The intent of this annual report is to call attention to the inclusion and belonging work that Foster continues to uplift. We know that representation and relationships matter.
Our annual reports hold us accountable to all members of the Foster community, elevating the work that is being done, while also giving us direction on unaddressed needs. It is a chronicle of the committed work of our community.
We express deep gratitude to all who advance this impactful work as well as to those who gave their time and talent to create this report. It takes sustained commitment to create and maintain an inclusive community where belonging matters. Together, let us continue on this path.
Frank Hodge, Dean of Foster School of Business and
Michelle Purnell-Hepburn, Associate Dean for Inclusion & Diversity
Our Commitment
What insights do we share with our students? What knowledge do they take with them when they graduate? What keepsakes do they leave with us to inspire the next class of students? Coming together to foster leaders, insights, and progress for the purpose of bettering humanity through business is what we strive for our students to take with them to the next chapter of their lives. It is our Purpose, our North Star.
We are committed to uplifting excellence. We do this by considering how our decisions help foster a culture of inclusive excellence. Foster’s second strategic goal, “Nurturing Our Internal Community,” strives for all students, staff, and faculty to feel psychologically safe to express themselves and feel a sense of acceptance to be a part of an identity or group. We believe that a sense of belonging sets the foundation for the professional and personal growth we aspire to practice and teach.
Foster’s Annual Nurturing Our Internal Community Report has been created to provide honest, accurate information about our strategic efforts. In this report, we provide a summary of where we have been as well as an overview of where we want to be with respect to creating a safe, welcoming, and inclusive community for all.
It takes each and every one of us to move forward. We value you being on this journey. Thank you!
Our Vision Statement
Our Purpose
We Foster Leaders
We Foster Insight
We Foster Progres
…To Better Humanity
Our Values
Excellence in all we do.
Inclusiveness and Respect for others.
Our Guiding Principles
Inclusion and belonging is not the work of a few people within the organization but is rather a shared responsibility that requires every member of the Foster community to think deeply about how we do our work and how our work impacts others.
Systemic over episodic change.
Hosting and amplifying celebrations, recognizing heritage months, and providing training opportunities are steps toward becoming a richer, diverse culture at Foster. While events are important in building knowledge and community, they are not enough. We need to continuously think about the systems that dictate how our work gets done. This is a long-term strategy. Creating inclusionary and equitable systems can feel less visible yet will have the impact we desire.
As we do this work together, let’s begin by listening and recognizing that we will make the most meaningful and impactful change if our decisions are driven by listening to our community. We are actively working to build structures and pathways for all voices in the Foster community to be heard and acknowledged.
Progress not perfection.
Inclusion and belonging work is hard, and we will all make mistakes as we navigate the nuances and complexity of discussing difficult topics and making difficult decisions. Let’s all support each other by focusing on growth and learning and extending grace to each other as we try new things, make ourselves more vulnerable, and push ourselves out of our comfort zones.
Our Present: Fostering Progress
Students
Fall 2024
38%
First Generation Undergraduate Students
29%
First Generation All Students
71%
Non-First Generation All Students
Foster Resident Statistics
66.8%
Washington State Residents
14.8%
US Resident (non-WA State)
18.3%
International
Enrolled Students by Sex, Fall 2017-2024
| 2017/18 | 2018/19 | 2019/20 | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 | |
|---|---|---|---|---|---|---|---|---|
| Female | 44.3% | 45.9% | 46.9% | 46.2% | 48.6% | 48.8% | 49.8% | 49.5% |
| Male | 55.7% | 54.4% | 53.1% | 53.8% | 51.4% | 51.2% | 50.2% | 50.5% |
NOTE: IPEDS guidelines only allow for two options for gender. This reporting decision is not one that Foster made independently but we choose to stay consistent with our peer schools in using IPEDS reporting rules.
