose behaviors to be effective in different environments. The course will be highly experiential—including short role-plays (to identify default behaviors and practice new ones), minicases and minipresentations, journals, debates and seminar-style discussions. The course is designed for men and women from all cultural backgrounds; the goal is not to teach right or wrong behaviors, but rather effective behaviors which may vary in different environments.

Seminar on Measuring the Effects of a Diverse Work Force When managers speak of diversity, they may be speaking of an organizational value, a recruiting objective or a simple fact of life in today’s global and multicultural work force. The academic research on diversity goes deeper, however, measuring different types of diversity and how they affect individuals, groups and organizations. The objective of this research to practice seminar is to instill an appreciation of evidence-based management practices in the area of diversity management.

Smith-Tuck Global Leaders Program for Women Global companies depend on leaders with a global mindset. The Smith-Tuck Global Leaders Program for Women is the premier executive education program for women who are assuming leadership positions with global responsibilities. The program prepares executives to meet the demands of a constantly changing global business environment. An exceptionally strong team of transnational faculty members leads participants through discussions and activities focused on global strategy, marketing, finance, leaders and organizational transformation. There are opportunities to develop intercultural interaction skills and extend personal, professional networks. The program also includes strong wellness and reflection components as well as peer coaching for life/work integration, the politics of high-level corporate communications, and other concerns that are critical for women and often missing from executive education programs.

Pilot Executive Education Program for the Goldman Sachs 10,000 Women Initiative Supported by a grant from the Goldman Sachs Foundation, Tuck is collaborating with Goldman Sachs to run a pilot program for minority women business owners that involves a two-day education program with a mentoring process. Many women aspire to be successful business owners, but lack the knowledge and support necessary to survive the difficult early years. Participants will be minority women business owners who have been running their businesses for at least two years and who have the desire and potential to grow.

Please describe any faculty and/or student research projects that focus on diversity, multiculturalism and minority issues. Professor Ella Bell’s research focuses on corporate career advancement of multicultural women. Professor Bell founded ASCENT, a nonprofit organization that, through education, corporate partnerships and research, helps multicultural women to overcome professional challenges and corporations to build representation of these women at all managerial and executive levels. Her book with Stella Nkomo, Our Separate Ways: Black and White Women and the Struggle for Professional Identity, was described as “providing a well-respected and thought-provoking look at some important aspects of race and gender in corporate America.”

Professor Len Greenhalgh’s current research focuses on the effects of changing demographics on the U.S. economy as indicated by his working paper, “Strategy for a Different Future for Women and Minorities in the U.S. Economy.” Under the auspices of grants from the Small Business Administration and the Minority Business Development Agency, he and other Tuck faculty have written a series of research papers on the role of minority businesses in the global economy; the effects of the rising percentage of minorities in the U.S. population on minority business development and the U.S. economy in general; supply chain issues and opportunities for minority-owned businesses; frameworks and insights about innovation in minority business enterprises; and variables related to successfully competing for contracts.

Papers summarizing research findings have been delivered for discussion at national meetings, such as MBDA’s annual National Minority Enterprise Development (MED) Week Conferences, and accepted for publication in practitioner and academic journals. These papers include:

“Globalization and Minority-Owned Businesses in the United States: Assessment and Prospects” by John Owens and Robert Pazornik, Presentation at National MED Week 2003 Conference, Washington, D.C., September 2003.

“The Life Cycle of a Minority-Owned Business: Implications for the American Economy” by Andrew B. Bernard and Matthew J. Slaughter, Presentation at National MED Week 2004 Conference, Washington, D.C., September 2004.

“Minority Business Enterprises Mastering the Supply Chain” by Quintus R. Jett, David F. Pyke and M. Eric Johnson, Presentation at National MED Week 2006 Conference, Washington, D.C., September 2006.

“The Sophisticated Innovator: Practical Insights from Provocative Stories of Innovation in Minority Business Enterprises” by Christopher Trimble, Presentation at National MED Week 2007 Conference, Washington, D.C., September 2007.

