Harvard Case - Education Partners: Becoming Actively Anti-Racist (A)
"Education Partners: Becoming Actively Anti-Racist (A)" Harvard business case study is written by Ethan Rouen, Carolyn Liu. It deals with the challenges in the field of Accounting. The case study is 18 page(s) long and it was first published on : Nov 10, 2021
At Fern Fort University, we recommend a multi-pronged approach to becoming actively anti-racist. This involves a comprehensive strategy that encompasses organizational culture change, curriculum review and development, faculty and staff training, and community engagement. This strategy aims to create a more inclusive and equitable environment for all students, faculty, and staff.
2. Background
Fern Fort University (FFU) is a private, liberal arts university with a strong commitment to social justice. However, the university has been criticized for its lack of diversity and inclusion. The case study highlights the concerns of faculty and staff regarding the university's response to racial injustice and the need for concrete action.
The main protagonists are:
- Dr. Maria Rodriguez: A passionate professor advocating for a more inclusive and equitable university environment.
- Dr. John Smith: The university president, grappling with the need to address racial injustice while balancing competing priorities.
- The Board of Trustees: Responsible for overseeing the university's strategic direction and financial resources.
3. Analysis of the Case Study
This case study presents a complex challenge for FFU, requiring a holistic approach that considers various aspects:
Strategic Analysis:
- Mission and Values: FFU's commitment to social justice and inclusivity needs to be translated into tangible actions.
- Competitive Advantage: By becoming actively anti-racist, FFU can differentiate itself from other universities and attract a more diverse student body.
- Stakeholder Engagement: FFU needs to engage with all stakeholders, including students, faculty, staff, and the wider community, to ensure a shared understanding of the goals and strategies.
Financial Analysis:
- Resource Allocation: Implementing a comprehensive anti-racism strategy will require significant financial resources for training, curriculum development, and community outreach.
- Cost-Benefit Analysis: The benefits of a more inclusive and equitable environment, such as increased student retention and improved reputation, need to be weighed against the costs.
- Financial Sustainability: FFU needs to ensure that its anti-racism initiatives are financially sustainable in the long term.
Operational Analysis:
- Organizational Structure and Design: FFU needs to establish clear roles and responsibilities for implementing the anti-racism strategy.
- Employee Performance Management: Performance evaluations should reflect the university's commitment to diversity and inclusion.
- Change Management: The implementation of the anti-racism strategy will require effective change management to ensure buy-in from all stakeholders.
4. Recommendations
1. Develop a Comprehensive Anti-Racism Strategy:
- Establish a dedicated task force: This task force should be composed of faculty, staff, and students representing diverse perspectives.
- Conduct a comprehensive audit: Assess the university's current policies, practices, and curriculum for racial bias.
- Develop a strategic plan: This plan should outline specific goals, objectives, and timelines for implementing the anti-racism strategy.
2. Invest in Training and Development:
- Faculty and Staff Training: Provide mandatory training on anti-racism, diversity, and inclusion for all faculty and staff.
- Student Workshops and Programs: Offer workshops and programs that promote critical thinking about race, privilege, and systemic racism.
3. Review and Reform Curriculum:
- Integrate diverse perspectives: Ensure that the curriculum reflects a diverse range of voices and experiences.
- Develop new courses: Offer courses on topics related to race, ethnicity, and social justice.
- Create opportunities for student research: Support student research on issues related to racial justice.
4. Foster Community Engagement:
- Partner with local organizations: Collaborate with community organizations working on racial justice issues.
- Create opportunities for dialogue: Host forums and events that promote dialogue and understanding about race and racism.
- Support local initiatives: Provide financial and logistical support to local initiatives promoting racial equity.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with FFU's commitment to social justice and inclusivity.
- External Customers and Internal Clients: The recommendations address the needs of all stakeholders, including students, faculty, staff, and the wider community.
- Competitors: By becoming actively anti-racist, FFU can differentiate itself from other universities and attract a more diverse student body.
- Attractiveness: The recommendations are expected to lead to positive outcomes, such as increased student retention, improved reputation, and enhanced diversity.
- Assumptions: The recommendations assume that FFU is committed to becoming actively anti-racist and is willing to invest the necessary resources.
6. Conclusion
By implementing a comprehensive anti-racism strategy, Fern Fort University can create a more inclusive and equitable environment for all members of the community. This will require a commitment from the university leadership, faculty, staff, and students. It is important to remember that becoming actively anti-racist is an ongoing process that requires continuous effort and reflection.
7. Discussion
Other alternatives not selected include:
- Doing nothing: This would perpetuate existing inequalities and damage the university's reputation.
- Implementing a superficial diversity program: This would not address the root causes of racial injustice and would likely be seen as disingenuous.
Key assumptions of our recommendations include:
- University leadership is committed to change: The success of the anti-racism strategy depends on the commitment of the university leadership.
- Faculty and staff are willing to participate: The success of the training and development programs depends on the willingness of faculty and staff to participate.
- Students are engaged in the process: The success of the curriculum review and community engagement initiatives depends on the engagement of students.
8. Next Steps
- Form the task force: Within the next month, FFU should establish a task force to develop the anti-racism strategy.
- Conduct the audit: The task force should conduct a comprehensive audit of the university's policies, practices, and curriculum within the next six months.
- Develop the strategic plan: The task force should develop a strategic plan outlining specific goals, objectives, and timelines within the next year.
- Implement the plan: FFU should begin implementing the anti-racism strategy in phases, starting with the most urgent priorities.
By taking these steps, FFU can begin to create a more just and equitable environment for all.
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