Enrolled Students by Race / Ethnicity, Fall 2017-2024
| 2017/18 | 2018/19 | 2019/20 | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 | |
|---|---|---|---|---|---|---|---|---|
| African American / Black | 2.9% | 3.0% | 2.6% | 3.4% | 4.2% | 4.9% | 6.0% | 6.6% |
| American Indian / Alaska Native | 1.3% | 1.0% | 1.0% | 1.4% | 1.5% | 1.5% | 1.5% | 1.3% |
| Asian | 27.4% | 29.7% | 31.8% | 31.8% | 31.6% | 33.7% | 35.0% | 39.7% |
| Hawaiian Pacific Islander | 0.8% | 0.9% | 1.0% | 1.1% | 1.0% | 1.1% | 1.2% | 0.8% |
| Hispanic / Latiné | 5.7% | 5.8% | 6.4% | 6.9% | 9.0% | 10.1% | 10.7% | 10.0% |
| Caucasian / White | 62.0% | 59.6% | 57.3% | 55.4% | 52.8% | 48.7% | 45.6% | 39.6% |
| Total # of Students | 3,116 | 3,167 | 3,335 | 3,421 | 3,432 | 3,370 | 3,193 | 3,236 |
Undergraduate Programs
UW Foster Undergraduate Diversity Services (UDS)
The UW Foster Undergraduate Diversity Services (UDS) Office is dedicated to serving as a comprehensive resource for underrepresented students—many of whom come from economically disadvantaged backgrounds or are the first in their families to attend college in Washington State. UDS designs academic readiness initiatives and early career development programs that empower students to grow as leaders and professionals while exploring academic and career pathways in the business world.
Supported by the UW Foster Undergraduate Programs Office and in collaboration with the UW Office of Minority Affairs & Diversity and the UW Foster Office of Inclusion & Diversity, UDS provides students with meaningful opportunities to thrive both academically and professionally. Together, we work to ensure students are equipped to enter the corporate workforce as confident leaders and agents of change.
UDS programs offer tailored resources for high school students, community college transfers, UW pre-majors, and current Foster School of Business undergraduates—creating a supportive pipeline for success at every stage of the journey. Below are brief descriptions and highlights from the 2024-25 academic year. UDS served over 500 students, which includes WA high school and community college students, as well as UW pre-business and Foster students, over 75% who are first-generation and/or economically disadvantaged, and over 60% are opted in to the Equal Opportunity Program (EOP). Seven interns and 42 mentors were staffed across all UDS programs. This year, the Team supported the launch of Muslims in Business and Christian Business Leader RSOs.
USD Pipeline Programs
Master’s Programs
With six MBA programs, six Specialty Masters programs and a PhD program, Foster is spread deep and wide. MBA options include a full-time program, a global executive program, an evening program, a hybrid program, and a technology management program. Specialty Masters’ program offerings include business analytics, information systems, supply chain management, entrepreneurship, audit, assurance and analytics, and taxation.
Foster’s doctoral program is a five-year, full-time program. Major areas of specialization in our PhD program are consistent with Foster’s academic departments and include Accounting, Finance and Business Economics, Information Systems and Operations Management, Management and Organization, and Marketing and International Business.