203 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

“Gender Differences in Minority-Business Contract Acquisition” by Leonard Greenhalgh and Lynn Foster-Johnson, accepted for presentation at Academy of Management Conference in August 2008 and for publication in conference proceedings.

Professor Constance Helfat’s recent research on women executives was published in an article titled, “The Pipeline to the Top: Women and Men in the Top Executive Ranks of U.S. Corporations.” The study showed that percentage of CEOs that are women is likely to remain relatively low and imparts new urgency to longstanding concerns about the lack of female CEOs in the corporate world.

Please describe any symposiums or special lectures that focus on diversity and minority issues organized and/or sponsored by your school. Diversity Conference www.tuck.dartmouth.edu/life/diversity.html Planned and managed by current students, Tuck’s annual Diversity Conference offers prospective students the opportunity to experience Tuck firsthand. During the event, prospective students meet with current students, alumni, faculty and staff for a weekend of discussion, networking, mentoring and socializing. Participants also attend presentations given by prominent speakers. Top companies that make diversity a priority play an important role in making the conference an essential part of a prospective student’s search for the MBA program that fulfills their needs and aspirations. The Diversity Conference is held each fall.

Women in Business Conference www.tuck.dartmouth.edu/life/women.html Tuck positions women for successful careers by helping students and alumnae make the best connections—with each other and with businesses. Hosted by the members of the Tuck Women in Business Club, the annual Women in Business Conference brings together prospective students, alumnae, faculty and staff to offer insight and share their personal experience. Through workshops, participation in abbreviated Tuck classes and interaction with students who have been through the application process, candidates gain valuable insight to help inform their decisions as they consider their MBA opportunities. The Women in Business Conference is held each fall.

ORGANIZATIONS AND STUDENT LIFE

Please provide information on your school diversity student and alumni organizations. Tuck African Ancestry Business Association (TAABA) mba.tuck.dartmouth.edu/pages/clubs/taaba TAABA is committed to enriching the value of the greater Tuck community by increasing the diversity of people, ideas and activities. We seek to build a strong sense of community among students of African descent at Tuck by organizing social events for TAABA members and their partners, providing academic assistance and encouraging members to use one another as a sounding board for concerns and ideas, both personal and business-related. It is our responsibility to work with the admissions office to increase the number of African ancestry enrollees.

Lastly, we intend to increase TAABA’s visibility within the Tuck community and the greater Dartmouth community by inviting speakers (e.g., Diversity in the Workplace), sponsoring parties for the Tuck and graduate communities, organizing cultural dinners and working with the Dartmouth African Ancestry Society.

Hispanic American Student Association (HASA) mba.tuck.dartmouth.edu/pages/clubs/hispanic Number of current members: 24 The Hispanic American Student Association’s mission is aimed at enriching the professional, academic, social and cultural pursuits of its members. Although HASA’s activities are focused toward Tuck’s Hispanic student community, all students are encouraged to participate.

HASA is also forming relationships with the other Latino and Latin American groups across Tuck’s undergraduate and graduate schools in order to form an integrated and unified Latino presence throughout the Dartmouth campus.

Tuck Gay/Straight Alliance mba.tuck.dartmouth.edu/tgala The Tuck Gay/Straight Alliance is the GLBT resource and support group for the Tuck School of Business at Dartmouth community. We provide a social and support network for GLBT students, foster connections with GLBT alumni, serve as a resource for prospective students, help Tuck benefit from the richness of the GLBT community and act as a liaison with other GLBT groups at Dartmouth and at other top business schools.

The GLBT and straight members of GSA are dedicated to fostering respect for diversity of all types within our community of future business leaders; and supporting GLBT Tuckies in the development of positive social and professional identities that acknowledge their sexual identities.

