The intent of this annual report is to call attention to the inclusion, diversity and equity 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
How do we support future leaders? By fostering them. At Foster we are dedicated to the University of Washington’s pursuit of excellence through inclusion, diversity, equity, and belonging. We are committed to listening, learning, and leading in an environment where academic excellence, personal growth, and environmental stewardship thrive. At Foster we have a passion for experiential learning and welcome probing questions that motivate us all to grow.
We believe that a sense of belonging sets the foundation for the professional and personal growth we aspire to practice and teach. Challenging people to be the best they can be requires taking risks. We aim to create a supportive environment where people fail forward and encourage others to do the same. We choose to focus on long term, lasting change which encourages students, faculty, and staff to be better tomorrow than they are today. We are a community committed to incorporating inclusion and diversity perspectives into every decision we make.
Foster’s Annual DEI 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, inclusive, and diverse community.
We value you being on this journey with us. Thank you!
DEI Team 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
DEI 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.
DEI 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 2023
34%
UW First Generation Students
66%
UW Non-First Generation Students
25%
Foster First Generation Students
75%
Foster Non-First Generation Students
Foster Resident Statistics
67.6%
Washington State Residents
14.5%
US Resident (non-WA State)
17.9%
International
Enrolled Students by Sex, Fall 2016-2023
| 2016/17 | 2017/18 | 2018/19 | 2019/20 | 2020/21 | 2021/22 | 2022/23 | 2023/24 | |
|---|---|---|---|---|---|---|---|---|
| Female | 43.4% | 44.3% | 45.9% | 46.9% | 46.2% | 48.6% | 48.8% | 49.8% |
| Male | 56.6% | 55.7% | 54.4% | 53.1% | 53.8% | 51.4% | 51.2% | 50.2% |
Enrolled Students by Race / Ethnicity, Fall 2016-2023
| 2016/17 | 2017/18 | 2018/19 | 2019/20 | 2020/21 | 2021/22 | 2022/23 | 2023/24 | |
|---|---|---|---|---|---|---|---|---|
| African American / Black | 2.4% | 2.9% | 3% | 2.6% | 3.4% | 4.2% | 4.9% | 6% |
| American Indian / Alaska Native | 1.1% | 1.3% | 1% | 1% | 1.4% | 1.5% | 1.5% | 1.5% |
| Asian | 26.8% | 27.4% | 29.7% | 31.8% | 31.8% | 31.6% | 33.7% | 35% |
| Hawaiian Pacific Islander | 1% | 0.8% | 0.9% | 1% | 1.1% | 1% | 1.1% | 1.2% |
| Hispanic / Latiné | 4.5% | 5.7% | 5.8% | 6.4% | 6.9% | 9% | 10.1% | 10.7% |
| Caucasian / White | 64.2% | 62% | 59.6% | 57.3% | 55.4% | 52.8% | 48.7% | 45.6% |
| Total # of Students | 3037 | 3116 | 3167 | 3335 | 3421 | 3432 | 3370 | 3193 |
Undergraduate Programs
AY24 UW Foster Undergraduate Diversity Services (UDS) Annual Report
The Undergraduate Diversity Services (UDS) Office mission is to serve as a holistic resource for students from backgrounds historically underrepresented in the greater business community, and Washington State. These groups of students include those of racially minoritized, economically disadvantaged, and first-generation backgrounds. The UDS Office provides programs and opportunities to support students achieve academic and personal success in the undergraduate business program.
In Fall 2023, 655 students (33% of Foster undergraduate population) opted to be in the UW OMA&D Educational Opportunity Program (EOP) which provides students holistic support to under-represented ethnically minoritized, economically disadvantaged, and first-generation college students.
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, evening, and hybrid programs, as well as programs for executive and technology management professionals. Specialty Masters’ program offerings include accelerated masters ‘degrees in business analytics, information systems, supply chain management, entrepreneurship, accounting, and taxation.
Foster’s doctoral program is a four-to-five year, full-time program. Major areas of specialization on our PhD programs are consistent with Foster’s main areas of study which include Accounting, Finance, Information Systems, Management, Marketing, Operations Management and Technology Entrepreneurship.
MBA Diversity Partnerships
Consortium Scholarship Dollars Spent
MBA Recruitment Pipeline Programs
Selected applicants receive travel arrangements to Seattle (if not local) and accommodations for the weekend. They engage with business leaders from the Seattle area, connected with current UW graduate accounting students, and learned about the Master of Science in Taxation and Master of Professional Accounting programs and local opportunities. FIFA has expanded from 5 attendees in its inaugural year to 13 attendees in the second year. The program aims to continue growing and in Spring 2024, Foster received 37 applications, of which 15 students enrolled and 13 of those attended Foster. Our goal continues to be maintaining a personalized and meaningful experience for each participant.