MBA Diversity Partnerships
Consortium Scholarship Dollars Spent
Consortium Scholarship Dollars Spent
- 2019–2020: $25,000 CGSM Members (non-Fellows) | $147,336 CGSM Fellows for a total of $172,336
- 2020–2021: $40,000 CGSM Members (non-Fellows) | $292,824 CGSM Fellows for a total of $332,824
- 2021–2022: $185,000 CGSM Members (non-Fellows) | $478,398 CGSM Fellows for a total of $663,398
- 2022–2023: $160,000 CGSM Members (non-Fellows) | $330,831 CGSM Fellows for a total of $490,831
- 2023–2024: $88,800 CGSM Members (non-Fellows) | $618,120 CGSM Fellows for a total of $706,920
- 2024–2025: $108,800 CGSM Members (non-Fellows) | $576,912 CGSM Fellows for a total of $685,712
MBA Recruitment Pipeline Programs
| Academic Year | MSIS Accelerate Students | Total MSIS Students |
|---|---|---|
| 2022-23 | 33 | 99 |
| 2023-24 | 29 | 98 |
| 2024-25 | 23 | 96 |
| Academic Year | Students | Alumni | Community & Prospective Students | Total Attendees |
|---|---|---|---|---|
| Fall 2024 Registration | 25 | 13 | 53 | 91 |
| Winter 2025 Registration | 31 | 8 | 54 | 93 |
| Spring 2025 Registration | 32 | 12 | 40 | 84 |
The Consulting and Business Development Center
Leaders, Insights and Progress
For the third consecutive year the Consulting and Business Development Center (CBDC) awarded three faculty with three-year research grants to support knowledge creation on issues that support business development and wealth creation among underserved individuals and businesses. To date, there are nine faculty who are receiving support for their research.
The Center has an impact on students through the following experiential learning courses:
- Multicultural Marketing and Business Development (undergraduate)
- Business Technology Consulting (undergraduate)
- Board Fellows (MBA and other graduate students)
- Impact Lending (MBA and other undergraduate students)
Also the Center offers paid summer internship programs for undergraduate students. Among the 225 students who participated in 2024-25, 88% report that their experience improved their ability to perform in challenging situations and 97% feel better prepared for success in their career. The Center’s programs are open to all Foster students with 66% of those who chose to participate in 2024-25 being women and 70% being students of color.
During the 2024-25 academic year, Foster students helped 100 Washington companies (55% were owned by people of color and 49% were owned by women) grow their revenues by more than $33 million representing a 28% increase over their previous year’s revenue. Of these companies, 44% added additional employees.
The CBDC impacts businesses, influences research and advances career success across the US:
- The Ascend National Cohort and Ascend Cities programs build on the Center’s M3 model of:
- Improving Management skills
- Increasing access to Money through loans and investments
- Expanding Market opportunities through contracts and supply chain partnerships
Since its inception in 2017, Ascend has grown 340 companies over the $1 million level, 83 companies over the $5 million level, and 44 companies over the $10 million level. Collectively, Ascend companies have added $4.4 Billion in new revenue and raised $168 million in debt and equity capital.
For the sixth year, the Consulting and Business Development Center awarded the Bradford-Osborne Research Award to publish research that advances the knowledge about the successes and barriers to success for businesses owned by people of color. This is the nation’s first, and to date only, award recognizing scholarly research in this field. The 2025 winner was Lender Automation and Racial Disparities in Credit Access (Journal of Finance, Howell et. al.).
The Center is the administrative home for The Tenure Project whose mission is to provide a supportive environment where junior faculty are welcomed and engaged in programs, events, and dialogues that address the critical issues affecting Black, Latinx, and Native junior faculty as they pursue tenure in US business schools.
Junior scholars (PhD students, post docs, and Assistant Professors) from institutions around the world conducting research on opportunity, diversity, and inclusion in marketing attended the Fostering Inclusion 2025 Workshop. Participants worked in small writing groups and received feedback from journal editors and peers to accelerate their research paper submission to a top journal.
Celebrating Our Community
The Foster School invests in programming and events to create a sense of belonging within our community. Examples include:
- Celebration of Black Culture and Alumni Achievement (celebrated during Black History Month)
- First Generation Fireside Chats
- Fostering MBA Access
- Experience Foster (Recruiting)
- Latine Culture & Alumni Celebration (celebrated during National Latine-Hispanic Heritage Month)
- Welcome Back BBQ
- Foster Community Thursdays held in conjunction with the UW Law School
- Coffee, Tea, & ID Sessions for Foster Staff and Faculty
Curricular & Classroom Changes
Faculty and Staff
Faculty participated in over forty (40+) touchpoints in areas supporting our goal to nurture our internal community, including new or updated research materials, mentoring students, updating case studies, and working with the Consulting and Business Development Center to offer specialized instruction.