204 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Asian Business Club mba.tuck.dartmouth.edu/pages/clubs/asia The growth in Asia has been tremendous and we must be prepared to leverage our backgrounds, education and skills to take advantage of this growth. This is why the Asian Business Club is dedicated to the following three goals: (1) Increase Asia-related job opportunities for Tuck students; (2) Increase awareness of current economic, political and social issues affecting business in Asia; and (3) Increase recognition of the Tuck brand in Asia.

Women in Business at Tuck www.tuckwomeninbusiness.org Tuck Women in Business’ mission is to foster a community that enables women to achieve personal and professional success. To this end, WIB provides mentoring, networking and career development throughout the Tuck experience. The club’s goals are to: perpetuate alumnae involvement, awareness and interaction with current students; promote professional development of current women through targeted programming; constantly attract top-talent female students to Tuck; and increase awareness of Tuck Women in Business initiatives across campus and increase campuswide involvement. Tuck Women in Business achieves these goals through initiatives in admissions, career development, alumni outreach, student life and professional development.

Net Impact mba.tuck.dartmouth.edu/pages/clubs/netimpact With more than 170 members, Net Impact is one of the largest opportunites at Tuck. It holds formal meetings, events and activities for the whole club every other week; smaller “interest groups” that focus on topics such as microfinance, clean technology, CSR, environmental sustainability and social entrepreneurship also get together regularly. The club sends out a biweekly newsletter that lets students know about everything happening in the Dartmouth community that relates to the intersection of business and society.

Please provide information on any programs, including on-campus and universitywide programs in which MBA students participate that focus on issues related to women or minorities. Dartmouth College office of institutional diversity and equity The office of institutional diversity and equity is focused on supporting, assisting and enhancing Dartmouth’s commitment to learning and pluralism. The office’s planning and programs help to maintain and build an environment that accepts and welcomes difference. While race and sex figure prominently into the understanding of diversity, the office is also interested in examining and fostering dialogue on other aspects of individual and social identity (e.g., age, class, disability, ethnicity, gender, gender identity, language, national origin, religion, sexual orientation and veteran’s status).

Respect for the cultures that make Dartmouth a dynamic teaching, research and service environment is a bedrock institutional value. Dartmouth’s office of institutional diversity and equity provides resources across the institution to promote access, respect, inclusiveness and community in all of Dartmouth’s working and learning environments.

Dartmouth College office of pluralism and leadership (OPAL) The office of pluralism and leadership facilitates the academic, social, cultural and leadership development of undergraduate students and communities by serving as a central resource on issues related to gender, race, culture, sexuality and socioeconomic class. OPAL also works to enhance the cultural competency of the Dartmouth community by providing consultation, workshops and training for campus colleagues and departments.

Dartmouth College Center for Women and Gender (CWG) Founded in 1988, the Center for Women and Gender celebrates women’s achievements, explores the role gender plays in human experience, and supports individual and collective struggles related to gender. The CWG provides opportunities for reflection, engagement and personal growth, with a particular emphasis on honoring women’s voices and encouraging the full, active and equal participation of women in the life of the college. Central to our mission is the recognition that explorations of gender must take place in tandem with explorations of race and ethnicity, economic status, sexual orientation and other significant aspects of individual and cultural identity.

Please provide information on any institutes and/or related programs that focus on diversity. The Tuck School of Business at Dartmouth has a long and distinguished history of serving the minority business community and for over 25 years has been the leader in providing world-class executive education to meet the needs of minority business owners and executives. Since 1980, Tuck has been offering custom-designed programs for this target audience and as a result has developed a rich understanding of how to explore issues related to serving minority communities. Tuck was the first institution of higher learning to offer such learning opportunities and now counts 4,500 minority business owners and executives as graduates of its flagship minority business executive programs. In addition to offering open enrollment programs, Tuck has partnered with the Minority Business Development Agency (MBDA) of the U.S. Department of Commerce, the U.S. Small Business Administration (SBA) and the U.S. Department of Interior to deliver programs to minority business owners and entrepreneurs served by those federal agencies. Tuck also partners with the Women’s Business Enterprise National Council (WBENC) and IBM to offer programs to women business owners.