| Academic Year | MSIS Accelerate Students | Total MSIS Students |
|---|---|---|
| 2022-23 | 33 | 99 |
| 2023-24 | 29 | 98 |
| Academic Year 2023-24 | Students | Alumni | Community and Prospective Students>/th> | Total Attendees |
|---|---|---|---|---|
| Fall 2023 Registration | 49 | 22 | 32 | 103 |
| Winter 2024 Registration | 23 | N/A | 57 | 80 |
| Spring 2024 Registration | 25 | 23 | 18 | 66 |
Celebrating Our Community
The Foster School invests in programming and events to create a sense of belonging within our community. A few examples of this are:
- UW Impact Awards
- Celebration of Black Alumni Achievement (formerly Celebration African American Alumni Achievement)
- First Generation Fireside Chats
- Fostering MBA Access
- Experience Foster (Recruiting)
- Latiné Alumni Celebration
- Welcome BBQ for Black Students
- Foster Community Thursdays held in conjunction with the UW Law School
- Foster Listens
Curricular & Classroom Changes
Faculty and Staff
Thirty (30) faculty have participated in equity trainings led by the Inclusion & Community Program Manager. These sessions have included: Foster ID Training and the Fostering and Inclusive Study Abroad Workshop, co-facilitated with the Global Business Center. Fifty-seven (57) faculty members , a 42% increase over last year, have reported inclusion and diversity related activities in the past academic year in their annual performance review materials.
The Global Business Center supports this work by offering inclusion and identity abroad sessions for the undergraduate and MBA students traveling abroad.
Staff Population by Sex
68%
Female (Foster)
32%
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 | 29723 | ||
| Native American or Alaskan Native | <5 | – | 119 | 0.4% |
| Asian | 34 | 15.5% | 6004 | 20.2% |
| Black or African American | 11 | 5% | 2408 | 8.1% |
| Native Hawaiian | <5 | – | 268 | 0.9% |
| Hispanic or Latine | 23 | 10.5% | 2140 | 7.2% |
| White | 135 | 61.6% | 15278 | 51.4% |
| 2 or more races | <5 | – | 1189 | 4% |
| Declined to disclose / did not provide | 10 | 4.5% | 2289 | 7.7% |
Foster Faculty Population by Sex
39.8%
Female
60.2%
Male
UW Faculty Population by Sex
42%
Female
56.6%
Male
1.4%
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 | 5793 | ||
| Native American or Alaskan Native | <5 | – | 27 | 0.5% |
| Asian | 51 | 23.6% | 762 | 13.2% |
| Black or African American | 7 | 3.2% | 138 | 2.4% |
| Native Hawaiian | <5 | – | <5 | – |
| Hispanic or Latine | 8 | 3.7% | 260 | 4.5% |
| White | 114 | 52.8% | 3120 | 53.9% |
| 2 or more races | <5 | 1.4% | 96 | 1.7% |
| Declined to disclose / did not provide | 36 | 16.7% | 1390 | 24% |
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.
What is the Foster ID Framework?
The framework is a methodology or process to be used to address inclusion and diversity, or the lack of in various scenarios. It can be used as a guide to support oneself to reach a high level of inclusion or allyship.
It begins with starting with oneself:
REFLECT on myself and identity. To be mindful of inclusion and diversity work, one must start with knowing oneself. Asking, “Can I articulate who I am and how it impacts my work?” What am I bringing to the to this conversation or space. Think about who I am and the life experiences I bring that affect my work.
Once I know who I am and my strengths and next time opportunities, then I can…
VALUE others and differences. Once I know myself, I can value others and what gifts and life experiences they bring to the conversation and the space. Differences does not mean ‘wrong.’ Now I can choose to be open to different customs, practices, and norms and ask myself, “Am I approaching differences with an attitude of learning and respect?’
Once I understand myself and value what others bring to the conversation or space, then…
Critically ANALYZE systems. What policies and/or systems are in place that have led or will lead to certain outcomes? “Do I understand how processes and policies can widen, close or maintain equity gaps?” Are we making progress toward people feeling they belong here at Foster or are there inherent biases in the policies or processes that are keeping community members from fully accessing all that Foster has to offer?
Once I understand myself, value others and am mindful of our policies and processes, then…
LEAD inclusively and ALLY effectively. Now I can continue the work to be an ally for marginalized community members. I can be an advocate for amplifying the needs for multiple identities, including my own, knowing that we all belong and there is plenty for all.
These four levels of the framework support the community directly and help us engage our corporate partnerships with us on this journey.
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:
- Faculty Diversity Committee
- DEI Community of Practice (for Foster faculty, staff, and doctoral students)
- MBA Mentoring Circles for students of color
- Foster Listens Sessions
- UW Diversity Council
- The Tenure Project
- Foster affinity student clubs (RSOs)
- Washington Employers for Racial Equity [WERE] Leadership Program
- Bradford-Osborne Research Award
- Consulting & Business Development Center’s “Diversity Research Grants”
Our Future
A Strategy for moving forward
We are in the process of strategically evaluating our existing efforts in order to identify more next steps forward in regards to inclusion and diversity. With the abundance of talent and treasure at Foster, we are committed to uplifting the sense of belonging and interconnectedness with all of our community.