Thirty-six (36) faculty and staff participated in inclusion-focused training and support including:
- Foster ID Brave Spaces Training
- Fostering an Inclusive Study Abroad Workshop, in partnership with the Global Business Center
To further support faculty, a digital Teaching Resource Guide was created to help instructors navigate emotionally charged societal events: Response Planning: Teaching During an Emotionally Charged Societal Event. Foster supports this work through Brave Spaces workshops to be offered in Winter Quarter 2026 and by hosting teaching support office hours for faculty starting in Autumn Quarter 2025.
Staff Population by Sex
69%
Female (Foster)
31%
Male (Foster)
67%
Female (UW)
33%
Male (UW)
Staff Population Demographics Distribution
| Race / Ethnicity | Foster School of Business | UW Seattle | ||
|---|---|---|---|---|
| Number | Percentage | Number | Percentage | |
| Total Staff | 219 | 29,723 | ||
| Native American or Alaskan Native | <5 | 0.9% | 119 | 0.4% |
| Asian | 34 | 15.4% | 6,004 | 20.2% |
| Black or African American | 8 | 3.6% | 2,408 | 8.1% |
| Native Hawaiian | — | — | 268 | 0.9% |
| Hispanic or Latine | 25 | 11.3% | 2,140 | 7.2% |
| White | 133 | 60.6% | 15,278 | 51.4% |
| 2 or more races | — | — | 1,189 | 4.0% |
| Declined to disclose / did not provide | 18 | 8.1% | 2,289 | 7.7% |
Foster Faculty Population by Sex
38.2%
Female
61.8%
Male
UW Faculty Population by Sex
42%
Female
56%
Male
2%
Declined to Disclose / Did not respond
Faculty Population Demographics Distribution
| Race / Ethnicity | Foster School of Business | UW Seattle | ||
|---|---|---|---|---|
| Number | Percentage | Number | Percentage | |
| Total Faculty | 216 | 5,793 | ||
| Native American or Alaskan Native | — | — | 27 | 0.48% |
| Asian | — | 21.5% | 762 | 12.86% |
| Black or African American | — | 3.5% | 138 | 2.36% |
| Native Hawaiian | — | — | <5 | 0.09% |
| Hispanic or Latine | — | 2.6% | 260 | 4.58% |
| White | — | 53.5% | 3,120 | 50.82% |
| 2 or more races | — | — | 96 | 1.59% |
| Declined to disclose / did not provide | — | 17.5% | 1,390 | 27.22% |
NOTE: These numbers represent full-time tenured, tenure-track, and teaching-track faculty.
Foster ID Framework
It is our goal that every student who graduates with a Foster degree is offered opportunities to develop their inclusive leadership skills and act as effective allies. To do this, students need to develop inclusive leadership across three interrelated levels (self, relational, and systems). The Foster ID Framework provides a scaffolded and disciplined learning journey to allow students to build skills at each of these levels. This Foster ID framework continues to be rolled out to undergraduates, MBA, and specialty masters’ students. Building an even more cohesive community, the framework is being shared in faculty learning sessions and onboarding new faculty and staff.
Foster Initiatives
This year several structures supported our ongoing efforts to amplify voices, inform our strategic planning, and create spaces of belonging. We are thankful to the students, faculty, alumni, and staff who have generously shared their ideas, time, and energy with us in the following committees and activities:
- MBA Mentoring Circles for students of color
- Coffee, Tea & ID Sessions
- UW Diversity Council
- The Tenure Project
- Foster affinity student clubs (RSOs)
- Washington Employers for a Responsible and Equitable Economy [WE’RE] Leadership Program
- Bradford-Osborne Research Award
- Consulting & Business Development Center’s “Diversity Research Grants”
Our Future: Onward and Forward
Fostering Leaders
Nurturing Our Internal Community is a strategic goal and is an integral part of the Foster Community, it is everyone’s job. As a community, we work to bring an inclusion and belonging perspective in every decision we make. Often this means we need to be more mindful and strategic about our decisions that impact all our community members.