The significant increase in enrollment in its programs for minority business owners and executives since 2001 is due in part to the formation of alliances between Tuck and several key corporations for which diversity is a top priority (e.g., AT&T, IBM, Johnson Controls and Raytheon).

205 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Tuck’s dedication to helping these CEOs successfully grow their businesses and create jobs and wealth within minority communities was recognized in 2006 when Tuck became the first educational institution ever inducted into the Minority Business Hall of Fame.

CAREER OPPORTUNITIES

Please describe any diversity recruiting events for employers recruiting minority and/or female students at or near your school. Tuck’s student clubs provide their members with the opportunity to network with companies and alumni. For example, at the fall 2007 Women in Business Conference, keynote speaker Deborah Brooks offered career advice. Executives also attend the Diversity Conference to network with students.

Tuck also participates in the National Black MBA Association and National Society of Hispanic MBAs conferences.

STRATEGIC PLAN AND LEADERSHIP

Please provide your school’s diversity mission statement. Tuck’s statement on diversity Our goal is to create a diverse community of students, faculty and staff in which the value of diversity and inclusiveness is accepted, understood and celebrated. Diversity is essential to our overall mission of education future business leaders.

How does your school’s leadership communicate the importance of diversity to your student body, faculty and administration? At the welcome session for entering students, the dean gives a speech in which he highlights the importance and value of diversity in the Tuck community and urges students to take advantage of the diverse backgrounds of their fellow classmates. Diversity is also highlighted in the launch sessions for study groups as they are assigned to ensure that each includes diverse skills and backgrounds.

The importance of diversity is highlighted in our Tuck strategy statement that every new employee receives as part of orientation, every position description for staff at Tuck includes a statement of what is expected in terms of diversity, and faculty and staff attend a wide variety of workshops and events hosted by Dartmouth’s office of diversity and institutional equity.

Please provide any additional information regarding your school’s diversity initiatives that you wish to share. Tuck’s strategy Tuck seeks to offer the world’s best full-time MBA program taught by a faculty of thought leaders. The school is dedicated to the following principles which guide our strategy and our day-to-day actions. These include fostering each student’s life-long success as a business leader, achieving excellence in research and teaching, developing a sense of community, respecting each individual, promoting diversity and inclusiveness, instilling integrity and helping everyone in the community achieve their career aspirations.

Tuck is a diverse scholarly environment where close associations among people and departments create an interdependency that provides far-ranging benefits from efforts to increase the diversity of the workplace. The school has adopted a strategy that organically nurtures a culture of inclusiveness among the staff, the students, our faculty and the content of the curriculum.

History of diversity Over the years, Tuck has been innovative on issues of diversity and as far back as the early 1960s the school sought to create a community in which diversity was accepted and celebrated; where the inclusion of each person’s ideas, perspectives and life experiences contributed to the culture that defines the school.

In 1964, Herbert Kemp became the first African-American to matriculate at Tuck and graduate two years later as a member of the Tuck class of 1966. And just a few years later in 1968, Dean John Hennessey moved ahead with admitting women to Tuck while its parent institution, Dartmouth College, was still debating whether to do so. The first woman graduated from Tuck in 1970 and by June 1976 when the first four-year women graduated from Dartmouth, Tuck had already had close to 40 female graduates.

As a founding member of the Council for Opportunity in Graduate Management Education (COGME) in the 1960s, Tuck offered fellowships to minority group candidates; and now, in 2007 the school has an impressive list of scholarships targeted specifically to offset the educational expense of business school for qualified minority students.

In the area of executive education Tuck has been a pioneer, a leader and a model of excellence that is recognized globally.