Other ways we foster leaders include:
- Continuing opportunities for faculty and staff to experience equity and inclusion in 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 and engage diversity leaders in our recruitment efforts.
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 the knowledge of growth in business development for businesses owned by people of color. The intention is to nurture and amplify research in top tier journals to bring new insights to the field.
Please recognize our staff for their constant support of Foster’s vast network and operations. Their commitment touches every aspect of Foster including onboarding and listening sessions, and publishing a bimonthly newsletter to highlight and promote the inclusion and belonging efforts to keep faculty and staff engaged and informed.
Other ways we foster insights include:
- Continue to build out the DEI Dashboard on the InsideFoster (intranet)
- Continuing to create coordinated efforts to engage students
- Continuing to build a stronger sense of community for Foster alumni from underrepresented communities to support our students and Foster
Increasing faculty diversity at the Foster School of Business is a high priority. To assist in this effort, the “Dean’s Impact Scholar “position was established. To date, Foster has hosted four (4) Dean’s Impact Scholars, attracting local business leaders with demonstrated commitment to diversity, equity, and inclusion. Scholars teach a course within their expertise during the academic year, and are dedicated to spending time mentoring students, and actively participate in Foster’s inclusion and diversity efforts.
Other ways we foster progress include:
- Upgrade Foster Listens sessions to meet the needs of our community groups (students, staff and faculty).
- Improve representation and increase the diversity of leaders and experts in the Foster community that are willing to directly support our students.
- Creating connections between Foster’s philanthropy development officers (individual and corporate), the Diversity Services team members, and purpose-driven donors who align with Foster’s mission for diversity, equity, and inclusion.
- Attracting more diverse prospective students is a catalyst for engaging alumni, donors, and corporate partners.
We continue to strategically evaluate our efforts in order to continue the forward momentum in the areas of inclusion and diversity. With the abundance of talent and treasure at Foster, we are committed to uplifting the sense of belonging and interconnectedness with all of our community. We are committed to providing opportunities for all who seek a better future for themselves, our communities, and our planet.
Onward & Forward
Activities and Commitments
Activities
Support tenure track faculty hiring
Deans Impact Scholars
Bradford Osborne Research Award
Commitments
Promote the Foster faculty hiring toolkit
Hire a minimum of one Dean’s Impact scholar for academic year 2024-2025
Continue to amplify the need for case materials that include protagonists from diverse backgrounds
Activities
Student, Faculty and Staff Learning Sessions
Continue to onboard and promote the Foster ID Framework
Coffee, Tea, & ID monthly dialogues for Staff
Foster Listens sessions for students and faculty
Community Celebrations
Commitments
Continue to encourage and support faculty to participate in inclusion and diversity learning, projects, and/or mentor students from underrepresented communities.
Foster ID Framework is introduced in all degree programs and staff/faculty orientations
Offer sessions for students, faculty, or staff to engage in dialogue on inclusion and diversity.
Amplify and promote community recognition and events throughout Foster
Activities
Continue to invest in Foster’s Pipeline Programs: YEOC, YWLS, Building Networks, Business Bridge
Continue to support Foster’s Resource Support Groups whose members are students from underrepresented communities
Continue to invest in Graduate and Specialty Masters recruiting efforts
Continue to amplify scholarship support for URM students.
Supplier Diversity Efforts
Global Business Center
Commitments
Continue to invest in and build out pipeline and early career programs led by Undergraduate and Graduate Diversity Services teams
Support activities led by the Undergraduate Program Office.
Support MBA Access, FIFA, Women’s Brunch, Consortium, Forte, MLT, and other activities lead by the MBA Team(s)
Create more avenues for alumni and partner organizations to support scholarships for low-income students and students from marginalized communities
Continue to promote onboarding and engaging UW-approved vendors from underrepresented communities.
The Global Business Center supports Foster’s inclusion and diversity work as they lead inclusion and identity-based sessions for the undergraduate and MBA students.
The Undergraduate Program Office offers faculty-led study abroad opportunities in three- week-long experiential learning programs focused on daily company and cultural visits.
Hovind Global Leaders is a cohort-based experience to advance the next generation of inclusive, global leaders. HGL are a cohort of students with diverse backgrounds, identities, and perspectives, who excel in the classroom; they are leaders motivated to actively engage in their communities and grow through self-reflection, global immersion, learning from one another and from experts both in Seattle and beyond.
Holding ourselves accountable
Accountability is a cornerstone of inclusion, diversity, and belonging efforts at Foster. Just like we believe that ‘DEI 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. With this in mind, our efforts will be published annually and reported on our social media channels.
Invitation for community involvement
We invite you— students, faculty, staff, alumni, partner organizations, and community members— to join us. Learn more about DEI efforts at Foster and how you can be involved, or contact Michelle Purnelll-Hepburn at [email protected].