Other ways we foster leaders include:
- Continuing opportunities for faculty and staff to experience inclusion and belonging through learning and listening sessions.
- Continuing to offer opportunities for faculty to write case materials that feature a greater diversity of protagonists and business contexts.
- Continuing to recognize and uplift the work of the Undergraduate and Graduate Services teams.
- Expanding our recruiting efforts in spaces where diverse candidates look for opportunities.
Fostering Insights
We at Foster know that students and faculty need to be seen and heard for their expertise and life experiences. Systems and history have not always recognized this need, and it is vital and strategic for our future. Our faculty consistently demonstrate their commitment to share their knowledge with our students. Our students, especially those students of marginalized backgrounds, benefit significantly when they see themselves in their learning. Having cases and discussions in classrooms that include multi-ethnic protagonists promotes not only a deeper learning experience, but also visibility and belonging.
Foster encourages faculty, staff, and students to seek knowledge and best practices around having meaningful and respectful conversations about difficult topics. Additionally, there was keen interest in summer grant funding provided by the Consulting and Business Development Center to promote research that advances our knowledge of businesses founded by entrepreneurs from underrepresented communities. The intention is to nurture and amplify research in top tier journals to bring new insights to the field.
Please recognize Foster staff for their constant support of Foster’s vast network and operations. Their commitment touches every aspect of Foster including early education awareness, onboarding, listening, and mentoring sessions, and highlighting the inclusion and belonging efforts with the intent to keep faculty and staff engaged and informed.
Fostering Progress
Listening is critical to understanding. The Foster Listens program was established by our first Dean’s Impact Scholar, Stacia Jones. The Coffee, Tea and ID Sessions were created to hear from staff and faculty on a more frequent basis, i.e., monthly as compared to annually.
Increasing faculty diversity at the Foster School of Business continues to nurture our internal community and remains a worthy goal. To assist in this effort, the “Dean’s Impact Scholar” position was established. To date, Foster has hosted five (5) Dean’s Impact Scholars, attracting local business leaders with demonstrated commitment to bringing corporate insights and expertise, combined with inclusion and belonging into the classroom. Scholars teach a course within their expertise during the academic year, and are dedicated to spending time mentoring students, and actively supporting the Associate Dean for Inclusion and Diversity.
Other ways we foster progress include:
- Improve representation and increase the diversity of leaders and experts in the Foster community that are willing to directly support our students.
- Creating stronger connections between Foster’s philanthropy development officers and donors who support our commitment to providing opportunities for all.
Another means of fostering progress is by how the School chooses to spend its resources. The latest report from the UW Finance and Administration Department is that the Foster School of Business’ overall spending to women and minority owned businesses in FY24 was $3.1M, with an addressable spend amount of $5.5M (57.2% in overall BDE spend). An increased trend of 12.34% over FY23, which was one of the larger increases year-over-year of all of the UW departments. We are eager to see FY25 results.
Onward and Forward
Holding Ourselves Accountable
Committed to our students’ success is a hallmark of our strategic goal of “Nurturing Our Internal Community.” Just like we believe that “inclusion and belonging is everyone’s job,” we believe it is important we are holding ourselves accountable to the Foster community. What happens at Foster has an impact beyond our campus. We want to ensure the communities we are a part of and share space with are aware of what is happening on and off our campus, how we are tracking progress, and making changes where needed.
Invitation for Community Involvement
We invite you—students, faculty, staff, alumni, partner organizations, and community members—to join us. Learn about our Nurturing Our Internal Community efforts at Foster, and ways you can be involved by reaching out to Michelle Purnell-Hepburn or learning more at
https://foster.uw.edu/about-foster-school/fostering-diversity/.