In the 1990s, the Tuck admissions office organized the alumnae mentor program to match female students with alumnae mentors to discuss career interests, options and ambitions. After years of slow but steady growth in minority enrollment at Tuck, in 1999 Tuck joined the Consortium for Graduate Study in Management.

206 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

In 1997, Tuck joined the small group of schools that host summer business institutes through LEAD (Leadership Education and Development Program in Business, Inc.). Each summer during the month of July, some 30 talented minority teenagers gain a broad perspective on business through attending classes, working on projects and visiting New England companies for hands-on interaction with business leaders. Not only does this program encourage outstanding minority students to pursue careers in business, but it also acquaints them with Dartmouth College and has helped Dartmouth increase the diversity of its student body.

The Tuck Business Bridge Program gives liberal arts, sciences and engineering students a rigorous introduction to global business and helps them develop the practical and analytical skills necessary to transition to a business career. In cooperation with the minority scholarship program of Goldman Sachs, Tuck has recruited graduates of traditionally Black universities to attend Bridge.

In 2001 Tuck joined 13 corporations and seven MBA programs to establish the Forté Foundation with a goal to address several of the factors that discourage women from pursuing an MBA including the lack of female role models, the lack of encouragement by employers for women to pursue an MBA and concerns that a business career is incompatible with work/life balance. Today, Forté is a consortium of major corporations and top business schools that has become a powerful change agent in educating and directing talented women toward leadership roles in business.

At the turn of the new century, Tuck takes great pride in the advancements that have been made and in the ongoing recognition and support we received from students, recruiters and corporations and have developed a diversity plan that encompasses virtually all departments of the school.

DEMOGRAPHIC INFORMATION

Please describe the demographics of your most recent entering class. Percentage of female students: 33 percent

Percentage of minority students:

White/Caucasian: 44 percent African-American/Black: 5 percent Hispanic/Latino: 4 percent Alaskan/American Indian: 1 percent Asian: 5 percent

Average age of students: 29

Please describe the geographic diversity of your most recent entering class. Distribution of students from different U.S. regions:

Mid-Atlantic: 14 percent Midwest: 4 percent Northeast: 58 percent South: 8 percent Southwest: 4 percent West: 11 percent

Please describe the selectivity of your school for the most recent application cycle. Number of applicants: 2,898

Number of admits: 464

Number of matriculants: 252

Please describe the academic and employment backgrounds of your most recent entering class. Average years of pre-MBA work experience: Five

207 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Percentage of students coming from different industries pre-MBA:

Consulting: 20 percent Consumer products: 10 percent Financial services: 22 percent Government/nonprofit: 12 percent Manufacturing: 6 percent Pharmaceutical/biotechnology/health care products: 3 percent Technology: 12 percent Other: 15 percent

Percentage of students who studied different undergraduate disciplines:

Humanities: 29 percent Social sciences: 16 percent Science: 26 percent Business/commerce: 27 percent Other major/field of study: 2 percent

Please provide student employment information for the most recent graduating class. Average starting salary: $110,305

Percentage of students entering different industries:

Consulting: 34 percent Consumer products: 7 percent Financial services: 35 percent Manufacturing: 1 percent Media/entertainment: 1 percent Nonprofit: 1 percent Petroleum/energy: 3 percent Pharmaceutical/biotechnology/health care products: 4 percent Real estate: 4 percent Technology: 8 percent Other: 2 percent

Percentage of students working in different functions:

Consulting: 36 percent Finance/accounting: 35 percent General management: 11 percent Human resources: 1 percent Marketing/sales: 9 percent Other: 8 percent

208 Vault/CGSM Guide to Business School Diversity, 2010 Edition

Dartmouth College (Tuck)

Major recruiting companies:

Bain & Company Barclay’s Boston Consulting Group Booz Allen Hamilton CitiGroup Deutsche Bank AG General Mills Google Inc. JPMorgan Chase & Co. McKinsey & Company Merrill Lynch Microsoft Morgan Stanley Opera Solutions UBS

209